What makes a workplace special? It is a place that brings out your best each day. It is a place where people are happy to welcome you as you are, and where your talents, ideas and strengths are valued, appreciated and respected.
We invite you to review our current employment opportunities and apply for the position(s) that best match your skills and talents.
As an equal opportunity employer OSCR hires employees without discrimination on the grounds of race, ethnic origin, religious beliefs, colour, gender expression, sexual orientation, sex/pregnancy, citizenship, creed, gender identity, record of offences, age, physical disability, mental disability, ancestry, place of origin, marital status, receipt of public assistance, family status or size. Oakville Senior Citizens welcomes and encourages applications from people with disabilities. Accommodations are available on request for candidates taking part in all aspects of the selection process.
Applicants are required to provide a current vulnerable sector criminal check at the time of interview.
All applicants must be fully vaccinated for COVID-19. Proof of full vaccination is required.
Acceptable resume formats include Microsoft Word or Adobe PDF.
OSCR does not accept unsolicited resumes.
OSCR Corporate Policy 5.35 - "Accessibility for Ontarians with Disabilities (AODA) - Employee Policy"
OSCR is committed to removing any barriers in employment faced by employees with disabilities. As such, OSCR provides a working environment which complies with the requirements of the Employment Standards Act (ESA) in the Integrated Accessibility Standards, Ontario Regulation 191/11, and as established under the Accessibility of Ontarians with Disabilities Act, 2005. It is important to OSCR that all employees with disabilities (including applicants) find our workplace to be welcoming and supportive and that every person is treated with dignity and respect.
OSCR shall notify its employee’s about the availability of accommodation for applicants with disabilities in its recruitment process.
During a recruitment process OSCR shall notify job applicants, when they are individually selected to participate in an assessment or selection process that accommodations are available upon request in relation to the materials or processes to be used.
If a selected applicant requests an accommodation, OSCR shall consult with the applicant and provide or arrange for the provision of a suitable accommodation in a manner that takes into account the applicant’s accessibility needs due to disability.
NOTICE TO SUCCESSFUL APPLICANTS
OSCR shall, when making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities.
INFORMING EMPLOYEES OF SUPPORTS
OSCR shall inform its employees of its policies used to support its employees with disabilities, including, but not limited to, policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability.
OSCR shall provide the information required under this section to new employees as soon as practicable after they begin their employment.
OSCR shall provide updated information to its employees whenever there is a change to existing policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability.
ACCESSIBLE FORMATS AND COMMUNICATION SUPPORTS
Where an employee with a disability so requests it, OSCR shall consult with the employee to provide or arrange for the provision of accessible formats and communication supports for,
OSCR shall consult with the employee making the request in determining the suitability of an accessible format or communication support.
WORKPLACE EMERGENCY RESPONSE INFORMATION
OSCR shall provide individualized workplace emergency response information to employees who have a disability, if the disability is such that the individualized information is necessary and the employer is aware of the need for accommodation due to the employee’s disability.
If an employee who receives individualized workplace emergency response information requires assistance and with the employee’s consent, OSCR shall provide the workplace emergency response information to the person designated by the employer to provide assistance to the employee.
OSCR shall provide the information required under this section as soon as practicable after the employer becomes aware of the need for accommodation due to the employee’s disability.
OSCR shall review the individualized workplace emergency response information,
DOCUMENTED INDIVIDUAL ACCOMMODATION PLANS (IAP’s)
If an employee requires reasonable accommodation in the workplace due to a disability, OSCR will work with the employee to prepare an IAP outlining, among other things, any accommodation measures that will be implemented.
The IAP process is as follows:
If OSCR determines that accommodation is not required or OSCR cannot accommodate the employee without undue hardship, the employee will be provided with the reasons for the decision.
RETURN TO WORK PROCESS
After an employee has been absent from work due to disability, OSCR works with the relevant parties to successfully re-integrate the employee back to work.
The return to work process will:
The return to work process referenced in this section does not replace or override any other return to work process created by or under any other statute.
An employer that uses performance management in respect of its employees shall take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when using its performance management process in respect of employees with disabilities.
In this section, “performance management” means activities related to assessing and improving employee performance, productivity and effectiveness, with the goal of facilitating employee success.
CAREER DEVELOPMENT AND ADVANCEMENT
OSCR tries to provide career development and advancement opportunities to its employees and shall take into account the accessibility needs of its employees with disabilities as well as any individual accommodation plans, when providing career development and advancement to its employees with disabilities.
In this section, “career development and advancement” includes providing additional responsibilities within an employee’s current position and the movement of an employee from one job to another in an organization that may be higher in pay, provide greater responsibility or be at a higher level in the organization or any combination of them and, for both additional responsibilities and employee movement, is usually based on merit or seniority, or a combination of them.
OSCR shall take into account the accessibility needs of its employees with disabilities, as well as individual accommodation plans, when redeploying employees with disabilities.
In this section, “redeployment” means the reassignment of employees to other departments or jobs within the organization as an alternative to layoff, when a particular job or department has been eliminated by the organization.