4000-7-2Accommodation Policy

Issue Date:
December 10, 2014
Supersedes Date:
June 01, 2014

Upon request, the college will provide a copy of this policy in an alternate format.

Lambton College is committed to meeting its obligations under both the Ontario Human Rights Code and the requirements of the Accessibility Standard for Employment as outlined in the Integrated Accessibility Standards (IASR) Ontario Regulation 191/11 set forth under the Accessibility for Ontarians with Disabilities Act (2005).

The College will support and facilitate the accommodation of employees with disabilities, giving them the tools and supports needed to develop and advance in their careers.


This policy shall apply to all Lambton College employees.


The College:

  • Ensures compliance with all applicable legislation and College policies.
  • Provides employment accommodations in a manner consistent with the core principles of dignity, integration, independence and equal opportunity.
  • Provides an efficient and timely accommodation process.
  • Ensures that all employees and job applicants are aware that accommodation measures are available within the organization.
  • Ensures the accommodation process is readily available and communicated to all employees in a variety of formats. 
  • Ensures that the employee and Lambton College work together to determine and implement appropriate accommodation measures on a case by case basis.
  • Protects the confidentiality of personal and medical information provided by our employees.
  • Appoints the office of the Vice President, Corporate Performance and Employee Relations, to be responsible for the administration and communication of this policy.


Lambton College is committed to providing accommodation for people with disabilities. When an employee with a disability requests an accommodation, the following process is followed (see The Accommodation Process):

The Accommodation Process

Step 1: Recognizing The Need For Accommodation

  • Requested by the employee or identified by HR/Supervisor
  • HR informs employee of the steps taken to ensure the privacy of the personal information.

Step 2: Gathering Relevant Information And Assessing Needs

  • Employee is an active participant in this step
  • Lambton College does not require details on the nature of the employee’s disability to provide an accommodation; it needs to know only about the employee’s functional abilities
  • HR may ask for a functional abilities assessment (in the form of a completed Functional Abilities Form) at the College’s expense
  • Employee, HR representative and Supervisor explore a range of specific and universal accommodations to find the most appropriate measure (an external expert, e.g. Kinesiologist, may be involved, at the College’s expense)
  • The employee can request the participation of a representative from her bargaining agent, or, if there is no bargaining agent, from a different representative from the workplace

Step 3: Writing A Formal Individual Accommodation Plan

Accommodation details are written down in a formal individual plan, including:

  • Accessible formats and communication supports, if requested
  • Workplace emergency response information, if required
  • Any other accommodation that is to be provided

The accommodation plan is provided to the employee in a format that takes into account their accessibility needs due to their disability:

  • The employee’s personal information is protected at all times
  • If the individual accommodation plan requires adjustments, the Supervisor provides the employee with the reason for the change, in an accessible format.

Step 4: Implementing, Monitoring, And Reviewing The Accommodation Plan

  • Employee and Supervisor monitor the accommodation to ensure that it has effectively met the need
  • Formal reviews are conducted at predetermined intervals
  • The accommodation plan is reviewed if the employee’s work location or position changes
  • The accommodation is reviewed if the nature of the employee’s disability changes

If the accommodation is no longer appropriate, the employee and Supervisor work together to gather relevant information and reassess the employee’s needs in order for the employer to find the best accommodation measure. The process would then start over at Step 1.  

For questions or concerns regarding policies, please contact:

Spencer Dickson
Vice-President, Corporate Performance & Employee Relations
519-542-7751 x 3627

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