Home ยป Multi-year Accessibility Plan

Multi-year Accessibility Plan

Intent

The intent of this Accessibility Plan is to record requirements under the Accessibility for Ontarians with Disabilities Act (AODA) four key areas: Customer Service, Information & Communication and Employment. Sunshine Building Maintenance Inc. will not be required to have requirements in the Transportation Standard.

Accessibility Requirement Current Policies Individual Responsible Due Date
Customer Service
Establishment of accessibility policies:      
  • Instructions on how to interact and communicate with individuals with various types of disabilities.
 In Place Human Resources  
  • Instructions on how to interact with people with disabilities who use assistive devices; require the assistance of a guide dog or service animal or require the help of a support person.
 In Place Human Resources  
  • Instructions on how to use equipment or devices that are available at your premises or that may assist individuals with disabilities.
 In Place Dept. Manager  
  • Instructions on what to do if an individual with a disability is having difficulty accessing our premises.
 In Place Human Resources  
  • Policies, procedures, and practices surrounding the legislation.
 In Place  HR Manager  
Training      
  • All employees and all other persons who provide goods and services or facilities on behalf of the organization; and all people who participate in developing the organization’s policies.
 In Place    
  • Provision of products and services to persons with disabilities.
 In Place Manager  
  • The use of assistive devices.
 In Place Manager  
  • The use of guide dogs, service animals and service dogs.
 In Place Manager  
  • The use of support persons.
 In Place Manager  
  • Notice of service disruptions.
 In Place Manager  
  • Individual feedback.
 In Place Manager  
  • Training.
 In Place Manager  
  • Notice of availability and format of documents.
      
  • Frequency – new hires;
   Human Resources During Orientation
  • Refresher 
   Human Resources Annually
Feedback Process      
  • Receiving and responding to feedback shall ensure that the processes are accessible to persons with disabilities by providing or arranging for the provision of accessible formats and communication support, upon request.
 In Place Supervisor  
  • Notification to the public about the availability of accessible formats and communication supports is required.
 In Place HR Manager  
Accessible Formats and Communication Support      
  • Upon request, provide or arrange to provide accessible formats and communication supports for persons with disabilities:
 In Place Manager   
  • In a timely manner that takes into account the person’s accessibility needs.
 In Place Manager   
  • At a cost that is no more than the regular cost charged to other persons.
 In Place Manager   
  • The organization will consult with the person making the request to determine the suitability of an accessible format or communication support
 In Place Manager  
Accessibility Plans      
  • Establish, implement, maintain and document a multi-year accessibility plan
 In Place  HR Manager  
Information & Communication
Training        
  • Accessibility for Ontarians with Disabilities Act, 2005;
 In Place HR Manager  
  • Accessibility Standards for Customer Service, Ontario Regulation 429/07;
 In Place HR Manager  
  • Human Rights Code.
 In Place HR Manager  
Accessible websites and web content – *New Sites* N/A    
All websites and web content                  
  • Internet websites and web content conform with the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0 Level A initially.
 In Place Owner  
  • Increase to WCAG 2.02 Level AA in accordance with Section 14(3) schedule.
 In Place Owner  
Employment Standards
Recruitment        
  • Notification about available policies and accommodation for applicants with disabilities
 In Place Human Resources  
  • Provide suitable accommodation that takes into account the applicant’s accessibility needs due to disability
 In Place Human Resources  
Informing employees of supports        
  • Inform all employees of policies used to support employees with disabilities.
 In Place Human Resources  
  • Provide new employees with the information.
 In Place Human Resources  
  • Provide updated information to employees whenever there is a change to an existing policy on the provision of job accommodations that take into account an employee’s accessibility needs due to disability
In Place Human Resources  
Accessible formats and communication support for employees:        
  • Information to perform their job.
 In Place Human Resources  
  • Information that is generally available to employees in the workplace
 In Place Human Resources  
Workplace emergency response information       
  • If an employee who receives individualized workplace emergency response information requires assistance, and with the employee’s consent, the employer shall provide this information to the person designated by the employer to provide assistance to the employee.
 In Place Human Resources  
  • Individualized workplace emergency response information shall be reviewed when the employee moves to a different location in the organization; their overall accommodations needs or plans are reviewed; or when the employer reviews its general emergency response policies.
 In Place Human Resources  
Documented Individual Accommodation Plans        
  • Employees requesting individual accommodation plans may participate in the development of the plan. Means by which the employee is assessed on an individual basis.
 In Place Human Resources  
  • The employer can request an evaluation by an outside medical or other expert, at the employer’s expense, to assist in determining if accommodation can be achieved and, if so, how it can be achieved.
 In Place Human Resources  
  • The employee can request participation of a bargaining agent representative in the development of the plan.
 In Place Site Supervisor  
  • Privacy protection of the employee’s personal information
 In Place Human Resources  
  • The frequency with which the individual accommodation plan will be reviewed and updated, and the manner in which it will be done.
 In Place Human Resources  
  • If a plan is denied, the manner in which the reasons for the denial will be provided to the employee.
 In Place Human Resources  
  • Individual accommodation plans are in a format that takes into account the employee’s accessibility needs due to disability
 In Place Site Supervisor  
Return to Work Process      
  • Develop and have in place a return-to-work process. 
 In Place Human Resources  
  • 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
 In Place Human Resources  
  • Use documented individual accommodation plans
 In Place Human Resources  
Performance Management In Place Human Resources  
Career Development and Advancement In Place Human Resources  
Redeployment In Place Human Resources  
Transportation Standards* (Not Applicable)
       
Specialized Standards* (Not Applicable)