Policies & Procedures

All City policies, procedures, bylaws, standards, and guidelines must comply with the AODA, and provide for dignity, independence, integration, and equal opportunity for people with disabilities.

Sets out accessibility standards required for persons with disabilities while providing exceptional customer service.

Establishes a framework for the City’s commitment to accessibility, and all requirements of the Accessibility for Ontarians with Disabilities Act, 2005 (AODA), and all requirements outlined in the Integrated Accessibility Standards Regulation (IASR) under the AODA.

The City aims to eliminate the influence and/or perception of nepotism in City hiring and employment related decisions to maintain confidence in the integrity of our employment practices.

Candidate pools are a proactive strategy that reduces the number of recruits and maintains the effectiveness, validity, and reliability of the City’s recruitment practices.

The City recognizes there may be circumstances that contribute to the inability to fill a vacancy due to various factors. The City seeks to mitigate recruitment and retention challenges and address these challenges.

Employees may be encouraged to acquire, maintain, and improve their skills and knowledge by attending conferences or seminars.

There may be circumstances where qualified candidates are not available to fill vacant positions. The City encourages the development of existing employees and in these cases may consider candidates who do not meet the minimum qualifications of a position.

Provides the process, guidance and assistance to supervisors when the need for discipline of an employee arises.

While it is necessary to define minimum qualifications for both job evaluation and recruitment purposes, the City supports recognizing additional experience in place of formal post-secondary education, for approved positions, to recruit and select the candidate most likely to succeed in any given position.