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"The collection protocol is very convenient, the extraction is very quick and simple, and the yield is great. Our downstream applications include PCR, restriction enzyme digestion and sequencing. We have collected numerous family members who were not willing to go for a blood draw, as well as children, elderly patients and overseas relatives. The ease of shipping and self-collection are remarkable. Our lab is very impressed with this timely product."

Ruth McPherson, MD, PhD
Nihan Kavaslar, PhD
Lipoproteins and Atherosclerosis Research Group
University of Ottawa Heart Institute

DNA Genotek's accessibility policy

Our Commitment

DNA Genotek (“DNAG”) is committed to building a reputation for responsible behavior and fair dealing, including being committed to ensuring that all policies, processes, procedures, systems and physical facilities are as inclusive as possible. DNAG wants to ensure that its employment practices, communication and services are accessible to employees and those that DNAG serves.

This policy is aligned to the Accessibility for Ontarians with Disabilities Act and reflects DNAG’s ongoing commitment to building and preserving an accessible, welcoming, supportive, fair, and inclusive environment for all Employees, customers, partners, or in any interaction between DNAG and any interested party.


This policy applies to all full-time/part-time employees, contract employees, temporary employees, or consultants employed by DNAG. For the remainder of this policy the term “Employee” will cover each of these employment relationships.

This policy also applies to those interacting with Employees of DNAG for the purposes of providing services, such as customers and visitors.


For the purposes of this policy, the following definitions apply:


Anything that prevents a person with a disability from fully participating in all aspects of society because of his or her disability, including a physical barrier, an architectural barrier, an information or communications barrier, an attitudinal barrier, a technological barrier, a policy or a practice.

  • Any degree of physical disability, infirmity, malformation or disfigurement that is caused by bodily injury, birth defect or illness and, without limiting the generality of the foregoing, includes diabetes mellitus, epilepsy, a brain injury, any degree of paralysis, amputation, lack of physical co-ordination, blindness or visual impediment, deafness or hearing impediment, muteness or speech impediment, or physical reliance on a guide dog or other animal or on a wheelchair or other remedial appliance or device;
  • A condition of mental impairment or a developmental disability;
  • A learning disability, or a dysfunction in one or more of the processes involved in understanding or using symbols or spoken language;
  • A mental disorder, or an injury or disability for which benefits were claimed or received under the insurance plan established under the Workplace Safety and Insurance Act, 1997.


DNAG is committed to accommodating individuals with disabilities and to reducing barriers that may impede them from success in the workplace.

In order to achieve that goal, DNAG is committed to the following:


DNAG is committed to training all Employees and volunteers on Ontario’s accessibility laws and to ensure that all those in customer service roles are trained to serve customers of all abilities. This training will include an overview of the support available to candidates and to Employees with respect to accommodations.

This training will be provided to new Employees as soon as practical. DNAG will train any current Employees when there are any revisions to existing policies as soon as practical.

Communication & Access to Information

DNAG will provide Employees, customers or any individual who comes in contact with DNAG with requests for information in ways that are accessible upon request.

Requests for information can be made through various communication methods such as email, phone, fax, as well as in person. DNAG will make every effort to make these communication options known and accommodate other options where possible upon request. DNAG will engage all individuals in an effort to understand and address their needs to the best of DNAG’s ability.

Providing Goods and Services to Persons with Disabilities

The corporate facilities will be open to accommodating assistive devices, support animals and support persons for individuals that require them.

Notice of Temporary Disruptions

DNAG will notify its Employees and customers in the event of a temporary disruption of service in its offices. The notice of disruption will include the reason for the disruption, the anticipated duration and a description of alternate services or facilities if available. DNAG will also outline the steps it is taking to address the temporary disruption and provide a copy of said notice to anyone in an accessible format upon request.

Providing Feedback

DNAG welcomes feedback on how to better serve individuals with disabilities. Should you have any feedback, you can reach out to Katheryn Viau, Senior Manager, HR via email at Katheryn.viau@dnagenotek.com or via phone at 1-613-723-5757 x 224 or via Fax at 1-613-723-5057. DNAG will review all feedback and respond as appropriate. If the nature of the feedback is a complaint, DNAG will investigate the complaint within a reasonable timeframe and will endeavor to communicate in writing the outcome to the complainant.


    DNAG will advise all potential candidates via its job postings that accommodations are available during the recruitment and hiring process.

    Should a candidate be selected for an interview, they will be advised that accommodations are available on request.

    When making an offer of employment, DNAG will notify successful applicants that it has policies in place to support accessibility and to provide accommodations.


    DNAG will work with individuals requiring individualized accommodations in order to conduct their work, job duties or responsibilities. This process is further outlined in DNAG’s Accommodation Policy.

    Return to work plan

    DNAG will work with individuals returning to work following an absence due to a disability to ensure a smooth reintegration back into the office. This process is defined in the DNAG Leave and Disability Policy.

    Performance Management, Career development and Advancement

    DNAG will ensure that an individual’s accommodation needs are taken into consideration during its performance management process, as well as when considering any career development and advancement. DNAG will proactively take steps to prevent any barriers from impacting an individual’s employment.

Workplace Emergency Response Information

DNAG will provide individualized emergency response information as required to individuals that it becomes aware of are in need of individualized information as it relates to workplace emergency responses.

Accessible formats of this policy are available upon request.

Last updated: November 7, 2017

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