Purpose & Statement of Commitment
The National Hockey League Players’ Association (the “NHLPA” or the “Association”) is committed to ensuring equal access and participation for people with disabilities. We are committed to treating people with disabilities in a way that allows them to maintain their dignity and independence.
We believe in integration and we are committed to meeting the needs of people with disabilities in a timely manner. We will do so by removing and preventing barriers to accessibility and by meeting our accessibility requirements under Ontario accessibility laws, including those outlined under the Accessibility for Ontarians with Disabilities Act, 2005 (the “Act” or “AODA”) and under the AODA, O. Reg. 191/11: Integrated Accessibility Standards Regulation (the “Regulation”).
This Accessibility, Accommodation and Return to Work Policy (the “Policy”) applies to all job applicants, full-time, part-time, casual, contract, permanent and temporary employees in Ontario. It applies to all aspects of employment including, but not limited, to recruitment, promotions, transfers, working arrangements, compensation and benefits and termination of employment.
Information & Communications
The Association will make written information and other forms of communication accessible upon request. If a person with a disability requests accessible information or requires communication support, the Association will work with them to figure out how to meet their needs in a timely manner and at a cost that is no greater than the cost charged to other persons.
The Association will consider the needs of employees with disabilities in applying any performance management or career development processes, including when holding formal or informal performance reviews and promoting or moving them into a new job.
Purpose & Statement of Commitment
The Association is committed to providing a workplace environment that is inclusive and respects the dignity of those in our workforce. All employees have the right to a workplace free from discrimination based upon disability.
To ensure that persons who are otherwise able to work are not unfairly excluded from doing so based upon disability, the Association is committed to making every reasonable effort to accommodate the needs of its employees, in accordance with its requirements under the Act and the Ontario Human Rights Code (the “Code”). This policy governs all aspects of employment including selection, job assignment, compensation, discipline, termination, and access to benefits and training.
Informing Employees of Supports
The Association informs its employees of its policies that support employees with disabilities, including those that take into account an employee’s accessibility needs due to disability.
Workplace Emergency Response Information
The Association provides individualized workplace emergency response information to employees who have a disability, if the disability is such that the individualized information is necessary, and the NHLPA is aware of the need for accommodation due to the employee’s disability. With the employee’s consent, the workplace emergency response information will be provided to the person designated to provide assistance to the employee. The individualized workplace emergency response information is reviewed and updated as necessary.
Workplace Party Obligations
The Association is committed to responding to accommodation requests in a timely, confidential and sensitive manner. Accommodation is a shared responsibility between employees, and the Association. Employees are expected to cooperate with the Association in the search for and implementation of reasonable accommodation.
Process for Requesting Accommodation
Job applicants will be advised of this Policy when contacted for an interview and asked whether accommodation is needed to participate in the hiring and selection process.
The NHLPA will evaluate the job applicant's request for accommodation and may request more information from the job applicant to facilitate the accommodation. If the request for accommodation is denied, the job application will be provided with written reasons.
The Association is committed to providing employees with disabilities reasonable accommodations to perform the essential functions of their jobs, short of causing undue hardship.
Employees are responsible for bringing the matter to the attention of your supervisor or other designated individual. In the case of disability, employees may be required to provide medical documentation establishing the existence of a disability, any job-related restrictions, and the estimated length of time for which accommodation is needed. Upon receipt of an accommodation request, The Association will engage in an interactive process with the employee to explore possible reasonable accommodation options.
An employee's accommodation needs or the Association's organizational requirements may change over time and, as such, any accommodation provided will be monitored and may require adjustments to improve effectiveness or efficiency.
The Association will document the development, contents and implementation of individual accommodation plans in accordance with Ontario accessibility laws and the Code.
Purpose & Statement of Commitment
The Association is committed to promoting employee health and recovery through active case-management and timely return-to-work opportunities for non-occupational and occupational injuries and illnesses. The Association aims to ensure that a fair and consistent approach is established for the safe and timely return of employees to the workplace.
Roles and Responsibilities
Returning to work is shared undertaking and employees are expected to cooperate with the Association in the search for and implementation of reasonable accommodation.
Returning to Work
Medically supported and reasonable accommodations will be provided for employees with temporary or permanent medical restrictions and/or limitations in accordance with the principles and practices set out in this Policy and the Code.
Employees will be contacted as soon as possible to assess possible limitations and/or restrictions that will inform accommodation needs, if any, and to determine their anticipated return to work date.
The Association will provide employees with supporting documentation to be completed by their regulated health professional. Employees will return to work only when they are medically cleared to do so.
Confidentiality will be maintained, consistent with the needs of the accommodation process. Personal information will only be disclosed to those with a demonstrated need to know for the purposes of determining or providing accommodation, as required to take corrective action for violation of this Policy, or as required by law.
Employees who file a request for accommodation in good faith and who exercise their right under this Policy and under the law are protected from any reprisals or threats of reprisals. As such, no employee shall be penalized or disciplined for bringing forward a request in good faith. Employees found to have engaged in reprisals and/or pursue a request for accommodation in bad faith, may be subject to discipline.
The Company will provide training to all employees, and volunteers. Training will also be provided to anyone involved in the development of policies, plans, practices and procedures related to accessibility standards and requirements.
This training will be provided to staff as soon as practicable after starting with the Association.
The Association welcomes any feedback or questions regarding this Policy and the ways in which the Association provides accessible information to persons with disabilities.
Individuals may provide their feedback or questions to the NHLPA’s Human Resource Representative or General Counsel in person (10 Bay St. Suite 1200, Toronto, Ontario, M5J 2R8), by telephone (416-313-2300), or in writing (by hardcopy to the above noted address or by email by contacting us here).
This Policy will be reviewed and updated whenever there is a change that affects its effectiveness and/or as required under Ontario accessibility laws and the Code.
The NHLPA is responsible for the administration of this Policy. If employees have questions regarding this Policy, they may contact us here.