Brief

IFSSA expects that all employees work in a spirit of equality. Diversity of personnel is a key component of ensuring a productive workspace. This policy outlines our values of diversity in the workplace and procedures with employee accommodations in accordance with these values.

Policy

IFSSA expects that all employees work in a spirit of equality. Diversity of personnel is a key component of ensuring a productive workspace.

IFSSA is a diversity-and employment-equity employer. Hiring is based upon qualifications and job-related experience without regard to race, colour, religion, sex, age, national origin, citizenship, veteran status, disability, or other categories protected by provincial/territorial and federal laws.

IFSSA recognizes and supports its obligation to reasonably accommodate job applicants and employees with disabilities or religious beliefs and practices who are able to perform the essential functions of the position, with or without reasonable accommodation. IFSSA will provide reasonable accommodation to otherwise qualified job applicants and employees, unless doing so would impose an undue hardship on the Organization. Procedures regarding accommodations are discussed below.

All matters relating to recruiting, hiring, training, compensation, benefits, promotions, transfers, terminations, Organization-sponsored education, social and recreational programs, and treatment on the job will be free of discriminatory practices due to race, colour, religious beliefs, gender, age, place of origin, mental or physical disability, marital status, family status, ancestry, source of income or other categories protected by federal, provincial or territorial local laws.

Procedures

1. An applicant or employee who believes he or she needs a reasonable accommodation of a disability or religious belief or practice should discuss the need for a possible accommodation with his or her direct supervisor or the Operations Manager.
2. The request for a temporary or permanent accommodation is then investigated and implemented once IFSSA is advised by the short or long term disability adjudicator there is medical evidence on file to support that there is a need for an accommodation.

Notes

If you believe that you are being harassed or discriminated against in the workplace, in violation of these policies and Canadian law, please consult our harassment policy and procedures page here. If you are unfamiliar with the protected grounds for employees under the Human Rights Act of Alberta here.