1. Workplace Emergency Response Information
YUSC will provide individualized workplace emergency response information
to workers who have a disability, if the disability is such that the individualized
information is necessary, and if YUSC is aware of the need for
accommodation due to the worker’s disability.
2. Recruitment, Assessment or Selection Process YUSC will notify its workers, job applicants and the public about the availability of accommodation for applicants with disabilities in its recruitment process. If a selected applicant requests an accommodation, YUSC will consult with the applicant and provide, or arrange for the provision of, a suitable accommodation.
3. Notice to Successful Applicants When making offers of employment, YUSC will notify the successful applicant of its policies for accommodating workers with disabilities.
4. Informing Workers of Supports YUSC will inform its workers of its policies (and any changes to those policies) used to support workers with disabilities. YUSC will provide these policies to new workers as soon as practicable after commencing employment.
5. Accessible Formats and Communication Supports for Workers Upon the request of a worker with a disability, YUSC will consult with the worker to provide, or arrange for the provision of, accessible formats and communication supports for information that is needed to perform the worker’s job, and information that is generally available to other workers. In determining the suitability of an accessible format or communication support, YUSC will consult with the worker making the request.
6. Performance Management, Career Development and Advancement & Redeployment YUSC will take into account the accessibility needs of workers with disabilities when conducting performance management, providing career development and advancement to workers, or when redeploying workers.
7. Individual Accommodation Plan YUSC has set out a process for when a worker with a disability requests an accommodation. YUSC will work with its workers to develop an individual accommodation plan upon request.
8. Return to Work Process YUSC is committed to supporting workers who have been absent from work due to a non-work-related disability and who require an accommodation in order to return to work.
YUSC is committed to providing goods and services in a manner that respects the dignity and independence of persons with disabilities. YUSC will use reasonable efforts to ensure that the provision of goods and services to persons with disabilities will be integrated unless an alternative measure is necessary to enable a person with disabilities to obtain, use or benefit from the goods or services.
1. Assistive Devices
YUSC welcomes persons with disabilities to use their own personal assistive devices as may be reasonably required to access the services of YUSC.
Definition: “Assistive devices” are equipment or methods which help a person with a disability to do everyday tasks and activities and can include such things as:
2. Service Animals
YUSC welcomes persons with disabilities who are accompanied by a service animal onto the parts of YUSC premises owned or operated by YUSC and which are which are open to the person with a disability.
If the service animal is excluded by law in an area of YUSC premises (e.g. health or safety laws), YUSC will strive to use other measures to accommodate the person with a disability.
YUSC will also ensure that all staff who deal with the public are properly trained in how to interact with people with disabilities who are accompanied by a service animal.
3. Support Persons
YUSC welcomes onto its premises persons with disabilities who are accompanied by a support person. Persons with disabilities will have access to their support person at all times, provided that the interaction does not compromise YUSC’s academic standards.
If a fee is charged for the admission of a support person, the fee will be communicated and posted. YUSC may require a person with a disability to be accompanied by a support person if it is necessary to protect the health or safety of the person with a disability or the health or safety of others on the premises.
4. Notice of Temporary Disruptions
YUSC will provide notice in the event of a planned or unexpected disruption in the facilities or services normally used by persons with disabilities to participate in the activities of YUSC. A notice regarding a temporary disruption will include information about the reason for the disruption, its anticipated duration, and a description of alternative facilities or services, if available. The notice will be placed in relevant conspicuous locations on YUSC premises and, when appropriate, will be placed on YUSC’s accessibility website here.
YUSC will provide training about the provision of goods and services to persons with disabilities to every person:
i) who deals with members of the public on its behalf;
ii) who participates in the development of policies, practices and procedures concerning the provision of goods and services to members of the public.
Training will be provided on an ongoing basis and whenever there are changes to policies, practices and procedures. YUSC will keep records of the training provided, including the dates on which training is provided and the number of individuals to whom it is provided.
Further information regarding training is available here
YUSC welcomes feedback regarding the provision of goods and services to persons with disabilities. Feedback may be provided in person, in writing, by email or by telephone.
YUSC will review all feedback it receives and respond to such feedback where appropriate based on the nature of the feedback received.
Where appropriate, YUSC will take feedback received into consideration as part of its ongoing policy review.
7. Access to Customer Service Standards Documents
YUSC has posted the documents prepared in compliance with the Customer Service Standards here.
To request a copy of the documents in alternate format, please contact:
Arthi Velupillai. Internal Coordinator, York University Student Centre, email@example.com
"barrier" means anything that prevents a person with a disability from fully participating in all aspects of society because of his or her disability, including a physical barrier, an architectural barrier, an information or communications barrier, an attitudinal barrier, a technological barrier, a policy or a practice.
- any degree of physical disability, infirmity, malformation or disfigurement that is caused by bodily injury, birth defect or illness and, without limiting the generality of the foregoing, includes diabetes mellitus, epilepsy, a brain injury, any degree of paralysis, amputation, lack of physical co- ordination, blindness or visual impediment, deafness or hearing impediment, muteness or speech impediment, or physical reliance on a guide dog or other animal or on a wheelchair or other remedial appliance or device;
- a condition of mental impairment or a developmental disability;
- a learning disability, or a dysfunction in one or more of the processes involved in understanding or using symbols or spoken language;
- a mental disorder; or
- an injury or disability for which benefits were claimed or received under the insurance plan established under the Workplace Safety and Insurance Act, 1997.