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 PlanPart 1: General Requirements
| Section | Initiative | Description | Action | Status | Compliance Date |
|---|---|---|---|---|---|
| 3 | Establishment of Accessibility Policies | Every 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. | Complete | January 1, 2014 |
| 3 | Large 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. | Complete | January 1, 2014 | |
| 4 | Accessibility Plans | Large organizations shall,
| 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. | Complete | January 1, 2014 |
| 7 | Training | Every 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,
| 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. | Complete | January 1, 2015 |
| 7 | Every 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. | Complete | January 1, 2015 (ongoing thereafter) | |
| 7 | Every 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. | Complete | January 1, 2015 (ongoing thereafter) |
Part 2: Information and Communications Standards
| Section | Initiative | Description | Action | Status | Compliance Date |
|---|---|---|---|---|---|
| 11 | Feedback | Every 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. | Complete | January 1, 2015 |
| 11 | Accessible Formats & Communication Supports | Except 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,
| The Company will upon request, provide or arrange for the provision of accessible formats and communication supports for persons with disabilities. | Complete | January 1, 2016 |
| 12 | The 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. | Complete | January 1, 2016 | |
| 12 | Every 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. | Complete | January 1, 2016 | |
| 14 | Accessible Websites & Web Content | Designated 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,
|
Part 3: Employment Standard
| Section | Initiative | Description | Action | Status | Compliance Date |
|---|---|---|---|---|---|
| 22 | Recruitment – General | Every 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. | Complete | January 1, 2016 |
| 22 | Recruitment, Assessment or Selection Process | During 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. | Complete | January 1, 2016 |
| 23 | If 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. | Complete | January 1, 2016 | |
| 24 | Notice to Successful Applicants | Every 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. | Complete | January 1, 2016 |
| 25 | Informing Employees of Supports | Every 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. | Complete | January 1, 2016 |
| 25 | Employers 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. | Complete | January 1, 2016 | |
| 25 | Employers 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 | Complete | January 1, 2016 | |
| 26 | Accessible Formats & Communication Supports for Employees | In 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,
| 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. | Complete | January 1, 2016 |
| 26 | The 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. | Complete | January 1, 2016 | |
| 27 | Workplace Emergency Response Information | Every 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. | Complete | January 1, 2012 |
| 27 | If 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. | Complete | Complete | January 1, 2012 | |
| 27 | Employers 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. | Complete | Complete | January 1, 2012 | |
| 27 | Every employer shall review the individualized workplace emergency response information,
| 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. | Complete | January 1, 2016 | |
| 28 | Documented Individual Accommodation Plans | Employers, 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. | Complete | January 1, 2016 |
| 29 | Return to Work Process | Every employer, other than an employer that is a small organization,
| 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. | Complete | January 1, 2016 |
| 29 | The return-to-work process shall,
| 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. | Complete | January 1, 2016 | |
| 30 | Performance Management | An 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. | Complete | January 1, 2016 |
| 31 | Career Development & Advancement | An 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. | Complete | January 1, 2016 |
| 32 | Redeployment | An 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. | Complete | January 1, 2016 |