Accessibility for Ontarians with Disabilities Act Sample Clauses

Accessibility for Ontarians with Disabilities Act. The University is committed to enacting the standards as outlined in the “Accessibility for Ontarians with Disabilities Act” (AODA) .01 The Employer and Union acknowledge their respective obligations to accommodate bargaining unit members with disabilities and agree that this means accommodating employees with disabilities to the point of undue hardship if such accommodation will enable the employee to perform the essential duties of her/his position. .02 At the request of the bargaining unit member(s) with disabilities, a workplace accommodation plan will be developed in consultation with a representative from the Human Resources department, the Occupational Health Nurse, where appropriate, a CUPE representative, and the member of the bargaining unit requesting accommodation. .03 The identity of the employee making the request and the fact and nature of the request shall remain confidential and shall only be released on a need-to-know basis or with the express consent of the accommodated employee.
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Accessibility for Ontarians with Disabilities Act. ‌‌ 6.1 Accessibility for Ontarians with Disabilities Act The University is committed to enacting the standards as outlined in the “Accessibility for Ontarians with Disabilities Act” (AODA) .01 The Employer and Union acknowledge their respective obligations to accommodate bargaining unit members with disabilities and agree that this means accommodating employees with disabilities to the point of undue hardship if such accommodation will enable the employee to perform the essential duties of her/his position. .02 At the request of the bargaining unit member(s) with disabilities, a workplace accommodation plan will be developed in consultation with a representative from the Human Resources department, a CUPE representative, and the member of the bargaining unit requesting accommodation. .03 The identity of the employee making the request and the fact and nature of the request shall remain confidential and shall only be released on a need-to- know basis or with the express consent of the accommodated employee.
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Accessibility for Ontarians with Disabilities Act. (OR AODA) Communicating with People with a Disabilities Policy Several different types of disabilities: Tips Service Animals
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Accessibility for Ontarians with Disabilities Act. 2005 (Ontario): In carrying out the program and activities described in Schedule “A” of this agreement, the Recipient shall ensure that it implements such measures, policies, practices or other requirements of any and all accessibility standards to which the Recipient may be subject under the Accessibility for Ontarians with Disabilities Act, 2005, S.O. 2005, Chapter 11, and its regulations. The Recipient shall ensure that, if applicable, records of AODA training are maintained, including dates when training is provided, the number of employees and volunteers who received training and individual training records. The Recipient shall ensure that this information will be made available, if requested by the City.
Sample 1
Accessibility for Ontarians with Disabilities Act. The Ombudsman is responsible for meeting the training requirements under Ontario Regulations 429/07 and 191/11 passed under the Accessibility for Ontarians with Disabilities Act, 2005, S.O. 2005, c. 11 (the “Regulations”) regarding the provision of accessible customer service to the public and regarding the requirements of the accessibility standards referred to in Regulation 191/11 and in the Human Rights
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Accessibility for Ontarians with Disabilities Act. The Employer and the Union agree to observe the provisions of the Ontario Human Rights Code and the Accessibility for Ontarians with Disabilities Act, or any other statutes, and agree that this Article is not intended to impose any greater obligations on the parties than are contained in those statutes.
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Accessibility for Ontarians with Disabilities Act. In carrying out the activities that are described in this agreement, the Club shall ensure that it implements such measures, policies, practices or other requirements of any and all accessibility standards to which the Club may be subject under the Accessibility for Ontarians With Disabilities Act, 2005, S.O. 2005, Chapter 11, and its regulations. The Club and any agents of the Club must specifically comply with the Accessibility for Ontarians with a Disability Act, as set out in Section 12 of this Agreement.
Sample 1
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Accessibility for Ontarians with Disabilities Act. 1 Ameresco shall ensure that all its employees, agents, volunteers, or others for whom Ameresco is legally responsible receive training regarding the provision of goods and services contemplated herein to persons with disabilities in accordance with Section 6 of Ontario Regulation 429/07 (the Regulation) made under the Accessibility for Ontarians with Disabilities Act, 2005, as amended the “Act”). Ameresco shall ensure that such training includes without limitation, a review of the purposes of the Act and the requirements of the Regulation, as well as instruction regarding all matters set out in Section 6 of the Regulation. Ameresco shall submit to the Customer, as required from time to time, documentation describing its customer service training policies, practices and procedures, and a summary of its training program, together with a record of the dates on which training was provided and a list of the employees, agents, volunteers and/ or others who received such training. Customer reserves the right to require Ameresco to amend its training policies to meet the requirements of the Act and the Regulation.
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Accessibility for Ontarians with Disabilities Act. In accordance with Ontario Regulation 429/07, Accessibility Standards for Customer Service every provider of goods and services shall ensure that every person who deals with a member of the public or participates in the developing of the County’s policies, practices and procedures governing the provision of goods and services to members of the public, shall be trained as follows: 1. How to interact and communicate with persons with various types of disability 2. How to interact with persons with disabilities who use assistive devices or require the assistance of a guide animal, or a support person 3. How to use equipment that is available on the premises that may help in the provision of goods or services. 4. What to do if a person with a particular type of disability is having difficulty accessing the provider’s goods or services 5. Information on the policies, practices and procedures governing the provision of goods and services to people with disabilities Contract employees, third party employees, agents and others who deal with members of the public on behalf of the County of Xxxxxx Xxxxxx must meet the requirements of Ontario Regulation 429/07 with regard to training. If a training policy is not yet in place, please go the following link, complete the training module and provide a copy of the Certificate to the County of Xxxxxx Xxxxxx. THIS AGREEMENT made in triplicate this day of , 2022. - AND –
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Related to Accessibility for Ontarians with Disabilities Act

  • Americans with Disabilities Act Compliance A. PROVIDER and all Subcontractors agree not to discriminate on the basis of disability in accordance with The Americans with Disabilities Act (ADA) of 1990, the Wisconsin Statutes secs. 111.321 and 111.34, and Chapter 19 of the Dane County Code of Ordinances. PROVIDER agrees to post in conspicuous places, available to employees, service recipients, and applicants for employment and services, notices setting forth the provisions of this paragraph. B. PROVIDER shall give priority to those methods that offer programs and activities to disabled persons in the most integrated setting. Where service or program delivery is housed in an inaccessible location, and accessible alterations are not readily achievable, PROVIDER agrees to offer “programmatic accessibility” to recipients (real or potential) of said services and programs (e.g. change time/location of service). C. PROVIDER agrees that it will employ staff with special translation and sign language skills appropriate to the needs of the client population, or will purchase the services of qualified adult interpreters who are available within a reasonable time to communicate with hearing impaired clients. PROVIDER agrees to train staff in human relations techniques and sensitivity to persons with disabilities. PROVIDER agrees to make programs and facilities accessible, as appropriate, through outstations, authorized representatives, adjusted work hours, ramps, doorways, elevators, or ground floor rooms. PROVIDER agrees to provide, free of charge, all documents necessary to its clients’ meaningful participation in PROVIDER’s programs and services in alternative formats and languages appropriate to the needs of the client population, including, but not limited to, Braille, large print and verbally transcribed or translated taped information. The PROVIDER agrees that it will train its staff on the content of these policies and will invite its applicants and clients to identify themselves as persons needing additional assistance or accommodations in order to apply for or participate in PROVIDER’s programs and services.

  • Americans with Disabilities Act The Contractor shall be and remain in compliance with the Americans with Disabilities Act of 1990 (“Act”), to the extent applicable, during the term of the Contract. DAS may Terminate the Contract if the Contractor fails to comply with the Act.

  • Compliance with Americans with Disabilities Act Contractor shall provide the Services in a manner that complies with the Americans with Disabilities Act (ADA), including but not limited to Title II’s program access requirements, and all other applicable federal, state and local disability rights legislation.

  • AMERICANS WITH DISABILITIES ACT (ADA) Contractor must comply with the ADA, which provides comprehensive civil rights protection to individuals with disabilities in the areas of employment, public accommodations, state and local government services, and telecommunications.

  • PERSONS WITH DISABILITIES Contractor and/or subcontractor agree to comply with the provisions of §504 of the Rehabilitation Act of 1973, as amended, (29 USC 794 et seq., as implemented in 45 CFR 84.1 et seq.), and the Americans with Disabilities Act of 1990 as amended (42 USC 12101 et seq.; as implemented in 29 CFR 1630), as applicable, pertaining to the prohibition of discrimination against qualified persons with disabilities in all programs or activities, and if applicable, as implemented in Title 45, CFR, §84.1 et seq., as they exist now or may be hereafter amended together with succeeding legislation.

  • Personal Medical Leave 1. Accrued 100% sick leave may be used at the employee's discretion. Such leave may be taken before or after the vacation described in No. 3 below. 2. Accrued 75% sick leave may be used following use of all 100% sick leave at the employee’s discretion. Such leave may be taken before or after the vacation described in No. 3 below.

  • Medical Leave Pursuant to applicable provisions of the Civil Service Rules, County Code, and other law, medical leaves of absence will be granted by the employee’s Department Head upon request only upon submission of a doctor’s certificate or other satisfactory medical evidence of the employee’s need for such leave.

  • Family and Medical Leave Act The Family and Medical Leave Act will be followed in approving a Leave of Absence. Contract provisions that provide greater benefits than the Family and Medical Leave Act will be followed.

  • Family and Medical Leave Act (FMLA In accordance with the Family and Medical Leave Act (FMLA) of 1993, the Board will grant a leave of absence for one or more of the following: 1. Because of the birth of a son or daughter of the employee, and in order to care for such son or daughter; 2. Because of the placement of a son or daughter with the employee for adoption or xxxxxx care; 3. To care for the employee's spouse, son or daughter, or par- ent, in laws or members of blended families or other per- sons in a similar relationship that live in the family house- hold or are in a similar family relationship who has a serious health condition; or, 4. The employee is unable to perform the essential job func- tions because of a serious health condition. As of February 2008, an employee who is the spouse, son, daughter, parent or the next of kin of a covered service mem- ber can take up to 26 weeks of FMLA leave during a single twelve (12) month period to care for the injured service mem- ber. The same eligibility requirements apply for employees requesting a leave under this category. Regulations as estab- lished by the Department of Labor will be followed when granting leaves under this provision. FMLA leaves are only available to employees who have been employed by the District for at least twelve (12) months and have worked 1,250 hours during the previous twelve (12) month period. Such leaves are counted against an employee's annual FMLA leave entitlement. Under the FMLA, an employee is eligible for a total of twelve (12) work weeks of leave in a twelve (12) month period. This twelve (12) month period is measured back from the date a requested leave is to begin. Continuation of medical, optical and dental benefits and the right to job restoration ceases when an employee has used twelve (12) work weeks of FMLA leave in the twelve (12) month period. (See Section B, Medical Leave of Absence). An employee requesting a FMLA leave must provide the Xxxxx- xxxx Superintendent of Human Resources at least thirty (30) days advance notice of when the leave is to begin. If such no- xxxx is not practicable, then notice is to be provided as soon as practicable. When a leave denoted as (1) or (2) above is granted, the leave must be taken in one (1) continuous increment, and must be concluded within twelve (12) months of the date of birth or placement. Employees granted such leave must utilize accu- mulated vacation days and accumulated personal business days (in that order), after which time the leave is unpaid. When a leave denoted as (3) above is granted, the employee must utilize accumulated sick leave time, accumulated vacation days, and accumulated personal business days (in that order), after which time the leave is unpaid. When a leave denoted as (4) above is granted, the employee must utilize accumulated sick leave days and accumulated per- xxxxx business days (in that order), after which time the leave is unpaid. After these days have been used and if more sick time is needed, the employee may choose to use accumulated vacation time. When additional time is needed during the 90 calendar day (13 week) LTD elimination period, the employee may use available vacation days. If the employee has pur- chased and is filing for short term disability, vacation days may be used during the 14 day elimination period. Vacation days cannot be used once the short term disability coverage starts. Leaves denoted as (3) or (4) above must be supported by med- ical certification from a health care provider stating (1) the date on which the serious health condition commenced, (2) the probable duration of the condition, (3) the appropriate medical facts, and (4) a statement that the employee is unable to per- form the essential functions of his/her position, or that the em- ployee is needed to care for the person. The District reserves the right to require the employee to obtain the opinion of a sec- ond health care provider designated or approved by the District concerning any information within the medical certification. When a FMLA leave denoted as (1) or (2) above is granted to spouses who are both employed by the District, the total amount of time on leave (in total for both employees) cannot exceed twelve (12) weeks of FMLA time. At the expiration of a medical leave or if the employee wishes to return to work before completion of the leave, there must be a physician's certification confirming his/her fitness to return to work. The District may condition the employee's return to work upon a fitness for duty examination and approval by a health care provider designated by the District. The District will continue to provide an employee's medical, optical and dental insurance while he/she is on a FMLA leave for a period of up to twelve (12) weeks on the same terms and conditions as prior to the leave. An employee on a FMLA leave shall not engage in any outside or supplemental employment. The District may recover insurance premiums paid while an employee was on an unpaid FMLA leave if: 1. The employee fails to return to work for at least thirty (30) days after the expiration of the leave; and 2. The failure to return is for a reason other than a serious health condition, or other circumstances beyond the control of the employee. Certification from the health care provider may be required for this purpose. An employee returning from a FMLA leave will be restored to the position he/she left, or to an equivalent position with equiv- alent benefits, pay and other terms and conditions of employ- ment. If the employee has not satisfactorily completed the probation- ary period at the commencement of a FMLA leave, then upon cessation of the leave, the employee must work the days need- ed to complete the probationary period.

  • Family Medical Leave Act 1. If an employee takes a leave granted under this Article for a reason covered by the Family and Medical Leave Act, the leave shall be administered under the provisions of the FMLA. 2. Upon approval of the Superintendent and Association President, this Section may be modified as necessary to comply with federal law and rules and regulations. 3. The Board shall provide a copy of the policy on FMLA in the library of each building.

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