Click to view this email in a browser

Ability & EnterpriseCCRW Logo2 2
Leading the way for Inclusive Employment
February 8, 2012
winterbirds
The Value of Support

In This Issue:
  • CCRW has a Facebook Page!
  • Service Animals - Your AODA Requirements
  • Testimonials from CCRW graduates
  • InCharge Canada Comes to WESP

CCRW has a Facebook Page!

Come check out our new Facebook page!  "Like" us and get updates about interesting news around all things employment - employers, employees and job-seekers - there is something for everyone!  Join in the conversation!  Support CCRW -  we look forward to hearing from you!


Service Animals - Your AODA Requirements


Accessibility for Ontarians with Disabilities Act (AODA) Requirement

Source: EnAblling Nonprofit Ontario
on 12/5/11

If you need help complying with the AODA standards, contact CCRW Consultations!  We offer many different levels of service to match your needs. 

 Let people with disabilities bring their service animals onto any part of the premises that is open to the public, except where the animal is otherwise excluded by law.


Service animals are a vital link to independence and dignity for people with all kinds of disabilities. Guide dogs help those who don’t see. Hearing animals alert those who don’t hear. Service animals are trained to warn someone to an oncoming seizure, and are used by people with autism, mental health disabilities and physical disabilities. Service animals are working animals; they are not pets. If your organization has areas that are open to the public, you are required to allow people with service animals to access them.

The first thing to do to meet the AODA requirements is to identify the areas of your premises that are open to the public and third parties. This can include reception areas, offices, washrooms, classrooms, outdoor spaces and any area that a member of the public generally has access. It also includes delivery areas and back offices where third parties you do business with may frequent.

In Ontario, there are laws that exclude service animals from certain areas, including areas where food is manufactured, prepared, processed, handled, served, displayed, stored, or sold. See Ontario Regulation 562 under the Health Protection and Promotion Act. Take note that this law makes an exception for service dogs, which are allowed to go where food is served or sold. So a guide dog may enter a restaurant, cafeteria or fundraising event that serves food, and wait quietly while its master eats. But it cannot enter the kitchen. Keep in mind that this exception applies to dogs only, other types of service animals are excluded.

In Ontario, some municipalities may also have by-laws against certain breeds of dogs. Check your local municipality to see if this applies to you.

If an individual cannot access goods or services on your premises because a law excludes their service animal, you are required to provide an alternate method for the individual to have access. In this situation, first explain to the individual why the animal is forbidden and then discuss together a possible solution. You may bring goods or services to the individual where they are, or you might leave the service animal in a safe place and assist the individual into the area as needed.

Depending on your organization, you may need to update your policies, practices and procedures to address how you serve individuals with service animals. If you have 20 or more employees, you must document your policies and make them available to the public. [edit] The Accessible Standard for Customer Service:  Employer Handbook is a great resource.

If your premises are small and you have no food preparation area, your policy may be fairly short and straightforward — perhaps service animals can access all areas of your premises. However, a larger organization with different types of areas (residences, food preparation, medical treatment) may need a more detailed policy for each area. Take a look at your organization and see how serving people with service animals affects you.

When it comes to serving individuals with service animals, situations can arise that are not always so straightforward.

What do you do when a service animal affects an individual with a severe animal allergy? The best approach is to discuss the options with both parties and come to a mutually satisfactory solution. You might try to distance the two parties physically, or re-arrange schedules so they do not cross paths. For example, in a meeting or gathering, the individual with the service animal could sit far away from the individual with the allergies. Or the animal could wait elsewhere.

The presence of a service animal may also not be welcome in certain houses of worship or religious sanctuaries. In such situations, you will need to find a solution that satisfies all parties — and sensitivity will be required. Again, the answer is to engage those involved in a discussion so you can work towards a solution together.

Remember that each situation is unique, and you will need to find a solution that satisfies everyone. Organizations must be prepared to deal with special situations as they arise, and will need to find solutions that protect the health and safety of the individual with the service animal and be respectful of the rights of others.

For more information about CCRW Consultations, please contact Elizabeth Smith, Manager Employer Consultations and Partnerships at 1 800 664 0925 ext 228 or via email at esmith@ccrw.org.

Our services include:
• Resources to increase disability awareness
• Strategies for complying with the Customer Service Regulation 429-07 (AODA)
• Accessing qualified job seekers with disabilities
• Job Accommodation Service (JAS)®



Testimonials from CCRW program graduates


Ken, WESP 2011 Graduate

This past summer I was fortunate enough to be a student in one of the WESP workshops. I had just recovered from an illness and someone told me about CCRW. From my initial intake with Sharon, I was quite impressed with just how much everyone associated with the WESP program cared. I felt the month long program would allow me to get back into a "routine" similar to a workKen photo schedule. Michelle and Carolyn made sure that each session was informative as well as fun, and Shawn joined WESP the last week of our course. Shawn took the time to familiarize himself with each student, and after graduation ensured we would not be "forgotten", even though a new class of students was soon to begin. That's one of the things I appreciated so much. That even after the workshop ended and our job search was beginning in full force, the communication continued. While it was summertime and the job market had slowed somewhat, the whole WESP team was always there with encouragement and support. Each member of our class took something out of every day’s lesson plan. For me personally, it provided me with the confidence I needed after having been out of the workforce for a period of time. The end result is that I found a great full-time position in Toronto a couple of months later, and I'm enjoying it immensely.

Thank you Michelle, Carolyn, Shawn and Sharon (as well as Jaclyn). The WESP way definitely works!!

Click here for more information on the Workplace Essential Skills Partnership (WESP)


Allan:  PWIP-SK Client

Allan had been employed at several places but always found himself losing interest in the job. He would develop certain habits that would cause him to search for new employment. He never had the proper supports put in place at any of his previous workplaces and that was one service he wanted to access from Partners for Workplace Inclusion Program, Saskatchewan (PWIP – SK).

Allan started working with the Employment Outreach Specialist shortly after coming to PWIP –   Allan PWIP-SKSK. Together they looked at several employment opportunities and spoke with several employers. Allan started working at the Elmwood Residences with a Targeted Wage Subsidy (TWS). Allan had the support of a job coach for two weeks during the initial training process. Upon completion of the TWS, Elmwood Residences offered Allan permanent employment.

Allan has been employed at Elmwood Residences since March 2011. He is a part-time maintenance worker. He is responsible for most of the outside work – shoveling snow, raking leaves, trimming the hedges and weeding flower beds. Allan also helps put away groceries on delivery days. Allan very much enjoys his job and the employer always gives positive feedback. Elmwood Residences were able to provide the supportive workplace that Allan needed. It has been a positive experience for everyone involved, especially Allan. He now has permanent employment in a position that he enjoys and has the support of supervisors and coworkers to foster success. Congratulations Allan!

Click here for more information on the Partners for Workplace Inclusion Program (PWIP)


InCharge Canada Comes to WESP

Workplace Essential Skills Program (WESP)

Ben NunezOn Wednesday January 11, 2011 the WESP Program was pleased to introduce Ben Nunez, Director-Community Development of InCharge Canada for our first Career Development Session of 2012. InCharge Canada is a non-profit, charitable credit counselling agency providing services in Ontario and Quebec (SOS Dettes). InCharge Canada offers confidential and professional budget counselling, debt repayment plans and financial education designed to assist individuals in better managing their money and making better financial decisions.

Ben’s career development session focused on warning signs of financial problems, accessing and using credit as well as looking at your credit report and credit score. WESP clients learned the importance of checking your credit report on an annual basis and how to fix discrepancies on credit reports. Thanks Ben for a terrific presentation!

For more information on InCharge Canada, please visit their website at www.inchargecanada.ca or call 1-866-572-7448.

For more information on upcoming WESP programs and workshops, please visit www.ccrw.org or call 416-486-2500 ext 8307.


STP Website home page 3
Skills Training Partnership (STP)®


STP® is a Canadian Council on Rehabilitation and Work (CCRW) trademarked employment model.


It is designed to assist employers in developing training programs that prepare qualified job seekers with disabilities for employment, allowing persons with disabilities to become fully trained for real opportunities in the workforce. It is an opportunity for employers to gain expert assistance in recruiting, hiring, and training skilled employees with disabilities, while addressing barriers to employment.


Call for Article Submissions!

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
.


Contact: info@ccrw.org



If you no longer wish to receive these emails, please reply to this message with "Unsubscribe" in the subject line or simply click on the following link: Unsubscribe

Click here to forward this email to a friend

CCRW
One Yonge Street
Suite 1202
Toronto, Ontario M5E 1E5
CA

Read the VerticalResponse marketing policy.

Try Email Marketing with VerticalResponse!