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MUNICIPALITY
OF RHINELAND
POLICY NO. 2022- 053
ADOPTED BY:
Last Updated: April 2022
DATE: April 6 2022
Page: 1 of 8
TITLE: Accessibility Employment
Policy
Department: All
PURPOSE: The purpose of this policy is to ensure our policies, practices and measures
reflect principles of dignity, independence, integration and equal opportunity for people
with disabilities.
POLICY STATEMENT: The Municipality of Rhineland is committed to complying with
the Accessibility Standard for Employment under the accessibility for Manitobans Act.
The Municipality of Rhineland aims to remove barriers in our workplace. If a barrier
cannot be removed, The Municipality of Rhineland will seek toprovide reasonable
accommodations to affected employees. This policy applies to all management, human
resources, council and employees of the Municipality.
GUIDING POLICIES:
Pre-employment Accessibility Requirements
1: Remove barriers to recruitment and selection.
During recruitment, The Municipality of Rhineland will inform potential applicants that
reasonable accommodations are available during the selection process's, and will
respond to requests for accommodations to the best of their ability.
Practices and Measures:
Where able, include a statement on job postings that reasonable accommodations
are available to applicants with disabilities
When an applicant has made a request for an accommodation during the selection
process, The Municipality of Rhineland will:
o Consult with the applicant to determine the appropriate accommodation.
o Put the appropriate accommodation in place during the assessment
process.
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Accessibility Employment Policy - All
2: Workplace accommodations when offering employment.
The Municipality of Rhineland will inform selected applicants of our
measures, policies and practices for accommodating employees with
disabilities.
Practices and Measures:
The Municipality of Rhineland will include information about
workplace accommodations in the letter of offer tonew employees if
applicable.
The Municipality of Rhineland will include the Accessibility Employment
Policy and review workplace accommodations in new employee orientation
materials.
3: Inform employees about accommodation policies and practices.
The Municipality of Rhineland will keep employees informed about our
accommodation measures, policies and practices for employees with disabilities.
The Municipality of Rhineland will also provide updates to affected employees
when this policy changes.
Practices and Measures:
The Municipality of Rhineland may provide information to employees
about our policies for employees with disabilities and any updates in
multiple formats such as:
Orientation packages
Discussions with management (in person, phone, video conference or
through email)
4: Communicate in a way that meets employees' needs.
The Municipality of Rhineland aims to meet the communication needs by
providing workplace information and communications in ways that are easy to
access for everyone.
If requested by an employee with a temporary or permanent disability, The
Municipality of Rhineland:
Will consult with the employee to identify the accessible formats, or
communication supports needed when providing information to the
employee.
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Accessibility Employment Policy - All
Ensure that identified accessible formats or communication supports are
continually used when providing information to the employee.
Practices and Measures:
To meet an employee's communication needs, employees will be asked what
accessible format or communication support is most appropriate for them.
The Municipality of Rhineland will provide information to employees in
multiple ways to meet everyone's needs.
5: Provide individualized
accommodation
plans.
Our policy is to provide reasonable accommodations by developing and
documenting individualized accommodation plans for employees with disabilities
upon request.
Practices and Measures:
The individualized accommodation plan could include if requested;
accessible formats and communication support
workplace emergency response information
details of how and when any other accommodations will be provided
when the plan will be reviewed
Our employees will participate and cooperate in the accommodation process by:
providing related information and taking part in assessments, if requested by
the employer/ employee
complying with the individualized accommodation plan
offering ongoing feedback related to modifications
Supervisors will also review an employee's individualized accommodation plan
after 3 months and in combination of regular annual review or upon request.
A. Accessible formats
The Municipality of Rhineland will meet the communication needs of our
employees by providing them with a copy of theirplan, or an explanation for
denying the request to introduce a plan, in a format and with any communication
support to meets the needs of the employee.
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Accessibility Employment Policy - All
B. Reasons for denying a request
The Municipality of Rhineland may deny an employee's request for an
individualized accommodation plan in the following circumstances:
a. The employee is able to carry out most of the job without an
accommodation.
b. The independent regulated health professional(s) does not support
the employee's self- assessed requirement for a workplace
accommodation.
c. Our research and evidence show that the accommodation request
would cause undue hardship (e.g., by creating safety risks to other
employees or a significant measurable financial burden).
C. Maintaining Privacy
The Municipality of Rhineland will maintain employee privacy regarding
accommodation plans and personal health information by following the practices
outlined in Section 10 below.
6. Manage performance.
The Municipality of Rhineland will ensure our performance management process
takes into account:
that an employee may be temporarily or permanently disabled by one or
more barriers in the workplace
an employee's individualized accommodation plan
that the accommodations provided for an employee may not fully
address a workplace barrier
Practices and Measures:
The Municipality of Rhineland will meet with new staff after three months
and annually or upon request to discuss progress, new goals and any
challenges.
The Municipality of Rhineland will speak with employees when they do
not follow company policy or meet expectations, and may offer a spoken
and/ or written warning of consequences, including disciplinary action.
The Municipality of Rhineland will discuss existing workplace
accommodations and propose modifications or new workplace
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Accessibility Employment Policy - All
accommodations if The Municipality of Rhineland believes this could
help improve the performance of an employee with a disability.
Prior to imposing disciplinary measures, The Municipality of Rhineland
should consider whether there is a connection between concerns about job
performance and workplace barriers.
7. Provide career development, training, internal advancement
and
reassignment.
When providing career development, training or opportunities for internal
advancement or reassignment, Rhineland will ensure the process for recruiting
and selecting candidates takes into account:
that an employee may be temporarily or permanently disabled by one or
more barriers in the workplace
an employee's individualized accommodation plan
that the workplace accommodation provided for an employee with a
disability may not fully address the workplace barrier
Our practices and measures aim to ensure that workplace accommodations do
not negatively affect access to career development.
Practices and Measures:
The Municipality of Rhineland will recruit and select candidates based
on objective criteria, such as current training, job experience, skills and
number of years on the job.
If a candidate has an individualized accommodation plan, review to ensure
that it is adequate to address any barriers presented by the new
opportunity, or modify the plan accordingly.
Our training program and methods for career development are accessible
to all employees. If a barrier is identified, we will attempt to remove or
reduce it.
8. Return to work processes.
Our commitment is to provide a safe and healthy working environment for
employees who are, or have been, absent from work due to a disability or health
condition, and require reasonable accommodations to return to work.
To ensure reasonable accommodations for employees who are at work or absent
due to a disability or health condition, efforts to modify employees' duties and
work schedule based on their functional abilities. Our aim is to increase duties
safely to help employees reach their full potential.
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Accessibility Employment Policy - All
Practices and Measures:
The Municipality of Rhineland will keep in touch with absent
employees and the Workers Compensation Board of Manitoba (WCB)
where involved) throughout the employees' recovery to help
maintain a connection.
The Municipality of Rhineland offers meaningful and productive modified
or alternate duties that are safe and within the employee's functional
abilities.
The Municipality of Rhineland will ensure supervisors and co-workers
support employees who have been absent due to a disability, and
participate in the return-to-work process.
The Municipality of Rhineland will educate staff on why returning to work
is good for business and outline theexpectations for supporting an
employee in a modified role.
The Municipality of Rhineland will follow WCB's return to work process.
The Municipality of Rhineland will recognize that pandemics, pose
serious health threats to people with pre-existing conditions, and attempt
to accommodate affected employees.
9. Provide workplace emergency response information.
The Municipality of Rhineland will notify all employees of steps to be taken
during emergencies, to ensure the safety of employees who are temporarily or
permanently disabled. The Municipality of Rhineland ensures workplace
emergency response information is specific to each employee's needs.
Once The Municipality learns an employee requires assistance during a workplace
emergency, they will offer the employee individual workplace emergency response
information.
The Municipality of Rhineland will review the workplace emergency response
information provided to an employee each time:
the employee's workspace is modified/ moved
The Municipality of Rhineland may review our general emergency response
plans at any time or upon request.
If an employee who receives workplace emergency response information requires
the assistance of another person during an emergency, The Municipality of
https://www.wcb.mb.ca/
https://
http://
http://accessibilitymb.ca/
http://
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Accessibility Employment Policy - All
Rhineland will obtain consent from the employee who will assist, and review with
that person how to assist.
Practices and Measures:
Each new employee must file a emergency plan with their supervisor for
whether they need assistance during an emergency and to remind them of
the office or building's emergency plan.
Regular discuss general accessibility and identify barriers during Workplace
Safety and Health meetings.
In a situation where an employee cannot descend the stairs to exit the
building during an evacuation, with permission from the employee, The
Municipality will identify someone to remain with this person in the
designated safe area).
Add any other practices and measures that are specific to your organization.
10. Maintain privacy.
The Municipality will protect the privacy and confidentiality of employee's
personal information and personal health information. The Municipality will only
collect, use, and disclose information as required for the purposes of the
Accessibility Standard for Employment, unless otherwise agreed to by the
employee.
The Municipality of Rhineland also follows the requirements of other privacy
legislation, including The Freedom ofInformation and Protection of Privacy Act
Manitoba) and The Personal Health Information Act (Manitoba).
11: Provide training
The Municipality of Rhineland will provide training on how to accommodate
employees with a disability to staff with thefollowing responsibilities:
recruiting, selecting or training employees
supervising, managing or coordinating the work of employees
promoting, redeploying or terminating employees
Training content may include:
how to make employment opportunities accessible to people with disabilities
how to interact and communicate with applicants or employees who
face barriers, use assistive devices, or are assisted by a support person
or service animal.
https://www.gov.mb.ca/health/phia/
https://www.gov.mb.ca/fippa/
https://www.gov.mb.ca/fippa/
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Accessibility Employment Policy - All
an overview of The Accessibility for Manitobans Act, The Human Rights
Code (Manitoba), and the Accessible Employment Standard
our organization's accessibility policy, code of conduct policy,
employment policies, etc.
Practices and Measures:
Train new employees and management as soon as reasonably possible,
and no later than one month after hiring.
Inform staff about updates to policies, practices and measures. Training
can be requested, as needed, following updates.
Human Resources will maintain records of who has taken training.
12: Keep record of accessibility and training policies.
The Municipality of Rhineland will keep a record of our accessibility policies. Our
documents includea summary of the content of our training material.
The Municipality of Rhineland will provide to the public policies are available
upon request and provide in a format that is accessible for the user.
Practices and Measures:
Provide accessibility and training policies upon request:
Post on The Municipality of Rhineland website
Through management (in person, by phone, video or email
communications)
The Municipality of Rhineland will provide our policies within a reasonable
timeframe, and in a format that meets the needs of individuals with a
disability, at no additional cost.