Page 42 - PL Handbook 2016

All formal complaints shall be investigated by the immediate manager in cooperation with the Human Resources
Department. The investigation process shall involve interviews of the complainant, the respondent and any
witnesses named by either. Within fifteen (15) working days of the incident or notice thereof, the immediate
manager shall conduct the investigation and prepare recommendations, if any, to the Human Resources
Manager who must authorize any disciplinary action to be taken. In the event that the complainant is not
comfortable in reporting the issue to their immediate manager, the complaint should then be reported to the
Human Resources Manager, and necessary steps will be taken. All complaints shall be handled in a confidential
manner. Information concerning a complaint, or action taken as a result of the investigation, will not be released
to anyone who is not involved with the investigation. Disciplinary action for violations of this statement of policy
and procedure will take into consideration the nature and impact of the violations and may include a verbal
or written reprimand, suspension (with or without pay) or termination for cause. Deliberate false accusations
of harassment and/or discrimination will also result in disciplinary action up to, and including, termination for
cause. However, an unproven allegation does not mean that violence or harassment did not occur or that there
was a deliberate false allegation. It simply means that there is insufficient evidence to proceed or that, while the
complainant may genuinely have had reason to believe that there was violence or harassment, investigation has
not borne out the complaint.

ACCESSIBILITY STANDARDS POLICY

1) STATEMENT OF COMMITMENT
Purity Life is committed to providing an accessible workplace that welcomes and celebrates diversity and
strives to eliminate barriers.
2) PURPOSE
The purpose of the policy is to comply with the Employment Standards set out within the Accessibility for
Ontarians with Disabilities Act (AODA) Ontario Regulation 191/11, section 28 regarding documented individual
accommodation plans.
3) DEFINITIONS
Disability
As defined by the AODA:
• Any degree of physical disability, infirmity, malformation or disfigurement that is caused by bodily injury,
birth defect or illness.
• A condition of mental impairment or a developmental disability.
• A learning disability or dysfunction in one or more of the processes involved in understanding or using
symbols or spoken language.
• A mental disorder.
Individual Accommodation Plan (IAP)
A document which outlines the details of individual accommodations for an employee with a disability. (Appendix A)

GUIDELINES
Employer
It is the employer’s responsibility to make every reasonable effort to accommodate employees on an individual
basis due to an employee’s disability.
Employee
• Notify the Director of Human Resources of the request for an individual accommodation plan.
• Participate in the development of the accommodation plan with the Director of Human Resources and the
relevant Supervisor(s).

42 Purity Life Employee Handbook EDITION 2 - 2016