WORKING COPY. Accessibility for Ontarians with Disabilities Act (AODA)

Transcription

1 WORKING COPY Multi Year Accessibility Plan St. Hilda s Towers Inc. Accessibility for Ontarians with Disabilities Act (AODA) Overview With the goal to make Ontario accessible by 2025, the Ontario government passed the Accessibility for Ontarians with Disabilities Act (AODA) in The regulations associated with the AODA's "Integrated Accessibility Standards" require that St. Hilda s Towers Inc. establish, implement, maintain, and document a multi year accessibility plan which outlines the organization's strategy to prevent and remove barriers for persons with disabilities and to meet its requirements under the Act. St. Hilda s Towers Inc. is committed to meet the accessibility needs of persons with disabilities in a timely manner and to comply with AODA and all of its standards. This multi year plan outlines St. Hilda s strategy to prevent and remove barriers to address the current and future requirements of the AODA. In accordance with the requirements set out in the Integrated Accessibility Standards, St. Hilda s Towers Inc. will: Post the multi year accessibility plan on its website and within the Home; Provide this plan in an accessible format, upon request; and Review and update this plan at least once every five years. For more information or to contact us, please visit Or call us at Multi Year Accessibility Plan St. Hilda s Towers Inc.

2 Accessibility for Ontarians with Disabilities Act Integrated Accessibility Standards ( IAS ) Part 1 General Requirements Establish of Accessible Policies Actions Status/Due Date 1a. Develop, implement and maintain policies governing how the organization achieves or will achieve accessibility through meeting the requirements under the accessibility standards referred to in this Regulation. New policies developed and a variety of existing policies amended. b. Statement of the organizations commitment to meeting what accessibility needs of persons with disabilities in a timely manner. c. Prepare one or more written documents describing the policies and make the policies publicly available and provide them in an accessible format upon request Accessibility Plans 2a. Establish, implement, maintain and document a multiyear accessibility plan, which outlines the organizations strategy to prevent and remove barriers and meet its requirements under this Regulations. A separate document created Introduction and Statement of Commitment. Available on our website and AODA bulletin board within organization. Multi year Accessibility Plan developed and posted on the Company s website. Ongoing ( 2014) b. Post the accessibility plan on the website, if any, and provide the plan in an accessible format upon request. c. Review and updated the accessibility plan at lease once every five years Training 3. Provide training on the requirements of the accessibility standards referred in the IAS and the Human Rights Code as It will be provided in an accessible format upon request and will be reviewed and updated at least once every five years. Training program complete. Employees/volunteers or other appropriate staff members will receive In Progress/Ongoing

3 it pertains to personals with disabilities to: All employees and volunteers All persons who participate in developing the organizations policies and All other persons who provide goods, services or facilities on behalf of the organization Part 2 Information and Communication Standards Feedback 4. Ensure 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. Accessible Formats and Communication Supports 5a. Upon request provide or arrange for accessible formats and communication supports for persons with disabilities. Provide in a timely manner that takes into account the person s accessibility needs due to disability; and Provide at a cost that is no more than the regular cost charged to other persons b. Consult with the person making the request to determine the suitability of an accessible format or communication support c. Notify the public about the availability of accessibility formats and communication supports. Emergency Procedure, plan or Public Safety Information 6. Upon request provide in an accessible format or with appropriate communication supports, the organizations training as soon as is feasible. AODA will be added to orientation for appropriate staff/volunteers. We will keep a record of the training provided, including the dates on which the training is provided and the names of the individuals trained. Feedback process created and posted on company website. Refer to AODA Customer Service Standards Policy. Determine accessible format and communication support options can be provided in a timely manner. Update training, orientation policies and procedures accordingly. Post process on website and AODA Bulletin Board. Where feasible and upon request we are committed to providing customers and (Due January, 2015) Due Jan 1,

4 emergency procedures, plans or public safety information that it makes available to the public. Accessible website and Web Content 7. Ensure the website and web content conform with the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0: Level A Level AA Part 3 Employment Standard Recruitment General 8. Every employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment process. Recruitment, Assessment or Selection Process 9. During recruitment process, 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 10. If the 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. clients with publicly available emergency information in an accessible format that best suits their needs. We will also provide employees with disabilities individualized emergency response information when necessary and update accordingly. New Website is compliant with Level A. Major revisions to existing website will be compliant as working the cost into the annual IT budget to ensure compliance. Notice will be added to website, application correspondence, application forms, employees standards handbook and orientation procedure. Notice will be added to website, application correspondence, application forms, employees standards handbook and orientation procedure. Managers/supervisors shall use the policy for creating individual accommodation plans ( IAP ) Ongoing ( 2021) ( ) ( ), ongoing

5 Notice to Successful Applicants 11. When making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities. Informing Employees of Supports 12. Every Employer shall inform its employees of its policies used to support its employees with disabilities, including, nut not limited to policies on the provision of job accommodations that take into account an employees accessibility needs due to disability. 13. Employers shall provide the information required under this section to new employees as soon as practicable after they begin employment. 14. 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 accessibility needs due to disability. Accessible Formats and Communication Supports for Employees 15. Upon request, consult with an employee to provide or arrange for the provision of accessible formats and communication supports for information needed to perform employees job and information generally available to employees in the work place. Workplace Emergency Response Information 16a. 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. b. If an employee who receives individualized workplace emergency response information requires assistance and Notice added to offer letters. Communication to all staff during annual AODA staff education in service on job accommodations, material change to policies and procedures in employee standards handbook. Information added to new employee orientation, hire packages as well as (Due Jan 1, ) In Process (Due Jan 1, ) In Process employee standards booklet. (Due Jan 1, ) Update employees as needed. Update policy and incorporate into training as appropriate. Requirement will be incorporated into Safety/Emergency Response manuals and new employee orientation policies, staff in services. d, ongoing.

6 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 16c. Review the individualized work place emergency response information when: The employee moves to a different work location; The employee s overall accommodation needs or place are reviewed; and When the employer reviews its general emergency response information Documented Individual Accommodation Plans 17. Develop and have in place a written process for the development of documented individual accommodation plans for employees with disabilities that includes all of the considerations set out in Section 28(2) and (3) of the IAS. Return to Work Process 18a. Develop and have a documented a return to work process employees who have been absent from work due to a disability and who require disability related accommodations in order to return to work. b. Ensure the return to work process outlines the steps the employer will take to facilitate the employees return to work and that is uses documented individual accommodation plans, if any. Performance Management 19. Take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans when applying performance management. IAP s policy has been developed, will be incorporated into related policies, procedures and employee training as required. Will develop policies and procedures any related forms to ensure compliance. Update training, employee orientation and employee standards handbook as required. Review current process keeping individual accommodation plan in mind and revise as necessary. ( )

7 Career Development and Advancement 20. Take into account the accessibility needs of employees with disabilities, as well as any individual accommodation plans, when providing opportunities for career development and advancement to employees with disabilities. Redeployment 21a. Take into account the accessibility needs of employees with disabilities, as well as any individual accommodation plans, when redeploying employees with disabilities. Design of Public Spaces Standards: Redeployment 22. Ensure that construction and/or redevelopment of public spaces covered by the IAS complies with applicable accessibility requirements. Review current process keeping individual accommodation plan in mind and revise as necessary. Review current process keeping individual accommodation plan in mind and revise as necessary. Look at redesigning the main reception desk in Dufferin Tower. 2017