Table Of Contents

Last modified on June 10, 2025

1.0 Policy

Selectpath is committed to treating all employees 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 persons with disabilities in a timely manner, and will do so by preventing and removing barriers to accessibility and meeting accessibility requirements.

Our policy, which has been created in response and compliance with the Accessibility Standards for Customer Service, Ontario Regulation 4213/12, and the Accessibility Act, Nova Scotia, aligns with Selectpath’s belief that everyone should be treated with courtesy and respect and made to feel welcome.

2.0 Scope/Eligibility

This policy applies to all individuals working for the organization, including all employees, contract service providers, contractors, and volunteers.

3.0 Definitions

Company: Selectpath

4.0 Procedure

  • 4.1 Multi-Year Accessibility Plan:
    • The Company will develop, maintain, and document a Multi-Year Accessibility Plan outlining the company’s strategy to prevent and remove barriers from its workplace and to improve opportunities for persons with disabilities.
    • The Multi-Year Accessibility Plan will be reviewed and updated at least once every five years to assess the short- and long-term requirements that need to be met, and will be posted on the company’s internal and external websites. Upon request, the Company will provide a copy of the Multi-Year Accessibility Plan in an accessible format.
  • 4.2 Self-Service Kiosks:
    • The Company will continue to have consideration for accessibility when designing, procuring, or acquiring our self-serve kiosks to better serve persons with disabilities.
  • 4.3 Assistive Devices:
    • The Company is committed to serving persons with disabilities who use assistive devices to obtain, use, or benefit from our goods and services. The Company will ensure that employees are familiar with and can advise customers regarding the assistive devices that are available for customers to use in accessing our goods and services.
    • Communication: The Company will communicate with persons with disabilities in ways that considers their disability. This means employees will communicate in a way that enables persons with disabilities to communicate effectively for purposes of using, receiving, and requesting goods, services and facilities.
  • 4.4 Use of service animals and support persons:
    • Persons with disabilities may bring their service animal on the parts of our premises that are open to the public.
    • Any person with a disability who is accompanied by a support person will be allowed to have that support person accompany him/her on company premises.
    • When support persons are required (e.g., sign language interpreters, real-time captioners, attendants) for company meetings, consultations or events, the Company will, upon request, pay support persons directly for their time and reasonable travel expenses, in accordance with company travel and hospitality guidelines if it has been determined there is no other reasonable way to protect the health or safety of the person or others on the premises.
    • On rare occasions where the Company determines that, in compliance with other applicable laws, a support person is required or a service animal is unable to enter an area of the premises, we will suggest appropriate alternatives and provide assistance.
  • 4.5 Training for Employees:
    • The Company will provide customer service training to all employees and volunteers who interact with our customers and who are involved in the development of customer service policies, practices, and procedures.
    • Training will be provided at the time of hire and to any current employees and volunteers at the time they take on customer service responsibilities.
    • The Company will provide employees and volunteers with training that includes:
      • A review of the purposes of the Accessibility for Ontarians with Disabilities Act, 2005 and the requirements of the Accessibility Standards for Customer Service for all provinces
      • How to interact and communicate with persons with various types of disabilities
      • How to interact with persons with disabilities who use an assistive device or require the assistance of a service animal or a support person
      • How to use the equipment or devices available on the Company’s premises or otherwise that may assist with the provision of goods or services to persons with disabilities
      • What to do if a person with a disability is having difficulty in accessing the Company’s goods and services
      • The Company policies, practices, and procedures relating to the provision of goods or services to persons with disabilities.
    • Employees and volunteers will be trained on an ongoing basis and when any changes are made to the Company’s policies, practices, and procedures.
  • 4.6 Notice of Availability of Documents:
    • The Company notifies the public that documents related to accessible customer service are available upon request by posting a notice on our company website. The Company will provide these documents in an accessible format or with communication support, on request. We will consult with the person making the request to determine the suitability of the format or communication support. We will provide the accessible format in a timely manner and at no additional cost.
  • 4.7 Notice of Temporary Disruptions:
    • The Company will notify customers in the event of a planned or unexpected disruption in the facilities or services used by persons with disabilities. The notice will include information about the reason for the disruption, how long the disruption is expected to last, and a description of any alternative facilities or services that are available.
    • The notice will be placed at all public entrances and reception counters on our premises. Depending on the nature of the disruption, notice will also be provided on outgoing telephone recordings and/or on company websites.
  • 4.8 Feedback Process:
    • This policy has been developed to break down barriers and increase accessibility for persons with disabilities in the areas of Information and Communications, and Employment. If anyone has a question about this policy or would like to obtain this document in an alternate format, please contact us at hrmanagement@selectpath.ca or 1-888-327-5777.
    • Privacy will be respected and feedback will be reviewed and addressed in accordance with the company’s Complaint Handling protocols.
    • Customers can expect an acknowledgement within two business days and in most cases, a response within fifteen business days of the receipt of the complaint.
    • The Company will provide, or arrange for the provision of, accessible formats and communication supports for persons with disabilities in a timely manner, with consideration for the person’s accessibility needs due to disability.
  • 4.9 Employment Standards
    • Recruitment
      • The Company will notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment process.
    • Recruitment, Assessment or Selection Process
      • The Company will notify job applicants, when they are individually selected to participate further in an assessment or selection process, that accommodations are available upon request in relation to the materials or processes to be used.
      • If a selected applicant requests an accommodation, the Company will consult with the applicant and provide, or arrange for the provision of, a suitable accommodation in a manner that takes into account the applicant’s accessibility needs due to disability.
    • Notice to Successful Applicants
      • When making offers of employment, the Company will notify the successful applicant of its policies for accommodating employees with disabilities.
    • Informing Employees of Support
      • The Company will continue to inform its employees of its policies (and any updates to those policies) used to support employees with disabilities, including policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability. This information will be provided to new employees as soon as is practicable after commencing employment.
    • Accessible Formats and Communication Supports for Employees
      • Upon the request of an employee with a disability, the Company will consult with the employee to provide, or arrange for the provision of, accessible formats and communication supports for information that is needed to perform his/her job, and information that is generally available to other employees.
      • In determining the suitability of an accessible format or communication support, the Company will consult with the employee making the request.
    • Workplace Emergency Response Information
      • The Company will provide individualized workplace emergency response information to employees who have a disability, if the disability is such that the individualized information is necessary, and if the Company is aware of the need for accommodation due to the employee’s disability. The Company will provide this information as soon as practicable after becoming aware of the need for accommodation.
      • Where the employee requires assistance, the Company will, with the consent of the employee, provide the workplace emergency response information to the person designated by the Company to provide assistance to the employee.
      • The Company will review the individualized workplace emergency response information when the employee moves to a different location in the organization or when the employee’s overall accommodations needs or plans are reviewed.
    • Documented Individual Accommodation Plans
      • The Company maintains a written process for the development of documented individual accommodation plans for employees with disabilities.
      • If requested, information regarding accessible formats and communications supports provided will also be included in individual accommodation plans.
      • In addition, the plans will include individualized workplace emergency response information (where required) and will identify any other accommodation that is to be provided.
    • Return to Work Process
      • The Company maintains a documented return to work process for its employees who have been absent from work due to a disability and who require disability-related accommodations in order to return to work.
      • The return-to-work process outlines the steps the Company will take to facilitate the return to work and will include documented individual accommodation plans as part of the process.
      • This return-to-work process will not replace or override any other return to work process created by or under any other statute.
    • Performance Management, Career Development and Advancement, and Redeployment
      • The Company takes into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when conducting performance management, providing career development and advancement to employees, or when redeploying employees.
  • 4.10 Modifications to this or other policies
    • The Company is committed to developing customer service policies that respect and promote the dignity and independence of persons with disabilities. Therefore, no changes will be made to this policy before considering the impact on persons with disabilities.
    • Any policy of the Company’s that does not respect and promote the dignity and independence of people with disabilities will be modified or removed.