Accessibility Plan and Policies

SCOPE

This Plan defines DSEL’s commitment and policy to meet the accessibility requirements of people in Ontario with disabilities in accordance with the Accessibility for Ontarians with Disabilities Act.

This Plan applies to employees, volunteers, agents and contractors that work directly for DSEL in Ontario.  This Plan applies to the provision of goods and services at premises owned or operated by DSEL as well as interactions with employees and customers in any format in Ontario. 

DEFINITIONS

AODA: Accessibility for Ontarians with Disabilities Act

Barrier: anything that prevents a person with a disability from fully participating in one or more aspects of society, including a physical barrier, an architectural barrier, information or communications barrier, attitudinal barrier, technological barrier, policy or practice.

Disability:
(a) any degree of physical disability, infirmity, malformation or disfigurement that is caused by bodily injury, birth defect or illness and, without limiting the generality of the foregoing, includes diabetes mellitus, epilepsy, a brain injury, any degree of paralysis, amputation, lack of physical co-ordination, blindness or visual impediment, deafness or hearing impediment, muteness or speech impediment, or physical reliance on a guide dog or other animal or on a wheelchair or other remedial appliance or device,
(b) a condition of mental impairment or a developmental disability,
(c) a learning disability, or a dysfunction in one or more of the processes involved in understanding or using symbols or spoken language,
(d) a mental disorder, or
(e) an injury or disability for which benefits were claimed or received under the insurance plan established under the
Workplace Safety and Insurance Act, 1997.

PLAN

1.0 Organizational Commitment
DSEL is committed to:
• providing its goods and services in a manner that respects the dignity and independence of persons with disabilities, and
• ensuring that every employee and customer receives equitable treatment with respect to employment and services, and receives accommodation where required, in accordance with the provisions of the
Human Rights Code and the AODA and its Regulations. 

We are committed to meeting the needs of people 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.

2.0 Accessible Customer Service Plan
DSEL is committed to serving all customers, including people with disabilities, in a manner that respects their dignity and independence and provides equal opportunity to those with disabilities to obtain, use and benefit from our goods and services.  The details of this commitment are described in DSEL’s Customer Service Policy Statement which is made available to the public through the DSEL website.

3.0 Accessible Emergency Information
Emergency procedures, plans or public safety information, that are publicly available, shall be provided in an accessible format or with appropriate communication supports, upon request, as soon as practicable.

4.0 Training
Training will be provided to employees, volunteers and other staff members on Ontario’s accessibility laws and on the
Human Rights Code as it relates to people with disabilities. Training will be provided in a way that best suits the duties of employees, volunteers, and other staff members.

5.0 Information and Communications
DSEL is committed to meeting the communication needs of people with disabilities. We will consult with people with disabilities to determine their information and communication needs and will work towards making our communications more accessible.

DSEL will ensure that all new websites and content on those sites conform with WCAG 2.0, Level A. David Schaeffer will ensure that all websites and content conform with WCAG 2.0, Level AA by January 1, 2021.

DSEL will ensure that existing feedback processes are accessible to people with disabilities.

DSEL will ensure that all publically available information is made accessible upon request by January 1, 2016.

6.0 Employment

DSEL is committed to fair and accessible employment practices.

Recruitment
DSEL will notify its employees and the public about the availability of accommodation for applicants with disabilities in all phases of the recruitment and assessment process by including a statement to this effect in all Ontario job postings.

If a selected applicant requests an accommodation, DSEL 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.

When making an offer of employment, DSEL will notify the successful applicant of its policies for accommodating employees with disabilities with a statement to this effect in all letters of offer for Ontario based jobs.

Informing Employees of Supports
DSEL will inform employees of its policies to support those with disabilities and consult with employees where accommodation of a disability is requested.

Accessible Formats and Communications Supports for Employees
DSEL will provide communication supports and accessible formats to employees who need assistance in accessing information required to perform their job duties.  The company will consult with the employee making the request to determine the suitability of an accessible format or communication support.

Workplace Emergency Response Information
DSEL will provide individualized workplace emergency response information to employees who have a disability, if their disability is such that the individualized information is necessary and that DSEL has been made aware of the need for accommodation.

Individualized workplace emergency response information will be reviewed when an employee moves to a different location in the organization, when the employee’s overall accommodation needs or plans are reviewed and when DSEL reviews its general emergency response policies.

Accommodation Plans
DSEL will have a written process for the development of documented individual accommodation plans for employees with disabilities that meets the requirements of the AODA.

Return to Work Process
DSEL will have a documented process for employees who have been absent from work due to a disability and require disability-related accommodations in order to return to work, and which meets the requirements of the
AODA.

Performance Management
Managers and supervisors will take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when administering the Performance Management Process.

Career Development, Advancement and Redeployment
Managers and supervisors will take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when carrying out career development, advancement or redeployment.

7.0 Design of Public Spaces
DSEL will meet the Accessibility Standards for the Design of Public Spaces when building or
making major modifications to public spaces as required by the
AODA.

Service Disruptions
In the event of a planned or unexpected disruption to services or facilities for customers with disabilities, we will notify customers promptly. This posted notice will include information about the reason for the disruption, its anticipated length of time, and a description of alternative facilities or services, if available.  The notice will be placed at all public entrances and service counters of our affected premises that are open to the public. 

Review and Modifications to Plan

DSEL is committed to developing policies that respect and promote the dignity and independence of people with disabilities. This Plan will be reviewed and updated as required every 5 years.

This Plan will be made publically available and in accessible formats upon request.