Under the AODA, Ontario Regulation 191/11, entitled, Integrated Accessibility Standards Regulation, (the “Integrated Regulation”) came into force July 1, 2011. The regulation establishes accessibility standards for employment.

EnerQuest  is committed to ensuring that people with disabilities have the same opportunity of access to employment opportunities and related services as do all prospective employees and employees.

EnerQuest  is committed to meeting the accessibility needs of people with disabilities, in a timely manner, in its human resources practices, processes, policies and procedures and employment related services.

The commitments in this policy are intended to ensure that accessibility remains a priority in EnerQuest’s decision-making process and will serve to assist in ensuring that decisions improve accessibility and do not inadvertently create barriers.

EnerQuest Services Accessibility /

Multi-Year Accessibility Plan


This policy is intended to meet the requirements of the Ontario Accessible Employment Standards  set forth under the Accessibility for Ontarians with Disabilities Act, 2005. This policy applies to the provision of accessible employment services for persons with disabilities.

All employment services provided by EnerQuest will follow the principles of dignity, independence, integration and equal opportunity.


Recruitment, Assessment and Selection Process

EnerQuest  will ensure that in its recruitment practices, the public is made aware that it will provide accommodation for applicants with disabilities in its recruitment, assessment and selection process.

When EnerQuest  selects job applicants for a job section process, it will make applicants aware that, upon request, they have access to accommodation in relation to materials and processes that will be used for applicant selection and that take into account their accessibility needs due to disability.

When EnerQuest is asked EnerQuest will provide alternate formatting in a timely manner taking into account the person’s accessibility needs (at a cost that is no more than regular charged to other persons).

When EnerQuest makes an offer of employment, it will notify the successful applicant of our policy on accommodating employees with disabilities.

EnerQuest will inform employees of its policy of supporting employees with disabilities and procedures that provide for job accommodations. EnerQuest  will make this information available as soon as practicable to new employees and will provide updated information as policies are revised.

Accessible Formations and Communication Support

Support For Employees

Where an employee with a disability so requests, EnerQuest will consult with the employee to provide or arrange for accessible formats and communication supports in relation to information that is generally available to employees in the workplace and that the employee needs to perform his or her job.

In determining the suitability of an accessible format or communication as required above, EnerQuest will consult with the employee making the request.

Workplace Emergency Response Information

Where required, EnerQuest will create individual workplace emergency response information for employees with disabilities. This information will take into account the unique challenges created by the individual’s disability and the physical nature of the workplace, and will be created in consultation with the employee.

EnerQuest  will review individualized workplace emergency response information:
• When the employee moves to a different location in the Company;
• When the employee’s overall accommodations needs or plans are reviewed; and
• When the Company reviews its general emergency response procedures.

Individual Accommodation Plans

EnerQuest will have a written process in place for the development of documented individual accommodation plans for employees with disabilities.

Information regarding accessible formats and accommodation supports provided will be included in the individual accommodation plans if requested.

Where required, the individual plans will include individualized workplace emergency response information and will identify any other accommodation to be provided.

The Company will ensure that the individual accommodation plan is provided in a format that takes into account the employee’s accessibility needs due to a disability.

Return-to-Work Process

By January 1, 2016 EnerQuest  will develop and implement return to work processes for employees who are absent from work due to a disability and require disability-related accommodation(s) in order to return to work.

The return to work process will outline the steps EnerQuest will take to facilitate the employee’s return to work and shall use documented individual accommodation plans (as described in section 28 of the regulation).

Performance Management Process and Career Development and Advancement

EnerQuest will consider the accessibility needs of employees with disabilities when implementing performance management processes, or when offering career development or advancement opportunities. Individual accommodation plans will be consulted, as required.

Modifications to this or Other Policies

EnerQuest is committed to developing employment policies that respect and promote the dignity and independence of people with disabilities. Therefore, no changes will be made to this policy before considering the impact on applicants, prospective employees and employees with disabilities.

Any employment policy of Enerquest that does not respect and promote the dignity and independence of applicants, prospective employees and employees with disabilities will be modified or removed.

Interview Guidelines

Accessibility Plan AODA Initiatives

  1. Continue to support, accommodate, encourage and promote awareness of EnerQuest’s accessibility for individuals with disabilities to employees, potential employees, customers and the public through online postings, in-person interviews, incorporating in daily safety talks, through our website, offers of employment, through company policies and procedures and through annual employee training.
  2. Continue to train and encourage enhanced customer service by office staff to individuals throughout the company and public.
  3. Continue to maintain accessibility throughout the facility including parking lot, entrances, walkways, washrooms and other aspects of the facility.
  4. Continue to offer accommodations for individuals upon applying, entering, and working to EnerQuest.
  5. Update company procedures and policies for accessibility annually.
  6. Training employees through daily “safety talks” on accessibility in the workplace, public, and continuous education on accessibility requirements, interaction and communication.
  7. Analyze accessible methods for company website (font, font size, pictures, videos).
  8. Maintain current accessibility standards and equipment.
  9. Continue to update current “Accessibility Binder” and have all documents, policies, and procedures accessible for all employees and customers.
  1. Thank the candidates for their application; let them know who is calling, and which position they are calling about. Ask them if they are still interested in participating in an interview.
  2. Let the candidates know what they can expect from the interview (e.g., duration) and that they can expect a diverse panel that will take turns asking questions. Panellists will ask a series of questions and take notes on the answers. The applicants will have an opportunity to ask questions. Let them know that they can gain some valuable information about EnerQuest from the organization’s website, to prepare for the interview.
  3. Ask all candidates if they require any accommodation for the interview (e.g., a scooter or wheelchair accessible space, or a sign-language interpreter). If an interviewee says yes, then ask which kind of accommodation is required. If you do not have enough information on hand to proceed, make note of the request and commit to getting back to the candidate to confirm the specifics of the interview time and location.
  4. Arrange the meeting time and location (unless accessibility information is pending).
  5. Ensure that the candidates know how to get to the interview room and, if appropriate, suggest that someone can meet them at a specified location (e.g. front lobby).
  6. Thank the candidates and ask them if they have any questions. Provide contact information in case they have any questions before the interview. Direct the candidates, if required, to Ener Quest Service’s website where a map is available of our location.  We do provide a wheelchair and scooter accessible entrance, parking, washrooms, and meeting room.

To view the implentation progress of EnerQuest's Multi-Year Accessibility Plan (2014 to 2021), please click here