The following policy has been established by SiteLine Group, Inc. and its affiliates (together the “Company”) to govern the provision of services with the “Integrated Accessibility Standards Regulation” (“Regulation”) under the Accessibility for Ontarians with Disabilities Act, 2005.
These standards are developed to break down barriers and increase accessibility for persons with disabilities in the areas of information, communications and employment.
Statement of Commitment
The Company is committed to ensuring equal access and participation for people with disabilities. The Company is committed to treating all people in a way that allows them to maintain their dignity and independence and will do so by preventing and removing barriers to accessibility and meeting accessibility requirements under the Accessibility for Ontarians with Disabilities Act, 2005 and its regulations.
The Company will develop, maintain and document an Accessibility Plan outlining the company’s strategy to prevent and remove barriers from its workplace and to improve opportunities for persons with disabilities.
The Company will ensure that training is provided on the requirements of the Regulation which includes training on the Ontario Human Rights Code as it pertains to persons with disabilities
This training applies to:
- all employees and volunteers;
- all persons who participate in developing the Company’s policies; and
- all other persons who provide goods, services or facilities on behalf of the Company.
The training will be appropriate to the duties of the employees, volunteers and other persons.
Employees will be trained when changes are made to the Accessibility Policy. New employees will be trained as part of the onboarding process, as soon as practicable.
Information and Communications
The Company will continue to ensure that its process for receiving and responding to feedback is accessible to persons with disabilities by providing, or arranging for the provision of, accessible formats and communication supports, upon request.
Accessible Format and Communication
Upon request, the Company will provide, or will arrange for the provision of accessible formats and communication supports for persons with disabilities in a timely manner that takes into account the person’s accessibility needs due to disability. The Company will consult with the person making the request in determining the suitability of an accessible format or communication support.
Accessible Website and Web Content
The Company will ensure that all Company websites, including web content, conform to accessibility standards required by the AODA, except where this is impracticable.
The Company is committed to fair and accessible employment practices.
The Company will notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment process.
The Company will notify job applicants when they are individually selected to participate further in an assessment or selection process that accommodations are available upon request in relation to the materials or processes to be used.
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.
When making offers of employment, the Company will notify the successful applicant of its policies for accommodating employees with disabilities.
Informing Employees of Supports
The Company will continue to inform its employees of its policies (and any updates to those policies) used to support employees with disabilities, including policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability. This information will be provided to new employees as soon as practicable after commencing employment.
Accessible Formats and Communication Supports for Employees
Following the request of an employee with a disability, the Company will consult with the employee to provide, or arrange for the provision of, accessible formats and communication supports for information that is needed to perform his or her job, and information that is generally available to other employees. In determining the suitability of an accessible format or communication support, the Company will consult with the employee making the request.
Workplace Emergency Response
The Company will 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 provide this information as soon as practicable after becoming aware of the need for accommodation.
Where the employee requires assistance, the Company will, with the consent of the employee, provide the workplace emergency response information to any persons designated by the Company to provide assistance to the employee.
The Company will review the individualized workplace emergency response information when the employee moves to a different location in the organization, when the employee’s overall accommodations needs or plans are reviewed, and when the Company reviews its general emergency response policies.
Individual Accommodation Plans
The Company will develop and have in place a written process for the development of documented individual accommodation plans for employees with disabilities in accordance with the requirements set out in the Regulation.
Where requested, an employee’s individual accommodation plan will include any information regarding the provision of accessible formats and communications supports.
Where required, an employee’s individual accommodation plan will include individualized workplace emergency response information.
Return to Work Process
The Company will develop a documented process for the return to work of an employee returning from any disability related leave and/or require disability-related accommodations in order to return to work
The return to work process will outline the steps the Company will take to facilitate the employee’s return to work and will include documented individual accommodation plans as part of the process
Performance Management, Career Development and Advancement & Redeployment
The Company will take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when conducting performance management, providing career development and advancement to employees, or when redeploying employees.
Questions about this policy
If anyone has questions about this policy, please contact firstname.lastname@example.org.