Integrated Accessibility Standards
Accessibility for Ontarians with Disabilities Act, 2005
Part I - General Requirements
|PART I||General Requirements|
|3.1||Every obligated organization shall develop, implement and maintain policies governing how the organization achieves or will achieve accessibility through meeting its requirements under the accessibility standards referred to in this Regulation.||Completed||June 21, 2022||1) 2012/2013: Review draft with Senior Management for approval
2) 2013: Revised statement of organizational commitment
3) January 1, 2014: Revised accessibility policies and ensured the documents are available publicly
|3.2||Obligated organizations, other than small organizations, shall include a statement of organizational commitment to meet the accessibility needs of persons with disabilities in a timely manner in their policies.||Completed||June 21, 2022||See 3.1 Actions.|
|3.3||Prepare one or more written documents describing its policies; and make the documents publicly available, and shall provide them in an accessible format upon request.||Completed||June 21, 2022||See 3.1 Actions.|
|4.1||Establish, implement, maintain and document a multi-year accessibility plan, which outlines the organization's strategy to prevent and remove barriers and meet its requirements under this Regulation;||Completed||June 21, 2022||2012 to 2013: Attended workshop, started drafting plan- Identify and Review barriers by dealership|
|4.1||Post the accessibility plan on their website, if any, and provide the plan in an accessible format upon request; and||Completed||June 21, 2022||b) posted upon approval|
|4.1||Review and update the accessibility plan at least once every five years.||Revised May 1, 2018||June 21, 2022||Revised May 1, 2018|
|6||Large organizations and small organizations shall have regard to the accessibility for persons with disabilities when designing, procuring or acquiring self-service kiosks.||Ongoing||June 21, 2022||The Company uses banking machines which are in compliance. Any new purchases need to comply with the accessibility requirements. Going forward the company will consider what accessibility features they could build-into their kiosks.|
|7.1||Every obligated organization shall ensure that training is provided on the requirements of the accessibility standards referred to in this Regulation and on the Human Rights Code as it pertains to persons with disabilities to, (a) all employees, and volunteers; b) all persons who participate in developing the organization's policies; and (c) all other persons who provide goods, services or facilities on behalf of the organization.||Completed||June 21, 2022||January 1, 2015:
Policy consistent with training requirements.
Method of training for management and employees is on-line videos.
One training program.
2015 onwards: All new employees attend mandatory orientation where they are trained on the requirements in the IASR and on the disability-related obligations under the Code Record of orientation attendance is kept along with test scores and dates of training.
|7.2||The training on the requirements of the accessibility standards and on the Human Rights Code referred to in subsection (1) shall be appropriate to the duties of the employees, volunteers and other persons.||Completed||June 21, 2022||See 7.1 Actions.|
|7.3||Every person referred to in subsection 1) shall be trained as soon as practicable.||Completed||June 21, 2022||See 7.1 Actions.|
|7.4||Every obligated organization shall provide training in respect of any changes to the policies described in section 3 on an ongoing basis.||Ongoing||June 21, 2022||See 7.1 Actions.|
|7.5||The Government of Ontario, the Legislative Assembly, every designated public sector organization and every large organization shall keep a record of the training provided under this section, including the dates on which the training is provided and the number of individuals to whom it is provided.||Completed||June 21, 2022||See 7.1 Actions.|
|8||Small organizations are exempted from the requirement to file accessibility reports under section 14 of the Act with respect to the accessibility standards in this Regulation.||N/A||June 21, 2022||Performance is required to file accessibility reports outlining the organizations' progress towards becoming accessible for people with disabilities. Last report submitted: June 30, 2021.|
Part II - Information and Communications Standards
|PART II||Information and Communications Standards|
|11||Every obligated organization that has processes for receiving and responding to feedback shall ensure that the processes are accessible to persons with disabilities by providing or arranging for accessible formats and communications supports, upon request.||Completed||June 21, 2022||January 1, 2015:
Review of feedback processes in company, both internally and externally.
Determine what accessible formats we can make available by request.
Ensure managers/staff are aware of accommodation by request (through training).
Developed a customer service feedback process and form.
|12.1||Except as otherwise provided, every obligated organization shall upon request provide or arrange for the provision of accessible formats and communication supports for persons with disabilities, a) in a timely manner that takes into account the person's accessibility needs due to disability; and b) at a cost that is no more than the regular cost charged to other persons.||Ongoing / As Needed||June 21, 2022||On or before January 1, 2016:
1) Determine what accessible formats we will make available by request (PDF, Word, reading) both internally and externally
Determine what the timely manner is for each alternate format, for those not available immediately, will communicate back within how long (24 hours)? Yes we can, or no we can't, but can provide alternative formats.
2) Communicate to staff through training
Protocol when accommodation cannot be met (alternate accommodation)
3) Post signs at reception, on website, intranet, printed materials
|12.2||The obligated organization shall consult with the person making the request in determining the suitability of an accessible format or communication support.||Ongoing / As Needed||June 21, 2022||See 12.1 Actions.|
|12.3||Every obligated organization shall notify the public about the availability of accessible formats and communication supports.||Reviewing||June 21, 2022||See 12.1 Actions.|
|13||In addition to its obligations under section 12, if an obligated organization prepares emergency procedures, plans or public safety information and makes the information available to the public, the obligated organization shall provide the information in an accessible format or with appropriate communication supports, as soon as practicable, upon request.||Ongoing / As Needed||June 21, 2022||January 1, 2012:
Included in Emergency Response Plan
|14.2||Designated public sector organizations and large organizations shall make their internet websites and web content conform with the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG)2.0, initially at Level A and increasing to Level AA, and shall do so in accordance with the schedule set out in this section.||Reviewing||June 21, 2022||Review with Marketing Department who oversees company website.
Sent initial information to Marketing Department.
Utilize accessibility checker to verify.
January 1, 2014:
New internet websites and web content on those sites must conform with WCAG 2.0 Level A.
January 1, 2021:
All internet websites and web content must conform with WCAG 2.0 Level AA, other than,
success criteria 1.2.4 Captions (Live)
success criteria 1.2.5 Audio Descriptions (Pre-recorded).
June 30, 2021
Part III - Employment Standard
|PART III||Employment Standard|
|22||Every employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes.||Completed||June 21, 2022||Completed by Jan 1, 2016
Added to job postings
|23.1||During a recruitment process, an employer shall notify job applicants, when they are individually selected to participate in an assessment or selection process, that accommodations are available upon request in relation to the materials or processes to be used.||Completed||June 21, 2022||Completed by Jan 1, 2016
2018: added to telephone screening
|23.2||If a selected applicant requests an accommodation, the employer shall 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.||Ongoing / As Needed||June 21, 2022|
|24||Every employer shall, when making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities.||Completed||June 21, 2022||Completed by Jan 1, 2016
2019: Included in the Docusign email sent with contract.
2020: added to revised employment agreements/contracts for review & approval by senior management.
|25.1||Every employer shall inform its employees of its policies used to support its 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 disability.||Completed||June 21, 2022||Completed on or before Jan 1, 2016:
1) Develop and train managers on interviewing checklist
Circulating policy to all employees - through email, intranet, HR Bulletin Boards, added to New Hire Package
Training of employees
2) Build in to Orientation program
|25.2||EEmployers shall provide the information required under this section to new employees as soon as practicable after they begin their employment.||Completed||June 21, 2022||See 25.1 Actions.|
|25.3||Employers shall provide updated information to its 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 disability.||Ongoing / As Needed||June 21, 2022||See 25.1 Actions.|
|26.1||In addition to its obligations under section 12, where an employee with a disability so requests it, every employer shall consult with the employee to provide or arrange for the provision of accessible formats and communication supports for, a) information that is needed in order to perform the employee's job; and b) information that is generally available to employees in the workplace.||Ongoing / As Needed||June 21, 2022||Completed on or before Jan 1, 2016:
Review format of Job Descriptions, SOP, MSDS sheets, New Hire Forms, other information staff is required to have to do their job - what is available and how is it available.
Be open to accommodations.
Create process, including HR department.
Developed accomodation process.
|26.2||The employer shall consult with the employee making the request in determining the suitability of an accessible format or communication support.||Ongoing / As Needed||June 21, 2022||See 26.1 Actions.|
|27.1||"Every employer shall 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 employer is aware of the need for accommodation due to the employee's disability.||Ongoing / As Needed||June 21, 2022||January 1, 2012:
In Emergency Response Plan
Developed accessibiliy process for emergency response plan.
|27.2||If an employee who receives individualized workplace emergency response information requires assistance and with the employee's consent, the employer shall provide the workplace emergency response information to the person designated by the employer to provide assistance to the employee.||Ongoing / As Needed||June 21, 2022||See 27.1 Actions.|
|27.3||Employers shall provide the information required under this section as soon as practicable after the employer becomes aware of the need for accommodation due to the employee's disability.||Ongoing / As Needed||June 21, 2022||See 27.1 Actions.|
|27.4||Every employer shall review the individualized workplace emergency response information (a) when the employee moves to a different location in the organization; (b) when the employee's overall accommodations needs or plans are reviewed; and (c) when the employer reviews its general emergency response policies.||Ongoing / As Needed||June 21, 2022||See 27.1 Actions.|
|28.1||Employers, other than employers that are small organizations, shall develop and have in place a written process for the development of documented individual accommodation plans for employees with disabilities.||Completed||June 21, 2022||Completed January 1, 2016|
|28.2||The process for the development of documented individual accommodation plans shall include the following elements:
1. The manner in which an employee requesting accommodation can participate in the development of the individual accommodation plan.
2. The means by which the employee is assessed on an individual basis.
3. The manner in which the employer can request an evaluation by an outside medical or other expert, at the employer's expense, to assist the employer in determining if accommodation can be achieved and, if so, how accommodation can be achieved.
4. The manner in which the employee can request the participation of a representative from their bargaining agent, where the employee is represented by a bargaining agent, or other representative from the workplace, where the employee is not represented by a bargaining agent, in the development of the accommodation plan.
5. The steps taken to protect the privacy of the employee's personal information.
6. The frequency with which the individual accommodation plan will be reviewed and updated and the manner in which it will be done.
7. If an individual accommodation plan is denied, the manner in which the reasons for the denial will be provided to the employee.
8. The means of providing the individual accommodation plan in a format that takes into account the employee's accessibility needs due to disability. O. Reg. 191/11, s. 28 (2).
|Completed||June 21, 2022||Internal written process reviewed/revised in 2019.
Employee Handbook Accommodation Polciy - updated 2020
|(3) Individual accommodation plans shall,
(a) if requested, include any information regarding accessible formats and communications supports provided, as described in section 26;
(b) if required, include individualized workplace emergency response information, as described in section 27; and
(c) identify any other accommodation that is to be provided. O. Reg. 191/11, s. 28 (3).
|Ongoing / As Needed||June 21, 2022||Ongoing, in force January 1, 2016|
|29.1||Every employer, other than an employer that is a small organization, a) shall develop and have in place a return to work process for its employees who have been absent from work due to a disability and require disability-related accommodations in order to return to work; and b) shall document the process.||Completed||June 21, 2022||January 1, 2016
|29.2||The return to work process shall, a) outline the steps the employer will take to facilitate the return to work of employees who were absent because their disability required them to be away from work; and b) use individual documented accommodation plans, as described in section 28, as part of the process.||Completed||June 21, 2022||See 29.1 Actions.|
|29.3||The return to work process referenced in this section does not replace or override any other return to work process created by or under any other statute.||Completed||June 21, 2022||See 29.1 Actions.|
|30.1||An employer that uses performance management in respect of its employees shall take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when using its performance management process in respect of employees with disabilities.||Ongoing||June 21, 2022||January 1, 2016|
|31.1||An employer that provides career development and advancement to its employees shall 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 with disabilities.||Ongoing||June 21, 2022||See 30.1 Actions.|
|32.1||An employer that uses redeployment shall take into account the accessibility needs of its employees with disabilities, as well as individual accommodation plans, when redeploying employees with disabilities.||Ongoing||June 21, 2022||See 30.1 Actions.|
Effective Date: January 1, 2014
Revision Date: December 2014
Revision Date: January 2015
Revision Date: May 1, 2018
Revision Date: December 19, 2019
Revision Date: March 1, 2020
Revision Date: June 21, 2022