Revised: November 18, 2017
Statement of Organizational Commitment & Accessibility Policy
Statement of Commitment
Our Company is committed to ensuring accessibility for persons with disabilities by identifying,
removing and preventing barriers to promote the rights of all persons and to build and create
an inclusive and accessible working environment, in accordance with the provisions of the
Ontario Human Rights Code (the “Code”) and the Accessibility for Ontarians with Disabilities
Act, 2005 (the “AODA”). The Company supports the intent of the AODA and its goal of achieving
accessibility for Ontarians with disabilities with respect to Customer Service, Information and
Communications, and Employment.
The Company is committed to ensuring accessibility for persons with disabilities by identifying,
removing and preventing the barriers that might interfere with the ability to obtain goods and
services provided by the Company. We strive at all times to provide good and services to
customers in a way that respects the dignity and independence of people with disabilities and
are committed to giving people with disabilities the same opportunity to benefit from our
services, in the same place and in a similar way as other customers. We will ensure that every
customer receives equitable treatment with respect to goods and services, without
discrimination, and receives the accommodation where required.
The Company is also committed to ensuring that every employee receives equitable treatment
with respect to employment and services, without discrimination, and receives accommodation
where required. We will meet the accessibility needs of persons with disabilities in a timely
This policy applies to all individuals entitled to the protections set out in the AODA and its
Regulations, including customers and employees of the Company.
It is the goal of the Ontario government to make Ontario accessible by 2025.
Definition of Disability
According to the AODA, “disability” is defined as:
(a) any degree of physical disability, infirmity, malformation or disfigurement that is caused by bodily injury, birth defect or illness and, without limiting the generality of the foregoing, includes diabetes mellitus, epilepsy, a brain injury, any degree of paralysis, amputation, lack of physical co-ordination, blindness or visual impediment, deafness or hearing impediment, muteness or speech impediment, or physical reliance on a guide dog or other animal or on a wheelchair or other remedial appliance or device,
(b) a condition of mental impairment or a developmental disability,
(c) a learning disability, or a dysfunction in one or more of the processes involved in understanding or using symbols or spoken language,
(d) a mental disorder, or
(e) an injury or disability for which benefits were claimed or received under the insurance plan established under the Workplace Safety and Insurance Act, 1997; (“handicap”)
To date, the Company has implemented the following policies in compliance to AODA and its Regulations:
January 1, 2012
Customer Service Standard: Created the Accessible Customer Service Policy and trained all staff, while continuing to report on Company’s progress to the Ontario Ministry of Economic Development, Trade and Employment.
Employment Standard: Contacted all employees to implement Workplace Emergency Response information gathering for those who require assistance in the case of an emergency. If you are an employee that requires assistance during an emergency, please contact Human Resources.
January 1, 2014
General Requirements: Created the State of Commitment and Policy Application (above). Multi-Year Accessibility Plan was also created and posted on the company’s external website.
Information & Communication Standard: IT is ensuring that the external company’s website and content conforms to WCAG 2.0 Level A standards.
The Company will continue to update the dedicated Accessibility page to ensure employees are kept up to date with progress as it occurs.
January 1, 2016
The Company is committed to providing accommodations in all parts of the hiring process. Human Resources team actively works with prospective applicants, candidates, and new employees to meet their accessibility needs.
Upon request, the Company will strive to provide information in accessible formats that is needed to perform the job and/or information generally available in the workplace. Human Resources welcomes any requests with respect to accessible formats.
The Company is continuing to provide adequate assistance to employees with disabilities in the event of emergency. Human Resources emailed all employees reminding them about the Workplace Emergency Response process to gather information for those requiring assistance in the case of an emergency. If you are an employee that requires assistance during an emergency, please contact Human Resources.
The Company developed a written process for the development of documented individual accommodation plans for employees with disabilities. If you are an employee that requires an accommodation as a result of a disability, please contact Human Resources.
The Company developed a written return to work process for its employees who have been absent from work due to a disability. The goal of this process is to facilitate employees’ safe and timely return to work.
We will take into consideration accessibility needs of employees with disability during the performance management, career development & advancement and redeployment processes.
Please contact Human Resources for more information, or to:
· Request a copy of the Accessibility Policy
· Provide feedback
· Request a document in accessible format
· Confidentially discuss a disability that requires possible accommodation