| SECTION OF THE ACT AND OVERVIEW |
ACHIEVMENTS & INITIATIVES |
| Part I: General |
Establishment of Accessibility Policies:
- Develop, implement, and maintain policies on how the Company achieves or will achieve accessibility.
- Create statement of Commitment
- Make the document available to the public
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- Existing Accessibility policies reviewed and updated as needed.
- AODA Statement of Commitment created & to be published on website.
- We will continue to review applicable policies and update current and additional ones as necessary
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Accessibility Plans:
- Create a multi-year plan-review at least once every 5 years.
- Post plan on website
- Prepare annual status report on website
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- Multi-year plan created & to be reviewed in 5 years & to be published on website.
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Training:
- Training provided to all employees, volunteers, contractors.
- Topic: Human Rights Code pertaining to persons with disabilities
- Must keep a record of the dates when the training was offered, and number of participants trained
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- AODA & Human Rights training is required & provided for all employees.
- Complete training records are kept in an online database (HR4)
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| Part II: Information & Communication Standards |
Feedback:
- Process for receiving and responding to feedback shall ensure that the processes are accessible or arrange for accessible formats upon request.
- Shall notify the public about the availability of accessible formats and communication supports
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- Current feedback process will be enhanced to improve accessibility.
- Information regarding the availability of accessible formats will be posted on external website and via communication methods
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Accessible formats and communication support:
- Shall upon request provide or arrange for the provision of accessible formats and communication supports:
- In a timely manner.
- At a cost that is no more than the regular cost charged to other persons;
- Shall consult with the person making the request in determining the accessible format or communication supports;
- Shall notify the public about the availability of accessible formats and communication supports .
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- All communication can be provided and supported digitally, and manually, and therefore can be provided in any accessible format as required.
- Consultation will occur with the person requesting alternate formats and the request will be documented and format needs confirmed.
- A general statement of availability will be posted on the external website.
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Emergency procedure, plans or public safety information:
- Emergency procedures, plans or public safety information shall be provided in an accessible format or with appropriate communication supports, upon request
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- Procedure, plans and information is now available for all employees.
- JHSC is responsible for updating as needed.
- Process for employees requesting support has been developed.
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Accessible websites and web content
- Ensure the Company’s internet websites conform to World Wide Web Consortium Web Content Accessibility Guidelines 2.0 Level AA (except for live captions and pre-recorded audio descriptions)?
- In the comments box, list the complete names and address of your publicly available web content, including websites, social media pages, and apps.
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- In process of achieving total compliance with WCAG 2.2
- Updates scheduled for early January 2024.
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| Part III: Employment Standards |
Recruitment – general:
- Shall notify employees and public about the availability of accommodations for applicants with disabilities.
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- All applicants are notified of the availability of accommodation if needed during the application process.
- Barriers removed from all job postings.
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Recruitment – assessment or selection process:
- Notify applicants when selected to participate in an assessment or selection process that accommodations are available upon request.
- If request is submitted, employer shall consult with applicant and provide or arrange for the provision of a suitable accommodation in a manner that considers the applicant’s needs due to disability.
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- Job ads and communication processes with applicants highlight the availability of accommodations upon request.
- All applicants invited to interviews will be asked if they require assistance or reasonable accommodation.
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Informing successful applicants & existing employees of supports:
- Shall notify successful applicant of its policies for accommodating employees with disabilities.
- Shall inform its employees of polices used to support its employees with disabilities including provision of job accommodations.
- Needs to be communicated to new employees as soon as practical upon hire.
- Update all employees that there is a change to the related policies
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- All successful applicants and employees are provided access to accommodation policies, procedures, and training.
- Records of receipt of such policies and procedures are kept in online database (HR4)
- Records for training completion are kept in online database (HR4)
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Accessible formats and communication support for employees:
- Employer shall consult with employee requesting the accommodation for the following:
- information that is needed in order to perform job;
- information that is generally available to employees.
- Employer shall consult with employee on suitable format/support.
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- Implement, review and update policies and procedures for the provision of job accommodations.
- This will include a consultative process.
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Workplace emergency response information:
- Shall provide individualized workplace emergency response information to employees who have a disability.
- If an employee who receives individualized workplace emergency response information requires assistance and with the employee’s consent, employer shall provide the workplace emergency response information to the person designated by the employer to provide assistance to the employee.
- Shall review the individualized workplace emergency response information:
- when the employee relocates
- when the employee’s overall accommodations needs or plans are reviewed
- when employer reviews its general emergency response policies
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- Individualized workplace emergency response information provided to all employees through the employee handbook.
- Individualized workplace emergency response plan process has been put in place for when needed.
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Documented individual accommodation plans (IAP):
- Shall have a written process for the development of documented individual accommodation plans for employees with disabilities. Needs to include the following:
- manner in which an employee requesting accommodation can participate in the development of the IAP.
- employee is assessed on an individual basis.
- employer can request an evaluation by an outside medical or other expert at the employer’s expense.
- steps need to be taken to protect the privacy of the employee’s personal information.
- frequency with which the IAP will be reviewed and updated
- if an IAP is denied, the manner in which the reasons for the denial will be provided to the employee
- means of providing the individual accommodation plan in a format that takes into account the employee’s accessibility needs
- IAP shall, if requested, include any information regarding accessible formats and communication supports provided, and if required, include individualized workplace emergency response information. It shall also include any other accommodations to be provided.
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- A written process for assessing the request for, and developing, an individual accommodation plan for any employee with a disability who requests accommodation has been established.
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Return to work process:
- 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.
- Shall document the process.
- Process shall outline steps the employer and employee will take to facilitate the return.
- Shall use the individual accommodation plans as part of the process
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- A written return-to-work process for employees who have been absent from work due to a disability and require disability-related accommodations to return to work.
- The return-to-work process includes developing an accommodation plan.
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Performance management:
- Shall take into account the accessibility needs of employees with disabilities when using performance management process in respect of employees with disabilities.
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- We will take into account the accessibility needs of its employees with disabilities when: providing career development, engaging in performance management discussions, considering redeployment of the employee.
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Career development and advancement:
- Shall take into account the accessibility needs of its employees with disabilities when providing career development and advancement to employees with disabilities.
- i.e., providing additional responsibilities etc.
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- We will take into account the accessibility needs of its employees with disabilities when: providing career development, engaging in performance management discussions, considering redeployment of the employee.
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Redeployment:
- Shall take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans during deployment
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- We will take into account the accessibility needs of its employees with disabilities when: providing career development, engaging in performance management discussions, considering redeployment of the employee.
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