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Multi-Year Accessibility Plan and Policy

Introduction and Statement of Commitment

In 2005, the government of Ontario passed the Accessibility for Ontarians with Disabilities Act (AODA). It is the goal of the AODA to remove barriers and make Ontario a welcoming and accessible place for persons with disabilities.  It is the goal of the government of Ontario to make Ontario accessible by 2025.

As part of this legislation Eagle’s Flight, Creative Training Excellence Inc.(“Eagle’s Flight”) is required to create a multi-year accessibility plan to aid us in meeting our accessibility goals. This accessibility plan outlines the policies and actions that Eagle’s Flight will put in place to improve opportunities for people with disabilities and will also support planning for AODA compliance.

Statement of Commitment

Eagle’s Flight is committed to treating all people in a way that allows them to maintain their dignity and independence. We believe in integration and equal opportunity. 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 (AODA).

Our Goal is to Plan for and Achieve Compliance

  • Address the requirements of the Accessibility of Ontarians with Disabilities Act
  • Create a plan to come into compliance by key dates outlined in the AODA
  • Identify barriers to compliance and incorporate them into planning for barrier removal

Accessible Emergency Information

Eagle’s Flight is committed to providing the customers and clients with publicly available emergency information in an accessible way upon request.  Employees with disabilities will also be provided with individualized emergency response information when necessary.

Training

Eagle’s Flight will provide training to all employees and volunteers who deal with the public or other third parties on their behalf, and all those who are involved in the development and approvals of customer service policies, practices and procedures.  New employees and employees who commence new duties that involve interaction with the public or other third parties will undertake training as part of their orientation, if they haven’t already done so.

Eagle’s Flight will:

  • Provide training to employees, volunteers, all those who participate in developing the organization‘s policies
  • Include training to all others who provide goods or services on behalf of the organization where applicable
  • Training will cover requirements in the AODA, as well as the Ontario Human Rights Code as it relates to people with disabilities

Communication

Eagle’s Flight will communicate with customers in ways that take into account the customer’s disability.   We will consult with people with disabilities to determine their information and communication needs. 

Eagle’s Flight will:

  • Consult with website content developers to ensure ongoing compliance with website requirements for accessibility
  • Provide information and communicate in an accessible manner about goods, services or facilities to people with disabilities, on request.

Eagle’s Flight will take the following steps to ensure existing feedback processes are accessible to people with disabilities upon request and will:

  • Create a process for receiving and responding to feedback, ensure that the processes are accessible to persons with disabilities by providing or arranging for accessible formats and communications supports, upon request.

Employment

Eagle’s Flight is committed to fair and accessible employment practices.

Recruitment

We will take the following steps to notify the public and staff that, when requested, Eagle’s Flight will accommodate people with disabilities during the recruitment and assessment processes and when people are hired:

  • Investigate alternative candidate sourcing options in the recruitment process to be as inclusive as possible
  • Include in job advertisements and postings a statement letting prospective applicants know that, if they ask for them, accommodations are available to support them in applying for the job and during the interviewing and assessment process
  • If a selected applicant requests accommodation, Eagle’s Flight shall consult with the applicant to provide and arrange for suitable accommodation taking into account the applicants’ accessibility needs due to disability
  • When making an offer of employment Eagle’s Flight shall notify the applicant of its policies for accommodating employees with disabilities
  • Provide training to anyone involved in the recruitment about Eagle’s Flight management of requests for accommodation during the recruitment and selection process

Accommodation Plans and Return-to-Work policies 

Eagle’s Flight will take the following steps to develop and put in place a process for developing individual accommodation plans and return-to-work policies for employees that have been absent due to a disability. Eagle’s Flight will:

  • Develop and have in place a written process for the development of documented individual accommodation plans for employees with disabilities
  • Consult with third party benefits provider to create a comprehensive and detailed return to work program supporting employees returning to work to a job after a disability-related leave of absence.
  • Inform existing employees of plans and policies used to support employees with disabilities using a variety of methods
  • For all new employees inform them of plans and policies as soon as possible after they begin employment
  • Provide updated information to employees whenever there is a change to existing policies on the provision of job accommodations
  • If required by an employee with a disability, Eagle’s Flight must consult with the employee to determine the most appropriate accessible formats or communication supports required

Career and Performance Management

We will take the following steps to ensure the accessibility needs of employees with disabilities needs are taken into account if Eagle’s Fight is using performance management, career development and redeployment processes. Eagle’s Flight will:

  • Ensure that barriers are identified and that removal of barriers is planned and implemented
  • Review and consider individual accommodation plans or accessibility needs when managing employee performance
  • Determine if the format and location of the performance management meeting are accessible
  • Ensure that managers review employee accommodation plans prior to performance management sessions, to ensure that all relevant accommodations are implemented and taken into account in the assessment and discussion of performance
  • Take into account accessibility needs of employees with disabilities and individual accommodation plans when providing career development and advancement to employees with disabilities
  • Take into account accessibility needs of employees with disabilities when redeploying employees to other departments or jobs within the organization
  • Ensure management of any employee who has moved to a new position due to redeployment is aware of any individual accommodation plans

Service Animals & Support Persons

Eagle’s Flight is committed to the accessibility of goods and services to our customer and clients. We will take the following steps to ensure the following accommodations:

  • Allow a person accompanied by a service animal to enter premises
  • Allow a person requiring a support person for necessary protection of health and safety to be accompanied by the support person on premises to the extent the public or third parties have access to such premises
  • Provide advance notice of any fees or amounts payable in respect of support persons’ presence on the premises

Other Barriers

Eagle’s Flight will take the following steps to prevent and remove other accessibility barriers as they are identified:

  • Formal and informal feedback will be collected by the Human Resources/ Health and Safety Committee and members of management; we will use this feedback to inform priorities for multi-year accessibility plans.

Design of Public Spaces

Eagle’s Flight will meet the Accessibility Standards for the Design of Public Spaces when building or making major modifications to public spaces. Public spaces include:

  • Outdoor public eating areas like picnic or built lunch break areas
  • Outdoor paths of travel, like sidewalks, ramps, stairs, curb ramps, and rest areas
  • Accessible off street parking
  • Waiting areas

Service Disruptions

Eagle’s Flight will put the following procedures in place to prevent service disruptions to its accessible parts of its public spaces.

  • In the event of a service disruption, we will notify the public of the service disruption and alternatives available.

For more information

For more information on this accessibility plan, please contact Human Resources at: 

Eagle’s Flight Phone: (519) 767-1747
Human Resources Department           Toll Free: (800) 567-8079
489 Clair Rd W.       Fax: (519) 767-2902
Guelph, ON N1L 0H7 Email: comesoarwithus@eaglesflight.com 

 

Accessible formats of this document are available upon request

Timelines for the Multi-Year Accessibility Plan

2013

Item

Details

Who is Responsible

Due Date

Status

Compliance Reports

File with Ontario government accessibility compliance report

HR

September

Complete

Statement

Plan and Policy with statement of commitment to be posted on internal website. Confirm how the organization will achieve compliance with the law, notify employees of the plan and policy.

HR

December 31, 2013

Complete

Plan

“Multi-year Plan” for compliance to be reviewed and updated every 5 years

HR

December 31, 2013

Complete

Communicate

Share accessibility plan and policies with employees.

HR

December 31, 2013

Complete

2014

Item

Details

Who is Responsible

Due Date

Status

Statement

Plan and Policy with statement of commitment to be posted on external website.

HR & Marketing

January 2014

Complete

Employment Compliance:

Recruitment, interviewing, assessing and notifying applicants. Development of Policy and Procedure. Update existing Policy.

HR

September 2014

Complete

 

Training Communications – accessible formats and communication to support employees with differing abilities

HR

September 2014

Complete

 

Emergency Procedures and response information

HR

September 2014

Complete

 

Accommodation and return to work policy (work with 3rd party benefits). Need documented individual accommodation plans and processes for people returning to work. Will need to have a process of written documented individual accommodation and a plan for each employee with disabilities and/or need for accommodation.

HR

September 2014

Complete

 

Performance Management

HR

September 2014

Complete

 

Career Development and advancement

HR

September 2014

Complete

 

Redeployment

HR

September 2014

Complete

Training

Training all employees on integrated standard & human rights code.

HR

December 31, 2014

On going

 

New Hire training on integrated standards and Human rights code.

HR

December 31, 2014

Ongoing

 

2015 and beyond

Item

Details

Who is Responsible

Due Date

Status

Enhance AODA Awareness

Enhance AODA and accessibility awareness. Revise processes for provision of alternate formats of communication and information

HR

 

On going

Web Compliance

Work with web developer to ensure compliance to the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG)

All websites and content must conform with WCAG 2.0, Level AA by January 1, 2021

HR and Marketing

2021

Complete