The Regulation associated with the Integrated Accessibility Standard (IASR) under the Accessibility for Ontarians with Disabilities Act (AODA) requires that employers document, implement, and maintain a multi-year accessibility plan which outlines their organization’s strategy to accommodate the current and future requirements of persons with disabilities.
Commitment
The ACC and its associated organizations are committed to complying with all applicable standards under the AODA. The organizations will ensure that employees, volunteers and persons who are involved in the development of policies, are appropriately trained to meet the accessibility needs of persons with disabilities in a timely and respectful manner.
In compliance with the regulation the ACC’s multi-year plan will be:
- posted on the organization’s website (anglican.ca)
- provided in an accessible format when requested
- reviewed and, where practicable, revised at least once every five years
The Accessibility for Ontarians with Disabilities Act, 2005 (AODA) has the following standards that are applicable to The ACC:
- Customer Service
- Establishment of accessibility policy
- Training
- Feedback Process
- Information and Communications
- Integrated Accessibility Standards Regulation (IASR), Employment Standard
a) Customer Service
Requirement
Employers are required to establish and regularly update their accessibility policies to reflect the current practices of the organization.
The ACC has prepared a policy document that includes a statement of organizational commitment to meet the accessibility needs of persons with disabilities in a timely manner.
The document is posted on the organization’s website. Click here to view the document.
Training
Requirement: Employers are required to train staff and volunteers on Ontario’s accessibility laws and the Ontario Human Rights Code as it relates to people with disabilities.
The ACC is committed to providing training for employees and anyone involved in developing policies within six months of joining the organization. Volunteers are trained as soon as is practicable to do so.
Training will be provided on an ongoing basis to provide updates on changes to the Regulation, and changes to organizational policies, procedures and practices. Record of training completed by staff will be maintained.
Deadline: 2015 Jan. 1
Status: Ongoing
Feedback
Requirements: The employer is required to put in place a feedback process to receive and respond to concerns from employees and customers who have a disability.
The ACC has established a process that allows for feedback in different formats – In-person, via telephone, mail or email. Click here to access information on providing feedback to The ACC and its associated organizations regarding accessibility issues.
Deadline: 2015 Jan. 1
Status: Done
b)Information and Communication
Requirement
When requested, the employer is required to provide information and communication supports in an accessible format and in a timely manner to people with disabilities.
The ACC is committed to providing information and communication supports in an accessible format and in a timely manner to people with disabilities. The organization will consult with the individual making the request to determine the most suitable and most cost effective support.
Accessible formats may take the form of alternatives to standard print such as reading written information, using large print; hand written notes and transcripts instead of the spoken word.
Deadline: 2016 Jan. 1
Status: Done
Accessible Websites and Web Content
Requirement: By 2021 all web sites and web content must be compliant with the WCAG 2.0 Level AA (except for success criteria 1.2.4 pertaining to live captioning and success criteria1.2.5 pertaining to pre-recorded audio descriptions).
The ACC is committed to attaining full compliance with the standard by the deadline date.
Deadline: 2021 Jan. 1
Status: Ongoing: The organization has started re-designing the look and feel of its website to include mobile and accessibility compatibility.
c) Integrated Accessibility Standards (IASR)
The Employment Standard (Recruitment, Assessment and selection)
Requirement: Employers are required to provide for accessibility across all stages of the employment life cycle. By pro-actively removing barriers the employer creates a workplace that is accessible and which allows employees to reach their full potential.
The ACC is committed to engaging in fair and accessible employment practices that allow persons with disabilities to participate in the organization’s employment cycle (recruitment and selection processes, employment and development). This standard applies to paid employees that includes, (but is not limited to) full-time, part-time, paid apprenticeships and seasonal employment.
N.B: The ACC may apply the Standard to unpaid staff, volunteers and other forms of unpaid work.
Recruitment & Selection
During the recruitment process the ACC will notify all prospective applicants of the availability of accommodation for applicants with disabilities. This will be done by way of the insertion of a notice in the body of all internal and external vacancy postings.
Applicants short-listed for an interview will be notified beforehand, that accommodation is available on request. If a job applicant requests accommodation, ACC will consult with them and make appropriate adjustments to suit their accessibility needs.
Deadline: 2016 Jan. 1
Status: Done/Ongoing
Employee Supports
Requirement: Successful candidates will be invited to participate in discussions to determine the most appropriate accommodation, taking into account the candidate’s accessibility needs.
A review will be done of all existing policies, procedures, processes and templates. Any of these that do not respect and promote the dignity and independence of people with disabilities will be modified or removed.
Deadline: 2016 Jan. 1
Status: Ongoing
Accessible Formats and Communication Supports
Requirement: Employees with disabilities may request accessible formats and communication supports for information required for them to perform their job, and for information that is generally available to all employees. Samples of communication supports may include repeating, clarifying, or re-stating information
When using performance management and career development processes, the ACC will take into account the accessibility needs of employees with disabilities.
Deadline: 2016 Jan. 1
Status: Ongoing
Workplace Emergency Information
Requirement: The ACC is committed to taking into account the particular needs of persons who inform the organization that they have a disability, and will consult with them when putting in place a plan to accommodate the employee’s disability during an emergency. The organization will share the individualized emergency response plan with the employee and also with those persons identified to assist them during an emergency.
Individualized emergency information will be reviewed when
- the employee moves to a different location in the organization
- The individual’s accommodation requirements are reviewed.
- The organization’s emergency response policies and procedures are reviewed.
Deadline: 2012 Jan .1
Status: Done/on-going