Multi-Year Accessibility Plan

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; Accessibility Committee to identify barriers. Develop Multi‐ Year Plan. Complete

b) post the accessibility plan on their website, if any, and provide the plan in an accessible format upon request; and Speak with website developer. Completed

c) review and update the accessibility plan at least once every five years.

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.

Need to develop and administer training

Training will be a mix of verbiage and online.

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.

24. Every employer shall, when making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities.

Put statement in hire letter/agreement.

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.

Circulate policy, training, and staff announcements

25.(2) Employers shall provide the information required under this section to new employees as soon as hired.

Upon hire during orientation.

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

As per 25(1)

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.

Assess our forms of communications and what supports we would be able to provide should the need arise.

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 (accessible PDFs, large print, etc.).

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

Develop process

(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 the process with employee's consent.

(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 the process

(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.

Part of the process

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 an accommodation policy.

28 (2) The process for the development of documented individual accommodation plans shall include the following elements:

1. The manner in which an employee requesting accommodation can participate in the development of the individual accommodation plan.

2. The means by which the employee is assessed on an individual basis.

3. The manner in which the employer can request an evaluation by an outside medical or other expert, at the employer's expense, to determine if and how accommodation can be achieved.

4. The manner in which the employee can request the participation of a representative from their bargaining agent, where the employee is represented by a bargaining agent, or other representative from the workplace, where the employee is not represented by a bargaining agent, in the development of the accommodation plan.

5. The steps taken to protect the privacy of the employee's personal.

6. The frequency with which the individual accommodation plan will be reviewed and updated and the manner in which it will be done.

7. If an individual accommodation plan is denied, the manner in which the reasons for the denial will be provided to the employee.

8. The means of providing the individual accommodation plan in a format that takes into account the employee's accessibility needs due to disability.

All points will be addressed in our accommodation policy.

29.(1) Every employer, other than an employer that is a small organization,

(a) shall develop and have in place a return to work process for its employees who have been absent from work due to a disability and require disability‐related accommodations in order to return to work; and

(b) shall document the process. 29.

(2) The return to work process shall,

(a) outline the steps the employer will take to facilitate the return to work of employees who were absent because their disability required them to be away from work; and

(b) use individual documented accommodation plans, as described in section 28(Documented Individual Accommodation Plans), as part of the process.

Re-Develop

Process Developed

Create individualized accommodation plans

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.

Include in our current process

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.

Currently use the ladder for performance management

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.

Currently no Career Development programs.

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.

If we do redeploy we will be sure to follow and accessibility concerns.