Accessibility For Ontarians With Disabilities Act, 2005
Integrated Accessibility Standards - Multi Year Plan
Part I - General Requirements
|3||Establishment of Accessibility Policies||3.(1) 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.||Draft a policy.||Complete||January 1, 2014|
|4||Accessibility Plans||4.(1) Large organizations shall, a) 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; b) post the accessibility plan on their website, if any, and provide the plan in an accessible format upon request; and c) review and update the accessibility plan at least once every five years.||Attended public workshop and completed plan.
Identify barriers – Chief Engineer & JHSC Chair
Formed committee that meets every 2 months. Posted as of January 1, 2014. Committee will review Jan 2, every five year
|Complete Complete Complete||January 1, 2014|
|6||Self-Serve Kiosks||6.(2) Large organizations and small organizations shall have regard to the accessibility for persons with disabilities when designing, procuring or acquiring self-service kiosks.||Not applicable currently and will comply if/when additions happen.||N/A||January 1, 2014|
|7||Training||7.(1) 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,
(a) all employees, and volunteers;
(b) all persons who participate in developing the organization‘s policies; and
(c) all other persons who provide goods, services or facilities on behalf of the organization.
|Sr. Managers with PC access will receive online training by April 2014.
– Manager, Talent Management & Learning All other colleagues will receive facilitated training by August 2014.
– Manager, TML
|Ongoing Ongoing||January 1, 2015|
PART II - Information and Communications Standards
|11||Feedback||11.(1) 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.||Conduct a review of all feedback processes across the organization (internally and externally). Consult with all functional areas to make sure all feedback processes are captured. Determine what accessible formats and communication supports we will provide upon request Ensure staff and management are aware of the need to accommodate upon request (how we will do this is to be determined. Part of training?) Ensure staff and management are aware of the need to accommodate upon request (how we will do this is to be determined. Part of training?)||Ongoing||January 1, 2015|
|12||Accessible Formats & Communication Supports||12.(1) 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,
a) in a timely manner that takes into account the person‘s accessibility needs due to disability; and
b) at a cost that is no more than the regular cost charged to other persons.
|Determine what accessible formats and communication supports we will provide to persons with disabilities upon request. Ensure these formats and supports can be provided in a timely manner (ex. Same time, 24 hours) Communicate to staff and management that no additional charge is required (how we will do this is to be determined. Part of training?)||Ongoing||January 1, 2016|
|12||12.(2) The obligated organization shall consult with the person making the request in determining the suitability of an accessible format or communication support.||Communicate to staff and management this requirement (how we will do this is to be determined. Part of training?) Develop protocol for situations where a suitable agreement cannot be made||Ongoing||January 1, 2016|
|12||12.(3) Every obligated organization shall notify the public about the availability of accessible formats and communication supports.||Have a sign posted in reception area Post on website – Director of Sales & Marketing Include notice on certain print materials (to confirm with Marketing)||Ongoing||January 1, 2016|
|13||Emergency Procedures, Plans or Public Safety Info||13.(1) In addition to its obligations under section 12, if an obligated organization prepares emergency procedures, plans or public safety information and makes the information available to the public, the obligated organization shall provide the information in an accessible format or with appropriate communication supports, as soon as practicable, upon request.||Does not apply Involve Health and Safety||January 1, 2012|
|14||Accessible Websites & Web Content||14.(2) 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.||Continuously review WCAG guidelines to be informed of changes and updates||Ongoing||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 III - Employment Standard
|22||Recruitment – General||22. Every employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes.||Determine "how" Include a statement in a job ad?
Identify where we advertise – paper, website, bulletin board?
Example: We are committed to providing accommodations for persons with disabilities. If you require accommodation, we will work with you to meet your needs."
|January 1, 2016|
|23||Recruitment, Assessment or Selection Process|| 23.(1) 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.
(2) 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.
|Determine "how" to notify applicants – telephone, email, letter?
May wish to designate a contact person to handle queries regarding accessibility Identify the language you will use
Identify barriers: location of interview room, format of tests, room set-up for in-person interviews, interviewing timelines, supports, paperwork Develop interview guidelines
|January 1, 2016|
|24||Notice to Successful Applicants||24. Every employer shall, when making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities.||We will put a statement in hire letter
We will make phone calls
Write appropriate script (Notification to Successful Applicants)
|January 1, 2016|
|25||Informing Employees of Supports||25.(1) 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.||Circulate policy?
All staff emails
|25||25.(2) Employers shall provide the information required under this section to new employees as soon as practicable after they begin their employment.||TBD||January 1, 2016|
|25||25.(3)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.||See 25 (1)||January 1, 2016|
|26||Accessible Formats & Communication Supports for Employees||26.1 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,
(a) information that is needed in order to perform the employee‘s job; and
(b) information that is generally available to employees in the workplace.
|Functional audit of information specific to departments
Audit of regular communications
|January 1, 2016|
|26||26.2. The employer shall consult with the employee making the request in determining the suitability of an accessible format or communication support.||List what the employee will require – ie. Policy, communication supports that are available (text-to-speech, braille, large print, accessible PDFs, plain language versions, closed captioning||January 1, 2016|
|27||Workplace Emergency Response Information||27.(1) 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.||Develop process – Director of Security
(Identification of Potential Barriers During an Emergency Response)
|Ongoing||January 1, 2012|
|27||(2) 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.||Provide when applicable||January 1, 2012|
|27||(3) 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.||Provide when applicable||January 1, 2012|
|27||(4) Every employer shall review the individualized workplace emergency response information,
(a) when the employee moves to a different location in the organization;
(b) when the employee‘s overall accommodations needs or plans are reviewed; and
(c) when the employer reviews its general emergency response policies.
|Provide when applicable||January 1, 2012|
|28||Documented Individual Accommodation Plans||28.(1) 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.||Develop process
Who do you need to involve?
|January 1, 2016|
|28||28 (2) The process for the development of documented individual accommodation plans shall include the following elements:
1. The manner in which an employee requesting accommodation can participate in the development of the individual accommodation plan.
2. The means by which the employee is assessed on an individual basis.
3. The manner in which the employer can request an evaluation by an outside medical or other expert, at the employer‘s expense, to determine if and how accommodation can be achieved.
4. The manner in which the employee can request the participation of a representative from their bargaining agent, where the employee is represented by a bargaining agent, or other representative from the workplace, where the employee is not represented by a bargaining agent, in the development of the accommodation plan.
5. The steps taken to protect the privacy of the employee‘s personal.
6. The frequency with which the individual accommodation plan will be reviewed and updated and the manner in which it will be done.
7. If an individual accommodation plan is denied, the manner in which the reasons for the denial will be provided to the employee.
8. The means of providing the individual accommodation plan in a format that takes into account the employee‘s accessibility needs due to disability.
(Individual Accommodation Plan)
(Functional Capacity Assessment Form)
|January 1, 2016|
|29||Return to Work Process||29.(1) Every employer, other than an employer that is a small organization,
(a) 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
(b) shall document the process.
|Established Early & Safe Return to Work Program||Complete||January 1, 2016|
|29||29. (2) The return to work process shall,
(a) 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
(b) use individual documented accommodation plans, as described in section 28, as part of the process.
|Complete||January 1, 2016|
|29||29. (3) 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.||Complete||January 1, 2016|
|30||Performance Management||30.(1) 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.||Review current process Need to keep individual accommodation plan in mind||January 1, 2016|
|31||Career Development & Advancement||31.(1) 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.||Review current process Need to keep individual accommodation plan in mind||January 1, 2016|
|32||Redeployment||32.(1) 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.||Review current process Need to keep individual accommodation plan in mind||January 1, 2016|