ACCESSIBILITY POLICY

Introduction and Statement of Commitment

The Accessibility for Ontarians with Disabilities Act (“AODA”) was enacted in 2005.  It is a multi-year plan by the Ontario government to make the province’s workplaces fully accessible for person with disabilities by the year 2025.   It is considered ground-breaking legislation, so people with disabilities have more opportunities to participate in everyday life.

The Accessibility Standards for Customer Service (CSS) was the first standard introduced as part of the AODA and became law in 2008.  The Integrated Accessibility Standards Regulation (IASR) establishes regulations requiring barrier-free accessibility standards for persons with disabilities.

In accordance with the IASR, LifeLearn has created a multi-year accessibility plan that outlines the strategy that will be used to remove and prevent barriers within the workplace.  LifeLearn is committed to review the plan at least every five (5) years, unless an earlier review is required by applicable legislation.

LifeLearn is committed to treating people with disabilities in a way that allows them to maintain their dignity and independence.  We will do so by removing and preventing barriers to accessibility and meeting our accessibility requirements under the AODA.   LifeLearn believes in integration and we are committed to meeting the needs of people with disabilities in a timely manner.

Scope

This policy and all supporting resources apply to all employees, students, volunteers and other third parties who provide goods and services on behalf of the organization.

Policy

LifeLearn will continue to adhere to the Accessibility Standards for Customer Service Plan which is posted on the company website.  We will file compliance reports every three years, or as required by applicable legislation.

1.0  Training

LifeLearn ensures all employees of the organization, including all persons who participate in the development of the organization’s policies and anyone who provides good or services on behalf of the organization will receive training.

The training includes the following:

  • The purposes of the AODA and requirements of the ISAR.
  • How to interact and communicate with people who have various types of disabilities.
  • How to interact with people with disabilities who use an assistive device, have a service animal or use a support person.
  • How to learn about various assistive devices
  • What to do if a person with disabilities is having difficulty accessing LifeLearn’s goods and services
  • LifeLearn’s policies, practices and procedures relating to the integrated standards.

All new employees who join LifeLearn will receive this training during their orientation.  We will provide training to update on any changes to legislation and policies as required.

LifeLearn will keep a written record of the training provided under this section.

2.0 Information and Communication

LifeLearn will communicate with people with disabilities in ways that take into account their disability.  When asked LifeLearn will provide information about our organization and its services and public safety information in accessible formats or with communication supports.

If LifeLearn determines that the information or communication is unconvertible, LifeLearn shall provide the person requesting the information or communication an explanation as to why it is not possible and a summary of the information or communication.

2.1 Feedback

LifeLearn has adopted an accessible feedback process.   LifeLearn is committed to providing a feedback processes that are accessible to persons with disabilities.  LifeLearn will provide or arrange for the provision of an accessible format upon request.

Feedback can be provided by sending an email to Human Resources, calling Human Resources or making an appointment to meet with Human Resources.  After the information is reviewed with Senior Leadership a response will be provided within fifteen (15) days.

2.2 Accessible Formats 

LifeLearn will determine through consultation with the individual requiring accessible support, the nature of the support needed and provide a workable accessible format.

This will take place in a timely manner that takes into account the person’s accessibility needs due to disability, and at a cost that is no more than the regular charged to other persons.

2.3 Company Website

LifeLearn’s current website is almost compatible with World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0 Level A.  Currently, we are unable to add our accessibility information, and some of our features do not completely comply.   LifeLearn is launching a new website in December 2017, which will be compliant with WCAG 2.0 Level A including links to our Multi-Year Plan, Customer Service Plan and Accessibility Policy.

3.0 Employment

LifeLearn is committed to ensuring all employment practices are inclusive.

3.1 Recruitment

LifeLearn shall notify its employees and the public about the availability of accommodation for applicants with disabilities during the recruitment process.  All job postings and our career page include a statement of accommodation.

During the recruitment process, LifeLearn will notify job applicants who are selected for an interview that accommodations are available upon request for any interviews or candidate testing that is involved.

If a request for accommodation is made, the applicant will be consulted with to provide or arrange to have provided a suitable accommodation in a manner that considers the applicant’s accessibility needs.

When making offers of employment to a new LifeLearn employee, we will inform the new employee of the company’s policy for accommodating employees with disabilities.  This information will be made available in an accessible format or with communication supports as requested.

3.2 Informing Employees of Supports

LifeLearn will inform its employees of its policies used to support employees with disabilities, including the availability of job accommodations that take into account an employee’s accessibility needs due to disability.

These supports may take the form of providing specific methods of information or communication, providing accommodation for assistive devices, service animals or other supports identified by the person requiring accommodation.  This includes information that is needed by an employee to perform their job and information that is generally available to all employees in the workplace.

3.3 Return to Work and Individual Accommodation Plans

Should the leave of absence be related to an employee’s disability, LifeLearn will facilitate the employee’s return to work; and any related requirements for accommodation in a timely manner.

The process will be documented, including the steps LifeLearn will take to facilitate the return to work and accommodation.

The individual accommodation plans may include if requested, any information regarding accessible formats and communication supports and individualized workplace emergency response information.

3.4 Performance Management and Career Development

LifeLearn will take into account the accessibility needs of employees with disabilities as well as individual accommodation plans when using performance management, career development and advancement practices.

4.0  Built Environment

LifeLearn will comply with Built Environment Standards when undertaking new construction and redevelopment of public spaces.