PART I – GENERAL

1.1 Establishment of Accessibility policies

Description: 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: Policy complete and posted on billboards, external website, reception desk to have hard copy, email ready version

Status: complete

Compliance Date: Wednesday, January 01, 2014

1.2 Accessibility plans

Description: Large organizations shall:
A) establish, implement maintain and document a multi-year accessibility plan, which outlines the organizations strategy to prevent and remove barriers and meet its requirements under the regulation
B) post accessibility plan on their website if any and provide the plan in an accessible format upon request and
C) review and update the accessibility plan at lease once every five years”

Action: Safety team responsible to review, update and ensure multi plan to meet necessary requirements under the regulation

Status: complete

Compliance Date: Wednesday, January 01, 2014

1.3 Training

Description: 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:
a) all employees, and volunteers;
b) all persons who participate in developing the organizations policies and
c) all other persons who provide goods, services or facilities on behalf of the organization

Action: Safety team to access training and ensure it meets the standards required under the ISAR, determine best training means, training to be made mandatory for existing employees and new employees

Status: complete

Compliance Date: Thursday, January 01, 2015

PART II- INFORMATION AND COMMUNICATION STANDARDS

2.1 Feedback

Description: 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: Through the safety team ensure that feedback means are accessible. Evaluate and change if necessary to meet requirements and ensure all have a means for feedback

Status: in progress

Compliance Date: Thursday, January 01, 2015

2.2 Accessible formats & communication supports

Description: Every obligated organization shall upon request provide or arrange for the provision of accessible formats and communication supports for persons with disabilities,
a) in a timely manner that takes into account the person’s accessibility needs due to disability and
b) at a cost that is no more than the regular cost charged to other persons”

Action:

1- we will review the formats, communication and technology to ensure they are accessible;

2- review the current process and ensure that we are meeting the requests in a timely manner;

3- including alternative methods of feedback

Status: in progress

Compliance Date: Friday, January 01, 2016

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

Action: incorporate language in marketing materials and website to advise that, in accordance with AODA, accessible format may be made available on request

Status: in progress

Compliance Date: Friday, January 01, 2016

2.3 Accessible websites & web content

Description: 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: assess web functionality to ensure compliance and adequate accessibility features

Status: in progress

Compliance Date: January 1, 2014 for WCAG 2.0 level A January 1, 2021 for WCAG 2.0 level AA

PART III- EMPLOYMENT STANDARD

3.1 Recruitment general

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

Action: Review means of all ways jobs are posted with Mark Motors

Status: in progress

Compliance Date: Friday, January 01, 2016

3.2 Recruitment, assessment or selection process

Description:

1) during a recruitment process, an employer shall notify job applicants, when they are individually selected to participate in an assessment or selection process, that accomodations are available upon request in relation to the materials or processes to be used;

2) if a selected applicant requests an accomodation, the employer shall consult with the applicant and provide or arrange for the provision of a suitable accomodation in a manner that takes into account the applicants accessibility needs due to disability

Action:

1) notify applicants based on required accomodations advised;

2) identify barriers: location of interview room, room setup, for in person interviews, interviewing timelines, supports, paperwork;

3) develop interview guidelines

Status: in progress

Compliance Date: Friday, January 01, 2016

3.3 Notice of successful applicants

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

Action: Include in offer letter a section regarding Mark Motors accessibility policies and where to access additional information

Status: in progress

Compliance Date: Friday, January 01, 2016

3.4 Informing employees of supports

Description: Every employer shall inform its employees of its policies used to support its employees with disabilities, including but not limited to policies on provision of job accommodations that take into account an employees accessibility needs dur to disability

Action: Develop, plan and communicate strategy to educate and advise staff on accessibility policies, plan and processes

Status: in progress

Compliance Date: Friday, January 01, 2016

Description: Employer shall provide information required under this section to new employees as soon as practicable after they begin their employment

Action: Accessibility policies and processes to be incorporated in new hire orientation

Status: in progress

Compliance Date: Friday, January 01, 2016

Description: 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: Develop process and strategy to communicated any policy changes by email and posting on billboards

Status: in progress

Compliance Date: Friday, January 01, 2016

3.5 Accessible formats and communication supports

Description: For employees in addition to its obligations under section 12, 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:

a) information that is needed in order to perform employees job and;

b) information that is generally available to employees in the workplace

Action: Educate employees and managers on the availability of accessible format and communication supports, educate on the process for requesting accessible formats and review current ergonomic assessment process to identify gaps and implement improvements as necessary

Status: in progress

Compliance Date: Friday, January 01, 2016

Description: Employer shall consult with the employee making the request in determining the suitability of an accessible format or communication support

Action: Develop process for consulting with employees to determine accommodation needs, develop process for advising employee of solution

Status: in progress

Compliance Date: Friday, January 01, 2016

3.6 Workplace emergency response information

Description: 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: Established process to provide people who request or require the need for accommodation due to the employee’s disability, to receive individualize workplace emergency response information

Status: completed

Compliance Date: January 1, 2012

Description: 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 above and obtaining consent

Status: completed

Compliance Date: January 1, 2012

Description: Employers shall provide the information required under the section as soon as practicable after the employer becomes aware of the need for accommodation due to the employee’s disability part of process completed January 1, 2012

Every employer shall review the individualized workplace emergency response information:

a) when the employee moves to a different location in the organization;

b) when the employee’s overall accommodations needs or plans are reviewed; and

c) when the employer reviews its general emergency response policies

Action:  The plan includes review dates to ensure that guidelines are met and information is shared

Status: completed

Compliance Date: Sunday, January 01, 2012

3.7 Documented individual accommodation plans

Description: Employers shall develop and have in place a written process for the development of documented individual accommodation plans for employees with disabilities

Action: Develop and operationalize a standard process for the development of individualized accommodation plans

Status: in progress

Compliance Date: Friday, January 01, 2016

Description: 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 accommodation can be achieved and if so, how accommodation can be achieved;

4) the manner in which the employee can request the participation of a representative from the agent, where the employee is represented by an agent or other representative from the workplace, where the employee is not represented by the an agent, in the development of the accommodation plans;

5) 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; and

8) the means of providing the individual accommodation plan in a format that takes into account the employee’s accessibility needs due to disability

Action: Create a standard operating procedure for the development of the documented plans that will incorporate the following elements:

1) the manner in which employee can request;

2) under which circumstances medical is required;

3) will be assessing the medical provided;

4) determine the process for accessing and responding to individual accommodation plan requests;

5) accommodation plans will be kept confidential and will outline those who can have access; and

6) continue to educate employees on accessibility policies

Status: in progress

Compliance Date: Friday, January 01, 2016

3.8 Return to work

Description: Every employer shall

a) 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

b) shall document the process

Status: In progress

Compliance Date: Friday, January 01, 2016

Description: The return to work process shall;

a) 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

b) use documented individual accommodation plans as part of the process

Status: In progress

Compliance Date: Friday, January 01, 2016

Description: 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

Status: In progress

Compliance Date: Friday, January 01, 2016

3.9 Performance management

Description: 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

Status: in progress

Compliance Date: Friday, January 01, 2016

3.10 Career development and advancement

Description: 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: Review current training and development materials, ensure future developed training materials are developed with accessibility features in mind, ensure promotion criteria, practices and processes take into account individual accommodation needs, track career progression of individuals with disabilities

Status: in progress

Compliance Date: Friday, January 01, 2016

3.11 Redeployment

Description: An employer that uses redeployment shall take into account the accessibility needs of its employees with disabilities, as well as individual accommodation plans, when redeploying employees with disabilities

Action: Review and update transfer and redeployment practices and processes to ensure accommodation plans are referenced

Status: in progress

Compliance Date: Friday, January 01, 2016