Accessibility Statement - Rocket Mortgage Canada ULC

Accessibility For Ontarians With Disabilities Act, 2005

2005 Integrated Accessibility Standards – Multi Year Plan

The Company is committed to meeting the objectives and requirements of the Accessibility for Ontarians with Disabilities Act, 2005 (AODA) and the Integrated Accessibility Standards Regulation (IAS), including the accessibility needs of persons with Disabilities with respect to the Company’s programs, services, and facilities, in a timely manner.

Download a PDF copy of the Multi-Year Accessibility Plan

Part 1: General Requirements

SectionInitiativeDescriptionActionStatusCompliance Date
3Establishment of Accessibility PoliciesEvery obligated organization shall develop, implement, and maintain policies governing how the organization achieves or will achieve accessibility through meeting its requirements under the accessibility standards referred to in this Regulation. The Company has included AODA policy in Company Guideposts.CompleteJanuary 1, 2014
3Large organizations shall include a statement of organizational commitment to meet the accessibility needs of persons with disabilities in a timely manner in their policies. The Company has included AODA policy in Company Guideposts.CompleteJanuary 1, 2014
4Accessibility PlansLarge organizations shall,
  1. establish, implement, maintain and document a multi-year accessibility plan, which outlines the organization’s strategy to prevent and remove barriers and meet its requirements under this Regulation;
  2. post the accessibility plan on their website, if any, and provide the plan in an accessible format upon request; and
  3. review and update the accessibility plan at least once every five years.

A copy of the Company’s Accessibility Plan is posted on its intranet and website. A copy of the Company’s Accessibility Plan will be provided in an accessible format upon request.

The Company’s Accessibility Plan will be consistently under review until all objectives are carried out. Thereafter, the Company will review and update its Accessibility Plan at least once every five years.

CompleteJanuary 1, 2014
7TrainingEvery obligated organization shall ensure that training is provided on the requirements of the accessibility standards referred to in this Regulation and on the Human Rights Code as it pertains to persons with disabilities to,
  1. all employees, and volunteers;
  2. all persons who participate in developing the organization’s policies; and
  3. all other persons who provide goods, services or facilities on behalf of the organization.
The Company will ensure that training is provided as appropriate on the requirements of the accessibility standards referred to in the Regulation and the Human Rights Code and will ensure that new team members complete the required training within a reasonable time of having accepted employment with The Company. CompleteJanuary 1, 2015
7Every obligated organization shall provide training in respect of any changes to the policies described in section 3 on an ongoing basis. The Company will provide training in respect of any changes to the policies described in section 3 on an ongoing basis. CompleteJanuary 1, 2015 (ongoing thereafter)
7Every obligated organization shall keep a record of the training provided under this section, including the dates on which the training is provided and the number of individuals to whom it is provided. The Company will keep a record in our learning management system, Journey, of the training provided under this section, including the dates on which the training is provided and the number of individuals to whom it is provided. CompleteJanuary 1, 2015 (ongoing thereafter)

Part 2: Information and Communications Standards

SectionInitiativeDescriptionActionStatusCompliance Date
11FeedbackEvery obligated organization that has processes for receiving and responding to feedback shall ensure that the processes are accessible to persons with disabilities by providing or arranging for accessible formats and communications supports, upon request. The Company will ensure that the processes for receiving and responding to feedback are accessible to persons with disabilities by providing or arranging for accessible formats and communications supports, upon request. CompleteJanuary 1, 2015
11Accessible Formats & Communication SupportsExcept as otherwise provided, every obligated organization shall upon request provide or arrange for the provision of accessible formats and communication supports for persons with disabilities,
  1. in a timely manner that takes into account the person’s accessibility needs due to disability; and
  2. at a cost that is no more than the regular cost charged to other persons
The Company will upon request, provide or arrange for the provision of accessible formats and communication supports for persons with disabilities. CompleteJanuary 1, 2016
12The obligated organization shall consult with the person making the request in determining the suitability of an accessible format or communication support. The Company will consult with the person making the request in determining the suitability of an accessible format or communication support. CompleteJanuary 1, 2016
12Every obligated organization shall notify the public about the availability of accessible formats and communication supports. The Company will notify the public about the availability of accessible formats and communication supports. CompleteJanuary 1, 2016
14Accessible Websites & Web ContentDesignated public sector organizations and large organizations shall make their internet websites and web content conform with the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG)2.0, initially at Level A and increasing to Level AA, and shall do so in accordance with the schedule set out in this section. The company is updating their websites and web content to conform with the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG)2.0, initially at Level A and increasing to Level AA. In Progress January 1, 2014 New internet websites and web content on those sites must conform with WCAG 2.0 Level A. January 1, 2021 All internet websites and web content must conform with WCAG 2.0 Level AA, other than,
  • success criteria 1.2.4 Captions (Live)
  • success criteria 1.2.5 Audio Descriptions (Pre-recorded).

Part 3: Employment Standard

SectionInitiativeDescriptionActionStatusCompliance Date
22Recruitment – GeneralEvery employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes. The Company has assessed its recruitment processes to ensure its team members and the public are notified about the availability of accommodation for applicants with disabilities in its recruitment processes, in accordance with Section 22 – 32 of the Regulation. CompleteJanuary 1, 2016
22Recruitment, Assessment or Selection ProcessDuring a recruitment process, an employer shall notify job applicants, when they are individually selected to participate in an assessment or selection process, that accommodations are available upon request in relation to the materials or processes to be used. During the recruitment process, the Company shall notify job applicants, when they are individually selected to participate in an assessment or selection process, that accommodations are available upon request in relation to the materials or processes to be used. CompleteJanuary 1, 2016
23If a selected applicant requests an accommodation, the employer shall consult with the applicant and provide or arrange for the provision of a suitable accommodation in a manner that takes into account the applicant’s accessibility needs due to disability. If a selected applicant requests an accommodation, the Company will consult with the applicant and provide or arrange for the provision of a suitable accommodation in a manner that takes into account the applicant’s accessibility needs due to disability. CompleteJanuary 1, 2016
24Notice to Successful ApplicantsEvery employer shall, when making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities. The Company will, when making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities. CompleteJanuary 1, 2016
25Informing Employees of SupportsEvery employer shall inform its employees of its policies used to support its employees with disabilities, including, but not limited to, policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability. All the Company’s policies used to support its employees with disabilities are available to team members via our Company Guideposts and are accessible to new team members within a reasonable time of having accepted employment with the Company. CompleteJanuary 1, 2016
25Employers shall provide the information required under this section to new employees as soon as practicable after they begin their employment. The Company will provide the information required under this section to new team members as soon as practicable after they begin their employment. CompleteJanuary 1, 2016
25Employers shall provide updated information to its employees whenever there is a change to existing policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability. The Company will provide updated information to its employees whenever there is a change to existing policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability CompleteJanuary 1, 2016
26Accessible Formats & Communication Supports for EmployeesIn addition to its obligations under section 12, where an employee with a disability so requests it, every employer shall consult with the employee to provide or arrange for the provision of accessible formats and communication supports for,
  1. information that is needed in order to perform the employee’s job; and
  2. information that is generally available to employees in the workplace.
The Company’s Accommodation Policy outlines the process with respect to responding to requests for accessible formats and communication supports in accordance with the requirements of Section 26 of Regulation. CompleteJanuary 1, 2016
26The employer shall consult with the employee making the request in determining the suitability of an accessible format or communication support. The Company will consult with the team member making the request in determining the suitability of an accessible format or communication support. CompleteJanuary 1, 2016
27Workplace Emergency Response InformationEvery employer shall provide individualized workplace emergency response information to employees who have a disability, if the disability is such that the individualized information is necessary and the employer is aware of the need for accommodation due to the employee’s disability. The Company will develop individual emergency response plans for those who require them. CompleteJanuary 1, 2012
27If an employee who receives individualized workplace emergency response information requires assistance and with the employee’s consent, the employer shall provide the workplace emergency response information to the person designated by the employer to provide assistance to the employee. CompleteCompleteJanuary 1, 2012
27Employers shall provide the information required under this section as soon as practicable after the employer becomes aware of the need for accommodation due to the employee’s disability. CompleteCompleteJanuary 1, 2012
27Every employer shall review the individualized workplace emergency response information,
  1. when the employee moves to a different location in the organization;
  2. when the employee’s overall accommodations needs or plans are reviewed; and
  3. when the employer reviews its general emergency response policies.
The Company’s Accommodation Policy outlines the process with respect to responding to requests for accessible formats and communication supports in accordance with the requirements of Section 26 of Regulation. CompleteJanuary 1, 2016
28Documented Individual Accommodation PlansEmployers, other than employers that are small organizations, shall develop and have in place a written process for the development of documented individual accommodation plans for employees with disabilities. The Company’s Accommodation Policy outlines the company’s process for the development of documented individual accommodation plans for employees with disabilities. CompleteJanuary 1, 2016
29Return to Work ProcessEvery employer, other than an employer that is a small organization,
  1. shall develop and have in place a return-to-work process for its employees who have been absent from work due to a disability and require disability-related accommodations in order to return to work; and
  2. shall document the process.
The Company has established policies which document its return to work process for its team members who have been absent from work due to a disability and require disability related accommodations. CompleteJanuary 1, 2016
29The return-to-work process shall,
  1. outline the steps the employer will take to facilitate the return to work of employees who were absent because their disability required them to be away from work; and
  2. use individual documented accommodation plans, as described in section 28, as part of the process. The return-to-work process referenced in this section does not replace or override any other return to work process created by or under any other statute.
The Company’s return to work procedure meets the requirements found under section. The Company’s return to work procedure does not replace or override any other return to work process created by or under any other statute. CompleteJanuary 1, 2016
30Performance ManagementAn employer that uses performance management in respect of its employees shall take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when using its performance management process in respect of employees with disabilities. The Company will take into account the accessibility needs of team members with disabilities, as well as individual accommodation plans, when using its performance management process in respect of team members with disabilities. CompleteJanuary 1, 2016
31Career Development & AdvancementAn employer that provides career development and advancement to its employees shall take into account the accessibility needs of its employees with disabilities as well as any individual accommodation plans, when providing career development and advancement to its employees with disabilities. The Company will take into account the accessibility needs of its team members with disabilities as well as any individual accommodation plans, when providing career development and advancement to its team members with disabilities. CompleteJanuary 1, 2016
32RedeploymentAn employer that uses redeployment shall take into account the accessibility needs of its employees with disabilities, as well as individual accommodation plans, when redeploying employees with disabilities. The Company will review all individual accommodation plans in conjunction with redeployment to ensure that related processes and tools are designed to take into account the accessibility needs of team members with disabilities. CompleteJanuary 1, 2016

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