Integrated Accessibility Standards Policy - AODA

The following policy has been established by SPIROL Industries Ltd. (SIL) to govern the provision of services with Regulation 191/11, “Integrated Accessibility Standards” (“Regulation”) under the Accessibility of 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.

SIL is governed by this policy as well as the Accessibility Standards for Customer Service Policy and the Accessibility of Ontarians with Disabilities Act, 2005 in meeting the accessibility needs of persons with disabilities.

SIL 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.

SIL 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, SIL will provide a copy of the Accessibility Plan in an accessible format.

SIL will have consideration for accessibility when designing, procuring or acquiring self-serve kiosks to better serve people with disabilities.

SIL 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
• All persons who participate in developing SILs policies; and
• All other persons who provide good, services or facilities on behalf of the company

The training will be appropriate to the duties of the employees, volunteers and other persons. Employees will be trained when changes are made to the accessibility policy. New employees will be trained in orientation.

SIL will keep a record of the training it provides.

SIL 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.

Upon request, SIL 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.

SIL will consult with the person making the request in determining the suitability of an accessible format or communication support.

SIL will also notify the public about the availability of accessible formats and communication supports.

SIL 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 except where this is impracticable.

SIL will notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment process.

SIL 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 used.

If a selected applicant requests an accommodation, SIL 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.

SIL 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.

When making offers of employment, SIL will notify the successful applicant of its policies for accommodating employees with disabilities.

SIL 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.

SPIROL Industries Ltd. will provide, on request, information in an accessible format or with communication supports to people with disabilities, in a manner that takes into account their disability. When asked, we will provide information about our organization and its services, including public safety information, in accessible formats or with communication supports.

Upon request of an employee with a disability, SIL will consult with the employee to provide, or arrange for the provision of, accessible formats and communication supports for the 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, AD will consult with the employee making the request.

In the event of a planned or unexpected disruption to services or facilities for customers with disabilities, we will notify the customer by clearly posting a notice including information about the reason for the disruption, its anticipated length of time and a description of alternative services, if available. The notice will be placed in the area to which it applies.

SIL 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 SIL is aware of the need for accommodation due to the employee’s disability, SIL will provide information as soon as practicable after becoming aware of the need for accommodation.

When the employee requires assistance, SIL will, with the consent of the employee, provide the workplace emergency response information to the person designated by SIL to provide assistance to the employee.

SIL will review the individualized workplace emergency response information when the employee moves to a different location in the organization, when the employee’s overall accommodations needs or plans are reviewed.

SIL 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 accommodations 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.

SIL 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 SIL 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 (ie. Workplace Safety Insurance Act, 1997).

SIL 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.

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 the policy is not understood, an explanation will be provided by:

Susan Cook
Office Manager
Susan.Cook@spirol.com
519-974-3334 ext. 3011