Accommodation Policy

The requirement to accommodate refers to the YRC Reimer (The Company) obligation to take steps to eliminate disadvantage to employees and prospective employees resulting from a policy, rule, practice or physical barrier that has or may have an adverse effect on individuals or groups protected under the Canadian Human Rights Act, or identified as a designated group under the Employment Equity Act (women, aboriginal peoples, persons with disabilities and visible minorities). Needs that must be accommodated result from such factors as, but not limited to, disability, sex, age, family status, ethnic or cultural origin and religious belief. Any actions under this policy will respect the confidentiality and dignity of the individual.

The Company recognizes its requirement as an employer to provide accommodation in employment unless it is impossible to do so because of undue hardship. It will achieve this commitment by:

  • Creating and maintaining an accessible, non-discriminatory and inclusive environment in which the work of the organization is conducted; this includes ensuring that all policies, practices, procedures, work arrangements or facilities are free of discriminatory barriers.
  • Identifying and responding to the individual accommodation needs of current and potential employees in a timely, confidential, sensitive and effective manner where the specific needs of an employee have not been addressed or are being denied by a policy, rule or practice of the Company.

The Company has a requirement to advise employees and applicants about their right to an accommodation and to help the employee or applicant identify the most-suitable accommodation.

The employee or applicant is responsible for requesting accommodation, including identifying where possible the types of accommodation she or he considers appropriate.

Employees who are members of a designated Employment Equity Act group may contact their immediate supervisor or manager to request accommodation; applicants for employment who are members of designated groups may contact the terminal manager in the location to which they are applying to request accommodation. In both cases, we will immediately refer requests to the Manager of Human Resources at our Winnipeg headquarters.

A request for accommodation should include the reason for the request and the specific nature of the accommodation being sought.

As soon as practicable after we receive a request, we will make a determination about the Company’s ability to accommodate to the point of undue hardship, and we will communicate the results to the person making the request. The Manager of Human Resources will review all accommodation requests, will make an initial determination and will consult with appropriate senior management to evaluate such requests, taking into account the legitimate needs of applicants or employees and the Company.

Should an employee not agree with a decision regarding the requested accommodation, whether refused or where an alternative has been suggested, he or she has the right to appeal the request to the Vice-President of Canada. All appeals must be submitted in writing unless an alternate format is requested. If the appeal is not successful, the employee maintains the right to appeal to his or her union through the formal grievance process (bargaining-unit employees) or to the Canadian Human Rights Commission.

Employment Equity Policy

YRC Reimer (The Company) is committed to a policy of achieving equality in the workplace so that no person is denied employment opportunities or benefits for reasons unrelated to ability. We are therefore committed to equal employment opportunities for all applicants and employees without regard to age, race, color, religion, national origin, sex, physical or mental disability or any other unlawful grounds.

The Company will make every effort to accommodate employees’ special needs as long as the accommodation does not create an undue hardship on The Company.

Where a need is identified, The Company acts affirmatively in support of its equal employment opportunity policy.

To further the policy of equal employment opportunity we have developed an Employment Equity Plan in conjunction with the Canadian Human Rights Commission, Employment Equity Branch, and under the Employment Equity Act for the following designated groups:

  • Women
  • Aboriginal Persons
  • Visible Minorities
  • Persons With Disabilities

Ask your recruiter or a member of the Human Resources Department for information regarding the Employment Equity Plan.

It is The Company’s policy to make efforts to provide suitable accommodation for employees for reasons related to, but not limited to, age, religious beliefs, national origin, sex and physical or mental disability.

If they require special accommodation, applicants are encouraged to request it of their recruiter or a member of the Human Resources Department. The Company will investigate and make every effort to reach an accommodation that is suitable to The Company and the applicant.

Prohibition Against Harassment and Abuse Policy

YRC Reimer is committed to providing and maintaining a positive work environment free of sexual and general harassment and abuse. Harassment and abuse are forms of employee misconduct that are demeaning to another person, undermine the integrity of the employment relationship and are strictly prohibited.

The Human Rights Act of Canada defines “harassment” as a discriminatory practice to harass an individual on a prohibited ground of discrimination, and includes sexual harassment.

“Harassment” has also been defined as follows:

  1. A course of abusive and unwelcome conduct or comment based on someone’s nationality, ancestry or ethnic background, religion, age, gender, sexual orientation, marital or family status, source of income, political belief or physical or mental disability.
  2. A series of objectionable and unwelcome sexual solicitations or advances; or
  3. A sexual solicitation or advance made by a person who is in a position to confer upon or deny any benefit to the recipient; and
  4. A reprisal or threat of reprisal for rejecting a sexual solicitation or advance.

Specific actions that can be considered harassment include but are not limited to the following:

  1. Unwelcome remarks, actions, jokes or comments relating to an individual’s nationality, sex,¬†etc.;
  2. unwelcome remarks, actions, jokes or comments relating to an individual’s body, attire, appearance or weight;
  3. verbal abuse or threats;
  4. displaying pornographic, racist or other offensive or derogatory pictures;
  5. practical jokes that cause awkwardness or embarrassment;
  6. unwelcome invitations or requests whether indirect or explicit;
  7. intimidation;
  8. leering or other gestures;
  9. condescension or paternalism which undermines self-respect;
  10. unnecessary physical contact, such as touching, patting, pinching, punching; and
  11. physical abuse or assault.

If an employee thinks she or he is the subject of conduct that is harassing or abusive, she or he should clearly state to the source of the harassment that the conduct is unwelcome. While this response is recommended, generally all concerns and complaints will be dealt with regardless of whether such a statement is made.