Section #24: Notice to Successful Applicants
What the standard says
Every employer shall, when making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities.
Suggested approach
Once someone has been selected to fill an employment position with the institution, the next step is to notify the successful candidate. Notification is often done verbally and typically is followed up with a formal letter or offer of employment. Employers should include in this letter a list of the institution’s policies related to accommodations, and a description of where and how the candidate can read the policies (see sample language below). The letter could also include information on the office responsible for the institution’s employee-related accommodations.
Employers should also be aware of their obligations under Section #23 of the Employment Standards regarding the need to alert candidates of available supports during the assessment process. For suggested language when arranging interviews, refer to the Administrator’s Accessibility Toolkit’s resources for Section #23.
Suggested best practices
- York University: The university plans to include the following language in the welcome letter that is offered to new employees: “York University offers accommodation to its employees with disabilities who require accommodation in accordance with [list policy(ies) and include links].”
- Brock University: Accommodation for Employees with Disabilities Policy
- University of Toronto: Health and Well-being Programs and Services
- York University: Academic Accommodation Process
Compliance schedule for Section #24, as defined in the IASR
- For large designated public sector organizations, January 1, 2014.
- For large organizations, January 1, 2016.
Definitions related to Section #24, as defined in the IASR
- “Large designated public sector organization” means a designated public sector organization with 50 or more employees.
- “Large organization” means an obligated organization with 50 or more employees in Ontario, other than the Government of Ontario, the Legislative Assembly or a designated public sector organization.
How does the IASR relate to the Ontario Human Rights Code?
In Section 1 (2), the IASR states that, “the requirements in the standards set out in this Regulation are not a replacement or a substitution for the requirements established under the Human Rights Code nor do the standards limit any obligations owed to persons with disabilities under any other legislation.”