ACCESSIBILITY FOR ONTARIANS WITH DISABILITIES ACT, 2005
INTEGRATED ACCESSIBILITY STANDARDS – Multi Year Plan
Part I – GENERAL REQUIREMENTS
|3||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.||Completed April 22, 2013||Complete||January 1, 2014|
|4||Accessibility Plans||4. (1) Large organizations shall,
a) establish, implement, maintain and document a multi-year accessibility plan, which outlines the organization‘s strategy to prevent and remove barriers and meet its requirements under this Regulation;
b)post the accessibility plan on their website, if any, and provide the plan in an accessible format upon request; and
c)review and update the accessibility plan at least once every five years.
April 22, 21013
Posted December 23, 2013
|Ongoing||January 1, 2014|
|6||Self-Serve Kiosks||6.(2) Large organizations and small organizations shall have regard to the accessibility for persons with disabilities when designing, procuring or acquiring self-service kiosks.||N/A||January 1, 2014|
|7||Training||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,
(a) all employees, and volunteers;
(b) all persons who participate in developing the organization‘s policies; and
(c) all other persons who provide goods, services or facilities on behalf of the organization.
|Training to be sourced, built and delivered prior to compliance deadline. Methods(s) to be determined. Determine budget, cost, approval, etc.
Incorporate AODA language/clause into RFP process with vendors/suppliers in Ontario
|Ongoing||January 1, 2015|
PART II – Information and Communications Standards
|11||Feedback||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 that exist within the organization in all functional areas
i.e. Customer satisfaction survey, customer opinion, employee satisfaction survey, etc.
Determine what accessible formats and communications supports we are going to provide upon request
|January 1, 2015|
|12||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 formats and supports will be provided to persons with disabilities upon requests
(a) Define what is a timely matter for the organization
(b) Cost needs to be communicated to others to ensure no cost is charged beyond the regular charge
|January 1, 2016|
|12||12.(2) The obligated organization shall consult with the person making the request in determining the suitability of an accessible format or communication support.||Develop a process for handling such requests||January 1, 2016|
|12||12.(3) Every obligated organization shall notify the public about the availability of accessible formats and communication supports.||Work with business areas to determine best route: signage? Posted on website? Auto message on hold for customer service?||January 1, 2016|
|13||Emergency Procedures, Plans or Public Safety Info||13.(1) In addition to its obligations under section 12, if an obligated organization prepares emergency procedures, plans or public safety information and makes the information available to the public, the obligated organization shall provide the information in an accessible format or with appropriate communication supports, as soon as practicable, upon request.||N/A||N/A||January 1, 2012|
|14||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.||Met with Online & New Media Manager and Webmaster on
October 7, 2013 to make sure that any new sites or content are in compliance
|15||Educational & Training Resources & Materials||15(1) Every obligated organization that is an educational or training institution shall do the following, if notification of need is given:
||Does not apply to OUP||N/A||January 1, 2013|
|16||Training to Educators||16(1) In addition to the requirements under section 7, obligated organizations that are school boards or educational or training institutions shall provide educators with accessibility awareness training related to accessible program or course delivery and instruction.
(2) Obligated organizations that are school boards or educational or training institutions 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.
|Does not apply to OUP||N/A||January 1, 2013|
|17||Producers of Educational or Training Material||17(1) Every obligated organization that is a producer of educational or training textbooks for educational or training institutions shall upon request, make accessible or conversion ready versions of the textbooks available to the institutions.||Speak with Creative Services to find out how to make our materials conversion ready||January 1, 2015 For accessible or conversion ready versions of textbooks|
|(2) Every obligated organization that is a producer of print-based educational or training supplementary learning resources for educational or training institutions shall upon request, make accessible or conversion ready versions of the printed materials available to the institutions.||Same as above||January 1, 2020 For accessible or conversion ready versions of printed materials that are educational or training supplementary learning resources.|
|18||Libraries of educational & training institutions||18(1) Subject to subsection (2) and where available, the libraries of educational and training institutions that are obligated organizations shall provide, procure or acquire by other means an accessible or conversion ready format of print, digital or multimedia resources or materials for a person with a disability, upon request.
(2) Special collections, archival materials, rare books and donations are exempt from the requirements of subsection (1).
|Does not apply to OUP||N/A||January 1, 2015
For print-based resources or materials
January 1, 2020 For digital or multimedia resources or materials
PART III – Employment Standard
|22||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.||Include statement in job ads that we are committed to providing accommodation for applicants with disabilities||January 1, 2016|
|23||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.
|Applicant tracking system – automate the message?
Develop interview guidelines – check resources obtained from AODA training sessions
|January 1, 2016|
|24||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.||Add notification to the employment agreement||January 1, 2016|
|25||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.
||Policy statement communicated during New Employee Orientation||January 1, 2016|
|25||25.(2) Employers shall provide the information required under this section to new employees as soon as practicable after they begin their employment.||Orientation||January 1, 2016|
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.
|Changes to existing policies will be communicated via the company intranet||January 1, 2016|
|26||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,
(a) information that is needed in order to perform the employee‘s job; and
(b) information that is generally available to employees in the workplace.
|To be determined.||January 1, 2016|
|26||26.2. The employer shall consult with the employee making the request in determining the suitability of an accessible format or communication support.||To be determined.||January 1, 2016|
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.
Communication sent to employees on December 4, 2012
|Ongoing||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.||Communication sent to employees on December 4, 2012||Ongoing||January 1, 2012|
|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.||Communication sent to employees on December 4, 2012||Ongoing||January 1, 2012|
|27||(4) Every employer shall review the individualized workplace emergency response information,
(a) when the employee moves to a different location in the organization;
(b) when the employee‘s overall accommodations needs or plans are reviewed; and
(c) when the employer reviews its general emergency response policies.
|Communication sent to employees on December 4, 2012||Ongoing||January 1, 2012|
|28||Documented Individual Accommodation Plans||28.(1) Employers, other than employers that are small organizations, shall develop and have in place a written process for the development of documented individual accommodation plans for employees with disabilities.||Develop accommodation plan and accommodation process.||January 1, 2016|
|28||28 (2) The process for the development of documented individual accommodation plans shall include the following elements:
||Ensure that developed plans are in compliance with these requirements||January 1, 2016|
|29||Return to Work Process||29.(1) Every employer, other than an employer that is a small organization,
||Jaunary 1, 2016|
|29||29. (2) The return to work process shall,
||Review current RTW process and standards to ensure compliance||January 1, 2016|
|29||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.||Reference Safety Group Program standards||January 1, 2016|
|30||Performance Management||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.||Review performance appraisal process and take into account this requirement when developing any new programs||January 1, 2016|
|31||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.||To be determined||January 1, 2016|
|32||Redeployment||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.||To be determined||January 1, 2016|