The OHTN is committed to the Accessibility for Ontarians with Disabilities Act and to providing products and services in ways that respect dignity and independence. Our goal is inclusion. We want to ensure that all of our customers, including customers with disabilities, are able to fully access and benefit from our products and services. This multi-year plan outlines OHTN’s requirements for non-profit organizations with 50+ employees.
|
Standard |
Requirement |
Owner |
Deadline |
Status |
| General Requirements | ||||
| Accessibility Policies | Create 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. | HR | Jan. 1, 2014 | Completed |
| Notify customers that policy is available (website) | HR | Jan. 1, 2012 | Completed | |
| Keep a record of the training provided, who were trained and the dates of training. | HR | Jan. 1, 2012 | Ongoing | |
| Multi-Year Accessibility Plan | Create, implement, maintain and document multi-year accessibility plan and post on the website. | HR | Jan. 1, 2014 | Completed |
| Review and update the plan every five years | HR | Jan. 1, 2019 | Ongoing | |
| Training | Train employees on the Integrated Accessibility Standards Regulation requirements that apply to OHTN and what you have to do under the Ontario Human Rights Code (related to disabilities). | HR | Jan. 1, 2011 | Completed
|
| Training for all person who participate in developing the organizations polices | HR | Jan. 1, 2011 | Ongoing | |
| Keep a record of the number of individuals who were trained and the dates of training provided. | HR | Jan. 1, 2015 | Ongoing | |
| Reporting | File compliance reporting online, every three years | HR | Jan. 1, 2017 | Ongoing |
| Employment Standards | ||||
| General recruitment | Notify people about available policies and accommodations, where needed, for applicants with disabilities to support their participation in recruitment process (e.g. job postings, career websites, recruitment guidelines) | HR | Jan. 1, 2016 | Completed |
| Recruitment, assessment or selection process | During the recruitment process, notify job applicants who are chosen to participate in an assessment or selection process that accommodations are available upon request regarding the materials or processes used. | HR | Jan. 1, 2016 | Completed |
| If a selected applicant requests an accommodation, 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. | HR | Jan. 1, 2016 | Completed | |
| Notice to successful applicants | When making an offer of employment, notify the successful applicant of the agency’s policies for accommodating employees with disabilities. | HR | Jan. 1, 2016 | Completed |
| Informing employees of support | Inform employees of the agency’s policies to support employees with disabilities, including but not limited to policies providing job accommodation. | HR | Jan. 1, 2016 | Completed |
| Provide information to new employees as soon as practicable after they begin working. | HR | Jan. 1, 2016 | Completed | |
| Provide updated information to employees whenever there is a change to existing policies regarding job accommodation | HR | Jan. 1, 2016 | Completed | |
| Accessible formats and communication supports for employees | Upon request, consult with employees with disabilities to determine which accessible formats or communication supports they require to perform their job and to consume information that is generally available to employees in the workplace. | HR | Jan. 1, 2016 | Completed |
| Individualized emergency response information | For employees with disabilities (permanent or temporary) who require assistance in the event of an emergency, communicate individualized emergency response information in a manner that the employee can understand. | HR/ JHSC/ Admin. |
Jan. 1, 2012 | Completed |
| Provide individualized workplace emergency response information to employees with 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. | HR | Jan. 1, 2016 | Completed | |
| Documented individual accommodation plans | Develop and have in place a written process for creating documented by an outside medical or other expert, at the employer’s expense, to determine whether and how accommodation can be achieved. | HR | Jan. 1, 2016 | Completed |
| The manner in which an employee can participate in the development of the plan; the means by which an employee is assessed on an individual basis; the manner in which the employer can request an evaluation by an outside medical or other expert, at the employer’s expense, to determine whether and how accommodation can be achieved. | HR | Jan. 1, 2016 | Completed | |
| The steps to protect the privacy of the employee’s personal information, | HR | Jan. 1, 2016 | Completed | |
| The frequency with which the accommodation plan will be reviewed and update 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. | HR | Jan. 1,2 016 | Completed | |
| Return-to-work process | Develop and have in place a documented return-to-work process for employees who have been absent from work due to a disability and who require disability-related accommodations in order to return to work. | HR | Jan. 1, 2016 | Completed |
| Performance Management | Take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when undertaking a performance management process with employees with disabilities. | HR | Jan. 1, 2016 | Completed |
| Career development and advancement | Take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when providing a career development and advancement to employees with disabilities. | HR | Jan. 1, 2016 | Completed |
| Redeployment | Take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when redeploying employees with disabilities. | HR | Jan. 1, 2016 | Completed |
| Information and Communication Standards | ||||
| Accessible websites and web content | Meet Web Content Accessibility Guidelines (WCAG) 2.0. Level A; if you launch a new site of your existing site undergoes a significant refresh after January 1, 2012. | KTE | Jan. 1, 2016 | Ongoing |
| Feedback process | Must be able to receive and respond to feedback by customers, employees and members of the public who have a disability, via multiple methods, i.e. written, telephone, or by email. | KTE | Jan. 1, 2015 | Completed |
| Accessible formats and communication supports | Inform the public that you will make information accessible upon request. Upon request, work with the individual to determine how to meet their needs, as soon as possible. | KTE | Jan. 1, 2016 | Completed |
- HR = Human Resources;
- JHSC = Joint Health and Safety Committee;
- Admin. = Administration;
- KTE = Knowledge Transfer Exchange;
- IT = Information Technology