This policy outlines Roadwarrior Inc.’s, commitment to and process by which the Company will achieve accessibility by meeting the phased in requirements of the Integrated Accessibility Standards Regulation, Ontario Regulation 191/11 under the Accessibility for Ontarians with Disabilities Act, 2005 (AODA).
These standards are developed to address barriers and increase accessibility for persons with disabilities in the areas of information and communications and employment.
Roadwarrior Inc. is governed by this policy as well as the Accessibility Standards for Customer Service Policy and the Accessibility for Ontarians with Disabilities Act, 2005 in meeting the accessibility needs of persons with disabilities.
This policy applies to:
- Employees who deal with the public or other third parties on behalf of Roadwarrior Inc.;
- All persons who participate in the development of the Company policies, practices and procedures governing accessibility; and
- Customers, Contractors/Subcontractors, Visitors, Applicants for employment that may require accommodation and any other third party providing good or services on the Companies behalf.
The President and the Human Resources Generalist must create an environment that provides accessibility and ensure that the company achieves compliance with the AODA legislation. All Employees must adhere to the established company policies.
Accommodation – means the special arrangements made or assistance provided so persons with disabilities can participate in the experience available to persons without disabilities.
Disability – the term disability as defined by the Accessibility for Ontarians with Disabilities Act, 2005, and the Ontario Human Rights Code, refers to:
- 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,
- a condition of mental impairment or a developmental disability,
- a learning disability, or a dysfunction in one or more of the processes involved in understanding or using symbols or spoken language,
- a mental disorder,
- an injury or disability for which benefits were claimed or received under the insurance plan established under the Workplace Safety and Insurance Act, 1997.
In accordance with the Integrated Accessibility Standards, Ontario Regulation 191/11, this policy outlines the commitment of Roadwarrior Inc., to progress toward improved accessibility by meeting the phased in requirements of the Integrated Accessibility Standards Regulation, Ontario Regulation 191/11 under the Accessibility for Ontarians with Disabilities Act, 2005.
A. Commitment of Roadwarrior Inc., to achieve accessibility
Roadwarrior Inc. 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 people with disabilities in a timely manner, and will do so by preventing and removing barriers to accessibility and meeting accessibility requirements under the Accessibility for Ontarians with Disabilities Act. This policy will be implemented in accordance with the time frames established by the Regulation.
Roadwarrior will make every reasonable effort to develop and maintain policies, practices and procedures that are consistent with the principles of dignity, independence, integration and equal opportunity. Roadwarrior will progress toward improved accessibility by meeting the phased in requirements of the Integrated Accessibility Standards Regulation, Ontario Regulation 191/11 under the Accessibility for Ontarians with Disabilities Act, 2005.
Roadwarrior is committed to providing information to or communicating with a person with a disability and will endeavor to do so in a manner that takes into account the person’s disability
B. Multi-Year Accessibility Plan
By January 1, 2014, Roadwarrior will develop a multi-year Accessibility Plan outlining the strategy to prevent and remove barriers and address the current & future requirements of AODA and the Integrated Regulation Standards. The Multi-Year Accessibility Plan will be reviewed and updated at least once every three years. The Multi-Year Accessibility Plan is posted on Roadwarrior ’s website and upon request the organization will provide a copy of the Multi-Year Accessibility Plan in an alternative accessible format.
- Assess current policies, practices, procedures, premises, access to goods & services and information & communication systems to identify barriers to persons with disabilities.
- Address the identified barriers and develop a five-year plan for the removal and prevention of these barriers.
- Update the plan every three years.
- Post on the company’s website the availability of the Accessibility Plan.
- Upon request provide the plan in an appropriate alternative accessible format in a timely manner and at a cost no more than the regular cost to other people.
- Submit required information to the government as required.
C. Policies and Procedures to maintain compliance with the Integrated Standards under the AODA
The Company will develop procedures to address “Information & Communication” and “Employment” as prescribed by the Integrated Accessibility Standards.
Information & Communication Standards
Accessible Formats of Documents & Communication Supports
Upon request Roadwarrior Inc. will provide or arrange for the provision of information in an accessible format that takes into account the individual’s disability, in a timely manner and at a cost no more than the regular cost to other people.
Roadwarrior will consult with the person making the request in determining the suitability of an accessible format or communication support. If the information is unconvertible, upon request, the Company will provide an explanation as to why it is unconvertible and provide a summary of the unconvertible information or communications.
Roadwarrior will also notify the public about the availability of accessible formats and communication supports.
Requesting Information or Providing Feedback
Individuals may request an “AODA Feedback” form or may provide feedback verbally (in person or by telephone) or written (handwritten or email). Individuals that provide formal feedback will receive acknowledgement of their feedback, along with any resulting actions based on concerns or complaints that were submitted.
Accessible Websites and Web Content
Roadwarrior shall ensure any new web content on its internet website conforms with the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0 Level A or AA except where this is impracticable.
By January 1, 2016, Roadwarrior Inc. will provide accessible information and communications that take into account a person’s disability and post on the company’s website the availability of accessible formats and communication supports and provide them in a timely manner and at a cost no more than the regular cost to other people.
Workplace Emergency Response
Roadwarrior Inc. 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 if Roadwarrior is aware of the need for accommodation due to the employee’s disability.
Roadwarrior will provide this information as soon as practicable after becoming aware of the need for accommodation.
Where the employee requires assistance, Roadwarrior will, with the consent of the employee, provide the workplace emergency response information to the person designated by Roadwarrior to provide assistance to the employee.
The individualized workplace emergency response information will be reviewed/revised:
- When the Employees moves to a different location in the organization;
- When the Employee’s accommodations needs change or plans are reviewed; and
- When the employer reviews its general emergency response policies.
The Human Resources Generalist will specify that accommodation is available for job applicants with disabilities on the Company website and job advertisements.
The Human Resources Generalist will inform candidates, when called for an interview, during the selection process and in the job offer that accommodations are available upon request in relation to the materials or processes to be used.
If a selected applicant requests an accommodation, the Human Resources Generalist will consult with the applicant and provide or arrange for the provision of suitable accommodation in a manner that takes into account the applicant’s accessibility needs due to disability.
Notice to Successful Applicants
When making an offer of employment, the Human Resources Generalist will notify the successful applicant of its policies for accommodating employees with disabilities.
Informing Employees of Supports
The Human Resources Generalist will inform all Employees of Roadwarrior Inc. policies used to support its Employees with disabilities, including policies on the provision of job accommodations that take into account an Employee’s accessibility needs due to disability and will provide updated information to all Employees whenever there is a change to existing policies on the provision of job accommodations.
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, Roadwarrior 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 their job, and information that is generally available to other employees.
In determining the suitability of an accessible format or communication support, Roadwarrior will consult with the employee making the request.
Documented Individual Accommodation Plans:
Roadwarrior has in place a written process for the development of documented individual accommodation plans for employees with disabilities.
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.
Performance Management, Career Development and Advancement & Redeployment
Roadwarrior 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.
The Human Resources Generalist will develop a return to work process for employees absent due to disabilities that require accommodation to return to work.
Return to Work Process:
Roadwarrior has a return to work process in place for its employees who have been absent from work due to a disability and who require disability-related accommodations in order to return to work.
Such process outlines the steps that Roadwarrior will take to assist the return to work and will include a documented individual accommodation plan as a part of the process.
This return to work process will not replace or override any other return to work process created by or under any other statute (i.e. the Workplace Safety Insurance Act, 1997).
Roadwarrior will ensure that training is provided on the requirements of the accessibility standards referred to in the Regulation and continue to provide training on the Human Rights Code as it pertains to persons with disabilities, to:
- all its employees and volunteers;
- all persons who participate in developing Roadwarrior ’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 provided upon successful completion of the probationary period.
- Purpose of the Accessibility for Ontarians with Disabilities Act, 2005.
- Requirements of Accessibility Standards for Customer Service, Ontario Regulation 429/07.
- Requirements of the Integrated Accessibility Standards, Ontario Regulation 191/11.
- Applicable portions of the Ontario Human Rights Code, 1990 (disability related obligations)
Record of Training:
The Human Resources Generalist will keep a binder of training that includes the dates training was provided and the number of employees who attended the training.
E. Self-Service Kiosks
Roadwarrior Inc. will have consideration for accessibility when designing, procuring or acquiring our self-serve kiosks to better serve persons with disabilities.
Questions about this policy
This policy has been developed to break down barriers and increase accessibility for persons with disabilities in the areas of information and communications and employment. If anyone has a question about the policy, or if the purpose of a policy is not understood, an explanation will be provided by:
Human Resources Generalist
905-660-6450 ext. 238
241 Bradwick Drive, Concord, ON
This policy and its related procedures will be reviewed as required in the event of legislative changes.