ADDRESSING SPECIAL NEEDS FOR "PERSONS WITH DISABILITIES":
Subject: Specific needs of the candidate for training services
The requirements for supporting trainees include taking into account the applicant's specific needs. The applicant has the option to declare certain needs, within reasonable limits for the training provider, without compromising the integrity of the training, and in accordance with national regulations.
1. Accessibility and disability liaison
Our organization is committed to making its training programs accessible to as many people as possible, including people with disabilities. We assess each situation individually in order to offer, where possible, suitable accommodations.
We encourage all individuals with disabilities to contact us before registering to discuss their specific needs. This discussion allows us to assess the possibilities for educational, technical, or organizational adaptations, as well as referrals to specialized professionals if necessary.
Disability liaison officer: Gregory Cacace
Telephone: 0489145850
Email: contact@xeilos.fr
Gregory is your primary contact to answer your questions regarding accessibility and to assist you with your procedures.
2. Law No. 2005-102 for equal rights and opportunities, participation and citizenship of disabled persons
Definition of the concept of disability (Article 114):
«"For the purposes of this law, a disability is defined as any limitation of activity or restriction of participation in society experienced by a person in their environment due to a substantial, lasting or permanent impairment of one or more physical, sensory, mental, cognitive or psychological functions, multiple disabilities or a disabling health condition."»
Indeed, Law No. 2-2005 outlines the measures to be implemented for people with disabilities, regarding accessibility, social inclusion, and professional integration. It stipulates that everyone should be free to live, work, and pursue their activities in a suitable environment, without constraints or physical barriers.
3. The principle of non-discrimination
The law of February 11, 2005, stipulates that, in a professional context, a decision cannot be based on a state of health or disability, under penalty of criminal sanctions for discrimination. The employer will ensure that appropriate measures are taken in this regard. However, an objective, necessary, and appropriate decision based on unsuitability due to a state of health or disability does not constitute discrimination. According to the anti-discrimination law of May 10, 2007, reasonable accommodations are measures that must allow a person with a disability to access a specific work environment. Reasonable accommodations remove barriers to an environment that is unsuitable for a person with a disability so that they can participate in social life like everyone else.
4. Reasonable accommodations may include:
Examples of reasonable accommodations that can be implemented by Saint Honoré Audit include:
• Wheelchair access ramps
• Technical devices enabling deaf and visually impaired people to communicate
• The use of simplified language for people with intellectual disabilities
• Adapting the workstation (chair, tables, adapted screens)
• Accompanying a visually impaired person.
• Accessible restrooms.
• A flexible schedule or home-based certification.
Reasonable accommodation addresses an individual problem, which distinguishes it from accessibility, which is intended for everyone. The 'reasonableness' of an accommodation must be assessed in relation to the financial and organizational impact of XEILOS, as well as the anticipated frequency of use.
