UPDATE: Inflector has acquired industry experts in fireproofing, firestopping application and HAZMAT waste removal, Donalco Inc., Ontario division. We are excited for the coming together of two incredible teams. Read more about the acquisition here.

EMERGENCY RESPONSE: 1 866 208-8736

Accessibility

Explore our company policies.

Accessibility Policy

Purpose:

This Accessibility Policy is designed to outline our commitment to an inclusive environment ensuring equal access and opportunities for all individuals, including those with disabilities, in accordance with the Accessibility for Ontarians with Disabilities Act (AODA) and other applicable provincial requirements.

Scope:

This policy applies to all employees of Inflector Environmental Services and job applicants, clients and visitors who may require accommodations.

Policy Statement:

Inflector Environmental Services is committed to providing, to the extent possible and reasonable, an environment that is inclusive and that provides accessibility to all employees, job applicants, clients, and visitors in accordance with AODA and other applicable accessibility legislation in other Canadian provinces. Inflector Environmental Services commits to providing accommodation for needs related to the grounds of the Ontario Human Rights Code, unless to do so would cause undue hardship, as defined by the Ontario Human Rights Commission’s Policy on disability and the duty to accommodate, including the applicable accessibility legislation in other Canadian provinces.

Inflector Environmental Services will work cooperatively, and in a spirit of respect, with all partners in the accommodation process.

Inflector Environmental Services is dedicated to:

  1. Ensuring that our employment practices, policies, and procedures are free from discrimination and barriers and are accessible to all employees, job applicants, clients, and visitors including those with disabilities.
  2. Providing accommodation, as required by law, to individuals with disabilities to enable them to fully participate in the employment process and to perform their job duties effectively to the extent it does not constitute an undue hardship.
  3. Engaging in an interactive process with employees, job applicants, clients, and visitors to identify appropriate accommodations based on individual needs.
  4. Complying with the accessibility standards and requirements set forth by AODA and the applicable accessibility legislation in other Canadian provinces.

Roles & Related Policies/Procedures:

RESPONSIBILITIES

  1. Human Resources (HR):
    1. HR will coordinate the accommodation process, including receiving accommodation requests from candidates & employees, engaging in the interactive process, and facilitating reasonable accommodations during recruitment, onboarding and employment.
    2. HR will maintain confidentiality of accommodation requests and related information to the extent allowed by law.
    3. HR will provide initial training and ongoing guidance to new and existing employees and managers on accommodation principles and processes such as AODA Training and the Human Rights Code. Training will be provided as soon as possible upon or after hire, and on an as needed, ongoing basis such as whenever changes to this policy are made and/or legislative requirements are updated. Training content will cover foundational knowledge about accessibility, relevant legislation, and workplace-specific responsibilities across the relevant accessibility standards to provide employees with the required resources to interact and support individuals with various disabilities.
    4. HR will keep records of training provided, including the dates on which training is provided and the number of individuals to whom it is provided.
  2. Employees and Job Applicants:
    1. Employees and job applicants are responsible for communicating their accommodation needs in a timely manner to their supervisor/manager or HR respectively.
    2. Employees and job applicants are encouraged to  actively participate in the interactive accommodation process by providing necessary information and engaging in discussions about potential accommodations.
    3. Employees are responsible for completing the training provided and applying its principles.
  3. Supervisors and Managers:
    1. Supervisors and managers should collaborate with HR to implement and support accommodations for their employees.
    2. They must ensure that accommodations are provided and maintained in a manner that respects the dignity and privacy of the individual requesting accommodation.

Accommodation Process:

Request for Accommodation

Employees or job applicants who require accommodation should make their request to HR or their immediate supervisor/manager respectively in writing, verbally, or in any accessible format ([email protected]). The request should include specific information about the nature of the disability and the accommodation needed.

Interactive Process

HR will engage in an interactive process with the individual requesting accommodation to:

  • Understand the nature and extent of the disability.
  • Identify barriers to recruitment, onboarding, employment or job performance.
  • Explore potential accommodation solutions.
  • Determine the appropriateness of the accommodation.
  • Develop an individualized accommodation plan.
  • Implement and monitor the accommodation plan.

Implementation

  1. Inflector Environmental Services will make every reasonable effort to provide accommodation in a manner that respects the individual’s dignity and privacy.
  2. Accommodations may include, but are not limited to, modifications to workspaces, modifications to job duties, flexible work hours, or changes to policies or procedures.

Documentation:

HR will maintain records of accommodation requests and actions taken in accordance with applicable privacy legislation.

Feedback and Complaints:

Process

Inflector Environmental Services strives to improve accessibility for our employees, job applicants, clients and visitors. Accessibility comments, questions, complaints and/or suggestions may be submitted via the following formats:

  • By telephone at 613-798-8070 (Ottawa, Eastern Standard Time).
  • By email at [email protected].
  • By mail at 6961 McKeown Drive, Greely, ON, K4P 1A2.
  • In person at the closest Inflector office location based on region.
  • By online submission through our website’s ‘Get in Touch’ page and completing the ‘Send Us a Message’ form at https://inflector.ca/.

Procedure

The purpose of this procedure is to provide clarity and direction regarding the actions that Inflector Environmental Services will take if an employee, job applicant, client, or visitor submits accessibility feedback:

  • All feedback will be directed to the HR team, except for in person feedback provided to regional location employees.
  • Where possible, feedback submitted in person will be addressed immediately by employees at the location. Feedback that may require additional effort to address will be directed to the HR team to review and action or follow up appropriately.
  • The HR team will attempt to acknowledge all feedback submitted within two (2) business days as appropriate, except for mailed feedback which will be acknowledged within 30 business days.
  • Inflector Environmental Services will endeavor to reply and action feedback in a format that is accessible to the individual.
  • Individuals will be notified of the outcome within the specified timeframe, which should include any actions arising from the feedback and any associated implementation plan.

Review and Evaluation:

Inflector Environmental Services will regularly review and evaluate this Accessibility Policy and related procedures to ensure compliance with AODA and other Canadian provinces accessibility legislation. We will make adjustments to this policy as necessary to improve our commitment to providing equal employment opportunities and accessibility to our services and spaces to individuals with disabilities.

Definition:

For reference, whenever “Inflector Environmental Services” is referenced, it includes all employees, temporary workers, subcontractors, consultants, directors, and officers of Inflector Environmental Services LP, its general partner Inflector Environmental Services GP Inc., and all respective subsidiaries, affiliated entities, and associates regardless of location, type of employment, or union status.

Related Legislations:

  1. Canadian Human Rights Act
  2. Ontario Human Rights Commission’s Policy on disability and the duty to accommodate.
  3. Accessibility for Ontarians with Disabilities Act, 2005 (AODA) and associated regulations
  4. AODA training
  5. Return to Work Policy
  6. Labourers’ Equity and Diversity Charter of Inclusion and Diversity

Conclusion:

Inflector Environmental Services endeavors to foster an inclusive and accessible workplace for all. We are committed to working with individuals with disabilities to provide reasonable accommodation that enable them to perform their job duties effectively and participate fully in our employment opportunities.

 

 

Multi-Year Accessibility Plan

Introduction:

This 2023-2028 accessibility plan outlines Inflector’s commitment and approach to integrating accessibility into our day-to-day operations, ensuring inclusivity, compliance, and a more accessible environment for all.

Statement of Commitment:

Inflector Environmental Services is committed to providing, to the extent possible and reasonable, an environment that is inclusive and that provides accessibility to all employees, job applicants, clients, and visitors in a timely manner in accordance with AODA (Accessibility for Ontarians with Disabilities Act) and other applicable accessibility legislation in other Canadian provinces. Inflector is dedicated to ensuring that our employment practices, policies, and procedures are free from discrimination and barriers and are accessible to all employees, job applicants, clients, and visitors including those with disabilities.

Strategies & Actions:

FEEDBACK

Inflector has reviewed and implemented a feedback process that is accessible to people with disabilities upon request. Customers, employees and the public are able to provide feedback in a variety of ways such as e-mail, on-line through our website’s general feedback form, in person, phone and by mail.

WEBSITE ACCESSIBILITY

  • Inflector has reviewed the company website and the requirements to conform to the current AODA standard. Upon review, additional changes have been made to ensure Inflector’s compliance with the WCAG 2.0 Level A and AA Criteria excluding posted video content.
  • All future video content that is posted on Inflector’s website will be compliant with the WCAG 2.0 Level AA criteria.

 

Employment:

RECRUITING AND HIRING

  • Inflector will provide information to our employees in accessible formats and/or communication support when requested.

INDIVIDUAL ACCOMMODATION PLANS

Inflector will work in consultation with employees with disabilities to ensure an accommodation plan has been developed and documented that fits their individual needs.

RETURN TO WORK PROCESS

Inflector will implement a return-to-work process for employees with disabilities who have not been at work due to a disability. The process will assist in promoting an early return to work and reduce the impact of undue hardship on both parties.

Training:

Inflector provides training to employees on Ontario’s accessibility laws, the Human Rights Code, and the Customer Service Standard.

A Workplace Emergency Response Plan will be provided to employees who have indicated to Inflector that they have a disability and require assistance in the event of an emergency.

For More Information:

For more information on this accessibility plan, please contact the Human Resources Department:

By phone: 613-798-8070

By e-mail: [email protected]

By mail: 6961 McKeown Dr, Greely, ON K4P 1A2

Accessible formats of this document can be made available upon request.