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Ability & EnterpriseCCRW Logo2 2
Leading the way for Inclusive Employment

  October 9, 2013
jack'o'lanterns
Lots of Treats

In This Issue:
  • WESP Diversity Employment Fair - October 24, 2013, Toronto, ON
  • YTF Fredericton graduates
  • OWIP Client nominated for EmployABILITY Award
  • An in-depth look at JAS®: Workplace assessments
  • WESP 5 day workshop open for registration
  • Theme chosen for the UN International Day of Persons with Disabilities, 3 December 2013

 Please feel free to share this newsletter with friends and colleagues - spread the word, hire persons with disabilities!


WESP DIVERSITY EMPLOYMENT FAIR

October 24, 2013, 11am - 3pm, Downtown Toronto, ON

Diversity Employment Fair Flyer
Toronto's leading recruitment event for:
  • Aboriginals
  • Women
  • Persons with Disabilities
  • Visible Minorities
Meet HR professionals from Toronto's industry leaders in:
  • Media
  • Pharmaceutical
  • Insurance
  • Information Technology
  • Aviation
  • Hospitality
  • Academia
  • Non-Profit
  • Retail
  • Communications

Professional Attire Required.

Bring Resumes and Business Cards


Register by emailing your resume to:

diversityfair@ccrw.org



Download the flyer here.




YTF Fredericton Graduates


YTFFredericton













On Thursday, September 26, 2013 the participants of Youth the Future Fredericton invited friends, family members, employers, Member of local Parliament, representatives from referring agencies and local media to the Ramada Fredericton to help celebrate their successes in completing the Youth the Future program. Jayne Glenn who is a referral agent from Fredericton Works was invited to speak to the group to express her positive partnership and experience with Youth the Future- CCRW. The participants shared stories and celebrated accomplishments, received their certificates, and listened to the guest speaker.

Visit the YTF Webpage



OWIP Client Nominated for EmployABILITY Award

DREN Employability Gala

OWIPDREN

The Ontario Workplace Inclusion Program (OWIP) was honoured to attend the DREN EmployABILITY Gala on the evening of Thursday October 3rd held at Tosca Banquet Hall in Whitby. The event held over 200 people including community service providers, employers, clients and their families all together to celebrate the success of people with disabilities overcoming their barriers and succeeding in the workplace. OWIP could not be more proud to support our very own EmployABILITY Award Nominee, Jon Auger. Jon attended the event with his wife and sister, whom cheered him on as he received his certificate of nomination. This inspirational evening was not only about supporting the many successes of the nominees and award winners but about recognizing the employers for their efforts. We were also moved by the beautiful song and story provided by the key note speaker Samantha Mutis. We are looking forward to nominating more deserving clients next year and celebrating the many successes of the hardworking, dedicated and motivated individuals we support within the Durham Region.

For more information about the OWIP program, please visit www.ccrw.org/ontario-workplace-inclusion-program/



An in-depth look at JAS®: Workplace Assessments

Emily Jooste, Job Accommodation Specialist

The Job Accommodation Service (JAS®) is a bilingual Canada wide service providing public and private organizations with advice, consultation and assessment services. In offering these services JAS® plays a vital role in not only assisting employers to comply with their legal duty to accommodate but also in establishing more inclusive workplaces. Although JAS® offers a variety of services, workplace assessments remain a major focus; the following provides an in-depth view of JAS’® role in workplace assessments from beginning to end.

Step 1: A request for workplace assessment is received
JAS’® role begins when a request for workplace assessment is received from one of our clients. The request provides some brief background on the employee’s disability and why an assessment is being requested. The concerned employee would have provided written consent for the
JAS® to be involved. There are many different reasons why a workplace assessment is requested; sometimes employees initiate the request by asking their manager for a CCRW assessment or requesting workplace accommodations. Other times the manager or HR representative may recommend an assessment if the employee discloses a disability and/or is facing challenges in performing their job. Assessments can be requested at any stage of employment including upon hiring, when an employee is already in the role and when an employee is returning from a leave of absence.

JAS® routinely has close to 200 workplace assessment requests open, all at various stages of completion, with new requests continually arriving. Each JAS® team member has their own portfolio of requests or cases they manage from beginning to end and whenever a new request is received it is assigned by the
JAS® Director to the CCRW case managers. The assigned JAS® case manager then contacts both the manager and employee by telephone to speak further about the barriers faced. In order to ensure confidentiality, the manager and employee are spoken with separately. JAS® is considered a neutral third party because they listen to the perspectives of both the manager and employee; this is particularly beneficial because it allows the manager and employee to speak openly about their concerns.

Step 2: The workplace assessment
Once the JAS® case manager has spoken with both the manager and employee the next step is to find an appropriate subject matter expert to do an onsite evaluation at the employee’s workplace and write a report outlining recommendations for accommodations. Although JAS® is housed at CCRW’s head office in Toronto, the service has an extensive pool of subject matter experts across Canada. The case manager’s role is to find someone with the relevant expertise based on the employee’s disability which can fall into a variety of categories including motor (grasping, mobility) sensory (vision, hearing), behavioral (controlling emotions, stress intolerance) and neurological (memory, spelling, learning disabilities). This can include occupational therapists, kinesiologists, psychologists as well as experts in vision and hearing accommodations.

Building on the information gathered by the JAS® case manager as well as the medical information provided, the subject matter expert goes into further depth by meeting privately with both the manager and employee and looking at both the work environment and work set up. This can include observing the employee performing their job tasks, taking measurements and making adjustments to equipment and observing the overall work environment. Following their onsite evaluation the subject matter expert applies their knowledge of workplace accommodations to write a report outlining their recommendations for accommodations. This can include hard accommodations such as technology or equipment as well as soft accommodations such as adjusting job tasks or targets. The report must be submitted to the JAS® case manager within 5 days of the assessment to allow time for review and discussion. The case manager must ensure the recommendations are well explained and justified and ensure that any products recommended follow the established processes and all quality assurance criteria are respected. Once the report is ready the JAS® case manager sends the report to the various parties.

Step 3: Following up: seeing a case through
The JAS® case manager’s role is not over when the report is sent; case manager’s follows up at several junctures with both the manager and employee. This is initially done 4-6 weeks after the report is sent and repeated a few weeks later but often JAS® case managers are contacted outside of those times to offer support and clarification. This is a vital aspect of JAS®; in order to ensure the recommendations are implemented successfully and are working optimally for both the manager and employee, it is important to follow up with both parties. Sometimes follow up visits or additional recommendations may be required if the employee continues to face challenges.

What’s next?
A file is generally closed when all of the recommendations have been implemented and the manager and employee have no further concerns. Sometimes a JAS® case manager may also close a file if the employee has left the role or gone on extended leave or there are no further recommendations for accommodations. Once the file is closed, JAS® involvement also ends.  Should the employee’s job role or medical condition change in the future they are encouraged to speak with their manager about having their file reopened.

JAS® objective is to “facilitate the employment and retention of persons with disabilities by assisting employers in the process of workplace accommodation.” The JAS® workplace assessment process fulfills this by working with both employers and employees to find solutions which allow people with disabilities to not only remain at their jobs but to optimize their abilities and excel. In outlining step by step what a JAS® workplace assessment entails, it is hoped that a better understanding of JAS® role is gained. If you have any further questions regarding JAS® or workplace accommodation, please do not hesitate to contact Nayla Farah, JAS® Director.

JAS® offers consultations, workplace assessments, and educational presentations/workshops around mental health as they relate to the duty to accommodate and job accommodations.

For any enquiries, contact Nayla Farah, JAS Director for at 1-800-664-0925 extension 224 or by email at jas@ccrw.org




WESP 5 Day Workshop open for Registration


Oct28-Nov12013-WESPFlyerAre you a professional under 30 and have a disability?

Want to find work and advance your career?

The Workplace Essential Skills Partnership (WESP) is a FREE dynamic cross disability employment program for professional job seekers with disabilities.
• Enhance your resume, cover letter, and interviewing skills
• Attend networking events with high-profile employers
• Increase your confidence and grow your network
• Learn how to access the hidden job network

Income Supports (ODSP, OW, EI, etc.) are NOT REQUIRED to attend WESP

Registration is now OPEN for our exclusive 5-day workshop
October 28 – November 1, 2013
Contact our Intake Coordinator for more information or to book an intake appointment – self referrals are welcome!
416 486-2500 ext 8307
www.ccrw.org/workplace-essential-skills-partnership/
wesp@ccrw.org




December 3, 2013

UN International Day of Persons with Disabilities

enable logoThe Theme for the 2013 International Day of Persons with Disabilities is:

"Break Barriers, open doors:  for an inclusive society for all"


CCRW AODA Consultations--The Job Accommodation Service®
AODA training, policy review and development, accessibility audits and solutions. 
For more information and to book a consultation, contact Nayla Farah, nfarah@ccrw.org or 1-800-664-0925 x 224 or visit our website at www.ccrw.org


WORKink Screen Shot

Call for Article Submissions!

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If you have something that would be of interest to the membership, we would be happy to consider it for a future issues of Abilities & Enterprise, please contact Monica at
info@ccrw.org




WORKink®


Welcome to Canada's most powerful online career development and employment portal for Canadians with disabilities. 

www.workink.com connects employers and qualified candidates.   Contact workink@ccrw.org to find out how WORKink® is helping employers become equitable..


Contact: info@ccrw.org



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