The Accessibility for Ontarians with Disabilities Act, 2005 calls on us to make Ontario accessible by breaking down barriers for people with disabilities. Accessibility standards are the rules that businesses and organizations in Ontario must follow to identify, remove and prevent barriers to accessibility in the following areas:
- Customer Service
- Information and Communications
- Public Transportation
- Built Environment
Staffworks’ accessibility plan outlines the policies and actions that the business will put in place to improve opportunities for people with disabilities.
Statement of Commitment
Staffworks believes in equal opportunity and is committed to treating all people with dignity and respect. We believe that by preventing and removing accessibility barriers, we can provide timely services to people in a manner that protects their integrity and independence. We are committed to meeting accessibility requirements under the Accessibility for Ontarians with Disabilities Act (AODA).
Accessible Emergency Information
Staffworks is committed to providing our candidates, clients, and others with publicly available emergency information in an accessible way upon request. Upon placement of employees with disabilities, we will collaborate with our clients to provide employees individualized emergency response information, specific to the employer’s workplace, as necessary.
Staffworks will provide training to both internal and temporary employees on the AODA and on the Ontario Human Rights Code as it relates to people with disabilities. Staffworks will take the following steps to ensure employees are provided with the training needed to meet Ontario’s accessibility laws:
- Identify staff to be trained based on their duties and contract length (for temporary employees).
- Provide training in various formats to meet individual and organizational needs.
- Provide training on an ongoing basis, and when new employees are hired.
- Maintain a record of employees who have been trained, and when.
Information & Communications
Staffworks is committed to meeting the communications needs of people with disabilities. We will consult with people with disabilities to determine their information and communications needs.
Staffworks will take the following steps to ensure new websites/content confirms with WCAG 2.0, Level A effective January 2021:
- Any new website created, or planned redesigns, will conform to WCAG 2.0 Level A guidelines.
- All material posted on our website after January 2021, will conform with WCAG 2.0 Level A guidelines.
Staffworks will take the following steps to ensure existing feedback processes are accessible to people with disabilities upon request, by June 1 2020:
- Ensure that the business has the ability to receive and respond in different formats such as letter, email, and telephone; and make those formats accessible.
- Develop internal templates, procedures, and resources to facilitate responses.
- Respond promptly to those who ask for information in accessible formats.
Staffworks will take the following steps to make sure all publicly available information is made accessible upon request by January 1, 2021:
- Review existing communication methods to ensure there are no barriers for people with disabilities.
- Review material formats to ensure accessibility.
- Determine the need for new and/or alternative formats to ensure accessibility, and that the business has the capability to make information available in accessible formats upon request.
- Develop internal protocols to ensure promptness in meeting these requests.
- Provide notice to the public of this capability by posting it in our office, on our website and in employment postings.
Staffworks is committed to fair and accessible employment practices. We will take the following steps to notify the public and staff that, when requested, Staffworks will accommodate people with disabilities during the recruitment, assessment, and hiring process by January 1, 2020:
- Append all Job Postings with appropriate notification that accommodation will be arranged upon request, in simple language.
- Provide applicants with flexible interview formats based on their individual needs
- Provide applicants with accommodation information in all job postings.
- Communicate the Staffworks’ policy on accommodation for employees with disabilities via the Employee Handbook (in development).
Individualized Workplace Emergency Response Information
Staffworks will establish processes to ensure employees and candidates with disabilities are safe while visiting or working in the office. Employees and candidates with disabilities who have identified themselves, and where it has been determined they may need assistance during an emergency, will be provided with individual emergency response information. With permission, this information will be shared with anyone who has been designated to help them during an emergency. We will provide this information as soon as practicable after we become aware of the need for accommodation due to an employee’s disability.
We will review the individualized workplace emergency response information:
- When the employee moves to a different location in the organization;
- When the employee’s overall accommodations needs or plans are reviewed; and
- When Staffworks reviews its general emergency response policies.
Staffworks will take the following steps to create a process for developing individual accommodation plans and return to work policies for internal employees that have been absent due to disability, by January 1, 2020:
- Prepare an outline of necessary factors that must be considered (.e. required medical information, abilities and limitations, prognosis, etc.).
- Methods to involve employees in the development of their plan, and the assessment of their accommodation needs.
- Protect the privacy of employees’ personal information.
- Provide plans in accessible formats.
- Review and update plans with employees.
Staffworks will take the following steps to develop a process to ensure the accessibility needs of internal employees with disabilities are taken into account during performance management, career management and redeployment activities, by January 1, 2021:
- Build on existing accommodation plans for internal
employees with disabilities:
- regularly review accommodation needs to see if adjustments are required;
- make performance management documents available in accessible formats (i.e. large print) when asked;
- provide feedback and coaching to employees in a way that is accessible to them (i.e. plain language, etc);
- Career development opportunities for internal employees should take into account accommodation needs to ensure they can learn new skills and/or take on more responsibility.
Please direct any questions, concerns, or feedback on our Accessibility Policy and our Multi-Year Accessibility Plan to: Mila Guidorizzi at email@example.com.