Establishment of Accessibility Policies
3. (1) Every obligated organization shall develop, implement and maintain policies governing how the organization achieves or will achieve accessibility through meeting its requirements under the accessibility standards referred to in this Regulation.
January 1, 2014
Statement of Commitment
3. (2) Large organizations shall include a statement of organizational commitment to meet the accessibility needs of persons with disabilities in a timely manner in their policies.
Include in policy
4. (1) Large organizations shall,
Multi-year plan draft 1 completed
To be posted via IT once approved
HR will review Jan 1, every year
7. (1) Every obligated organization shall ensure that training is provided on the requirements of the accessibility standards referred to in this Regulation and on the Human Rights Code as it pertains to persons with disabilities to,
To determine method of training and number of training levels. Require separate one for sr. mgt.; one for first line mgrs. and one for all employees. Classroom, e-learning, or blended?
January 1, 2015
7. (4) Every obligated organization shall provide training in respect of any changes to the policies described in section 3 on an ongoing basis.
Develop training as needed
January 1, 2015 (ongoing hereafter)
7. (5) Every obligated organization shall keep a record of the training provided under this section, including the dates on which the training is provided and the number of individuals to whom it is provided
11. (1) Every obligated organization that has processes for receiving and responding to feedback shall ensure that the processes are accessible to persons with disabilities by providing or arranging for accessible formats and communications supports, upon request.
Conduct a review of all feedback processes across the organization (internally and externally). Consult with all functional areas to make sure all feedback processes are captured.
Determine what accessible formats and communication supports we will provide upon request.
Ensure staff and management are aware of the need to accommodate upon request (to be part of training).
Accessible Formats & Communication Supports
12. (1) Except as otherwise provided, every obligated organization shall upon request provide or arrange for the provision of accessible formats and communication supports for persons with disabilities,
a. in a timely manner that takes into account the person‘s accessibility needs due to disability; and
b. at a cost that is no more than the regular cost charged to other persons.
Determine what accessible formats and communication supports we will provide to persons with disabilities upon request.
Ensure these formats and supports can be provided in a timely manner (ex. Same time, 24 hours)
Communicate to staff and management that no additional charge is required (to be part of training)
January 1, 2016
12. (2) The obligated organization shall consult with the person making the request in determining the suitability of an accessible format or communication support.
Communicate to staff and management this requirement (to be part of training)
Develop protocol for situations where a suitable agreement cannot be made
12. (3) Every obligated organization shall notify the public about the availability of accessible formats and communication supports.
Have a sign posted in reception area (Ops)
Post on website (IT)
Include notice on certain print materials (to confirm with Marketing)
Accessible Websites & Web Content
14. (2) Designated public sector organizations and large organizations shall make their internet websites and web content conform with the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG)2.0, initially at Level A and increasing to Level AA, and shall do so in accordance with the schedule set out in this section.
No new content has been added therefore no further action to take at this time unless requested regarding WCAG 2.0 Level A
January 1, 2014 New internet websites and web content on those sites must conform with WCAG 2.0 Level A.
January 1, 2021 All internet websites and web content must conform with WCAG 2.0 Level AA, other than,
Recruitment - General
22. Every employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes.
Determine "how" - Potentially include a statement in a job ad?
Identify where we advertise – paper, website, bulletin board etc.
Example: "We are committed to providing accommodations for persons with disabilities. If you require accommodation, we will work with you to meet your needs."
Recruitment, Assessment or Selection Process
23. (1) During a recruitment process, an employer shall notify job applicants, when they are individually selected to participate in an assessment or selection process, that accommodations are available upon request in relation to the materials or processes to be used.
23. (2) If a selected applicant requests an accommodation, the employer shall consult with the applicant and provide or arrange for the provision of a suitable accommodation in a manner that takes into account the applicant‘s accessibility needs due to disability.
Determine "how" to notify applicants – potentially telephone, email, letter etc
May designate a contact person to handle queries regarding accessibility
Identify the language we will use
Identify barriers: location of interview room, format of tests, room set-up for in-person interviews, interviewing timelines, supports, paperwork
Develop interview guidelines
Notice to Successful Applicants
24. Every employer shall, when making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities
Input a statement in hire letter (Notification to Successful Applicants)
Informing Employees of Supports
25. (1) Every employer shall inform its employees of its policies used to support its employees with disabilities, including, but not limited to, policies on the provision of job accommodations that take into account an employee‘s accessibility needs due to disability.
25. (2) Employers shall provide the information required under this section to new employees as soon as practicable after they begin their employment.
Communicate this to employees upon being hired
25. (3) Employers shall provide updated information to its employees whenever there is a change to existing policies on the provision of job accommodations that take into account an employee‘s accessibility needs due to disability.
See 25. (1)
Accessible Formats & Communication Supports for Employees
26. (1) In addition to its obligations under section 12, where an employee with a disability so requests it, every employer shall consult with the employee to provide or arrange for the provision of accessible formats and communication supports for,
Functional audit of information specific to departments
Audit of regular communications
26. (2) The employer shall consult with the employee making the request in determining the suitability of an accessible format or communication support.
List what the employee will require – i.e. Policy, communication supports that are available (text-to-speech, braille, large print, accessible PDFs, plain language versions, closed captioning)
Workplace Emergency Response Information
27. (1) Every employer shall 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 due to the employee‘s disability.
January 1, 2012
27. (2) If an employee who receives individualized workplace emergency response information requires assistance and with the employee‘s consent, the employer shall provide the workplace emergency response information to the person designated by the employer to provide assistance to the employee.
Part of process with employee’s consent
27. (3) Employers shall provide the information required under this section as soon as practicable after the employer becomes aware of the need for accommodation due to the employee‘s disability.
Part of process
27. (4) Every employer shall review the individualized workplace emergency response information,
28. (2) The process for the development of documented individual accommodation plans shall include the following elements:
How to do this?
-Individual Accommodation Plan
-Functional Capacity Assessment Form
28. (3) Individual accommodation plans shall,
See section 26 & 27
Return to Work Process
29. (1) Every employer, other than an employer that is a small organization,
Process in place however can be revamped further with improvements
29. (2) The return to work process shall,
Involve managers, HR and employee to solidify plan
29. (3) The return to work process referenced in this section does not replace or override any other return to work process created by or under any other statute.
Part of checklist
30. (1) An employer that uses performance management in respect of its employees shall take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when using its performance management process in respect of employees with disabilities.
Need to keep individual accommodation plan in mind
Career Development & Advancement
31. (1) An employer that provides career development and advancement to its employees shall take into account the accessibility needs of its employees with disabilities as well as any individual accommodation plans, when providing career development and advancement to its employees with disabilities.
32. (1) An employer that uses redeployment shall take into account the accessibility needs of its employees with disabilities, as well as individual accommodation plans, when redeploying employees with disabilities.