Integrated Accessibility Standards

Integrated Accessibility Standards Policy

Information, Communication and Employment


Purpose

The Accessibility for Ontarians with Disabilities Act, 2005 (AODA) is provincial legislation that ensures accessibility for people with disabilities with respect to goods, services, facilities, accommodation, employment, buildings, structures and premises. 
 
The Integrated Accessibility Standards contained within the AODA establishes accessibility standards specific to ensuring that communication and employment practices are inclusive of all individuals, taking into account people’s accessibility needs due to disability.
 
Statement of Organizational Commitment
 
Cornerstone is committed to providing an accessible and inclusive environment for all individuals. We will meet the needs of people with disabilities in a timely manner, which respects dignity and independence. As an employer, Cornerstone will ensure that we provide equal access to employment opportunities and a workplace that accommodates the needs of all our employees.
 
Definitions 
 
(1) Communication Supports – (as reflected in Ontario Regulation 191/11) May include, but not limited to, captioning, alternative and augmentative communication, plain language, sign language, and other supports that facilitate effective communication.
 
(2) Information – (as reflected in Ontario Regulation 191/11) Includes data, facts and knowledge that exists in any format, including text, audio, digital or images, and that conveys meaning.
 
(3) Web Content and Accessibility Guidelines – Refers to the World Wide Web Consortium Recommendation, 2008 entitled “Web Content Accessibility Guidelines (WCAG) 2.0”.
 
(4) Accessible Formats – (as reflected in Ontario Regulation 191/11) May include, but not limited to, large print, recorded audio and electronic formats, Braille and other formats usable by people with disabilities.
 
(5) Performance Management – Activities related to assessing and improving employee performance, productivity and effectiveness, with the goal of facilitating employee success.
 
(6) Career Development – Providing additional responsibilities within an employee’s current position or the movement of the employee from one job to another that may be higher in pay, provide greater responsibility and/or be at a higher level in the organization. 
 
(7) Redeployment – The reassignment of an employee to another department or job within the organization as an alternative to a layoff when a particular job or department has been eliminated by the organization.
 
General Requirements
 
Accessibility Plan 
Cornerstone has established, implemented and is maintaining a multi-year accessibility plan outlining our strategy to prevent and remove barriers for people with disabilities. This multi-year accessibility plan is posted on our website and will be made available in an accessible format, upon request. 
 
Cornerstone’s multi-year accessibility plan will be reviewed and updated at least once every five years.
 
Training
All Cornerstone Employees receive training with regard to the requirements of the Integrated Accessibility Standards and the Ontario Human Rights Code as it pertains to people with disabilities.
 
Training is provided by the Human Resources department and is available in multiple formats including face to face classroom training and a Power Point module. Other formats will be made available upon request.
 
Information and Communication Standards
 
Accessible Formats and Communication Supports 
Cornerstone has notified the public, via our website, about the availability of accessible formats and communication supports for people with disabilities. 
 
Upon request, we will arrange to provide accessible formats and communication supports to people with disabilities in a timely manner while taking into account the person’s accessibility needs. 
 
We will consult with the person making the request to determine the suitability of an accessible format or communication support and ensure that there is no cost to the person making the request above the regular cost charged to other people.
 
Feedback 
Cornerstone will ensure that the process for receiving and responding to feedback is accessible to people with disabilities by providing or arranging for the provision of accessible formats and communication supports, upon request.
 
Accessible Websites and Web Content 
Cornerstone will ensure that our website and web content conforms to the standards as outlined in the Worldwide Web Consortium’s “Web Content Accessibility Guidelines (WCAG) 2.0”.

Employment Standards
 
Workplace Emergency Response Information 
Cornerstone will provide individualized workplace emergency response information to Employees who have a disability, provided that Cornerstone has been made aware of the need for accommodation due to the Employee’s disability. 
 
The workplace emergency response information will be reviewed and updated if the Employee moves to a different location in the office, if there is a change in the Employee’s accommodation needs, or if Cornerstone’s general workplace emergency response information is being reviewed. 
 
Recruitment 
Cornerstone observes the following procedures when recruiting for a new position:
 
(1) We notify Employees and the public about the availability of accommodation for applicants with disabilities in the recruitment process.
 
(2) We notify job applicants when selected to participate in the recruitment process that accommodation is available in relation to materials and/or processes that will be used.
 
(3) We will consult with the job applicant, upon request, to arrange for suitable accommodation that takes into account the person’s accessibility needs.
 
(4) We notify successful applicants of Cornerstone’s policies for accommodating Employees with disabilities. Updated information will be provided to Employees whenever there is a change to existing policies on job accommodations.
 
Accessible Formats and Communication Supports for Employees 
Cornerstone will provide accessible formats and /or communication supports to Employees, upon request, to ensure they are able to perform the duties of their job. 
 
Cornerstone will also provide accessible formats and/or communication supports, upon request, for any information that is generally available to Employees in the workplace. 
 
Cornerstone will consult with the Employee to ensure the accessible formats and/or communication supports provided are appropriate and meet their needs.
 
Individual Accommodation Plans 
Cornerstone has a written process in place for the development of documented Individual Accommodation Plans for Employees with disabilities. For more information on our Accommodation Policy, please see page 27 of Cornerstone’s Employee Handbook.
 
Return to Work Process 
Cornerstone has a documented return to work process in place for Employees who have been absent from work due to a disability and require accommodation to return to work.
 
Performance Management, Career Development and Redeployment 
Cornerstone will take into account the accessibility needs of Employees with disabilities and individual accommodation plans during the performance management process, when providing career development and advancement opportunities and when considering the redeployment of Employees with disabilities.
 
Availability of Documents
This policy and any other documents deemed as relevant to the Integrated Accessibility Standards will be made available upon making a request to the Cornerstone Human Resources Department. These documents will be provided in a format that takes into account a person’s disability upon request.