AAFC is seeking to establish a Standing Offer with a company for Workplace Assessment and Advisory Services. The resulting standing offer will be valid for a period of one year, with an option to extend the duration by two (2) additional one (1) year option periods.
Workplace accommodation is the adjustment required to enable an employee or job applicant with a disability and/or specific requirements to perform their job responsibilities in a manner which maximizes their participation in the workplace.
The Duty to Accommodate refers to the obligation of an employer to take appropriate steps to prevent discrimination and eliminate disadvantages to employees, job applicants in the selection process (and after an individual is appointed) or clients, resulting from a policy, rule, practice, or barrier which has or may have an adverse impact on individuals or groups protected under the Canadian Human Rights Act, or identified as a designated group under the Employment Equity Act.
Legal obligations regarding accommodation in employment flow from two federal statutes: the Canadian Human Rights Act and the Employment Equity Act. Protection for persons with disabilities is specifically included under the equality rights section of the Canadian Charter of Rights and Freedoms.
Treasury Board has issued policies on the Duty to Accommodate, entitled “Policy on the Provision of Accommodation for Employees with Disabilities” and “Creating a Welcoming Place for Employees with Disabilities”. These policies apply to AAFC and outline the responsibilities regarding the workplace accommodation of employees with disabilities.
The AAFC Workplace Accommodation Guidelines were issued pursuant to section 11 of the Financial Administration Act, which stipulates that subject to the provisions of any enactment respecting the powers and functions of a separate employer [...] the Treasury Board may [...] subject to the Employment Equity Act, establish policies and programs with respect to the implementation of employment equity in the public service.
AAFC, as an employer, is required to provide substantial or meaningful measures of accommodation. Therefore, external experts in accommodation will be needed to assist the Department in assessing individuals on a case by case basis. The workplace assessment approach should involve an analysis of the employee's ability to accomplish a goal and determine the flexibility of the process resulting in the desired work outcome.
This contract has a total limitation of expenditure not to exceed $225,000.00 plus applicable taxes including the contract period and option periods based on a maximum of $75,000.00 plus applicable taxes per year.
There is a security requirement associated with completing the statement of work.
The bidder must meet the security requirements and submit evidence of security clearance within their bid submission.
At the date of bid closing, the bidder must possess and provide evidence of a valid Designated Organization Screening (DOS), issued by the Canadian Industrial Security Directorate (CISD), Public Works and Government Services Canada (PWGSC), with approved Document Safeguarding (DSC) at the level of PROTECTED “B” and Contractor personnel requiring access to PROTECTED information, assets or sensitive work site(s) must EACH hold a valid RELIABILITY STATUS, granted or approved by CISD/PWGSC.
The Contractor MUST NOT utilize its Information Technology systems to electronically process, produce or store PROTECTED information and/or perform production until the CISD/PWGSC has issued written approval. After approval has been granted or approved, these tasks may be performed at the level of PROTECTED “B”.
Refer to Appendix G for a copy of the Security Requirements Checklist and IT security requirements that will be validated by CISD/PWGSC at contract award.
