Last Revised: May 1, 2025

PURPOSE

The policy is intended to apply to each business entity in NFI Group operating in the provinces of Ontario and Manitoba. In addition to this policy, each individual business entity in NFI Group may have additional information and communication policies and procedures. 

PURPOSE

NFI Group (which for the purpose of this policy is defined as Motor Coach Industries Limited, New Flyer Industries Canada ULC, Frank Fair Industries Ltd., Carfair Composites Inc.) has implemented an Accessible Employment & Accommodation Policy to prevent and remove barriers to accessibility in employment. The goal of accommodation is to enable persons with disabilities to overcome work-related barriers and create a fair and inclusive employment experience for all applicants, candidates and employees.

If a disability-related limitation impacts an applicant, candidate or employee’s ability to perform their job duties, participate in training, or otherwise access benefits and privileges of employment, the individual should contact Human Resources. Requests for accommodations will be assessed on an individual basis. 

NFI Group is committed to treating all persons in a way that allows them to maintain their dignity, and independence while complying fully with applicable disability and accommodation laws. NFI Group will not discriminate against any applicant, candidate or employee who qualifies under applicable laws and regulations to have a known physical, mental or sensory disability in any employment practice or decision, including: hiring, promotion, job assignment, compensation, discipline, training and termination.  

This policy describes the various policies, practices and measures developed by NFI Group to meet its obligations under applicable human rights and accessibility laws, including the Accessibility for Ontarians with Disabilities Act, 2005 (“AODA”) and The Accessibility for Manitobans Act (“AMA”), and to reflect the principles of dignity, independence, integration and equal opportunity.  

This policy is intended to apply to all applicants, candidates, employees and managers of each business entity in NFI Group operating in the provinces of Ontario and Manitoba. In addition to this policy, each individual business entity in NFI Group may have additional accessible employment policies and procedures.  

ROLES AND RESPONSIBILITIES

The Executive Vice President, People and Culture is responsible for establishing and updating this policy, as and when required. They are responsible for the development, communication, implementation, and interpretation of this policy.

Employees are expected to and are responsible for becoming familiar with this policy and adhering to it.

POLICY

1. RECRUITMENT AND CAREER DEVELOPMENT

NFI Group will advise current employees, potential job applicants/candidates and job applicants/candidates of the availability of accommodation for applicants with disabilities.  

NFI Group will notify job applicants, when they are individually selected to participate in an assessment or selection process, that accommodation is available upon request in relation to the materials or processes to be used. If a selected job applicant requests accommodation relating to their participation in the hiring process, NFI Group will consult with the individual and provide or arrange for the provision of suitable accommodation that takes into account the applicant’s disability-related needs. 

When making offers of employment, NFI Group will notify successful applicants of this policy and the accommodation process.  

NFI Group will ensure that the accessibility needs of employees with disabilities, as well as their individual accommodation plan (“IAP”), if any, are taken into account during various processes relating to performance reviews, performance management, career development, promotion and redeployment.  

In managing employee performance, NFI Group will discuss any existing accommodations and propose modifications or new accommodations to support and/or help improve the performance of an employee with a disability. Our performance management practices and measures aim to ensure that workplace accommodations do not negatively affect access to career development.  

• WORKPLACE EMERGENCY RESPONSE MEASURES

NFI Group will provide to employees with disabilities: 

• appropriate information on how to respond to an emergency in the workplace; and 
• the opportunity to prepare individualized emergency response information plans when necessary to assist them in the event of an emergency.  

If an employee requires the assistance of another person in the event of a workplace emergency, NFI Group may, with the employee’s consent, provide the necessary information to the person designated by NFI Group to assist the employee.

• ACCOMMODATION TRAINING

NFI Group provides accessible employment training to employees who are responsible for the following: 

• recruiting, selecting or training employees; 
• supervising, managing or coordinating the work of employees; 
• promoting or deploying employees; or 
• developing and implementing employment policies and practices.  

Training content includes: 

• an overview of: 
  • the AODA or AMA, as applicable; the requirements under the AODA Employment Standard or AMA Accessible Employment Standard, as applicable; and the Human Rights Code (Ontario) or The Human Rights Code (Manitoba), as applicable;
• how to make employment opportunities accessible to people with disabilities; 
• how to interact and communicate with applicants or employees who face barriers, use assistive devices or are assisted by a support person or service animal; and  
• NFI Group’s accessibility policies, practices and measures, including updates or changes.  

Training is provided as part of the onboarding process, is expected to be completed within 90 days of employment and offered every two years as a refresher.  

Training records will be kept of which individuals received training and when it was completed.  

• INDIVIDUALIZED ACCOMMODATION PLANS (“IAP”)

NFI Group supports employees by providing reasonable accommodations in the workplace. An employee may make a written request for an IAP by contacting their leader and Human Resources. 

All requests for accommodation will be assessed on an individual, case-by-case basis to determine whether an effective reasonable accommodation can be provided.   

NFI Group will partner with the employee, and others as appropriate, to assess whether a reasonable accommodation can be provided. NFI Group will work with the employee to gather information, attempt to identify effective, reasonable options for accommodations and determine whether an accommodation is necessary and appropriate.  

NFI Group may request an evaluation of an employee, done by an independent regulated health professional or other practitioner in the area of workplace accommodations, to assist NFI Group in determining if accommodation is reasonably required. This evaluation will be at NFI Group’s expense. 

An employee who is not represented by a bargaining agent can request a representative from the workplace who is knowledgeable in the area of workplace accommodations to assist in the development of their IAP. An employee who is represented by a bargaining agent can request a representative from the bargaining agent who is knowledgeable in the area of workplace accommodations to assist in the development of their IAP.  

An employee’s IAP will be reviewed and updated as required, or earlier if requested by the employee and will be provided in an accessible format upon request.  

NFI Group may deny an employee’s request for an IAP under the following circumstances, among others: 

• the independent regulated health professional(s) does not support the employee’s self-assessed requirement of a workplace accommodation; or  
• the accommodation requested creates undue hardship for NFI Group. 

In the event that a request for an IAP is denied, NFI Group will discuss with the employee the reasons why their request was denied.  

NFI Group will appropriately protect at all times the applicant, candidate or employee’s personal health information. All personal health information provided to NFI Group will be stored in a confidential manner and will only be used or disclosed for the purposes outlined in this policy.  

• RETURN TO WORK

NFI Group is committed to providing a safe and healthy working environment for employees who are, or have been absent from work due to a disability, and require reasonable accommodation(s) to return to work. In order to ensure reasonable accommodation(s), NFI Group will: 

• determine if the employee can perform their existing job;  
• if the employee cannot perform their existing job, determine if they can perform their job in a modified form;  
• if the employee cannot perform their job in a modified form, determine if they can perform an alternate job in its existing form; and  
• if the employee cannot perform an alternate job in its existing form, determine if they can perform an alternate job in a modified form.  

• FEEDBACK

For more information on this policy, or to request a copy of this document in an accessible format, please contact Human Resources. 

If you have any comments or concerns regarding accessibility at any of the NFI Group locations listed above, we invite you to share them with us through the appropriate feedback process.

Email: [email protected] – You can expect to hear back from us within 10 business days. NFI Group will consider your comments carefully. Any action taken in response to feedback will be documented.