AODA Multi-Year Accessibility Plan

INTRODUCTION

The Accessibility for Ontarians with Disabilities Act (the “Act”) and the Accessibility Standards for Customer Service and Integrated Accessibility Standards Regulation (the “Regulations”) are designed to prevent and remove barriers to accessibility in the Province of Ontario and to respect the dignity and independence of persons with disabilities.

ACCESSIBILTY PLAN and POLICIES for T1

This 2015-21 accessibility plan outlines the policies and actions that T1 will put in place to improve opportunities for people with disabilities.

STATEMENT OF COMMITMENT

T1 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 people with disabilities in a timely manner, and will do so by preventing and removing barriers to accessibility and meeting accessibility requirements under the AODA.

ACCESSIBLITY

  1. Accessible Emergency Information. This is how we can be accessed during and emergency.T1 is committed to providing the customers and clients with publicly available emergency information in an accessible way upon request. We will also provide employees with disabilities with individualized emergency response information when necessary.Planned Action:
    • Analysis of current internal policies and procedures relating to accessibility
    • Streamline the policy to reflect AODA Customer Service Standard policy and ensure we are in line to meet IASR regulationRequired compliance date: January 1, 2014 Status: In ProgressTarget Completion: January 2015
  2. Accessibility Policy and Multi-Year Accessibility PlanT1 is creating a multi-year accessibility plan outlining the company’s phase in strategy for identifying, removing and preventing barriers to accessibility.Planned Action:
    • Publish policies on internal and external sites to ensure its availability in an accessible formatRequired compliance date: January 1, 2014 Status: In ProgressTarget Completion: Internal access, January 2015. External access, May 2015.
  3. TrainingT1 will provide training to employees, volunteers and other staff members of Ontario’s accessibility laws and on the Human Rights code as it relates to people with disabilities. Training will be provided in a way that best suits the duties of employees, volunteers and other staff members.Planned Action:
    • Leverage HR team to ensure our training manual incorporates IASR standard for all employees, volunteers and contractors working on behalf of T1.
    • Develop and integrate procedures for documenting and updating as required.

Required compliance date: January 1, 2015 Status: In Progress

Target Completion: January 2015

INFORMATION AND COMMUNICATION STANDARDS

T1 is committed to meeting the communication needs of people with disabilities. We will consult with people with disabilities to determine their information and communication needs.

  1. Accessible Websites and Web ContentT1 will take the following steps to make all new websites and content on those sites conform with WCAG 2.0, Level A.Planned Action:
    • Assess our current web functionality to ensure compliance with WCAG 2.0 level
    • Ensure our key IT staff understands the guideline WCAG 2.0 requiresRequired compliance date: January 1, 2014Status: In Progress.

      Target completion: May 2015

      T1 will take the following steps to make all websites and content conform with WCAG 2.0, Level AA.

      Planned Action:

    • Continuous assessment with our current web functionality to ensure compliance
    • Ensure our IT staff are aware and trained to develop the websites and web content to conform to WCAG 2.0 Level AARequired compliance date: January 1, 2021 Status: In Progress
  2. Feedback ProcessesT1 will take the following steps to make ensure existing feedback processes are accessible to people with disabilities upon request.Planned Action:
    • Leverage with HR to review the current feedback process internally
    • Assess the current feedback process and ensure the feedback processes are accessible to persons with disabilities
    • Inform employees and persons participating in the development and approval of T1’s policies about the availability of accessible formats and communication supports

Required compliance date: January 1, 2015 Target completion: January 2015

Status: In Progress

Employment Standards

T1 is committed to fair and accessible employment practices. We will take the following steps to notify the public and staff that, when requested, T1 will accommodate people with disabilities during the recruitment and assessment processes and when people are hired.

Planned Action:

  1. i) Recruitment
    • Notify employees and public of the availability of accommodations for applicants with disabilities in the recruitment process
    • Leveraging HR staff to review and as necessary modify or update exisiting recruitment policies, procedures and processes
    • Ensuring that accommodation is available for applicants with disabilities on T1 websites and job postings
      1. Recruitment, Assessment and Selection
        • Review current recruitment policies, procedures and processes
        • Ensuring availability of accommodation notice as part of the process in the scheduling of an interview and/or assessment
        • If a selected applicant requests an accommodation, inquire with the applicant and arrange for provision of suitable accommodations in a manner that takes into account the applicant’s accessibility needs due to disability
      2. Notice to Successful Applicants
        • When making offers of employment, T1 will notify the successful applicant of its policies for accommodating employees with disabilities
        • Review and if necessary, modify existing recruitment policies, procedures and processes
        • Include T1’s policies on accommodating employees with disabilities in offer of employment letters

      Required compliance date: January 1, 2016 Target completion: February 2015

      Status: In Process

  2. Informing employees of SupportsT1 is committed to complying with the provisions of the AODA in respect of this requirement, with the objective of informing employees of available accessibility supportsPlanned Action:
    • Review current policy to include current employees and new hires of T1’s policies on the provision of job accommodations that take into account an employee’s need due to disability
    • Provide the information required to new employees soon as practical after they begin their employment at T1
    • Update employees on changes to existing policies on job accommodations with respect to disability
    • Where an employee with a disability requests it, inquire with the employee to provide or arrange for the provision of accessible formats
    • Communication supports by developing a process to consult with the employee items that are required in order to perform the employee’s job and advising the employee of solutionRequired compliance date: January 1, 2016 Target completion: May 2015Status: In Process
  3. Documented Individual Accommodation PlansT1 will comply with the provisions of the AODA in respect of this requirement, with the objective of improving accommodation and return to work processes in the workplacePlanned Action:
    • Create Accommodation procedure
    • Document individual procedureTarget completion: Will be developed as required.
  4. Workplace Emergency Response InformationWhere T1 is aware that an employee has a disability and that there is a need for accommodation, individualized workplace emergency response information will be provided to the employee as soon as practicable if such information is necessary given the nature of the employee’s disabilityPlanned Action:
    • Assign a designated team in the organization to provide assistance to the employee who has the disability in need of accommodation
    • Develop a policy and process for the procedure which lists the steps to accommodate individual workplace emergency response
    • Continuously reviews its general emergency response policies Target completion: Will be developed as required.
  5. Performance Management, Career Developmentand Redeployment T1 will take the following steps to ensure the accessibility needs of employees with disabilities are taken into account using its performance management, career development and redeployment employees with disabilitiesPlanned Action:
    • Assess current performance review process policies to include accessibility needs of employees with disabilities
    • Review current training and professional development policies to include accessibility needs of employees with disabilities
    • Review policy to include current transfer and redeployment practice if applicable process to include accessibility needs of employees with disabilitiesTarget completion: Will be developed as required.
  6. Return to Work ProcessT1 is committed to comply with the provisions of AODA in respect to return to work process in the workplacePlanned Action:
    • Review the current policy to include and facilitate the employee’s return to work after a disability-related absence or injury
    • Include outlines the development of a written individualized return to work plan for such employees and if required the use of individual accommodation plans as planned in the above, in the return to work process

Employment Standard (All of the Above): Required compliance date: January 1, 2016 Status: In Process

For More Information

For more information on this accessibility plan, please contact: Karen Stern at:

Phone: 416-355-2653

Email: karen.stern@thet1agency.com

Accessible formats of this document are available free upon request on our Website: www.thet1agency.com

Phone: 416-920-7044

stage.