This 2014-21 accessibility plan outlines the policies and actions that OnPath plans to put in place to improve opportunities for people with disabilities.

Statement of Commitment

OnPath 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.

Accessible Emergency Information

OnPath is committed to providing the customers and clients with publicly available emergency information in an accessible way upon request. We will also provide employees with disabilities with individualized emergency response information when necessary.

Training

OnPath will provide training to employees, volunteers and other staff members on Ontario’s accessibility laws and on the Human Rights Code as it relates to people with disabilities. Training will be provided in a way that best suits the duties of employees, volunteers and other staff members.

OnPath will take the following steps to ensure employees are provided with the training needed to meet Ontario’s accessibility laws by January 1, 2015:

  • All OnPath employees will undergo parts of the Integrated Accessibility Standards Regulation (IASR) training relevant to their role and responsibilities
  • Current employees will undergo IASR training that is most suitable and timely, based on their position and availability
  • All newly hired employees of OnPath will undergo IASR training as part of their orientation

Information and Communications

OnPath is committed to meeting the communication needs of people with disabilities. As required, we will consult with people with disabilities to determine their information and communication needs.

OnPath will take the following steps to make all new websites and content on those sites conform with WCAG 2.0, Level A by January 1, 2014:

  • Any major revisions to the OnPath website will conform with WCAG 2.0, Level A
  • Any websites that OnPath creates and/or revises for its clients will conform with WCAG 2.0, Level A
  • OnPath will ensure that any employees and/or third parties developing, designing and/or revising the OnPath website are knowledgeable in WCAG 2.0, Level A, in order to ensure compliance
  • Where required, OnPath will ensure training is provided to employees who are not sufficiently knowledgeable with WCAG 2.0, Level A

OnPath will take the following steps to ensure existing feedback processes are accessible to people with disabilities upon request by January 1, 2015:

  • OnPath has created an email address, aoda@onpath.com, which has been posted on the OnPath website
  • A direct phone number will be listed on the OnPath website to the employee who is responsible for AODA compliance

OnPath will take the following steps to make sure all publicly available information is made accessible upon request by January 1, 2016:

  • OnPath has created an email address, aoda@onpath.com, which will be posted on the OnPath website
  • A direct phone number will be listed on the OnPath website to the designated employee who is responsible for AODA compliance

OnPath will take the following steps to make all websites and content conform with WCAG 2.0, Level AA by January 1, 2021:

  • Any major revisions to the OnPath website will conform with WCAG 2.0, Level AA
  • Any websites that OnPath creates and/or revises for its clients will conform with WCAG 2.0, Level AA
  • OnPath will ensure that any employees developing, designing and/or revising websites are knowledgeable in WCAG 2.0, Level AA, in order to ensure compliance
  • Where required, OnPath will ensure training is provided to employees who are not sufficiently knowledgeable with WCAG 2.0, Level AA

Employment

OnPath is committed to fair and accessible employment practices.

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

  • All email correspondence with potential employees during the recruitment process will contain the phrase: “OnPath is committed to providing accessible employment practices that are in compliance with the Accessibility for Ontarians with Disabilities Act (‘AODA’). If you require accommodation during any stage of the recruitment process, please do not hesitate to contact me.” OnPath will promptly respond to all requests and grant any reasonable accommodation to the point of undue hardship.
  • The OnPath careers page will contain the phrase: “OnPath is committed to providing accessible employment practices that are in compliance with the Accessibility for Ontarians with Disabilities Act (‘AODA’). If you require accommodation during any stage of the recruitment process, please do not hesitate to contact us at aoda@onpath.com or 613 842 7498.” OnPath will promptly respond to all requests and grant any reasonable accommodation to the point of undue hardship.
  • During orientation, all new employees will be given an opportunity to self-disclose any disabilities and any reasonable accommodation will be granted to the point of undue hardship.

OnPath will take the following steps to develop and put in place a process for developing Individual Accommodation Plans (IAP) and return-to-work policies for employees that have been absent due to a disability:

  • OnPath will develop a return-to-work policy and program, and will make it available for all employees to review.
  • The IAP will be taken into consideration for all return-to-work programs

OnPath will take the following steps to ensure the accessibility needs of employees with disabilities are taken into account if OnPath is using performance management, career development and redeployment processes:

  • OnPath will prepare a document outlining the process to ensure IAP is taken into consideration during performance management, career development and redeployment
  • We will incorporate this document into OnPath’s corporate policy

OnPath will take the following steps to prevent and remove other accessibility barriers identified:

  • OnPath will respond in a timely manner, to all requests and inquiries made to Human Resources related to potential accessibility barriers
  • OnPath will develop a formal procedure to reasonably address other accessibility barriers not already addressed in this multi-year accessibility plan

Design of Public Spaces

OnPath will meet the Accessibility Standards for the Design of Public Spaces when building or making major modifications to public spaces that are owned by OnPath. Public spaces include:

  • Recreational trails/beach access routes
  • Outdoor public eating areas like rest stops or picnic areas
  • Outdoor play spaces, like playgrounds in provincial parks and local communities
  • Outdoor paths of travel, like sidewalks, ramps, stairs, curb ramps, rest areas and accessible pedestrian signals
  • Accessible off street parking
  • Service-related elements like service counters, fixed queuing lines and waiting areas

In the event of a service disruption to its accessible parts of its public spaces, OnPath will notify the public of the service disruption and alternatives available via our website and appropriate signage in the affected public space.

For more information

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

  • Phone: 613 842 7498
  • Email: aoda@onpath.com

Accessible formats of this document are available for free upon request.

 

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