Murray Hyundai / Genesis Winnipeg Accessible Employment Policy
Accessible Employment Policy
The Accessible Employment Policy outlines Murray Hyundai / Genesis Winnipeg’s commitment to the Accessibility Standard for Employment under The Accessibility for Manitobans Act. Murray Hyundai / Genesis Winnipeg policies, practices, and measures reflect principles of dignity, independence, integration, and equal opportunity for people with disabilities.
Murray Hyundai / Genesis Winnipeg aims to remove barriers in our workplace. If a barrier cannot be removed, the company seeks to provide reasonable accommodations to affected team members.
The following policy statements, organizational practices, and measures are intended to meet the requirements of Manitoba’s Accessibility Standard for Employment.
1. Recruitment, Selection and Onboarding
All qualified applicants will receive consideration for employment without regard to the Manitoba Human Rights prohibited grounds of discrimination of disability, race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status.
Through the Murray Hyundai / Genesis Winnipeg recruitment process, Murray Hyundai / Genesis Winnipeg informs all applicants that reasonable accommodation is available to applicants with disabilities, upon request. If a request for accommodation is received, Human Resources will consult with the applicant to determine the appropriate accommodation and commits to putting the accommodation in place when reasonable.
Examples of accommodation are ISL interpreters, specially printed materials, assigned emergency evacuation buddies. During Murray Hyundai / Genesis Winnipeg’s new hire onboarding process, new hires are informed of Murray Hyundai / Genesis Winnipeg’s policy and workplace accommodations to new hires. New team members can also find more information on Murray Hyundai / Genesis Winnipeg’s practices in our Employee Handbook, provided to all staff upon hire and as revised.
2. Communication with Team Members
Employees are informed about accommodation measures, policies, and practices. Murray Hyundai / Genesis Winnipeg also provides updates to staff when this information changes.
The company aims to meet the communication needs of our staff by providing workplace information and communications in ways that are easy to access for everyone. If accommodation is requested by a staff member with a temporary or permanent disability, Murray Hyundai / Genesis Winnipeg will:
- Consult with the employee to identify the accessible formats or communication support needed when providing information to the team member.
- Ensure that identified accessible formats or communication supports are continually used when providing information to the team member.
Employees can request information on the Accommodation policy during onboarding with Murray Hyundai / Genesis Winnipeg, from their Manager, the Controller, or the Payroll Administrator during employment.
Managers, the Controller, and Payroll Administrator can be reached to answer questions and discuss any accommodation requests or provide the information in different ways. They will consult with the team members regarding what accessible format or support is the most appropriate for them.
Upon request, Murray Hyundai / Genesis Winnipeg can make this information available in different sources and formats and offer further support to meet staff needs.
3. Individualized Accommodations Plans
Murray Hyundai / Genesis Winnipeg provides reasonable accommodation by developing and documenting individualized accommodation plans for team members with disabilities who request them.
On the occasion that a team member is returning to work due to a sickness or injury, the company will also provide temporary or permanent accommodation based on Murray Hyundai / Genesis Winnipeg’s ‘Return-to-Work Policy’.
3.1 Practices and Measures:
The individualized accommodation plan includes the following:
- Accessible formats and communication support, if requested
- Workplace emergency response information, if required
- Details of how and when any other accommodations will be provided
- When the plan will be reviewed
Employees will participate and cooperate in the accommodation process by:
- Providing related information and taking part in assessments, if requested
- Complying with the individualized accommodation plan
- Offering ongoing feedback related to modifications, including whether the accommodation is no longer required
Managers will review the accommodation plan yearly or when needed due to a change in the workplace, or job duties, if requested by the team member or if/when the accommodation is no longer needed.
3.2 Process to Request an Individualized Accommodation Plan
Step 1 – Staff may request an individualized accommodation plan by making a verbal or written request to their managers or the Payroll Administrator.
Step 2 – Murray Hyundai / Genesis Winnipeg will assess the accommodation on an individual basis.
Step 3 – Murray Hyundai / Genesis Winnipeg may request documentation from a health practitioner who supports the need for accommodation.
Step 4 – Murray Hyundai / Genesis Winnipeg may request and cover costs for an evaluation by an independent regulated health professional or another practitioner in the area of workplace accommodation for team members with disabilities.
Step 5 – Murray Hyundai / Genesis Winnipeg may request assistance with developing the accommodation plan for the team member or another person who is knowledgeable about workplace accommodation for team members with disabilities.
Step 6 – A copy of the Accommodation Plan Template will be available in print as requested. The document can also be made available in different formats and sources upon request or if it aligns with the accommodation plan.
3.3 Reasons for Denying a Request
Murray Hyundai / Genesis Winnipeg may deny a staff member’s request for an individualized accommodation plan in the following circumstances:
- The team member can carry out most of the job without accommodation.
- The independent regulated health professional(s) does not support the team member’s self-assessed requirement for workplace accommodation.
- Murray Hyundai / Genesis Winnipeg’s research and evidence show that the accommodation request would cause undue hardship.
Staff members will be provided with a written document outlining the denial for a request.
3.4 Maintaining Privacy
We maintain employee privacy regarding accommodation plans and personal health information by following the practices outlined in section 8 below.
4. Performance Management, Training and Career Development
Murray Hyundai / Genesis Winnipeg’s training program and methods for career development are accessible to all team members. If a barrier is identified, the company will attempt to remove or make the necessary accommodation.
Murray Hyundai / Genesis Winnipeg’s human resources management practices take into consideration the following:
- Possible barriers in the workplace for team members with disabilities.
- Staff members’ individualized accommodation needs and plans.
- That the accommodation plan provided might not completely remove all barriers.
Managers meet with their staff to discuss performance, goals, and any challenges.
Accommodation plans and requests for new accommodation can be discussed at this time, but Murray Hyundai / Genesis Winnipeg welcomes team members and team leaders to have those discussions when necessary. Emergency plans and accommodation plans are reviewed yearly.
When an employee is not keeping up with the responsibilities and expectations for the role, their manager will have coaching conversations with them to specifically address the issue(s), as per Murray Hyundai / Genesis Winnipeg’s progressive discipline policy. Prior to imposing disciplinary measures, Murray Hyundai / Genesis Winnipeg considers whether there is a connection between concerns about job performance and workplace barriers.
Murray Hyundai / Genesis Winnipeg practices and measures aim to ensure that workplace accommodations do not negatively affect access to career development.
5. Return to Work
Murray Hyundai / Genesis Winnipeg’s return-to-work policy ensures reasonable accommodation for staff who are at work or absent due to a disability or health condition. Murray Hyundai / Genesis Winnipeg will make efforts to modify employees’ duties and work schedules based on their functional abilities. The company’s aim is to increase duties safely to help staff reach their full potential.
Murray Hyundai / Genesis Winnipeg’s Leadership & Payroll Admin works closely with the Workers Compensation Board (WCB) Adjudicators and Case Managers to bring employees back to work as soon as possible in a safe, collaborative, and supported manner. Murray Hyundai / Genesis Winnipeg also works with the Group Benefit Provider to accommodate and bring back to work any team members who are on medical leave due to sickness or injuries unrelated to work.
More details on the Return-to-Work process can be found in Murray Hyundai / Genesis Winnipeg’s Return-to-Work Policy.
6. Workplace Emergency Response Information
Murray Hyundai / Genesis Winnipeg follows all regulatory procedures through SafeWork MB. This means that yearly, all of Murray Hyundai / Genesis Winnipeg’s locations go through emergencies and fire drills. The company also has location-specific emergency and fire plans that are updated yearly. All team members acknowledge such plans and are trained in how to proceed in an emergency or fire.
To ensure the safety of staff who have a disability or have temporary accommodations that might impede their reaction during an emergency, Murray Hyundai / Genesis Winnipeg has, when needed or requested, developed individualized emergency plans. The company ensures workplace emergency response information is specific to each employee’s needs and the physical nature of the employee’s workspace.
Murray Hyundai / Genesis Winnipeg teams regularly discuss general accessibility and identify barriers during Workplace Safety and Health meetings. Department Managers and fire marshals ensure communication with these staff during the emergency by cellphone. The person acting as fire marshal notifies the fire department about the number and location of staff who remain in the building.
Once Murray Hyundai / Genesis Winnipeg learns a staff member requires assistance during a workplace emergency, the company offers the employee an individual workplace emergency response information as soon as possible.
Murray Hyundai / Genesis Winnipeg reviews the workplace emergency response information provided to an employee each time:
- The employee is moved to a different workspace
- The employee’s workspace is modified
- The company reviews the general emergency response plans and makes changes that would affect the staff’s response to an emergency in the workplace
If an employee who receives workplace emergency response information requires the assistance of another person during an emergency, Murray Hyundai / Genesis Winnipeg will obtain consent from the employee on who will assist and will inform that person on how to assist. Employees with hearing impairments are assigned fire buddies who will find and stay with the hearing-impaired person throughout exiting the building and staying at muster points.
7. Training
Murray Hyundai / Genesis Winnipeg provides training on how to accommodate employees with a disability, to staff with the following responsibilities: Supervisors, Managers, and Payroll Administrators.
Murray Hyundai / Genesis Winnipeg refers to available online courses, where Return to Work, Accommodations, and Accessibility Act are discussed. Ongoing training will also be provided after any updates to accessible employment practices, policies, or measures.
Training content includes:
- How to make employment opportunities accessible to people with disabilities
- How to interact and communicate with applicants or team members who face barriers, use assistive devices, or are assisted by a support person or service animal
- An overview of The Accessibility for Manitobans Act, The Human Rights Code (Manitoba), and the Accessible Employment Standard
- Murray Hyundai / Genesis Winnipeg’s accessibility policy and Return to Work policy
Training is provided during the onboarding process (up to 1 month after the hire date).
Record of Information
All records regarding Murray Hyundai / Genesis Winnipeg’s policies and training are documented and retained in training binders and personnel files. Murray Hyundai / Genesis Winnipeg’s policies and training are always available for staff to consult. Murray Hyundai / Genesis Winnipeg’s Accessibility Policy is available on the website for public access. This policy is also available upon request, and the company will provide it in a format that is accessible to the user. The Controller and Payroll Administrator are available to consult in any matters regarding accessibility and accommodation. Murray Hyundai / Genesis Winnipeg provides all policies within a reasonable timeframe, and in a format that meets the needs of individuals with a disability, at no additional cost.
8. Privacy
Murray Hyundai / Genesis Winnipeg protects the privacy and confidentiality of staff members’ personal information and personal health information. The company only collects, uses, and discloses information as required for the purposes of the Accessibility Standard for Employment and the Return-to-Work Policy unless otherwise consented to the use of or declared disclosure by the team member.
Murray Hyundai / Genesis Winnipeg takes its obligations under PHIA very seriously. Employee’s personal information and personal health information is kept in a locked filing cabinet in the locked Payroll Admin office.