Domo Employment Accessibility Policy – January 4, 2024
Domo Corporation (Domo) is committed to complying with the Accessibility Standard for Employment under The Accessibility for Manitobans Act. Domo policies, practices and measures reflect principles of dignity, independence, integration, and equal opportunity for people with disabilities. We have previously accommodated employees when requested and aim to continue removing barriers in our workplace. If a barrier cannot be removed, we seek to provide reasonable accommodations to affected employees.
The following policy statements, procedures and measures are intended to meet the requirements of Manitoba’s Accessibility Standard for Employment and fair employment policies. This policy applies to management, human resource practitioners and employee roles that are specific to Domo. Depending on the situation, action by Domo will be through one or more of the Personnel Officer, Manager, or Supervisor.
Policy Statements
- Removing barriers to recruitment and selection.
During recruitment, we inform potential applicants that reasonable accommodations are available both during the selection process and in employment. We respond to requests for accommodations.
- Advising of workplace accommodations when offering employment.
When hiring, we inform selected applicants of our measures, policies, and practices for accommodating employees with disabilities.
- Advising of Employment Accessibility Requirements:
We inform employees about Domo accommodation measures, policies, and practices for employees with disabilities and provide updates to employees when this information changes.
- Communicating in a way that meets employees’ needs.
We aim to meet the communication needs of employees by providing workplace information and communication in ways that are easy to access for everyone.
- Provide individualized accommodation plans where required.
Our policy is to provide reasonable accommodations by developing and documenting individualized accommodation plans for employees with disabilities who request them.
- Managing Performance
To manage the work of individual employees or to plan, monitor and review an employee's work and overall contribution to the Company, Domo will ensure the performance management process takes into account that:
- An employee may be temporarily or permanently disabled by one or more barriers in the workplace,
- An employee's individualized accommodation plan,
- The accommodations provided for an employee may not fully address a workplace barrier.
- Career development, training, internal advancement, and reassignment.
Where Domo provides career development, training or opportunities for internal advancement or reassignment, Domo will ensure the process for such opportunities takes into account that:
- An employee may be temporarily or permanently disabled by one or more barriers in the workplace.
- An employee's individualized accommodation plan
- The workplace accommodation provided for an employee with a disability may not fully address the workplace barrier.
- Return to work processes.
Domos’ return-to-work policy reflects our commitment to provide a safe and healthy working environment for employees who are, or have been, absent from work due to a disability or health condition, and require reasonable accommodations to return to work.
Our return-to-work policy ensures reasonable accommodations for employees who are at work or absent due to a disability. We will make efforts to modify employees’ duties and work schedule based on their functional abilities. Our aim is to increase duties safely to help employees reach their full potential.
- Provide workplace emergency response information.
Domo will notify all employees of plans* and steps to be taken during emergencies, to ensure the safety of employees who are temporarily or permanently disabled.
We ensure workplace emergency response information is specific to each employee's needs and the physical nature of the employee's workspace.
- Maintain privacy.
We protect the privacy and confidentiality of employee’s personal information and personal health information. We only collect, use, and disclose information as required for the purposes of the Accessibility Standard for Employment, unless otherwise agreed to by the employee.
We also follow the requirements of other privacy legislation, including The Freedom of Information and Protection of Privacy Act (Manitoba) and The Personal Health Information Act (Manitoba).
- Provide training.
We provide training on how to accommodate employees with a disability to staff with the following responsibilities:
- recruiting, selecting, or training employees
- supervising, managing, or coordinating the work of employees
- promoting, redeploying, or terminating employees
developing and implementing employment policies and practices
- Keep a written record of accessibility and training.
We keep a written record of our accessibility and training policies. Our written documents include a summary of the content of our training material and a list of dates when training is offered. We let the public know that our policies are available upon request, and we provide these in a format that is accessible for the user.