INTEGRATED ACCESSIBILITY STANDARDS REGULATION (IASR) – POLICY
The following policy has been established by Canplas Industries Ltd. in Ontario to govern the provision of services with Regulation 191/11, “Integrated Accessibility Standards” (“Regulation”) under the Accessibility for Ontarians with Disabilities Act, 2005.
These standards are developed to break down barriers and increase accessibility for persons with disabilities in the areas of information and communications and employment
Canplas Industries Ltd. is governed by this policy as well as the Accessibility Standards for Customer Service Policy and the Accessibility for Ontarians with Disabilities Act, 2005 in meeting the accessibility needs of persons with disabilities.
Commitment
Canplas Industries Ltd. is committed to treating all people in a way that allows them to maintain their dignity and independence. We believe in integration and equal opportunity. We are committed to meeting the needs of persons with disabilities in a timely manner, and will do so by preventing and removing barriers to accessibility and meeting accessibility requirements under the Accessibility for Ontarians with Disabilities Act.
This policy will be implemented in accordance with the time frames established by the Regulation.
Accessibility Plan
Canplas Industries Ltd. will develop, maintain and document an Accessibility Plan outlining the company’s strategy to prevent and remove barriers from its workplace and to improve opportunities for persons with disabilities.
The Accessibility Plan will be reviewed and updated at least once every five years, and will be posted on the company’s website. Upon request, Canplas Industries Ltd. will provide a copy of the Accessibility Plan in an accessible format.
Training Employees
Canplas Industries Ltd. will ensure that training is provided on the requirements of the accessibility standards referred to in the Regulation and continue to provide training on the Human Rights Code as it pertains to persons with disabilities, to:
- all its employees and volunteers when applicable;
- all persons who participate in developing Canplas Industries Ltd. policies; and,
- all other persons who provide goods, services or facilities on behalf of the company.
The training will be appropriate to the duties of the employees and other persons.
Employees will be trained when changes are made to the accessibility policy. New employees will be trained as a part of their new employee orientation program. Canplas Industries Ltd. will keep a record of the training it provides.
INFORMATION AND COMMUNICATIONS STANDARDS
Feedback
Canplas Industries Ltd. will continue to ensure that its process for receiving and responding to feedback is accessible to persons with disabilities by providing, or arranging for the provision of, accessible formats and communications supports, upon request.
Accessible Formats and Communication Supports Upon request, Canplas Industries Ltd. will provide, or will arrange for the provision of accessible formats and communication supports for persons with disabilities in a timely manner that takes into account the person’s accessibility needs due to disability.
Canplas Industries Ltd. will consult with the person making the request in determining the suitability of an accessible format or communication support.
Canplas Industries Ltd. will also notify the public as needed about the availability of accessible formats and communication supports.
Accessible Websites and Web Content
Canplas Industries Ltd. will ensure that our Internet websites, including web content, conform to the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0, at Level AA in accordance with the legislation except where this is impractical
EMPLOYMENT STANDARDS
Recruitment
Canplas Industries Ltd. will notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment process
Recruitment, Assessment or Selection Process
Canplas Industries Ltd. will notify job applicants, when they are individually selected to participate further in an assessment or selection process that accommodations are available upon request in relation to the materials or processes to be used
If a selected applicant requests an accommodation, Canplas Industries Ltd. will 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.
Notice to Successful Applicants
When making offers of employment, Canplas Industries Ltd. will notify the successful applicant of its policies for accommodating employees with disabilities.
Informing Employees of Supports
Canplas Industries Ltd. will continue to inform its employees of its policies (and any updates to those policies) used to support employees with disabilities, including policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability. This information will be provided to new employees as soon as practicable after commencing employment.
Accessible Formats and Communication Supports for Employees
Upon the request of an employee with a disability, Canplas Industries Ltd. will consult with the employee to provide, or arrange for the provision of, accessible formats and communication supports for information that is needed to perform their job, and information that is generally available to other employees. In determining the suitability of an accessible format or communication support, Canplas Industries Ltd. will consult with the employee making the request.
Workplace Emergency Response Information
Canplas Industries Ltd. will provide individualized workplace emergency response information to employees who have a disability, if the disability is such that the individualized information is necessary, and if Canplas Industries Ltd. is aware of the need for accommodation due to the employee’s disability. Canplas Industries Ltd. will provide this information as soon as practicable after becoming aware of the need for accommodation.
Where the employee requires assistance, Canplas Industries Ltd. will, with the consent of the employee, provide the workplace emergency response information to the person designated by Canplas Industries Ltd. to provide assistance to the employee.
Canplas Industries Ltd. will review the individualized workplace emergency response information when the employee moves to a different location in the organization, when the employee’s overall accommodation needs or plans are reviewed, or when emergency response procedures change.
Documented Individual Accommodation Plans
Canplas Industries Ltd. will maintain a written process for the development of documented individual accommodation plans for employees with disabilities
If requested, information regarding accessible formats and communications supports provided will also be included in individual accommodation plans.
In addition, the plans will include individualized workplace emergency response information (where required), and will identify any other accommodation that is to be provided.
Return to Work Process
Canplas Industries Ltd. maintains a documented return to work process for its employees who have been absent from work due to a disability and who require disability-related accommodations in order to return to work. The return to work process outlines the steps Canplas Industries Ltd. will take to facilitate the return to work and will include documented individual accommodation plans as part of the process.
This return to work process will not replace or override any other return to work process created by or under any other statute (i.e., the Workplace Safety Insurance Act, 1997).
Performance Management, Career Development and Advancement & Redeployment
Canplas Industries Ltd. will take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when conducting performance management, providing career development and advancement to employees, or when redeploying employees.
Questions about this policy
This policy has been developed to break down barriers and increase accessibility for persons with disabilities in the areas of information and communications and employment. If anyone has a question about the policy, or if the purpose of a policy is not understood, an explanation will be provided by Corporate HR:
Noor Aziz
Human Resources
[email protected]
(289) 881-0120, ext. 21278
| Section | Initiative | Description | Action | Status | Compliance Date |
|---|---|---|---|---|---|
| 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 referred to in this Regulation. | -The company has developed and implemented a Customer Service Policy and IASR policy specific to the organization | Completed | 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. | – Plan has been created and will be updated as needed -Posted to website as per legislation | Completed | 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. | – Employees will be provided with a review of all applicable AODA policies and appropriate training as it relates to their specific roles upon hire | 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. | – Customers and the public may submit their feedback or inquiry through the company Feedback Form -Requests will be handled on a case by case basis and any disputes handled through Human Resources | Ongoing | 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. | – The company will arrange for a suitable and alternative format/communication support. The request will be facilitated through the department in which it affects (e.g. sales, customer service, etc.) -Requests will be handled on a case by case basis and any disputes handled through Human Resources | Ongoing | 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. | The company will explore and assess suitable options following consultation with the individual to determine their needs – Requests will be handled on a case by case basis and any disputes handled through Human Resources | Ongoing | January 1, 2016 | |
| 12 | 12.(3) Every obligated organization shall notify the public about the availability of accessible formats and communication supports. | The policy and our plan has been posted on the company website which notifies the public about the availability of accessible formats and communication supports | Completed | January 1, 2016 | |
| 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. | Requirements provided to appropriate IT staff – Continue to actively assess accessibility of existing website organization and content | Ongoing | January 1, 2014 New internet websites and web content on those sites must conform with WCAG 2.0 Level January 1, 2021 All internet websites and web content must conform with WCAG 2.0 Level AA, other than, success criteria 1.2.4 Captions (Live) success criteria 1.2.5 Audio Descriptions (Pre- recorded). |
| 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. | The company has an accessibility statement included on job postings notifying potential applicants of our commitment to provide suitable accommodation to candidates taking part in all aspects of the selection process, upon request | Completed | 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. (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. | Upon initial contact, the selected applicant will be informed that accommodations are available as it relates to the materials or processes to be used – The company will work with the selected applicant to provide an acceptable alternative where possible – Requests will be handled by Human Resources and hiring managers as needed | Ongoing | 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. | Notification will be provided to all new hires as part of their orientation package | Ongoing | 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 | The company will continue to inform its employees of its policies (and any updates to those policies) used to support employees with disabilities, including policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability. This information will be provided to new employees as soon as practicable after commencing employment | Ongoing | anuary 1, 2016 |
| 25 | 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 | All changes will be communicated to employees. The updated policies will be posted on the company Intranet | Ongoing | 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. | – In determining the suitability of an accessible format or communication support, the company will consult with the employee making the request – Prior to providing the information needed to perform one’s job or information generally available in the workplace, employees requiring accessible formats or communication supports will be requested to notify Human Resources so that alternate arrangements may be made – Upon receiving a request, Human Resources will work with the employee and any individuals responsible for providing the information (e.g. the employee’s manager or supervisor) to deliver a suitable accessible format or communication support | Ongoing | January 1, 2016 |
| 27 | 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. | – Where an employee discloses a disability such that the individualized information is necessary, the company will share emergency information with the employee and determine the most appropriate and effective workplace response during an emergency – Manager and HSE Manager to handle on case by case basis | 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 | – Where individualized emergency response information is required for an employee, the company will obtain the employee’s consent to only share the emergency information with the individual(s) who will help them. The details of the employee’s medical condition or disability will remain confidential – Manager and HSE Manager to handle on case by case basis | 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. | – The process for providing emergency information will include alternative formats where needed and will be completed in a timely manner upon receipt of the request or becoming aware of the need for an individualized plan – Manager and HSE Manager to handle on case by cases basis | 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. | The emergency information will be reviewed with the employee if they move to another work location, if their accommodation needs change or when emergency response procedures change – Manager and HSE Manager to handle on case by case basis | Ongoing | January 1, 2012 | |
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