AODA Accessibility

Statement of Committment

Addiction Services for York Region is committed to ensuring equal access and participation for people with disabilities. We are committed to treating people with disabilities in a way that allows them to maintain their dignity and independence.

We believe in integration, and we are committed to meeting the needs of people with disabilities in a timely manner. We will do so by removing and preventing barriers to accessibility and by meeting our accessibility requirements under Ontario’s accessibility laws.

Integrated Accessibility Standards – Accessibility Plan (Multi Year) – 50+ Employees

ACCESSIBILITY FOR ONTARIANS WITH DISABILITIES ACT, 2005

Part I - General Requirements

Establishment of Accessibility Policies

Every obligated organization shall develop, implement and maintain policies governing how the organization achieves or will achieve accessibility through meeting its requirements under the accessibility standards referred to in this Regulation.

Action:    Draft policy and ready for approval.

Compliance Date:    January 1, 2014

Status:    Completed


Accessibility Plans

Large organizations shall:

  1. establish, implement, maintain and document a multiyear accessibility plan, which outlines the organization‘s strategy to prevent and remove barriers and meet its requirements under this Regulation;
  2. post the accessibility plan on their 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.

Actions:    Attended public workshop; Create Plan; HR will review and update as required by December 31.

Compliance Date:    January 1, 2014

Status:    Plan completed; Approved for Future compliance deadlines


Training

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:

  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.

Action:    Determine method of training and number of training levels.

Compliance Date:    January 1, 2015

Status:    In progress

Part II - Information & Communication Standards

Feedback

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.

Action:

  • Conduct a review of all feedback processes across the organization (internally and externally);
  • Consult with all functional areas to make sure all feedback processes are captured;
  • Determine what accessible formats and communication supports we will provide upon request;
  • Ensure staff and management are aware of the need to accommodate upon request.

Compliance Date:    January 1, 2015

Status:    Completed. Can provide in soft copy as requested.


Accessible Formats & Communication Supports

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:

  1. in a timely manner that takes into account the person‘s accessibility needs due to disability; and
  2. at a cost that is no more than the regular cost charged to other persons.

Action:

  • Determine what accessible formats and communication supports we will provide to persons with disabilities upon request;
  • Ensure these formats and supports can be provided in a timely manner;
  • Communicate to staff and management that no additional charge is required.

The obligated organization shall consult with the person making the request in determining the suitability of an accessible format or communication support.

Action:

  • Communicate to staff and management this requirement;
  • Develop protocol for situations where a suitable agreement cannot be made.

Every obligated organization shall notify the public about the availability of accessible formats and communication supports.

Action:

  • Have a sign posted in reception area;
  • Post on website (IT);
  • Include notice on certain print materials.

Compliance Date:    January 1, 2016

Status:    In progress.


Accessible Websites & Web Content

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.

Action:

  • Review website to ensure compliance.
  • Continuously review for future compliance requirements.

Compliance Date:

  • January 1, 2014 – New internet websites and web content on those sites must conform to WCAG 2.0 Level A.
  • 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 (Prerecorded).

Status:   WCAG 2.0 Level AA achieved.

Part III - Employment Standards

Recruitment – General

Every employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes.

Action:

  • ASYR will notify its Employees and the public about the availability of accommodation for applicants with disabilities during the recruitment process by including a statement that “Accommodation is available upon request, throughout the recruitment process.” This statement will be in every job posting.
  • This statement will also be included on our website under the careers section.

Compliance Date:   January 1, 2016

Status:   In progress.


Recruitment, Assessment or Selection Process

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.

Action:

  • When ASYR notifies job applicants that they have been selected for interview, we will advise that accommodations are available upon request.

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.

Action:

  • Consult with applicant to Identify barriers: location of interview room, format of tests, room set-up for in-person interviews, interviewing timelines, supports, paperwork, and put into place appropriate  accommodation.

Compliance Date:   January 1, 2016

Status:   In progress.


Notice to Successful Applicants

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

Action:

  • All offers of employment will include a statement regarding our policies for accommodating employees.
  • This statement will also identify how successful applicants can access the policy for accommodating Employees with disabilities.

Compliance Date:   January 1, 2016

Status:   In progress.


Informing Employees of Supports

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.

Action:

  • ASYR will inform its Employees of its policies used to support its Employees with disabilities by posting a statement on its internal common area on the server.
  • Training will also be provided.

Employers shall provide the information required under this section to new employees as soon as practicable after they begin their employment.  

Action:

  • ASYR will provide this information during the orientation process.

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.

Action:

  • ASYR will inform its Employees of its policies used to support its Employees with disabilities by posting a statement on its internal common area on the server.
  • Training will also be provided.

Compliance Date:   January 1, 2016

Status:   In progress.


Accessible Formats & Communication Supports for Employees

In addition to its obligations under “Accessible Formats & Communication Supports”, 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:

  1. information that is needed in order to perform the employee‘s job; and
  2. Information that is generally available to employees in the workplace.

Action:

  • Once an employee has requested accessible formats, ASYR will consult with the employee to determine what formats are available;
  • Examples of accessible formats include, but are not limited to; larger print, electronic documents, audio, Braille;
  • ASYR will conduct a functional audit of information specific to departments;
  • Audit of regular communications.

The employer shall consult with the employee making the request in determining the suitability of an accessible format or communication support.

Action:

  • Once an employee has requested accessible formats, ASYR will consult with the employee to determine what formats are available.

Compliance Date:   January 1, 2016

Status:   In progress.


Workplace Emergency Response Information

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.

Action:

  • ASYR will communicate to all Employees its standard for providing individualized workplace emergency response information to Employees with disabilities.
  • The process is to notify HR.

 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.

Action:

  • Part of process with employee’s consent.

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. 

Action:

  • Part of process.

Every employer shall review the individualized workplace emergency response information, 

  1. when the employee moves to a different location in the organization;
  2. when the employee‘s overall accommodations needs or plans are reviewed; and
  3. when the employer reviews its general emergency response policies.

Action:

  • Part of process.

Compliance Date:  December 31, 2014

Status:   In progress.


Documented Individual Accommodation Plans

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.

Action:

  • ASYR will develop and maintain a written process for the development of documented individual accommodation plans for Employees with disabilities.
  • This written process will be available to Employees on the common section of the server.

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 information.
  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.

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

Action:

  • ASYR’s written process will address the elements identified.

Compliance Date:  January 1, 2016

Status:   In progress.


Return to Work Process

Every employer, other than an employer that is a small organization:

  1. 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
  2. shall document the process.

Action:

  • ASYR will develop and maintain 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 shall:

  1. 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 
  2. use individual documented accommodation plans, as described in section 28, as part of the process.

Action:

  • ASYR’s documented process will outline the steps we will take to facilitate the return to work and will include documented individual accommodation plans as part of the process.

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.

Action:

  • Ensure that above documented process addresses this.

Compliance Date:  January 1, 2016

Status:   In progress.


Performance Management

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.

Action:

  • ASYR will take into account the accessibility needs of Employees with disabilities, as well as individual accommodations plans, when conducting performance management.

Compliance Date:  January 1, 2016

Status:   In progress.


Career Development & Advancement

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.

Action:

  • ASYR will take into account the accessibility needs of Employees with disabilities, as well as individual accommodations plans, when providing career development and advancement to Employees.

Compliance Date:  January 1, 2016

Status:   In progress.


Redeployment

An employer that uses redeployment shall take into account the accessibility needs of its employees with disabilities, as well as individual accommodation.

Action:

  • ASYR will take into account the accessibility needs of Employees with disabilities, as well as individual accommodations plans, when redeploying employees.

Compliance Date:  January 1, 2016

Status:   In progress.