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
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
- establish, implement, maintain and document a multi-year accessibility plan,
- post the accessibility plan on website, if any, and provide the plan in an accessible format upon request; and
- 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 / Completed
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/ Ongoing as websites are developed with WCAG 2.0
Plan to be filed Dec 31, 2014 (and every 3 years thereafter) with the Ministry.
Functional lead: HR. Deadline: December 31, 2014 / Reviewed and revised Spring 2021
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:
- all employees, and volunteers;
- all persons who participate in developing the organization's policies; and
- 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. Jan. 1, 2012 /Completed ; Every 3 years / Ongoing, next filing by June 30, 2021
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, 2015 / Completed, in policy
Initiative 2. Post feedback process on website
Functional lead: HR & IT. Deadline: January 1, 2015 / Completed and updated Spring 2021
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
Functional lead: HR & IT. Deadline: January 2012 /Completed
Initiative 2. Instruct employees to print web materials if required, read from the website,
Functional lead: HR & IT. Deadline: January 2012 /Training is ongoing
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/Digital Team Deadline: January 2014 - Level A
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
Functional lead: IT/Digital Team Deadline: June 2021 - Review completed Spring 2021
Initiative 4. Focus on national resuscitation content
Functional lead: IT/Digital Team Deadline: June 2021 - Review completed Spring 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.
Initiative 1
Candidates are notified through the job posting and recruitment process
Deadline: January 1, 2016/Ongoing
Section 24.
Every employer shall, when making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities
Initiative 1
Candidates are notified through the offer of employment
Deadline: January 1, 2016/Ongoing
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.
Provide information required to new employees as soon as practicable after they begin their employment
Provide updated information to employees whenever there is a change to existing policies on the provision of job accommodations.
Initiative 1
All information is available on the H&S sharepoint Rita.
Short Term Disability Policy.
LTD plan with ManuLife
Rehabilitation and RTW language in STD policy
Accommodation Policy
Deadline: June 2021/Ongoing
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,
- information that is needed in order to perform the job
- information that is generally available to employees in the workplace.
Initiative 1
Provided upon Request
Functional lead: HR. Deadline: January 2016/Ongoing
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:
- The manner in which an employee requesting accommodation can participate in the development of the plan.
- The means by which the employee is assessed.
- 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.
- The manner in which the employee can request the participation of a colleague/representative in the development of the accommodation plan.
- The steps taken to protect the privacy of the employee's personal.
- The frequency with which the individual accommodation plan will be reviewed and updated and the manner in which it will be done.
- If an individual accommodation plan is denied, the manner in which the reasons for the denial will be provided to the employee.
- The means of providing the individual accommodation plan in a format that takes into account the employee's accessibility needs due to disability.
Initiative 1
H&S has a process for developing individual accommodation plans and return-to-work programs for employees that have been absent due to a disability.
Functional lead: HR. Deadline: January 2016/Ongoing
Initiative 2
H&S provides individualized accommodation plans and ‘Return to Work’ procedures for employees who have been absent due to a disability.
Functional lead: HR. Deadline: January 2016/Ongoing
Initiative 3
New Accommodation Policy communicated to employees
Functional lead: HR. Deadline: January 2016/Completed June 2021
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
Initiative 1
H&S has a process for developing individual accommodation plans and return-to-work programs for employees that have been absent due to a disability.
Functional lead: HR. Deadline: January 2016/Ongoing
Initiative 2
H&S provides individualized accommodation plans and ‘Return to Work’ procedures for employees who have been absent due to a disability.
Functional lead: HR. Deadline: January 2016/Ongoing
Initiative 3
New Accommodation Policy (which includes RTW) communicated to employees
Functional lead: HR. Deadline: Completed June 2021
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/Ongoing
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/Ongoing
PENDING LEGISLATION: BUILT ENVIRONMENT ACCESSIBILITY STANDARD