Accessibility Plan and Policies for Kelly
Accessibility Plan and Policies for Kelly
This accessibility plan outlines the policies and actions that Kelly Services will put in place to improve opportunities for people with disabilities. This plan is intended to complement Kelly Services’ existing Accessibility for Ontarians with Disabilities Act Policy - Customer Service Standard. This plan will be reviewed at a minimum every 5 years. The plan and policies are available in an alternate format upon request.
Statement of Commitment
Kelly Services is committed to all people in a way that allows them to maintain their dignity and independence. We believe in integration and equal opportunity. We are committed to meeting the needs of people with disabilities in a timely manner, and will do so by preventing and removing barriers to accessibility and meeting accessibility requirements under the Accessibility for Ontarians with Disabilities Act, 2005 (“AODA”).
Accessible Emergency Information
Kelly Services is committed to its customers and clients with publicly available emergency information in an accessible way upon request. We also provide employees with disabilities with individualized emergency response information when necessary.
Kelly Services will provide training to employees, volunteers and other staff members on Ontario’s accessibility laws and on the Human Rights Code as it relates to people with disabilities. Training will be provided in a way that best suits the duties of employees, volunteers, and other staff members.
Kelly Services will take the following steps to ensure employees are provided with the training needed to meet Ontario’s accessible laws by January 1, 2015:
- Kelly Services will develop and implement an AODA training seminar through a PowerPoint or Word document that is distributed to all its employees and volunteers, and other staff members situated in Ontario or providing services to Ontario.
- Kelly Services will deliver this training throughout 2014.
- Kelly Services will make and keep records of the training that is provided.
Information and communications
Kelly Services is committed to meeting the communication needs of people with disabilities. We will work together with individuals that have informed Kelly Services of their disabilities to determine their information and communication needs.
Kelly Services does not intend to launch a new website or make any drastic changes and/or create a significant refresh to its existing public website before January 1, 2014. Should Kelly Services decide to launch a new website or significantly refresh an existing internet website on or after January 1, 2014, Kelly Services will ensure that said website and all content on that website that has been posted since January 1, 2012 will conform with WCAG 2.0., Level A requirements.
Kelly Services will take the following steps to ensure existing feedback processes are accessible to people with disabilities upon request by January 1, 2015:
- Direct full-time employees and staff employed in Ontario and/or full-time employees and staff providing services to Ontario to provide any feedback about Kelly Services’ Accessibility Policy to contact Human Resources at (416) 646-4215.
- Direct temporary employees and staff employed in Ontario and/or temporary employees and staff providing services to Ontario to provide any feedback about Kelly Services’ Accessibility Policy to call us toll-free at 1-888-325-2494 (locally in the Greater Toronto Area at 416-368-1058) or to send an email to email@example.com or complete the Accessibility Feedback Survey available on Kelly Services’ public website.
Kelly Services will take the following steps to make sure all publicly available information is made accessible upon request by January 1, 2015
- Kelly Services will inform the public that it will make information on its website, including policies and procedures, accessible upon request. Kelly Services will also inform the public that if an individual with a disability requests an accommodation, the company will work together with the individual to determine how to meet their needs as soon as it is practicable. This communication will be added to Kelly Services’ existing website content.
- Kelly Services will undertake to assess its procedures for providing information to the public such as reviewing the company’s existing website, how email communications are sent, reviewing brochures, videos, and presentations to determine whether there is any material that would make it difficult for an individual with a disability to read, hear or understand the information.
Kelly Services will take the following steps to make all websites and content conform with WCAG 2.0, Level AA by January 1, 2021:
- Kelly Services’ website will likely undergo a significant refresh within the next 5 years.
- Kelly Services will ensure that the new website and all its web content published after January 1, 2012 conforms with WCAG 2.0 Level AA requirements, other than providing captions on live videos or audio descriptions for pre-recorded videos.
- Upon the request of an employee, Kelly Services will work with the employee to make the content accessible in accordance with his or her needs.
Kelly Services is committed to fair and accessible employment practices. We will take the following steps to notify the public and staff that, when requested, Kelly Services will accommodate people with disabilities during the recruitment and assessment processes and when people are hired:
- Kelly Services will notify candidates and job applicants that we accommodate individuals with disabilities during the selection process by including the following verbiage on our website and job postings:
- “Kelly is committed to providing accommodations for people with disabilities in all parts of the hiring process as required under its Employment Accommodation Policy. Kelly will work with applicants to meet accommodation needs that are made known to Kelly in advance.”
- Kelly Services will train its interviewers and recruiters to notify job applicants when they are individually selected to participate in an assessment or a selection process that accommodations are available upon request.
- Kelly Services will assign a designated person that candidates can contact, should the candidate require an accommodation.
- Kelly Services will include the following verbiage in its employment offer letters or other communications,
- “Kelly Services has an accommodation process in place and provides accommodations for employees with disabilities. If you require a specific accommodation because of a disability or a medical need, please contact [designated contact person’s name] at [telephone number] or by email [email address], so that arrangements can be made for the appropriate accommodations to be in place before you begin your employment.”
Kelly Services will take the following steps to develop and put in place a process for developing individual accommodation plans and return-to-work policies for employees that have been absent due to a disability:
- Kelly Services’ employees will be informed of its policies for supporting employees with disabilities through an email communication to all staff employed in Canada.
- The communication will detail when this policy comes into effect and how it affects existing employees and new hires.
- Kelly Services will develop an Accommodation Plan to document accommodation requests and involve employees in the development of such plans.
- Kelly Services will notify the employee that the privacy of any disclosed personal information will be protected.
- Should an accommodation request be denied, Kelly Services will provide detailed reasons to the employee.
- Kelly Services will provide these plans in accessible formats, upon request.
- Kelly Services will review and update the plans with its employees.
- For employees that have been absent from work due to a disability and require an accommodation to return to work, Kelly Services will work with the employee to create an accommodation plan to suit his or her needs.
- Kelly Services will create and develop provisions, in accordance with AODA requirements, for all temporary and full-time employees related to non-work related injuries supplementary to its current Return-to-Work Policy, which currently applies to employees who have been injured on the job or are recuperating from personal injury or illness.
- Kelly Services will ensure that its updated Return-to-Work Policy complies with AODA legislation.
AODA – Employee Emergency Response Information - Sample Form
This form is a sample of the type of information Kelly Services and/or our client would ask you to complete. This information is gathered in the event you should require special assistance during an emergency or evacuation while placed at our customer site. All information contained in this type of document is strictly confidential.
We will take the following steps to ensure the accessibility needs of employees with disabilities are taken into account if Kelly Services is using performance management, career development and redeployment processes:
- Kelly will consult with the employee with the disability to attempt to determine whether an identified challenge is a performance or disability-related issue. (ie. Arriving late for work can be a disability-related issue if he or she is unable to access transportation schedules to determine how to arrive at work on time).
- Kelly will ask employees with a disability if they require any accommodations to meet workplace standards soon after they are initially hired.
- Kelly can, with the employee’s consent, contact his or her treating physician or therapist, who could be able to describe the employee’s limitations and capabilities in the work environment based on the employee’s disability.
Kelly will promote inclusion of employees with disabilities in development processes:
- Accessible professional development: Review individual accommodation plans and tailor programs to meet the needs identified in the employee’s specific plan. To cater to different learning styles, use teaching styles and materials that address different modalities (ie. visual, verbal, kinesthetic) to make training more effective.
- Mentoring: Use a mentor within the company who has enough tenure and experience to give the employee(s) with disabilities advice about navigating the organization and performing the job. The mentor should not be the employee’s manager as it could make the employee feel that conversations are not confidential or could lead to negative repercussions.
- Employee resource groups: These are networking and social support groups for employees who may experience isolation or marginalization in the workplace. These groups can include other employees with disabilities and supporters of people with disabilities.
- To meet the requirements of redeployment under AODA, Kelly Services can arrange for an employee’s individual accommodation plan or identified accessibility needs to be transferred with the employee upon reassignment.
- Kelly Services can also use the individual accommodation plan to select a new job that would suit the employee with a disability.
- When an employee redeploys to a new location Kelly Services will review the employee’s accommodation plan, as physical and workstation accessibility may need to be reviewed.
Design of Public Spaces
Kelly Services will meet the Accessibility Standards for the Design of Public Spaces when building or making major modifications to public spaces on or after January 1, 2017. Public spaces could include:
- Service-related elements such as service counters, fixed queuing lines, and waiting areas. If Kelly Services decides to build a new waiting area or make any changes to its existing waiting areas in any of its branches or office space, Kelly Services will ensure that at least 3% of the new seating is accessible and no fewer than one seating space is accessible.
- Outdoor paths of travel, like sidewalks, ramps, stairs, curb ramps, rest areas, and accessible pedestrian signals
- Accessible off-street parking
For more information or to provide feedback about Kelly’s accessibility policy, please call us toll free at 1-888-325-2494 (locally in the Greater Toronto Area at 416-368-1058) or send an email to firstname.lastname@example.org.