Employment Policies
2-10
HUMAN RESOURCES MANUAL
POLICY
EMPLOYMENT POLICIES
EMPLOYMENT ELIGIBILITY
To be eligible for employment at the AIDS Committee of Toronto (ACT), applicants must:
1. meet the stated requirements for the position being sought;
2. be willing to work in accordance with the agency's mission, values, policies and procedures; and
3. be legally entitled to work in Canada (i.e., Canadian citizen, landed immigrant, or hold a valid work permit).
NON-DISCRIMINATION
ACT does not discriminate in hiring, recruitment, training, promotions, transfers, or other conditions of employment, against any job applicant or employee.
ACT adheres to the Ontario Human Rights Code which states that every person has the right to equal treatment with respect to employment without discrimination on the grounds of:
- race,
- ancestry,
- place of origin,
- colour,
- ethnic origin,
- creed,
- sex,
- sexual orientation,
- age,
- record of offenses,
- marital status,
- family status, or
- disability.
ACT does not retaliate against any employee for complaining about alleged acts of such discrimination. An employee who believes he or she has been discriminated against or subjected to retaliation has the right to file a complaint. (See Harassment (including Sexual
Harassment), #'s 8-10 and 8-11 and Collective Agreement, article 3.)
HIRING PROCESS
ACT is committed to providing a recruitment, selection, and hiring process that is fair and consistent. The process is designed to identify the requirements of each vacant position and assist in selecting the best qualified applicant for the position. Preference is given to qualified internal candidates as per the Collective Agreement. (Also see Hiring, HR #'s 2-40 and 2-41.)
Throughout the recruiting, selection, and hiring process, applicants and applicants' information are to be kept confidential.
Volunteers may apply for vacant positions along with other external applicants, and are encouraged to make reference to their volunteer position. Opportunities are on the basis of proven ability, performance, skills and training. Volunteer experience at ACT is viewed as a favourable asset which contributes significantly to the experience of a candidate. However, there is no guarantee of an interview or placement. ACT strongly discourages individuals from using a volunteer assignment as a strategy to acquire a paid position at ACT.
REASONABLE ACCOMMODATION
ACT recognizes the value that HIV positive staff bring to the agency. The agency is committed to ensuring that people living with HIV/AIDS are included at all levels: volunteers, employees, management and Board.
ACT supports employees with potentially disabling illnesses or conditions, including but not limited to HIV illness, who choose to continue their active employment as long as they are able to meet acceptable work performance standards. To this end, ACT is committed to:
1. providing individually-designed work accommodations to meet the particular needs of the person and the work situation including:
- reduced or flexible work schedules,
- home-bound work, and/or
- modified work assignments.
2. creating a work environment that accommodates, within reason, employees' needs for treatment, care and recovery time;
3. accommodating, within reason, the employee's desire to return to work after an absence;
4. assisting employees in maintaining a degree of financial stability throughout the period of illness or disability; and
5. treating employees fairly and with respect, compassion, and flexibility.
This accommodation policy complements other ACT policies such as Attendance, HR # 3-120; Hours of Work/Flex Time, HR # 4-30; ACT Benefit Programs, HR # 5-20; Sick Leave, HR # 6-30. All ACT policies, including those related to health benefits, job transfers, promotions, sick and other leaves, and hours of work, apply to all employees, including those with HIV illness and other potentially disabling illnesses or conditions.
Accommodation requests must be discussed with the immediate supervisor and approved by the Executive Director.
Individual accommodations continue until:
1. the accommodation is no longer needed,
2. the employee requests a modification of the accommodation arrangement, or
3. the employee is no longer able to perform the essential functions of the job. Prior to deciding an employee is no longer able to perform the essential functions of the job, the immediate supervisor and Executive Director should consult with the employee.
Other Resources
Employees are encouraged to discuss problems and concerns with a representative of the Employee Assistance Program (EAP). (See Employee Assistance Program, HR # 5-30.)
If an employee has questions about health insurance coverage at ACT, the employee should contact the Human Resources Coordinator.
If a unionized employee believes that a reasonable accommodation request was not handled fairly, the employee should consult the Collective Agreement, Grievance Procedure, article 10; if non-unionized, the employee should consult the Conflict Resolution Policy. (See Non-union/Management Employees, HR# 8-40.)
Revised 1999
