Food service counter attendant

Screening questions

Provides physical accessibility accommodations (for example: ramps, elevators, etc.)
Participates in a government or community program or initiative that supports persons with disabilities
Offers mentorship, coaching and/or networking opportunities for persons with disabilities
Provides awareness training to employees to create a welcoming work environment for persons with disabilities
Applies accessible and inclusive recruitment policies that accommodate persons with disabilities

Assists with immediate settlement needs of newcomers and/or refugees (for example: housing, transportation, storage, childcare, winter clothing, etc.)
Supports social and labour market integration of newcomers and/or refugees (for example: facilitating access to community resources, language training, skills training, etc.)
Offers mentorship programs that pair newcomers and/or refugees with experienced employees
Provides diversity and cross-cultural trainings to create a welcoming work environment for newcomers and/or refugees
Does not require Canadian work experience

Participates in a government or community program or initiative that supports youth employment
Offers on-the-job training tailored to youth
Offers mentorship, coaching and/or networking opportunities for youth

Offers mentorship, coaching and/or networking opportunities for Veterans
Recruits Veterans and other candidates with military experience through targeted hiring initiatives (for example: job fairs, outreach programs etc.)
Supports Veterans in translating their military skills and experience into the language of the civilian job market
Offers flexible onboarding options to allow Veterans to gradually adapt to the civilian workplace (for example: gradually increasing hours and responsibilities, etc.)

Offers mentorship, coaching and/or networking opportunities for Indigenous workers
Facilitates access to Elders who can offer support and guidance to Indigenous workers

Applies hiring policies that discourage age discrimination
Provides staff with awareness training to create a welcoming work environment for mature workers
Offers mentorship, coaching and/or networking opportunities for mature workers
Offers phased retirement options that allow mature workers to gradually reduce their workload (for example: flexible or reduced work hours, part time employment, project-based or seasonal work, etc.)
Offers phased re-entry options for mature workers who are returning to work after retiring (for example: gradually increasing hours and responsibilities)
Provides workspace accommodations, such as age-appropriate ergonomic considerations, to meet the physical needs of mature workers (for example: adjustable desks and chairs, accessible parking, etc.)
Offers resources to help mature workers plan their retirement (for example: financial planning, access to pension and benefits, lifestyle adjustments, etc.)

Applies hiring policies that discourage discrimination against members of visible minorities (for example: anonymizing the hiring process, etc.)
Offers mentorship programs that pair members of visible minorities with experienced employees

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