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Accessibility for Ontarians with Disabilities Act, 2005 (AODA)

POLICIES with PRACTICES and PROCEDURES

The goal of Accessibility for Ontarians with Disabilities Act, 2005 (“AODA”) is to develop mandatory, Ontario-wide standards to achieve or improve accessibility to people with disabilities.

wide standards to achieve or improve accessibility to people with disabilities. At Red Sun Farms, we want our business to be a place where people with disabilities feel welcomed, and where they can easily access the products and services they seek. We are dedicated to giving people with disabilities opportunities to access our workplace, location and services by enabling them to benefit from the same experience or services, in the same place and in a similar way as anyone without a disability. We strive to identify, prevent and remove barriers for people with disabilities by providing employment and services in a way that respects the dignity and independence of people with disabilities.

Our Company will do so by complying with the AODA and setting out our commitment to removing barriers for peopling with disabilities, creating policies which describe the rules our Company puts in place to achieve its accessibility goals, and plans that outlines what steps our Company will take, and when, to prevent and remove barriers to accessibility and meet our AODA requirements.

STATEMENT OF COMMITMENT

Red Sun Farms is committed to providing equal access and inclusive participation for people with disabilities through integration and by striving to meet their needs in a timely manner. Our goal is to remove and prevent barriers to accessibility in accordance with the requirements under the AODA and related regulations. We will develop, implement, and maintain policies governing how the Company achieves or will achieve accessibility through meeting its requirements referred to in the AODA and its Regulation.

We believe in integration, and are committed to meeting the needs of people with disabilities in a timely manner and treating people with disabilities in a way that allows them to maintain their dignity and independence. We will do so by removing and preventing barriers to accessibility and by meeting our accessibility requirements under Ontario’s accessibility laws.

Red Sun Farms is also committed to meeting its current and ongoing obligations under the Ontario Human Rights Code (“HRC”). We recognize that obligations under the AODA and its accessibility standards do not substitute or limit the Company’s obligations under the HRC to people with disabilities.

SCOPE

At Red Sun Farms, we are committed to equal treatment and equal opportunity of people with disabilities, in particular as this relates to the AODA standards relevant to our business. At this time, these standards include i) customer service in communication and access to our public spaces, ii) training, and iii) employment.

AODA POLICY

Our accessibility policies and plans are consistent with the principles of dignity, independence, integration and equality of opportunity for people with disabilities. In these principles we are guided as follows:

Dignity – it is our goal to provide service in a way that allows the person with a disability to maintain self-respect and the respect of other people.

Independence – we recognize that a person with a disability is allowed to do things on their own without unnecessary help or interference from others.

Integration – we provide service in a way that allows the person with a disability to benefit from the same services, in the same place, and in the same or similar way as other customers, unless a different way is necessary to enable them to access goods, services or facilities.

Equal opportunity – we provide service to a person with a disability in such a way that they have an equal opportunity to access our goods, services or facilities as what is given to others.

The Company’s commitment to equal treatment of people with disabilities in customer services, our interactions, information and communications, training, employment in accordance with the AODA, is demonstrated in the areas of:

  1. Communication: We communicate with people with disabilities in ways that take into account individual needs. We will work with the person with disabilities to determine what method of communication works for them. We train our employees who communicate with customers on how to interact and communicate with people with various types of disabilities.
  2. Telephone services: We are committed to providing fully accessible telephone service to our customers. We train our employees to communicate with customers over the telephone in clear and plain language and to speak clearly and slowly.
  3. Assistive devices: We are committed to serving people with disabilities who use assistive devices to obtain, use or benefit from our services. Our employees who communicate with customers are familiar with various assistive devices that may be used by people with disabilities while accessing our services and public facilities. In cases where the assistive device presents a significant and unavoidable health or safety concern or may not be permitted for other reasons, other measures will be used to ensure the person with a disability can access our goods, services or facilities. We ensure that our staff are trained and familiar with various assistive devices we have on site or that we provide that may be used by customers with disabilities while accessing our goods, services or facilities.
  4. Billing: We are committed to providing accessible invoices to all of our customers. Invoices will be provided in alternative format upon request. We will answer any questions customers may have about the content of the invoice in person, by telephone or email.
  5. Use of service animals: We are committed to welcoming people with disabilities who are accompanied by a service animal on the parts of our premises that are open to the public or third parties. A service animal can be easily identified through visual indicators, such as when it wears a harness or a vest, or when it helps the person perform certain tasks. When we cannot easily identify that an animal is a service animal, our staff may ask for documentation (template, letter or form) from a regulated health professional that confirms the person needs the service animal for reasons relating to their disability. We will also ensure that those employees and others dealing with the public are properly trained regarding how to interact with people with disabilities who are accompanied by a service animal.
  6. Use of support persons: We are also committed to welcoming people with disabilities who are accompanied by a support person. Any person with a disability who is accompanied by a support person will be able to enter our offices with his or her support person. At no time will a person with a disability who is accompanied by a support person be prevented from having access to his or her support person while on our premises. In certain instances where unaccompanied, we might require a person with a disability to be accompanied by a support person for health or safety reasons of the person with a disability or others on the premises. Before making a decision, Red Sun Farms will consult with the person with a disability to understand their needs, consider health or safety reasons based on available evidence and determine if there is no other reasonable way to protect the health or safety of the person or others on the premises.
  7. Notice of temporary disruption: We will provide customers with notice in the event of a planned or unexpected disruption in the facilities or services usually used by people with disabilities. This notice will include information about the reason for the disruption, its anticipated duration, and a description of alternative facilities or services, if available. The notice will be placed at all entrances and service counters on our premises. The notice will be given in accordance with requirements under the AODA.
  8. Website: We will maintain our website in accordance with accessibility requirements under the AODA. We post a copy of our accessibility plan on our Company website as required by the AODA. Upon request we also provide our accessibility plan in an accessible format including HTML, Microsoft Word, braille, accessible audio formats and large print. Our websites conform to Level AA of the World Wide Web Consortium’s Web Content Accessibility Guidelines (WCAG 2.0).
  9. Training: The Company shall ensure that training is provided on the requirements of the accessibility standards applicable to the Company (and on the Human Rights Code) as it pertains to persons with disabilities to all persons who are an employee of the Company, all persons who participate in developing the Company’s policies; and all other persons who provide goods, services or facilities on behalf of the Company. All training on the requirements of the accessibility standards (and on the Human Rights Code) will be appropriate to the duties of the employees and other persons in connection with their roles. Each employee and other person, as applicable, will be trained as soon as practicable after hire or at least as soon as the Company’s obligations under the AODA come into force. The Company will provide training in respect of any changes in its AODA policies on an ongoing basis, as soon as practicable.

AVAILABILITY OF DOCUMENTS

Our policy and plan are posted on our website and will be made available to any member of the public upon request in a format that is accessible to the person. Red Sun Farms further notifies the public that documents related to accessible customer service, is available upon request by posting a notice in the following location(s) and way(s):

Location(s)
Bulletin board in company office, company reception area
Way(s)
by mail, email, recording

Where Red Sun Farms is asked to provide these documents in an accessible format or with communication support to an individual with disabilities, we will consult with the person making the request to determine the suitability of the format or communication support. We will provide the accessible format in a timely manner and, at no additional cost.

MODIFICATIONS

Any policy, practice or procedure of the Company that does not respect and promote the principles of dignity, independence, integration and equal opportunity for people with disabilities will be modified or removed. Our AODA policy is a living document and will be reviewed and updated whenever our organization’s practices or procedures change. As the Company moves forward with implementing our multi-year accessibility plan, we may need to update, modify or redraft our policies.

  1. AODA ACCESSIBLE CUSTOMER SERVICE, INFORMATION AND COMMUNICATIONS STANDARDS

    Red Sun Farms, is committed to equal treatment of people with disabilities in customer service by providing accessibility. We respect the independence, dignity, integration and equality of opportunity for people with disabilities in accessing customer service, information and communications.

    Our Commitment

    The Company is committed to provide customer service in a way that respects the dignity and independence of people with disabilities. We are committed to giving people with disabilities the same opportunity to access our services and allowing them to benefit from the same services, in the same place and in a similar way as customers without disabilities.

    Customer Service

    The Company is committed to provide customer service in a way that respects the dignity and independence of people with disabilities. We are committed to giving people with disabilities the same opportunity to access our services and allowing them to benefit from the same services, in the same place and in a similar way as customers without disabilities. The Company is committed to excellence in serving customers with disabilities. This includes providing accessibility in access to the public areas of our physical business from our parking lot to our service counters and via the dissemination of information and communication.

    Information and Communications

    We will provide information and communicate with customers with disabilities in ways that take into account their disability.

    Accessibility

    When asked, we will provide information about our organization and its services, including public safety information, in accessible formats or with communication supports:

    1. in a timely manner, taking into account the person’s accessibility needs due to disability; and
    2. at a cost that is no more than the regular cost charged to other persons.

    We will consult with the person making the request in determining the suitability of an accessible format or communication support. If the Company determines that information or communications are unconvertible, the organization shall provide the requestor with:

    1. an explanation as to why the information or communications are unconvertible; and
    2. a summary of the unconvertible information or communications.

    We notify the public about the availability of accessible information formats and communication supports by postings as indicated including on our website. We will also meet internationally-recognized Web Content Accessibility Guidelines (WCAG) 2.0 Level AA website requirements in accordance with Ontario’s accessibility laws.

    We will train staff who communicate with customers and others on how to interact and communicate with customers with various types of disabilities.

    Assistive Devices

    We are committed to serving customers with disabilities who use assistive devices. We will ensure that our staff members are trained and familiar with various assistive devices that may be used by people with disabilities in providing customer service.

    Service Animals

    We are committed to welcoming people with disabilities who are accompanied by a guide dog or service animal on those parts of our premises that are open to the public and other third parties, unless the animal is otherwise excluded by law, in which case, steps will be taken to ensure that other measures are available to enable a person with a disability to access our public areas for customer service. A service animal can be easily identified through visual indicators, such as when it wears a harness or a vest, or when it helps the person perform certain tasks. When we cannot easily identify that an animal is a service animal, our staff may ask for documentation (template, letter or form) from a regulated health professional that confirms the person needs the service animal for reasons relating to their disability. We will also ensure that those employees and others dealing with the public are properly trained regarding how to interact with people with disabilities who are accompanied by a service animal. We will also ensure that employees and others dealing with the public to provide customer service are trained in how to interact with people with disabilities who are accompanied by a guide dog or service animal.

    Support Persons

    We are committed to welcoming people with disabilities who are accompanied by a support person. Any person with a disability who is accompanied by a support person to access our public areas for customer service will be allowed to enter with his or her support person. At no time will a person with a disability who is accompanied by a support person be prevented from having access to his or her support person while on our premises. Support persons may be asked to agree to maintain privacy and confidentiality of personal information related to customer service. In certain instances where unaccompanied, we might require a person with a disability to be accompanied by a support person for health or safety reasons of the person with a disability or others on the premises. Before making a decision, this organization name will consult with the person with a disability to understand their needs, consider health or safety reasons based on available evidence and determine if there is no other reasonable way to protect the health or safety of the person or others on the premises.

    Notice of Temporary Disruption

    If we rely on particular equipment, devices, facilities or services in order to provide our services to persons with disabilities, in the event of a planned or unexpected disruption in the use of such equipment, devices, facilities or services, we will provide notice which will include information about the reason for the disruption, its anticipated duration, and a description of alternative facilities or services, if available. The notice will be placed at all entrances and service counters on our premises or otherwise given in accordance with requirements under section 5 of the AODA.

    Training

    We will provide training to all employees, and others who deal with the public or other third parties on our behalf on our policies and plans for AODA-compliant communications, interactions and customer service. Training will include the following:

    • The purposes of the AODA and the requirements of the regulations and accessibility standards;
    • How to interact and communicate with people with various types of disabilities;
    • How to interact with people with disabilities who use an assistive device or require the assistance of a service animal or a support person;
    • How to use the equipment, devices, services and/or facilities currently available on our premises or through our company, if any to help people with disabilities who obtain our services;
    • How to locate and implement our Company’s policies, practices and procedures on accessibility standards;
    • What to do if a person with a particular type of disability is having difficulty accessing our services;
    • How to obtain additional information on assisting people with disabilities, available through Ontario’s Ministry of Economic Development, Employment and Infrastructure website: http://www.mcss.gov.on.ca/en/mcss/programs/accessibility/index.aspx
    • Training will also be provided to each new employee at a reasonable time upon hire, and if any changes are made to the accessible customer service plan

    Feedback Process for this Policy

    Our ultimate goal is to meet and surpass expectations while serving people with disabilities. Comments on our services regarding how well those expectations are being met are welcome and appreciated using any of the following methods:

    Online:

    https://www.redsunfarms.com/contact-us

    Via Phone:

    Human Resources
    519-733-3663

    Via Mail:

    Red Sun Farms
    Attn: AODA Accessibility Concerns
    2400 Graham Side Road
    Kingsville Ontario
    N9Y 2E5

    If requested, we will work further with persons with disabilities to arrange for the provision of accessible formats and communications supports with respect to the feedback process, in a timely manner and at no additional cost charged to other persons.

    Availability of Documents

    This Policy is posted on our website and will be made available to any member of the public upon request and will be provided in a format that is accessible to the person.

    Where Red Sun Farms is asked to provide this policy in an accessible format or with communication support to an individual with disabilities, we will consult with the person making the request to determine the suitability of the format or communication support. We will provide the accessible format in a timely manner and, at no additional cost.

    Modifications

    If this policy, its practices or procedures, in whole or in part does not respect and promote the principles of dignity, independence, integration and equal opportunity for people with disabilities pursuant to the AODA, it will be modified, replaced or removed accordingly.

  2. AODA TRAINING STANDARD

    Red Sun Farms is committed to training our employees in accessible customer service, other Ontario’s accessibility standards and aspects of the HRC that relate to persons with disabilities.

    In addition, we will train:

    1. employees who participate in developing the organization’s policies; and
    2. employees who provide goods, services or facilities on behalf of the Company.

    Training of our employees on accessibility that relates to their specific roles. Training includes:

    • the purposes of the AODA and requirements of Customer Service Standards;
    • our policies related to the Customer Service Standards;
    • how to interact and communicate with people with various types of disabilities;
    • how to interact with people with disabilities who use an assistive device or require the assistance of a service animal or a support person;
    • how to use the equipment or devices available on-site or otherwise that may help with providing goods, services or facilities access to people with disabilities;
    • what to do if a person with a disability is having difficulty in accessing our organization’s goods, services or facilities;
    • updates in training when changes are made to these policies, practices and/or procedures;
    • how to obtain additional information on assisting people with disabilities, available through Ontario’s Ministry of Economic Development, Employment and Infrastructure website: http://www.mcss.gov.on.ca/en/mcss/programs/accessibility/index.aspx

    We train every person as soon as practicable after being hired and provide training in respect of any changes to the policies.

    We maintain records of the training provided including the dates on which the training was provided and the number of individuals to whom it was provided.

    FEEDBACK PROCESS

    The ultimate goal of the Company is to meet and surpass customer expectations while serving customers with disabilities. Comments on our services regarding how well those expectations are being met are welcome and appreciated using any of the following methods:

    Online:

    https://www.redsunfarms.com/contact-us

    Via Phone:

    Human Resources
    519-733-3663

    Via Mail:

    2400 Graham Side Road
    Kingsville Ontario
    N9Y 2E5

  3. AODA ACCESSIBLE EMPLOYMENT STANDARD

    Red Sun Farms, is committed to equal treatment of people with disabilities in the employment process by providing accessibility during recruitment and in the event of offer and after hire. We respect the independence, dignity, integration and equality of opportunity for people with disabilities in accessing employment.

    As a company with 50 or more employees, Red Sun Farms complies with the AODA requirements of the Accessible Employment Standard in our workplace in:

    1. hiring
    2. workplace information
    3. talent and performance management
    4. communicate accessibility policies
    5. accommodation plans
    6. return to work process

    Our Commitment

    The Company is committed to provide accessible communications formats to support persons with disabilities upon request in a way that respects the dignity and independence of people with disabilities. If an applicant or successful candidate requests an accommodation, we discuss their needs with them and make adjustments to support them. We are committed to giving people with disabilities the opportunity to access employment like candidates and employees without disabilities.

    Recruitment

    We notify job candidates that we will accommodate the needs of people with disabilities in our workplace. We do so in posting the information on our website and/or including it in job postings, noting that the Company welcomes and encourages applications from people with disabilities, and that accommodations are available on request for candidates taking part in all aspects of the selection process.

    During the hiring process, we tell job applicants when they are selected for an interview that accommodation will be provided.

    We will communicate with prospective applicants for employment with disabilities in ways that take into account their disability when asked. The Company will consult with the person making the request for accommodations in the recruitment process to determine the suitability of the accessible format or communication support and notify the public about its availability. When asked for such accommodation, we will provide information:

    1. in a timely manner, taking into account the person’s accessibility needs due to disability; and
    2. at a cost that is no more than the regular cost charged to other persons.

    We will consult with the person making the request in determining the suitability of an accessible format or communication support. If the Company determines that information or communications are unconvertible, the organization shall provide the requestor with:

    1. an explanation as to why the information or communications are unconvertible; and
    2. a summary of the unconvertible information or communications.

    We will train staff who are involved in our recruitment process on how to interact and communicate with candidates with various types of disabilities.

    Selection Process

    We notify job applicants and the public that accommodations can be made during recruitment and hiring. We notify job applicants when they are individually selected to participate in an assessment or selection process that accommodations are available upon request. We consult with the applicants and provide or arrange for suitable accommodation.

    Successful Applicants, Offers and Hiring

    We notify successful applicants of policies for accommodating employees with disabilities when making offers of employment. We notify staff that supports are available for those with disabilities as soon as practicable after they begin their employment. We provide updated information to employees whenever there is a change to existing policies on the provision of job accommodation that take into account an employee’s accessibility needs due to a disability.

    We will consult with employees when arranging for the provision of suitable accommodation in a manner that takes into account the accessibility needs due to disability. We will consult with the person making the request in determining the suitability of an accessible format or communication supports specifically for:

    1. information that is needed in order to perform the employee’s job; and
    2. information that is generally available to employees in the workplace

    Workplace Information

    The Company provides workplace information in an accessible format if an employee asks for it. This includes:

    • any information employees need to perform their jobs (e.g., job descriptions and manuals);
    • general information that is available to all employees at work (e.g., company newsletters, bulletins about company policies and health and safety information)

    We speak to our employees with disabilities about how they need to receive information. We provide accessible emergency information to staff when we become aware an employee may need accommodation in an emergency. Obligated organizations were required to comply with this requirement by January 1, 2012.

    Accessible Information in Emergencies

    We want to keep our employees safe, especially in emergencies. Under Ontario’s Accessibility Employment Standard, for those employees with disabilities, we provide individualized emergency response information to them as of January 1, 2012.

    This includes making our emergency information accessible or developing a plan to help an employee with a disability during an emergency.

    Where an employee might need help in an emergency due to a permanent or temporary disability, we provide individualized emergency response information to the employee. We obtain the employee’s consent, then share this information with the people designated to help them in an emergency. We also review the employee’s emergency response information when:

    • the employee changes work locations
    • we review the employee’s overall accommodation needs
    • we review the Company’s general emergency response policies.

    When we are aware of an employee who might need help in an emergency due to a permanent or temporary disability, we work with the employee and discuss needs to develop and provide an individualized emergency response plan for the employee. We review the plan when the employee changes work locations, updates us with accommodation needs or when we review the Company’s general emergency response policies.

    Workplace Emergency Response Information

    The Company shall ensure that all employees with disabilities are provided with workplace emergency response information in writing, upon request and as soon as practicable after becoming aware of the need for such information. We will also review the individualized workplace emergency response information f or when an employee with a disability moves locations, or when we make any changes to its emergency response policies. The information will be shared with others only as required by legislation or to otherwise ensure safety.

    Customized Emergency Plans

    We notify employees that we will accommodate the needs of people with disabilities in our workplace. Where needed, we will also provide customized emergency information to help an employee with a disability during an emergency. With the employee’s consent, we will provide workplace emergency information to a designated person who is providing assistance to that employee during an emergency.

    We will provide the information as soon as practicable after we become aware of the need for accommodation due to the employee’s disability.

    We will review the individualized workplace emergency response information:

    1. when the employee moves to a different location in the organization;
    2. when the employee’s overall accommodations needs or plans are reviewed; and
    3. when the employer reviews its general emergency response policies.

    We have a written process to develop individual accommodation plans for employees.

    We have a written process for employees who have been absent from work due to a disability and require disability-related accommodations in order to return to work.

    Our performance management, career development and redeployment processes take into account the accessibility needs of all employees.

    Talent and Performance Management

    The Company uses tools for performance management. We consider the needs of an employee with disabilities when you hold formal or informal performance reviews and at times of contemplating promoting or moves to a new job.

    We make documents available in accessible formats, provide feedback and coaching in a way that is accessible to them, providing the accommodations they need to successfully learn new skills for their job.

    Communication to All Employees About Accessibility Policies

    We tell all our employees about our policies to support people with disabilities and encourage employees to come forward if they identify as a person with disability requiring workplace accommodation. This includes telling new employees when they are hired and advising all employees of a change in policies.

    Accommodation Plans

    The Company has developed a process for creating accommodation plans for employees with disabilities. This process is documented and includes:

    • how an employee participates in the development of their individual accommodation plan
    • how an employee is assessed on an individual basis
    • how an employee can ask for a representative from the workplace to participate in the development of the accommodation plan
    • how we as an employer, can request assistance from an outside expert, at our expense
    • the steps we will take to protect the privacy of the employee’s personal information
    • how and when we will provide the employee with their personalized accommodation plan
    • the schedule for when and how the plan will be reviewed and updated
    • how we will tell an employee that their individual accommodation plan has not been accepted
    • how we will provide the plan in an accessible format

    Accommodation plans are documented and include:

    • how we will provide workplace information in an accessible format, if requested
    • how we will provide accessible emergency information, if needed
    • any other accommodation that is to be provided

    Together with the employee with a disability, we will determine and implement appropriate accommodation measures; however, the final decision as to implementation of accommodation rests with the Company.

    Return to Work Process

    If an employee’s injury or illness is covered by the return to work provisions under any other law, such as the Workplace Safety and Insurance Act, 1997 (“WSIA”), this section does not apply. If the WSIA does not apply, we develop and write a process to support employees who have been absent from work due to a disability and require disability-related accommodations to return to work.

Accessibility for Ontarians with Disabilities - Multi- Year Accessibility Plan

Introduction

The Ontario government passed the Accessibility for Ontarians with Disabilities Act (“AODA”) in 2005 with the goal of making Ontario accessible by 2025. The Company is committed to complying with the AODA and its regulation in order to meet the accessibility needs of persons with disabilities in a timely manner. This multi-year Accessibility Plan outlines our strategy to prevent and remove barriers for persons with disabilities and to meet our requirements under the AODA. We will review and update this plan as needed at least once every five years.

Customer Service Standard

Initiative Requirement Action Status Compliance Date
Establish Accessible Customer Service Policy Every organization is required to establish policies and actions on accessible customer service Customer Service Standards Policy posted on our website Complete January 1, 2012
Training Every organization is required to ensure all employees and individuals that provide goods or service to members of the public or other third parties on its behalf, and those involved in policy development, receive training on accessible customer service
  • Develop and implement appropriate training materials and ensure it’s provided to all employees
  • Ensure training is provided to those listed as soon as practicable
  • Keep and maintain a record of the training provided, including the dates training was provided and to whom it was provided to
  • Ensure that any training is provided on any changes to programs
Complete January 1, 2015

Integrated Standards – General Requirements

Initiative Requirement Action Status Compliance Date
Establish Multi-Year Accessibility Plan Every organization is required to establish policies and actions on how the organization will achieve accessibility by meeting requirements outlined in the Integrated Standards Multi-Year Plan posted on our website Complete January 1, 2014
Training Every organization is required to ensure all employees and individuals that provide goods or service to members of the public or other third parties on its behalf, and those involved in policy development, are trained on the requirements of the Integrated Standards and the Human Rights Code as it pertains to individuals with disabilities.
  • Develop and implement appropriate training materials and ensure it’s provided to all employees and volunteers
  • Ensure training is provided to those listed as soon as practicable
  • Keep and maintain a record of the training provided, including the dates training was provided and to whom it was provided to
  • Ensure that any training is provided on any changes to these programs
Complete January 1, 2015

Information and Communication Standard

Initiative Requirement Action Status Compliance Date
Emergency Procedures, Public Emergency Safety Information Every organization must ensure that emergency procedures and public emergency safety information is made available to the public, and in an accessible format or with appropriate communication supports, as soon as practicable, upon request All emergency procedures will be continuously reviewed and monitored and made available in accessible format, upon request Complete January 1, 2012
Accessible Websites and Web Content Large organizations’ websites must conform to the WWW Consortium Web Content Accessibility Guidelines (WCAG 2.0) Level A, increasing to Level AA Our website and all newly refreshed websites that we operate conform to Level A of the World Wide Web Consortium’s Web Content Accessibility Guidelines (WCAG 2.0) Complete January 1, 2014
Our websites will comply with WCAG 2.0 Level AA by 2021 Complete January 1, 2021
Feedback Every organization must ensure its feedback processes are accessible to individuals with disabilities Ensure that the process for receiving and responding to feedback is accessible to people with disabilities by providing alternative formats, upon request, and informing all employees on how to obtain alternate formats Complete January 1, 2015
Accessible formats and communication supports Upon request, provide or arrange for the provision of accessible formats and communication supports for persons with disabilities in a timely manner that takes into account relevant accessibility needs and is at a cost that is not more than the regular cost charged to other persons. Consult with the person making the request in determining the suitability of an accessible format or communication support. Notify the public about the availability of accessible formats and communication supports upon request In consultation with the requesting person, ensure the provision of accessible formats and communication supports for persons with disabilities in a timely manner appropriate to individual accessibility needs and no greater cost than the regular cost (if any) charged to other persons.
Ensure public notification about the availability of accessible formats and communication supports upon request
Complete January 1, 2016

Employment Standard

Initiative Requirement Action Status Compliance Date
Workplace Emergency Response Information Individualized workplace emergency response information must be provided to any employee that has a disability that requires accommodation
  • Alternative and individualized emergency preparedness plans are provided to the employee with the disability
  • Review the individualized plan when the employee moves locations, when the employees disability has changed and when we review its general emergency response information
Complete January 1, 2012
Recruitment
  • Every employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment process.
  • Notify applicants that accommodations are available upon request, consult with the applicant and arrange for accommodation that takes into account their disability
  • When making offers of employment, notify successful applicant of its policies for accommodating employees with disabilities
  • Review and modify existing recruitment, assessment and selection procedures
  • Inform applicants that accommodation is available during the recruitment process and specifying the same in all job postings and on the careers section of our website
  • Accommodation is available for those during interviews, any selection materials utilized and upon making offers of employment
  • Develop appropriate training to those involved in recruitment and selection process
Complete January 1, 2016
Informing Employees of Supports Inform current and new employees of AODA Policies to accommodate those with disabilities.
Inform employees whenever there is a change to existing policies
  • Develop a communication plan to educate and advise our employees on our accessibility policies via email and our Community Intranet
  • Accessibility policies to be included into all onboarding processes
Complete January 1, 2016
Individual Accommodation Plans/Return to Work Process
  • Employers shall develop written process for development of documented individual accommodation plans for employees with disabilities.
  • Employers must develop a return-to-work process for those who have been absent due to a disability
  • Develop a standard process for individualized return to work plans that complies with the parameters of the AODA.
  • Develop a return-to-work process specifically for those who have been absent due to a disability
Complete January 1, 2016
Performance Management, Career Development, Advancement and Redeployment Employers shall take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans during its performance management process, career development/advancement opportunities, and redeployment of employees with disabilities.
  • Review, and modify existing policies to performance management, career development and redeployment
  • Ensure all training materials are developed with accessibility features
Complete January 1, 2016
2400 Graham Side Road
Kingsville, ON N9Y 2E5