Responsibility and Authority:
All staff: To provide accommodation
College management: Authority to implement accommodation.
Policy: Accessibility Policy
EVERGREEN COLLEGE is committed to accommodating all persons with disabilities. Support persons and service animals are welcome. We recognize that disabilities come in many different forms and that an inability to carry out one function may not affect any other function. We are willing to make every effort to give consideration to the needs of our employees, students and prospective students. Please bring to the attention of our staff or directors any challenges that you or someone may be facing.
EVERGREEN COLLEGE is committed to fair and accessible employment practices. We will notify employees, potential hires and the public that accommodations can be made during recruitment and hiring. We will notify staff that supports are available for those with disabilities. We will put in place a process to develop individual accommodation plans for employees. Where needed, we will also provide customized emergency information to help an employee with a disability during an emergency. Our performance management, career development and redeployment processes will take into account the accessibility needs of all employees.
Responsibility and Authority:
All staff: To provide accommodation College management: Authority to implement accommodation.
Policy: Accessibility Procedure
PLEASE SEE OUR: Accessible Customer Service Plan: Providing Goods and Services to People with Disabilities.
The following outlines specific duties to be carried out to comply with our plan:
• Accessibility for Ontarian’s with Disabilities Act, 2005
• Accessibility Standard for Customer Service Training Resource
• Accessibility Standard for Customer Service – training tips for employees
• Our Policy and Procedure:Accessibility for Ontarian’s with Disabilities Act
• Our Accessible Customer Service Plan, Providing Goods and Services to People with Disabilities
and notify one of the directors by e-mail when this has been done and provide the certificate.. (Must be within three months of being hired,)
• Notify one of the directors by e-mail when a student or prospective student inquires regarding accommodation for a disability.
• Post notices that customers who wish to provide feedback on the way EVERGREEN COLLEGE provides goods and services to people with disabilities can do so through talking with an EVERGREEN COLLEGE staff or director or e-mail.The notice will be placed at the front of the college, on the notice board in the hallway, and in the lunch area.
• Post notices when there are planned or unexpected disruptions to services or facilities for customers with disabilities, such as elevators, accessible washrooms, or computers. This clearly posted notice will include information about the reason for the disruption, its anticipated length of time, and a description of alternative facilities or services, if available. The notice will be placed at the front of the college, on the notice board in the hallway, in the lunch area, and on the doors to the classrooms.
Directors (or their delegate)
• Review all requests for accommodation for a disability.
• Set up and hold a meeting with the student/prospective student, their support person, if any, their counsellor, their potential instructor, anyone else requested by the student/prospective student, and anyone else identified as adding expertise to the individual assessment and plan for accommodation.
• Notify the student/prospective student of: what can be done to accommodate the student/prospective student; what contribution to the accommodation that the student/prospective student may have to make, and/or what cannot be done.
• Notify the student/prospective student within a time period agreed upon, based on the need to gather information and source out resources to make the accommodation.
• Respond to all feedback within ten (10) working days.
Accessible Customer Service Plan
Providing Goods and Services to People with Disabilities
EVERGREEN COLLEGE is committed to excellence in serving all customers including people with disabilities.
We will ensure that members of our staff are trained and familiar with various assistive devices we have on site or that we provide that may be used by customers with disabilities while accessing our goods or services.
We will communicate with people with disabilities in ways that take into account their disability.
We welcome people with disabilities and their service animals. Service animals are allowed on the parts of our premises that are open to the public.
A person with a disability who is accompanied by a support person will be allowed to have that person accompany them on our premises.
•Fees will not be charged for support persons to attend classes; however, no diploma or certificate will be awarded to the support person at the end of the course.
Notice of temporary disruption
In the event of a planned or unexpected disruption to services or facilities for customers with disabilities, such as elevators, accessible washrooms, or computers, EVERGREEN COLLEGE will notify customers promptly. This clearly posted notice will include information about the reason for the disruption, its anticipated length of time, and a description of alternative facilities or services, if available.
The notice will be placed at the front of the college, on the notice board, in the lunch area, and on the doors to the classrooms
EVERGREEN COLLEGE will provide training to employees, volunteers and others who deal with the public or other third parties on our behalf. Training will also be provided to people involved in the development of policies, plans, practices and procedures related to the provision of our goods and services.
Individuals in the following positions will be trained:
• Administrative Assistants
This training will be provided to staff within three (3) months of hiring.
Training will include:
• An overview of the Accessibility for Ontarian’s with Disabilities Act, 2005 and the requirements of the customer service standard
• EVERGREEN COLLEGE’S plan related to the customer service standard.
• How to interact and communicate with people with various types of disabilities
• How to interact with people with disabilities who use an assistive device or require the assistance of a service animal or a support person
•How to use any equipment or devices, e.g. TTY, wheelchair lifts, etc., that may become available on-site or otherwise that may help with providing goods or services to people with disabilities.
•What to do if a person with a disability is having difficulty in accessing EVERGREEN COLLEGE’S goods and services.
Staff will also be trained when changes are made to our accessible customer service plan.
Feedback process. Customers who wish to provide feedback on the way EVERGREEN COLLEGE provides goods and services to people with disabilities can provide feedback through talking with an EVERGREEN COLLEGE staff or director, e-mail, or the suggestion box.
All feedback, including complaints, will be reviewed by one of the directors. Customers can expect to hear back in ten (10) working days.
Notice of availability
EVERGREEN COLLEGE will notify the public that our policies are available upon request by posting them on your website.
Modifications to this or other policies
Any policy of EVERGREEN COLLEGE that does not respect and promote the dignity and independence of people with disabilities will be modified or removed.
Sexual Violence Policy
EVERGREEN COLLEGE OCCUPATIONAL HEALTH AND SAFETY PROGRAM
A Joint Health and Safety Committee has been formed to identify workplace hazards and to make recommendations to the employer regarding ways to control the hazards by:
• Inspecting the workplace every quarter.
• Identifying health and safety hazards and making recommendations.
• Assisting in critical or fatal incident investigations.
• Making written recommendations for improvements and meeting at least once every three months at the workplace. The first meeting included writing the Terms of Reference.
The employer agrees to:
• Assist during a workplace inspection, incident investigation or work-refusal investigation.
• Provide notice when health-and-safety-related tests are occurring, in order that the HSR/JHSC worker member may be present at the beginning of testing.
• Provide known information about existing or potential hazards.
• Allow the HSR/JHSC worker member to accompany a Ministry of Labour inspector.
• Respond in writing to written recommendations within 21 days.
• Include a timetable for implementing recommendations if accepted or reason for not accepting as the employer is not required to implement all recommendations.
• Allow time from work to attend meetings and carry out HSR/JHSC duties.
• Provide training to HSR/JHSC members as prescribed.
2.The following will be posted in a conspicuous place in the workplace:
Occupational Health and Safety Policy OHSA 25 (2)(k)
Workplace Violence & Harassment Policy OHSA 32.0.1 (2)
OHSA and Regulations OHSA 25(2)(i)
“Health & Safety at Work: Prevention Starts Here” OHSA 25(2)(i)
Name of JHSC members OHSA 9(32)
SDS information/sheets OHSA 38(5)
In case of Injury Poster (Form 82) R.1101 1(1)(b)(i)
Ministry of Labour Orders OHSA 57(10) if any
Employment Standards Poster OHSA 25 (3.1)
Emergency Services & Numbers WSIA
What you should know about the Employment Standards Act
3. The following will be kept in a secure area, at reception, accessible to approved personnel:
Employer/Supervisor/Worker Contact information List (with permission)
List of workers and others regularly attending at the college, who cannot quickly and safely leave the building by the stairs if an evacuation is necessary.
4. In order to identify, prevent, and respond to violence and/or harassment in the workplace:
• Workplace violence and harassment policies and procedures will be posted at a conspicuous place in the workplace, followed, and reviewed annually.
• The employer shall assess the risks of workplace violence and/or, annually, that may arise from the nature of the workplace, the type of work or the conditions of work and advise the Joint Health and Safety Committee of the findings.
• The employer shall develop and maintain a program to implement the policy with respect to workplace violence and harassment.
This shall include:
a) measures and procedures to control the risks identified in the assessment, as liable to expose a worker to physical injury;
(b) measures and procedures for summoning immediate assistance when workplace violence and/or occurs or is likely to occur;
(c) measures and procedures for workers to report incidents of workplace violence and/or harassment to the employer or supervisor;
(d) how the employer will investigate and deal with incidents or complaints of workplace violence and/or harassment; and
(e) any prescribed elements
• The employer shall provide all of the workers with:
(a) information and instruction that is appropriate for the worker on the contents of the policy and program with respect to workplace violence; and
(b) any other prescribed information or instruction, including personal information,
related to a risk of workplace violence from a person with a history of violent
(a) the worker can be expected to encounter that person in the course of his or her
(b) the risk of workplace violence is likely to expose the worker to physical injury.
No more personal information will be disclosed than is reasonably necessary to protect the worker from physical injury.
• If the employer becomes aware, or ought reasonably to be aware, that domestic violence that would likely expose a worker to physical injury may occur in the workplace, the employer shall take every precaution reasonable in the circumstances for the protection of the worker.
5. The employer:
(a) shall ensure that all hazardous materials present in the workplace are identified in the prescribed manner;
(b) shall obtain or prepare, as may be prescribed, an unexpired material safety data sheet for all hazardous materials present in the workplace and;
(c) shall ensure that the identification required by clause (a) and material safety data sheets required by clause (b) are available in English and such other languages as may be prescribed.
6. The employer will uphold the worker’s right to refuse work if the worker has reason to believe:
(a) any equipment, machine, device or thing the worker is to use or operate is likely to endanger himself, herself or another worker;
(b) the physical condition of the workplace or the part thereof in which he or she works or is to work is likely to endanger himself or herself;
(b.1) workplace violence is likely to endanger himself or herself; or
(c) any equipment, machine, device or thing he or she is to use or operate or the physical condition of the workplace or the part thereof in which he or she works or is to work is in contravention of this Act or the regulations and such contravention is likely to endanger himself, herself or another worker.
Policy and Procedure Manual
Health and Safety
Purpose: Occupational Health and Safety
Responsibility and Authority:
All staff: To prevent violence
College management: Authority to implement disciplinary action as necessary.
Policy: Occupational Health and Safety Policy
The employer and senior management of Evergreen College are vitally interested in the health and safety of its workers. Protection of workers from injury or occupational disease is a major continuing objective. Din Awad and Julia Gu will make every effort to provide a safe, healthy work environment. All employers, supervisors and workers must be dedicated to the continuing objective of reducing risk of injury. Din Awad and Julia Gu as employers, are ultimately responsible for worker health and safety.
As chief executive officers (CEOs) of Evergreen College, we give you our personal commitment that we will comply with our duties under the Act, such as taking every reasonable precaution for the protection of workers in the workplace.Supervisors will be held accountable for the health and safety of workers under their supervision. Supervisors are subject to various duties in the workplace, including the duty to ensure that machinery and equipment are safe and that workers work in compliance with established safe work practices and procedures.
Every worker must protect his or her own health and safety by working in compliance with the law and with safe work practices and procedures established by the employer. Workers will receive information, training and competent supervision in their specific work tasks to protect their health and safety. It is in the best interest of all parties to consider health and safety in every activity. Commitment to health and safety must form an integral part of this organization, from the CEO to the workers.
Evergreen College is committed to ensuring that your privacy is protected. Should we ask you to provide certain information by which you can be identified when using this website, then you can be assured that it will only be used in accordance with this privacy statement.
Evergreen College may change this policy from time to time by updating this page. You should check this page from time to time to ensure that you are happy with any changes. This policy is effective from January 1, 2006
What we collect
We may collect the following information in order to provide information or services to you when using our website information request forms, subscriptions to newsletters, or contacting our customer service representatives by phone. We only collect personally identifiable.
information that you submit voluntarily:
• name and job title
• contact information including email address and telephone
• demographic information such as postcode, mailing addresses, preferences and interests
• other information relevant to customer surveys and/or offers
What we do with the information we gather
Evergreen College collects personal information only with the express consent of the user when they request information from our organization. This information is only used when communicating with users as per their indicated preferences and as needed for service-related communications. We may use the information you provide for:
• Internal record keeping.
• to improve our products and services.
• to send promotional communication about special offers or other information which we think you may find interesting using the email address which you have provided.
• From time to time, we may also use your information to contact you for market research purposes. We may contact you by email, phone, fax or mail.
• We may use the information to customize the website according to your interests.
Evergreen College provides users with the ability to opt out from communications from any of our newsletters. An opt out option will either appear at the bottom of a newsletter received by email, or users can reply directly to the emailed newsletter and request removal from that correspondence.
We are committed to ensuring that your information is secure. In order to prevent unauthorized access or disclosure we have put in place suitable physical, electronic and managerial procedures to safeguard and secure the information we collect online.
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