Accessibility for Ontarians With Disabilities Act, 2005
Toronto Convention and Vistors Association (TCVA/Destination Toronto) multi-year plan for compliance with the Accessibility for Ontarians with Disabilities Act, 2005 Integrated Accessibility Standards.
Section | Initiative | Description | Action | Status | Compliance Date |
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3 | Establishment of Accessibility Policies | 3.(1) 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. All policies must include a statement of organizational commitments to accessibility. |
Policy Drafted Make Policies publicly available |
Completed | January 1, 2014 |
4.1(a) | Accessibility Plans | 4.(1) Large organizations shall, (a) establish, implement, maintain and document a multi-year accessibility plan, which outlines the organization’s strategy to prevent and remove barriers and meet its requirements under this Regulation |
Identifying barriers ; committee will meet on a regular basis | Completed | January 1, 2014 |
4.1(b) | Accessibility Plans | 4.(1) Large organizations shall, (b) post the accessibility plan on their website, if any, and provide the plan in an accessible format upon request |
Completed | Completed | January 1, 2014 |
4.1(c) | Accessibility Plans | 4.(1) Large organizations shall, (c) review and update the accessibility plan at least once every five years. |
Management will review every year | Completed | January 1, 2014 |
6 | Self-Serve Kiosks | 6.(2) Large organizations and small organizations shall have regard to the accessibility for persons with disabilities when designing, procuring or acquiring self-service kiosks. | N/A Toronto Convention & Visitors Association does not operate Self-Serve Kiosks but we will have regard for the requirement |
N/A | January 1, 2014 |
7 | Training | 7.(1) 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 organization’s policies; and (c) all other persons who provide goods, services or facilities on behalf of the organization. |
To determine method of training and number of training levels. Keep a record of this training. |
Completed | January 1, 2015 |
11 | Feedback | 11.(1) 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. | Conduct a review of all feedback process across the organization (internally and externally). Consult with all functional areas to make sure all feedback processes are captured. Determine what accessible formats and communication supports we will provide upon request Ensure staff and management are aware of the need to accommodate request |
Ongoing | January 1, 2015 |
12.1 | Accessible Formats & Communication Supports | 12.(1) Except as otherwise provided, every obligated organization shall upon request provide or arrange for the provision of accessible formats and communication supports for persons with disabilities, | Determine what accessible formats and communication we will provide to persons with disabilities upon request. | Ongoing | January 1, 2016 |
12.1(a) | Accessible Formats & Communication Supports | 12.(1) Except as otherwise provided, 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 |
Ensure these formats and supports can provide in a timely manner | Ongoing | January 1, 2016 |
12.1(b) | Accessible Formats & Communication Supports | 12.(1) Except as otherwise provided, every obligated organization shall upon request provide or arrange for the provision of accessible formats and communication supports for persons with disabilities, (b) at a cost that is no more than the regular cost charged to other persons. |
Communicate to staff and management that no additional charge is required | Ongoing | January 1, 2016 |
12.2 | Accessible Formats & Communication Supports | 12.(2) The obligated organization shall consult with the person making the request in determining the suitability of an accessible format or communication support. | Communicate to staff and management of this requirement Develop a protocol for procedures |
Ongoing | January 1, 2016 |
12.3 | Accessible Formats & Communication Supports | 12.(3) Every obligated organization shall notify the public about the availability of accessible formats and communication supports. | Will determine where the information will need to be posted | Ongoing | January 1, 2016 |
14 | Accessible Websites & Web Content | 14.(2) Designated public sector organizations and 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. | Interactive Services Team has updated websites as required to be compliant Will continuously review WCAG guidelines to be informed of changes and updates |
Completed | January 1, 2014: New internet websites and web content on those sites must conform with WCAG 2.0 Level A. January 1, 2021: All internet websites and web content must conform with WCAG 2.0 Level AA, other than, success criteria 1.2.4 Captions (Live), success criteria 1.2.5 Audio Descriptions (Pre-recorded). |
22 | Recruitment – General | 22. Every employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes. | Will determine the appropriate method and identify barriers to notify and communicate with prospective applicants that TCVA is committed to providing accommodations for persons with disabilities and we will work with applicants to meet their needs. | Ongoing | January 1, 2016 |
23 | Recruitment, Assessment or Selection Process | 23.(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 accommodations are available upon request in relation to the materials or processes to be used. (2) If a selected applicant requests an accommodation, the employer shall 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. |
Will determinate the appropriate method and identify barriers to the recruitment and selection process. Will develop guidelines for recruitment, assessment and selection process that takes into account people with disabilities and accommodation. TCVA will notify all potential applicants who are selected for assessment that accommodation will be available upon request. If accommodation is requested:
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Ongoing | January 1, 2016 |
24 | Notice to Successful Applicants | 24. Every employer shall, when making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities. | Will notify successful applicants of policies for accommodating employees with disabilities. | Ongoing | January 1, 2016 |
25.1 | Informing Employees of Supports | 25.(1) Every employer shall inform its employees of its policies used to support its employees with disabilities, including, but not limited to, policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability. | Will provide this information as soon as practicable after employment begins (i.e. during on-boarding process) Will include information in Employee Handbook. Will include in regular employee reviews of policies that is circulated annually. Will provide updated information when there is a change to policies. |
Ongoing | January 1, 2016 |
25.2 | Informing Employees of Supports | 25.(2) Employers shall provide the information required under this section to new employees as soon as practicable after they begin their employment. | Will determine when that is appropriate (see above Action regarding section 25.(1) | Ongoing | January 1, 2016 |
25.3 | Informing Employees of Supports | 25.(3)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. | See above Action regarding section 25.(1) | Ongoing | January 1, 2016 |
26.1 | Accessible Formats & Communication Supports for Employees | 26.(1) 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 the employee’s job; and (b) information that is generally available to employees in the workplace. |
Audit regular communications with employees. | Ongoing | January 1, 2016 |
26.2 | Accessible Formats & Communication Supports for Employees | 26.(2) The employer shall consult with the employee making the request in determining the suitability of an accessible format or communication support. | List what the employee will require i.e. policy communications supports that are available | Ongoing | January 1, 2016 |
27.1 | Workplace Emergency Response Information | 27.(1) 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. | Process in place | Complete | January 1, 2012 |
27.2 | Workplace Emergency Response Information | 27.(2) 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. | Process in place | Complete | January 1, 2012 |
27.3 | Workplace Emergency Response Information | 27.(3) Employers shall provide the information required under this section as soon as practicable after the employer becomes aware of the need for accommodation due to the employee’s disability. | Process in place | Complete | January 1, 2012 |
27.4 | Workplace Emergency Response Information | 27.(4) 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. |
Process in place | Complete | January 1, 2012 |
28.1 | Documented Individual Accommodation Plans | 28.(1) Employers, other than employers that are small organizations, shall develop and have in place a written process for the development of documented individual accommodation plans for employees with disabilities. | Will develop a process | Ongoing | January 1, 2016 |
28.2 | Documented Individual Accommodation Plans | 28.(2) The process for the development of documented individual accommodation plans shall include the following elements:
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Will develop a process | Ongoing | January 1, 2016 |
29.1 | Return to Work Process | 29.(1) Every employer, other than an employer that is a small organization, (a) 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; and (b)shall document the process. |
Develop and have in place a return to work process for employees absent due to disability. Will document the return to work process. The process shall outline the steps the employer will take to facilitate the return to work. Use documented individual accommodation plans as part of the process. | Ongoing | January 1, 2016 |
29.2 | Return to Work Process | 29.(2) 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 individual documented accommodation plans, as described in section 28, as part of the process. |
Identify steps how the Association will do this and determine who will be included in this process | Ongoing | January 1, 2016 |
29.3 | Return to Work Process | 29.(3) The 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. | Will create a checklist and consider other regulations or statutes | Ongoing | January 1, 2016 |
30 | Performance Management | 30.(1) 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. | Performance management means activities related to assessing and improving employee performance Will review our current process and keep in mind individual accommodation plans in mind |
Ongoing | January 1, 2016 |
31 | Career Development & Advancement | 31.(1) 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. | Develop and have in place a written process for the development of documented individual accommodation plans for employees with disabilities. The process for developing plans shall include:
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Ongoing | January 1, 2016 |
32 | Redeployment | 32.(1) 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. | Review the Association’s current process. Need to keep individual accommodation plan in mind. Will review our current process and keep in mind individual accommodation plans in mind |
Ongoing | January 1, 2016 |