Integrated Accessibility Standards Policy
To govern the provision of Services provided by OCP in accordance with Integrated Accessibility Standards (“Regulation”) under the Accessibility for Ontarians with Disabilities Act, 2005 (“AODA”).
These standards were developed to identify, remove and prevent barriers and increase accessibility for persons with disabilities in the areas of information, communication and employment.
OCP is governed by this policy as well as the Accessibility Standards for Customer Service Policy in compliance with the AODA to meet the accessibility needs of persons with disabilities.
OCP is committed to treating all people in a way that allows them to maintain their dignity and independence. We believe in integration and equal opportunity. We are committed to meeting the needs of persons with disabilities in a timely manner, and will do so by preventing and removing barriers to accessibility and meeting accessibility requirements under AODA.
This policy, in its entirety, will be implemented in accordance with the time frames established by the Regulation.
OCP has developed and will, maintain and document an Accessibility Plan outlining the organization’s strategy to prevent and remove barriers from its workplace and to improve opportunities for persons with disabilities. The Accessibility Plan will be reviewed and updated at least once every five years, and will be posted on the company’s website. Upon request, we will provide a copy of the Accessibility Plan in an accessible format.
Training for staff
OCP will ensure that training is provided on the requirements of the accessibility standards referred to in the Regulation and continue to provide training as it pertains to persons with disabilities, to:
- All its employees and managers in Ontario
- All persons who participate in developing OCP’s policies
The training will be appropriate to the duties of the employees and other persons. Employees and Managers will be trained when changes are made to the accessibility policy. New employees will be trained during orientation, within one month of their start date.
We will track and maintain a record of the training we provide.
Information and Communications Standards
We will continue to ensure that the 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 Formats and Communication Supports
Upon request, we 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. We will consult with the person making the request in determining the suitability of an accessible format or communication support. We will also notify the public about the availability of accessible formats and communication supports.
Accessible Websites and Web Content
We will ensure that our Internet websites, including web content, conform to the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0, at Level AA except where this is impracticable.
We will notify our employees and the public about the availability of accommodation for applicants with disabilities in our recruitment process.
Recruitment, Assessment or Selection Process
We 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, we will consult with the applicant and provide, or arrange for the provision of, a suitable accommodation in a manner that takes into account the applicants accessibility needs due to disability.
Notice to Successful Applicants
When making offers of employment, we will notify the successful applicant of its policies for accommodating employees with disabilities.
Informing Employees of Supports
We will continue to inform our employees of 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 employees 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
Upon the request of an employee with a disability, we 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/her job, and information that is generally available to other employees. In determining the suitability of an accessible format or communication support, we will consult with the employee making the request.
Workplace Emergency Response Information
We will provide individualized workplace emergency response information, as it relates to OCP head office locations, to employees who have a disability, if the disability is such that the individualized information is necessary, and if we are aware of the need for accommodation due to the employee’s disability. We will provide this information as soon as practicable after becoming aware of the need for accommodation. Where the employee requires assistance, we will, with the consent of the employee, provide the workplace emergency response information to the person(s) designated by OCP to provide assistance to the employee.
We will review the individualized workplace emergency response information when the employee moves to a different location at OCP head office or when the employee’s overall accommodations needs or plans are reviewed.
Documented Individual Accommodation Plans
We will maintain written internal procedures for the development of documented individual accommodation plans for employees with disabilities. If requested, information regarding accessible formats and communications supports provided will also be included in individual accommodation plans. In addition, the plans will include individualized workplace emergency response information (where required), and will identify any other accommodation that is to be provided to the employee.
Return to Work Process
We will maintain a documented return to work process for employees who have been absent from work due to a disability and who require disability-related accommodations in order to return to work. The return to work process outlines the steps we will take to facilitate the return to work and will include documented individual accommodation plans as part of the process.
Performance Management, Career Development and Advancement & Redeployment
We will take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when conducting performance management, providing career and advancement opportunities to employees, or when redeploying employees.
We are committed to incorporating barrier free design principles when building or making major modifications to public spaces including those spaces specified in the Regulation.
Questions about this policy
Questions about this policy may be referred to firstname.lastname@example.org or 1-800-220-1921.