Purpose and scope
The purpose of this General Accessibility Policy and Multi-Year Plan (the “Accessibility Policy and Plan”) is to outline SADA Canada Systems Inc. (the “Company”) commitment to improving accessibility and our strategy to identify, prevent and remove barriers to accessibility for persons with disabilities.
This Accessibility Policy and Plan is intended to meet the requirements of the Integrated Accessibility Standards, Ontario Regulation 191/11 (the “IASR”) made pursuant to the Accessibility for Ontarians with Disabilities Act, 2005 (the “AODA”).
Statement of commitment
The Company 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 accessibility needs of people with disabilities in a timely manner, and will do so by identifying, preventing and removing barriers to accessibility, and by meeting the accessibility requirements under the AODA.
a. Establishment of accessibility policies and plans
The Company has established an Accessibility Policy and Plan. All documents will be available upon request in a format that supports accessibility.
The Company will update this Accessibility Policy and Plan at least every five (5) years to reflect progress and will consult with customers, employees and other stakeholders in the development and implementation of this Accessibility Policy and Plan.
The Company is committed to training all Ontario employees, persons who participate in developing the Company’s policies, and other persons who provide goods, services or facilities on behalf of the Company (collectively referred to as “staff”), on Ontario’s accessibility laws, including the requirements of the IASR and the Ontario Human Rights Code, RSO 1990, c H 19 (the “Code”) as it relates to individuals with disabilities.
Training will be provided in a way that best suits the roles and duties of staff. Training will be provided to new staff on an ongoing basis.
The Company will take the following steps to ensure staff are provided with the training needed to meet Ontario’s accessibility laws:
- Assess duties and specific training needs of Ontario staff;
- Deliver training modules on the accessibility requirements under the AODA, IASR and the Code (the “IASR Training”) to staff;
- Conduct IASR Training on an ongoing basis for new Ontario staff, and when changes are made to the Company’s accessibility policies, practices and procedures;
- Determine an appropriate mechanism for managing and tracking completion of training by Ontario staff, and keep records of training provided in accordance with the requirements of the AODA.
c. Reporting compliance
The Company will file accessibility reports with Ontario’s Ministry of Economic Development, Employment and Infrastructure as required under the AODA.
4. Information and communications
The Company welcomes all feedback, including feedback about the delivery of our goods, services, or facilities to people with disabilities. The Company also welcomes feedback regarding its feedback process.
Individuals who wish to provide feedback to the Company may do so by or by contacting People Operations at [email protected].
Feedback Forms can also be made available upon request in formats that support accessibility.
All feedback, including complaints, will be directed to the SVP, People Operations.. Individuals can expect to receive a response, if requested, within 10 business days.
The Company will take the following steps to ensure our existing feedback process supports accessibility for people with disabilities upon request:
- Conduct an assessment of the feedback process to ensure feedback mechanisms support accessibility for persons with disabilities;
- As needed, consult with the person making the request or providing the feedback as to the suitability of feedback mechanisms available;
- As needed, provide alternative formats or communication supports for individuals to provide feedback;
b. Formats that support accessibility and communication supports
The Company is committed to meeting the communication needs of people with disabilities.
When requested, the Company will provide publicly available information and communications materials in formats that support accessibility or with communication supports in a timely manner and at no additional cost to the individual.
This includes publicly available information about our goods, services and facilities, as well as publicly available emergency information. The Company will consult with people with disabilities to determine their information and communication needs.
The Company will take the following steps to make sure all publicly available information supports accessibility upon request:
- Review formats that support accessibility and communication supports currently available at the Company;
- Review the current process in place for requesting formats that support accessibility and communication supports;
- As needed and where practical, update the current process for requesting formats that support accessibility and communication supports;
- As needed and where practical, create additional formats that support accessibility and communication supports for publicly available information;
- Develop a process for responding to, approving or declining a request;
The Company is committed to fair and equitable employment practices. In accordance with this commitment, the Company will take steps to identify existing barriers to accessibility and solicit employee feedback on how to minimize and eliminate those barriers.
a. Recruitment, assessment and selection process
The Company will notify its employees, the public and job applicants about the availability of accommodation for applicants with disabilities in the recruitment process upon request. In addition, the Company will:
- Conduct a review of all mechanisms for job postings in Ontario;
- Incorporate language into all job postings in Ontario notifying applicants that the Company will accommodate disabilities during the recruitment and selection process;
- Ensure that any job applicants self-identifying as requiring accommodation in the recruitment process are consulted with to determine their individual accommodation needs;
- Review the current hiring process (tests, assessments, interview rooms) to ensure barriers may be removed or features that support accessibility may be provided, upon request;
- Review employment policies and procedures to ensure they reflect our commitment to employment practices which attract and retain employees with disabilities.
b. Notification of supports
The Company will take the following steps to notify successful applicants and employees of our workplace supports and policies for accommodating employees with disabilities:
- Incorporate a section within the employee handbook regarding the Company’s accommodation policies and provide information on where employees can access additional information;
- Incorporate training and awareness of the Company’s workplace supports and accommodation policies into orientation procedures;
- Provide updated information to employees whenever there is a change to its existing accommodation policies;
- Notify employees of its workplace support and accommodation policies and any changes to those policies by posting any updates on the People Ops CIV Canada page.
c. Formats that support accessibility and communication supports
Where an employee with a disability requests it, the Company will consult with the employee to provide or arrange for the provision of formats that support accessibility or communication support for the following:
- Information that is needed for the employee to perform his or her job;
- Information that is generally available to employees in the workplace.
The Company will consult with the employee making the request in determining the suitability of a format that supports accessibility or communication support.
d. Documented individual accommodation
The Company will develop individual accommodation plans for employees with disabilities. The process for developing individualized accommodation plans has been developed in accordance with the requirements of the AODA and the Code.
e. Return to work process
The Company has developed a return to work process for its employees who have been absent from work due to a disability. This process is documented in the Leave of Absence Process. The process has been developed in accordance with the requirements of the AODA and the Code.
f. Performance management, career development and advancement
The Company will take the following steps to ensure the accessibility needs of employees with disabilities are taken into account when the Company is using performance management, career development and/or redeployment processes:
- Assess current performance review, career development and/or redeployment processes to ensure accessibility features are incorporated and accessibility needs are considered;
- Consider any individualized accommodation plans when conducting performance assessments, managing career development, or redeploying employees;
- Ensure promotion criteria, practices, and processes take into account the accessibility needs of employees with disabilities, as well as individualized accommodation plans;
- Ensure equal opportunities for employees with disabilities to undertake professional development, such as attending courses or seminars.
g. Workplace emergency response information
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 where applicable.
The Company will take the following steps to ensure individualized workplace emergency response information and plans are in place:
- Circulate an email to all employees in order to identify the availability of individualized emergency response information;
- Develop and implement a process for consulting with employees to determine accommodation needs;
- Where accommodation needs are identified, work with employees requiring accommodation to develop an individualized workplace emergency response plan;
- Ensure consent is obtained from the employee to share information with those designated to provide assistance to the employee in the event of an emergency;
- Review the individualized workplace emergency response plan and information when the employee moves to a different location in the Company, when the employee’s accommodation needs or plans are reviewed, and when the Company reviews its general emergency response policies.
6. Design of public spaces
The Company will meet the Accessibility Standards for the Design of Public Spaces when building new public spaces or making major modifications to current public spaces where applicable. Currently the Company does not have any public spaces.
7. Modifications to this and other policies
The Company is committed to developing accessibility policies that respect and promote the dignity and independence of persons with disabilities. Therefore, no changes will be made to this Accessibility Policy and Plan before considering the impact on persons with disabilities.
Any policy of the Company that does not respect and promote the dignity and independence of persons with disabilities will be modified or removed.
For more information about the Company’s Accessibility Policy Plan, contact People Operations: