Accessibility Plan
Accessibility Policy and Multi-Year Accessibility Plan
Company: WeMovePeople Inc.
Accessibility Policy
The Accessibility for Ontarians with Disabilities Act, 2005 (“the AODA”) is a Provincial Act with the purpose of developing, implementing and mandating accessibility standards in order to achieve accessibility for persons with disabilities, with respect to goods, services, facilities, accommodation, employment, buildings, structures and premises.
General Requirements
Accessibility Policy
Our policy has been established in compliance with Regulation 191/11, “Integrated Accessibility Standards” (Regulations) under the Accessibility for Ontarians with Disabilities Act, 2005. These standards have been developed to break down barriers and increase accessibility for persons with disabilities in the areas of information and communications and employment. WeMovePeople Inc. is governed by this policy as well as the Accessibility Standards for Customer Service Policy and the Accessibility for Ontarians with Disabilities Act, 2005 in meeting the accessibility needs of persons with disabilities.
Statement of Commitment
WeMovePeople is 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 where possible under the Accessibility for Ontarians with Disabilities Act. We are committed to ensuring that persons with disabilities receive the same quality of service that others receive as specifically expressed in our Human Rights Policy Dignity and Respect Policy.
Multi-Year Accessibility Plan
As part of WeMovePeople’s commitment to meeting its obligations under the Act, WeMovePeople has developed a multi-year plan which outlines WeMovePeople’s strategy to prevent and remove barriers and meet its requirements under the AODA.
WeMovePeople’s Multi-Year Accessibility Plan will be reviewed and updated by WeMovePeople at least once every five (5) years, and as required. It will also be provided in an accessible format upon request.
Training
WeMovePeople Inc. will provide training on the requirements of the IASR and on disability-related obligations under Ontario Human Rights legislation to employees, assignment employees, contractors, and any others who may be acting on WeMovePeople’s behalf in dealing with the public or any other third parties. Training will also be provided to all people who are involved in the development of WeMovePeople’s policies. WeMovePeople will maintain records of the dates when training is completed and the individuals who completed the training.
Required Legislative Compliance Date: January 1st, 2015
Completion Date: January 1st, 2015
Information and Communication Standards
Feedback
WeMovePeople values your feedback. WeMovePeople will ensure that customer service expectations are being met and that all customers regardless of any disability receive fair and equal treatment. All feedback will receive a receipt of feedback acknowledgement. Action will occur within 21 days of receipt.
Customers, clients and assignment employees are welcome to submit comments via:
By Email [email protected]
By Telephone 905.454.1144
In Person 181 Queen Street East Brampton, ON L6W 2B3
By Mail 181 Queen Street East Brampton, ON L6W 2B3
Required Legislative Compliance Date: January 1st, 2016
Completion Date: December 31st, 2015
Accessible Formats and Communication Supports
WeMovePeople Inc. will provide appropriate information and communications in an accessible manner to people with disabilities upon request. WeMovePeople Inc. will consult with the person to determine their accessibility needs. WeMovePeople Inc. is committed to providing the alternate format in a timely manner and at a cost that is not more than the regular costs charged to others.
Required Legislative Compliance Date: January 1st, 2016
Completion Date: December 31st, 2015
Accessible Websites and Web Content
WeMovePeople Inc. will ensure that new Internet websites and new web content conform to the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0 – Level A. All websites and web content will conform to WCAG – Level AA as of January 2021.
Required Legislative Compliance Date:
New Content (WCAG 2.0 Level A) January 1st, 2014
All Content (WCAG 2.0 Level AA) January 1st, 2021
Completion Date:
New Content (WCAG 2.0 Level A) January 1st, 2014
All Content (WCAG 2.0 Level AA) January 1st, 2021
Employment Standard
All employment services provided by WeMovePeople follow the principles of dignity, independence, integration and equal opportunity.
Recruitment
WeMovePeople will notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes.
Recruitment, Assessment or Selection Process
WeMovePeople 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 to be used. If a selected applicant requests an accommodation, WeMovePeople Inc. 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.
Notice to Successful Applicants
When making offers of employment, WeMovePeople Inc. will notify the successful applicant of its policies for accommodating employees with disabilities.
Required Legislative Compliance Date: January 1st, 2016
Completion Date: December 31st, 2015
Informing Employees of Supports
WeMovePeople Inc. will inform all employees, both new and existing, of the accessible employment practices. This includes, but is not limited to, policies on providing job accommodations that take into account an individual employee’s accessibility needs due to disability. This will make all employees aware of how the organization will support them if they have a disability – or if they acquire a disability later in their career. Required Legislative Compliance Date: January 1st, 2016
Completion Date: December 31st, 2015
Accessible Formats and Communication Supports for Employees Upon request, whenever possible, WeMovePeople Inc. will consult with the person to determine the best method of providing the information requested and take the necessary steps to provide accessible formats and communications for the following: 1. Information needed in order to perform their job; and 2. General information that is made available to all employees in the workplace.
Required Legislative Compliance Date: January 1st, 2016
Completion Date: December 31st, 2015
Workplace Emergency Response Information
WeMovePeople Inc. 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 WeMovePeople Inc. is aware of the need for accommodation due to the employee’s disability. WeMovePeople Inc. will provide this information as soon as practicable after becoming aware of the need for accommodation.
Where the employee requires assistance, WeMovePeople Inc. will, with the consent of the employee, provide the workplace emergency response information to the person designated by WeMovePeople Inc. to provide assistance to the employee.
WeMovePeople Inc. 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. Required Legislative Compliance Date: January 1st, 2012
Completion Date: January 1st, 2012
Documented Individual Accommodation Plans
WeMovePeople Inc. will take the following steps to develop and put in place a process for developing documented Individual Accommodation Plans (IAP) and processes for employees that have been absent due to a disability:
Develop an Individual Accommodation Plan (IAP) that includes the following:
- The employee’s participation in the development of the IAP;
- Assessment on an individual basis
- Identification of accommodations to be provided;
- Timelines for the provision of accommodations;
- WeMovePeople Inc. may request an evaluation by outside medical or other expert, at our expense, to assist with determining accommodation and how to achieve accommodation;
- Steps taken to protect the privacy of the employee’s personal information;
- Frequency with which the IAP will be reviewed and updated and the manner in which it will be done;
- If denied, the reasons for denial are to be provided to the employee;
- A format that takes into account the employee’s disability needs;
- If requested, any information regarding accessible formats and communication supports provided;
- Identification of any other accommodation that is to be provided.
Required Legislative Compliance Date: January 1st, 2016
Completion Date: December 31st, 2015
Return to Work
WeMovePeople Inc. will develop a process that supports employees who have been absent due to a disability and who require related accommodations when they return to work.
The return to work process will:
- Be documented and outline the steps that will be taken to facilitate an employee’s return to work.
- Use documented individual accommodation plans.
The return to work process will not replace or override any other return to work processes created under any other law.
Required Legislative Compliance Date: January 1st, 2016
Completion Date: December 31st, 2015
Performance Management, Career Development and Advancement and Redeployment
WeMovePeople Inc. will develop processes that take into account the accessibility needs of employees with disabilities and their individual accommodation plans.
WeMovePeople Inc. will review an employee’s accommodation plan to understand the individual’s accommodation needs and determine if the plan needs adjusting to improve his or her performance on the job.
WeMovePeople Inc. will adjust the accommodation supports or update an accommodation plan,
with the employee’s participation, to meet the employee’s new role or responsibilities in the event the employee is promoted or redeployed. Required Legislative Compliance Date: January 1st, 2016
Completion Date: December 31st, 2015
Multi-Year Accessibility Plan
WeMovePeople Inc. is committed to creating an inclusive and accessible workplace and providing accessible services to all customers and clients. As per the Accessibility for Ontarians with Disabilities Act (AODA), it is our responsibility to ensure that people with disabilities have equal access to our facilities, services, and employment opportunities. This Multi-Year Accessibility Plan outlines our strategies and initiatives to identify, remove, and prevent barriers for persons with disabilities over the next several years.
Year 1:
Accessibility Training: Provide accessibility training to all employees to ensure they understand their roles and responsibilities in accommodating persons with disabilities. This will include topics such as customer service standards, accessible communication, and assistive devices.
Accessibility Policy Review: Review and update our Accessibility Policy to ensure it aligns with current legislation and best practices. This policy will be communicated to all employees and made available to the public.
Customer Service Accessibility: Implement measures to enhance accessibility in customer service, including providing accessible formats and communication support upon request, and ensuring our website and mobile applications are accessible to all users.
Physical Accessibility: Conduct an accessibility audit of our facilities to identify any physical barriers for persons with disabilities. Develop a plan to remove these barriers or provide alternative means of access where feasible.
Year 2:
Employment Accessibility: Develop and implement procedures to ensure that our recruitment, hiring, and retention practices are accessible and inclusive. This includes providing accommodations during the hiring process and making adjustments to job duties or work environments as needed.
Technology Accessibility: Ensure that all new technology procured or developed by WeMovePeople Inc. is accessible to persons with disabilities. This includes hardware, software, and digital platforms used internally and externally.
Emergency Preparedness: Develop and communicate emergency procedures that are inclusive of persons with disabilities. Ensure that evacuation routes are accessible, and provide training to employees on assisting individuals with disabilities during emergencies.
Year 3:
Feedback Mechanism: Establish a feedback mechanism for customers, clients, and employees to report accessibility issues or provide suggestions for improvement. Ensure that all feedback is promptly addressed and used to inform future accessibility initiatives.
Continuous Improvement: Regularly review and evaluate the effectiveness of our accessibility initiatives. Identify areas for improvement and adjust our strategies accordingly to ensure continuous progress towards a more inclusive and accessible environment.
Conclusion:
WeMovePeople Inc. is committed to promoting accessibility and removing barriers for persons with disabilities. This Multi-Year Accessibility Plan outlines our ongoing efforts to create a more inclusive workplace and provide accessible services to all individuals. By implementing these strategies and initiatives, we aim to enhance the experiences of persons with disabilities and contribute to a more equitable society for all.