Bailey Nelson
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Accessibility


Bailey Nelson Inc.

ACCESSIBILITY POLICY

INTEGRATED ACCESSIBILITY STANDARDS

ACCESSIBILITY NOTICES

Statement of Commitment

Bailey Nelson Inc. (the “Company”) is committed to meeting the accessibility 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, 2005 (the “AODA”).  In that regard, the Company has established this accessibility policy (the “Policy”) and an Accessibility Standards for Customer Service Policy to meet its obligations under Regulation 191/11, “Integrated Accessibility Standards” (the “Regulation”) under the AODA.

The Company’s vision for accessibility is that people with disabilities, visible or invisible, are given the same opportunity as others to obtain and benefit from services offered by the Company.  The Company’s goal is to make reasonable efforts to provide services in such a way that the key principles of independence, dignity, integration, and equality of opportunity for persons with disabilities are respected.

Application

This Policy applies to all employees, volunteers, and agents of the Company who interact with the Company’s current and prospective employees, volunteers, agents, customers, clients, suppliers, and any other users of the Company’s goods and services.  This Policy is available to the public and will be provided in an accessible format upon request.

Multi-year Accessibility Plan

The Company is not currently required to develop a multi-year accessibility plan, as it does not have 50 employees in Ontario at this time.  If the Company reaches the threshold of 50 employees in Ontario, it will develop a multi-year accessibility plan in accordance with the Regulation.

 

Training

The Company will ensure that training is provided as required by the Regulation to all employees and volunteers, and all persons who participate in developing the Company’s policies, on the requirements of the accessibility standards referred to in the Regulation and in respect of the Human Rights Code as it pertains to persons with disabilities.  Training will be provided as soon as practicable.  If any changes are made to this Policy or the requirements, training will be provided to include those changes.  The Company will ensure that others that provide goods, services, or facilities on behalf of the Company have had training.

 

Information and Communications Standard

Feedback Processes

The Company will ensure that its processes for receiving and responding to feedback are accessible to persons with disabilities by providing or arranging for the provision of accessible formats and with communication supports upon request.  The Company will notify the public about the availability of accessible formats and communication supports.

Accessible Formats and Communication Supports

The Company will, upon request, provide or arrange for accessible formats and communication supports for persons with disabilities in accordance with the Regulation as follows:

 

   i.     In a timely manner that takes into account the person’s accessibility needs due to a disability;

  ii.     At a cost that is no more than the regular cost charged to other persons; and

   iii.     In consultation with the person making the request to determine suitability of an accessible format or communication support.

The Company will notify the public about the availability of accessible formats and communication supports.

 

Unconvertible Information or Communications

 

If the Company determines that information or communications are unconvertible, the Company will provide the person requesting the information or communication with,

 

(a) an explanation as to why the information or communications are unconvertible; and

(b) a summary of the unconvertible information or communications.

Information or communications are unconvertible if,

 

(a) it is not technically feasible to convert the information or communications; or

(b) the technology to convert the information or communications is not readily available.

Emergency Information

If the Company prepares emergency procedures, plans or public safety information and makes the information available to the public, the Company will provide the information in an accessible format or with appropriate communication supports, as soon as practicable, upon request.

 

Website Accessibility

 

The website accessibility requirements in the Regulation do not presently apply to the Company.  If the Company reaches the threshold of 50 employees in Ontario, where practicable, and to the extent required by the Regulation, the Company will make any new internet website and web content on those sites conform with the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0 initially at Level A and increasing to Level AA.  If the Company reaches the 50 employee threshold, by January 1, 2021 all internet website and web content backdated to 2012 will conform with WCAG 2.0 Level AA.

AODA Employment Standards

The Company will comply with the requirements of the Employment Standards in the Regulation.  The Employment Standards apply in respect of employees, and not volunteers or other non-paid individuals.

Recruitment

The Company will notify employees and the public about the availability of accommodations for applicants and employees with disabilities as follows:

i. In its recruitment processes

ii.     During the recruitment process, when job applicants are individually selected 

to participate in an assessment or selection process; and

 iii.     When making offers of employment to a successful applicant.  The successful 

applicant will also be notified of the Company’s policies for accommodating 

employees with disabilities.

If a selected applicant requests an accommodation, the Company 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.

Employee Notification

The Company shall inform its employees of its policies used to support 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 a disability.  Such information will be provided as follows:

 

i.     To new employees as soon as practicable after they begin their employment; and

   ii.     To existing 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 a disability.

Accessible Formats and Communication Supports

Upon request by an employee with a disability, the Company will consult with the employee to provide or arrange for the provision of accessible formats and communication supports for:

 

i.     Information that is needed in order to perform the employee’s job; and

 ii.     Information that is generally available to employees in the workplace.

The Company will consult with the employee making the request in determining the suitability of an accessible format or communication support.

 

Individual Accommodation Plans (IAP)

The Company is not currently required by the Regulation to have a written individual accommodation plan process in place. However, the Company is committed to accommodating its employees with disabilities who require accommodation, to the point of undue hardship, and in accordance with the Ontario Human Rights Code.  If the Company reaches the 50 employee threshold set by the Regulation, the Company will develop and have in place a written process for developing documented individual accommodation plans for employees with disabilities. 

 

Return to Work

The Company is not currently required to have a written return to work process in place. The Company is, however, committed to eliminating barriers in accessibility, accommodation, and return to work processes.  If the Company reaches the 50 employee threshold established by the Regulation, it will have in place a return to work process for employees who have been absent from work due to a disability and require disability-related accommodation in order to return to work.  Such processes will outline the steps that the Company will take to facilitate the return to work and include an individual accommodation plan. 

Performance Management, Career Development and Advancement and Redeployment

Performance management processes related to assessing and improving employee performance, productivity, and effectiveness will take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans.

 

The Company will 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.  Career development and advancement includes providing additional responsibilities within an employee’s current position, the movement of an employee from one job to another which may provide greater responsibility and/or compensation, and/or which places the employee at a higher level in the Company, or any combination of these.

 

If the Company needs to reassign employees to other departments or jobs within the Company as a result of job elimination, the Company will take into account the accessibility needs of employees with disabilities as well as individual accommodation plans.

Workplace Emergency Response Information

The Company 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 the Company is aware of the need for accommodation due to the employee’s disability.  If the employee who receives individual workplace emergency response information requires assistance, and with the employee’s consent, the Company shall provide the workplace emergency information to a person designated by the Company to provide assistance to the employee.

 

This will be done as soon as practicable after the Company becomes aware of the need for accommodation due to the employee’s disability.

The Company will review the individualized workplace emergency response information when the employee moves to a different location in the Company, when overall accommodations needs or plans are reviewed, and when the Company reviews its general emergency response policies.

Design of Public Spaces

To the extent it is required to do so by the Regulation, the Company will meet the Accessibility Standards for the Design of Public Spaces when building or redeveloping public spaces.  Public spaces include, but are not limited to, outdoor public eating areas, outdoor paths of travel, accessible off-street parking, and service-related elements such as counters and waiting areas.

Posting/Availability

This Policy is available to the public and will be provided in an accessible format upon request.

Questions

If anyone has questions about this Policy or requires this information in an accessible format, please contact aoda@baileynelson.com