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Employer Disability Awareness Training and Best/Preferred Practice
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Employer Disability Awareness Training and
Best/Preferred Practice
"Making Effective Linkages"
Employers << -- >> Service Provider << -- >> Consumers << -- >>
Job Accommodations << -- >> Funding Systems << -- >> Job Seekers << -- >> Employer
Experience << -- >> Family and Friends << -- >> Best / Preferred Practices
A Vision for the Future
"The vision is that persons with disabilities participate as full citizens in all aspects of Canadian society. The full participation of persons with disabilities requires the commitment of all segments of society. The realization of the vision will allow persons with disabilities to maximize their independence and enhance their well-being through access to required supports and the elimination of barriers that prevent their full participation".
In Unison: A Canadian Approach To Disability Issues, A Vision Paper (1998).
A few of the many valued Community Resources serving Employers and Job Seekers with Disabilities
• School Divisions
• Canadian Mental Health Association
• Family Services and Housing [Province of Manitoba]
• Society for Manitobans with Disabilities
• Reaching Equality Employment Services
• Employment Equity Programming within a variety of Manitoba based Corporations
• Manitoba Federation of Laboour
• Experienced Workers with Disabilities
ACCOMMODATION IN EMPLOYMENT FOR PERSONS WITH DISABILITIES
The objectives of these guidelines are to:
• Establish mechanisms to provide accommodation to persons with disabilities;
• Facilitate the return to work of employees who become disabled, or who have medical restrictions.
Defining Accommodation
Accommodation is an adaptation or adjustment to enable the person with a disability to perform the essential duties of the job.
The period of accommodation may be temporary or permanent depending on the particular circumstances.
Defining Disability
A disability or handicap, as defined in the Manitoba Human Rights Code, is:
• 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, including diabetes mellitus, epilepsy, any degree of paralysis, amputation, lack of physical coordination, blindness or visual impediment, muteness or speech impediment, or physical reliance on a guide dog or on a wheelchair or other remedial appliance or device;
• A condition of mental retardation or impairment;
• 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 Workplace Safety and Insurance Act.
The Manitoba Human Rights Code requires employers to accommodate persons with disabilities unless doing so would cause undue hardship, considering the cost, outside sources of funding and health and safety requirements.
Did you know?
• That your Workplace Insurance Safety Board premiums (formerly WCB) cannot be increased due to employing persons with disabilities.
• The same hiring and firing practices apply to person with disabilities as to persons without disabilities.
• Most persons with disabilities have the same or better record for absenteeism as persons without disabilities.
RESPONSIBILITY OF JOB SEEKER WITH DISABILITIES
Persons with disabilities who may require accommodation are responsible for:
• Making known the needs and accommodation requirements of which they are aware;
• Working in partnership with the Disability Claims Consultant, the Personnel Officer and the employing work unit to identify and implement accommodation requirements.
• The accommodation needs may require support provided from an appropriate professional such as an Occupational Health Nurse or Physician, Occupational Hygienist, Ergonomist or Occupational or Physical Therapist may be required. The community resource agency shall assist in these matters
SOME EXAMPLES OF ACCOMMODATION
Accommodation provided will be specific to each individual, and will depend on the facts and circumstances of each case. However in order to provide some guidance, the following are given as examples of the types of accommodation which could be provided:
Workstation modifications: specialized or adjustable furniture, signs with raised or braille lettering, modified lighting, flashing signals and handrails;
Job redesign: the reassignment of duties or the restructuring of job tasks for both the person with a disability and co-workers;
Employment policy and practice modifications: for example, flexible or part-time hours;
Technical aids and devices: braille computer systems, optical character recognition systems, keyboard adaptations, and the training and technical support required to use technical aids and devices.
Building modifications: ramps, retrofitted washrooms, elevators with audio signals, lowered elevator panels, automatic doors, visual display alarm systems, suitable designated parking spaces.
Accessible transportation: for employment related activities that are held outside of the place where work are routinely performed.
Portage La Prairie
Within to last few months many consumers have worked hard to promote employment opportunities for persons with disabilities. On May 23 a Forum was held for employers. To all who participate and supported the evening had opportunity to share excellent information. There are plans to meet with more employers from the portage area to explore recruitment and Preferred Best / practice
Consumers have identified barriers to employment, a primary barrier to many are the encountered des-incentives to those on Employment and Income Assistance. A first meeting has been held with to Department to address concerns and a second opportunity for discussion will be held the third week of September. If you are interested join in the conversation please contact Brian Stewart at Phone 204-785-2619 or Fax 204-785-1365 or Email stewartreach@skyweb.ca
THANK YOU
The Manitoba League of Persons with Disabilities wishes to thank employers in Steinbach, Portage La Prairie, Brandon and Beausejour for expressing their interest in increasing their understanding of how to expand their human resources to include person with disabilities.
Myths vs. Realities...
Myth: Only a very small percentage of the Canadian workforce has some sort of disability.
Reality: In fact, about 75% of persons with disabilities in the workforce are unemployed! This represents a huge, untapped potential.
Myth: Workers with disabilities can't do the job.
Reality: Recent surveys reported performance ratings of average or above average for 90% of persons with disabilities.
Myth: Workers with disabilities are more likely to have accidents.
Reality: According to statistics, 97% of workers with disabilities are average or above average in terms of safety.
Myth: People with disabilities are "different".
Reality: People with disabilities are unique individuals as are people without disabilities. They are no more "different than anyone else. Also, everyone has some degree of disability.
Personnel Recruitment
You are invited to send a of positions which your organization is currently accepting applications of positions which recruitment activities are most common.
Using to established Network your position shall be circulated. You shall be advised of Persons available to meet the established criteria, and LINKED to the individual or Service Provider.
If individuals process some of the requested skill you shall be advised of training and experience needed as well as other accommodations required. Opportunity is available:
• To plan and conduct interviews
• To offer disability training to employees of your Organization
• To arrange an on-the-job work experience
To have your positions circulated forward them to:
Employer Disability Awareness Training and Best/Preferred Practice
C/0 Box 44 Grp 343 RR3
Selkirk Man. R1A 2A8
Fax: 204-785-1365
Email: stewartreach@skyweb.ca
Our Mission
The MLPD is a united voice of people with disabilities, and their supporters, that promotes equal rights, full participation in society, and facilitates postive change through advocacy and public education.
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Manitoba League of Persons with Disabilities
909 - 294 Portage Avenue
Winnipeg, Manitoba, Canada R3C 0B9
Phone/TTY: (204) 943-6099 | Fax: (204) 943-6654
Toll-Free: 1-888-330-1932 (Manitoba Only)
E-Mail: contact@mlpd.mb.ca
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