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Integrated accessibility standards multi-year workplan


The Heart and Stoke Foundation (Ontario) is committed to excellence in serving our supporters (volunteers, donors, and staff). We are committed to giving people with disabilities the same opportunity to access our goods and services, both electronically and in person, in a manner that respects the dignity and independence of persons with disabilities.

HR:Human Resources; IT: Information Technology; FM: Facilities Management; AWG: AODA Working Group

The Heart and Stroke Foundation has established an AODA Working Group (AWG) to meet quarterly to review the Workplan and Compliance.

 

Part 1

GENERAL REQUIREMENTS

(Section 3) Establishment of Accessibility Policies.

Develop, implement and maintain policies governing how the organization achieves or will achieve accessibility

Initiative 1.

Created an accessible customer service policy setting out practices and procedures with respect to accessible customer service, addressing various matters including communication with individuals with disabilities, assistive devices, support persons and service animals

Functional lead: HR. Deadline: January 1, 2012 / Completed

Policy is posted on Intranet/internet

Functional lead: IT. Deadline: January 1, 2012 / Completed

Review Accessibility of HSF Ontario Offices. Developed accessibility map for accessing 2300 Yonge Street and accessible washrooms on 9th floor
Prepared accessibility scorecard by area office (21 offices have easily accessible entrance and accessible washroom, 4 are fairly accessible, but no accessible washroom, and 5 have minimal accessibility to none at all)

Functional lead: FM. Deadline: January 1, 2012 / Completed

Section 4 4.(1) Accessibility Plan
  1. establish, implement, maintain and document a multi-year accessibility plan,
  2. post the accessibility plan on website, if any, and provide the plan in an accessible format upon request; and
  3. review and update the accessibility plan at least once every five years.

Initiative 2.

Develop Multi-year Work Plan

Functional lead: HR. Deadline: January 2014 / Ongoing

Post policy and plan on website.

Make the accessibility info more accessible on the website

Functional lead: IT (HR to provide IT). Deadline: January 2012 / Completed

Plan to be filed Dec 31, 2014 (and every 3 years thereafter) with the Ministry.

Functional lead: HR. Deadline: December 31, 2014 / Ongoing 

Section 7 Training

Ensure training is provided on the requirements of the accessibility standards referred to in the Regulation and on the Human Rights Code as it pertains to persons with disabilities to:

  1. all employees, and volunteers;
  2. all persons who participate in developing the organization's policies; and
  3. all other persons who provide goods, services or facilities on behalf of the organization.

Provide training for any changes to the policies described in Accessibility policies ongoing basis.

Initiative 3.

Developed and delivered Customer Service (Part 1) training AODA training to all current employees.

Functional lead: HR. Deadline: January 2012/ Completed 

Provide AODA training in the orientation program for all new employees and volunteers. Determine method to record training.

Functional lead: HR. Deadline: January 2015/ Outstanding. Need to determine delivery method for new employees 

Provide OHRC training.

Functional lead: HR. Ongoing 

Section 8 Compliance Reporting Tool

File on-line accessibility report

Initiative 4.

Register and Report Progress on-line with Ministry

Functional lead: HR. Deadline: January 1, 2012/Every 3 years/  next filing by December 31, 2014

 

Part 2

INFORMATION AND COMMUNICATION

Section 11/12. Feedback

Provide processes for receiving and responding to feedback. 

Initiative 1. In policy but change reference to HR

Functional lead: HR & IT. Deadline: January 1, 2012 / Completed, in policy

Initiative 2. Post feedback process on website

Functional lead: HR & IT. Deadline: January 1, 2012 / Completed 

Section 12. Accessible Communication Formats

Upon request provide or arrange for the provision of accessible formats and communication supports for persons with disabilities.

Initiative 1.  Include in AODA training

Initiative 2. Instruct employees to print web materials if required, read from the website,

Initiative 3. Ensure staff and management are aware of the need to accommodate upon request through training

Functional lead: HR & IT. Deadline: January 2012 /Ongoing

Section 14. Accessible Websites and Web Content

New internet website and web content on those sites must conform with WCAG 2.0 Level A

All internet websites and web content must confirm with WCAG 2.0 Level AA

Initiative 1. Grandfather all existing sites, share regulations and communicate requirement of future sites and major changes to existing sites to be AODA Level A compliant, include information on ‘Our Bulletin,’ provide information on web accessibility on tickr, and ensure plan and completed activities are shared for AODA compliance filing

Functional lead: IT. Deadline: January 2014 

Initiative 2. Identify website expert to be an AODA point person.

Initiative 3. Focus on any new sites such as lottery, fundraising, and mission to ensure compliance

Initiative 4. Focus on national resuscitation content

Functional lead: HR & IT. Deadline: January 2021

Part 3

EMPLOYMENT STANDARDS 

Section 22/23. Recruitment-General

Notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes.

Deadline: January 1, 2016 

Section 24.

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

Deadline: January 1, 2016 

Section 25. Informing Employees of Supports

Inform employees 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.

Deadline: January 2016

Provide information required to new employees as soon as practicable after they begin their employment. 

Deadline: January 2016

Provide updated information to employees whenever there is a change to existing policies on the provision of job accommodations.

Deadline: January 2016

Section 26. Accessible Formats & Communication Supports for Employees

When an employee with a disability so requests it, consult with the employee to provide or arrange for the provision of accessible formats and communication supports for,

  1. information that is needed in order to perform the job
  2. information that is generally available to employees in the workplace.

Functional lead: HR. Deadline: January 2016

Section 27. Emergency Preparedness

Provide individualized workplace emergency response information to employees who have a disability.

Functional lead: FM. Deadline: January 2016

Section 28. Documented Individual Accommodation Plans

Develop written process individual accommodation plans for employees with disabilities including:

  1. The manner in which an employee requesting accommodation can participate in the development of the plan.
  2. The means by which the employee is assessed. 
  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 colleague/representative 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.

Functional lead: HR. Deadline: January 2016

Section 29. Return to Work Process

Develop a return to work process for employees who have been absent from work due to a disability and require disability-related accommodations and document the process

Functional lead: HR. Deadline: January 2016

Section 30. Performance Management

Take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans

Functional lead: HR. Deadline: January 2016

Section 31. Career Development & Advancement

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.

Functional lead: HR. Deadline: January 2016

Section 32. Redeployment

Take into account the accessibility needs of its employees with disabilities, as well as individual accommodation plans, when redeploying employees with disabilities.

Functional lead: HR. Deadline: January 2016

PENDING LEGISLATION: BUILT ENVIRONMENT ACCESSIBILITY STANDARD