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Accessibility for ontarians with disability act mgmt review
- 1. Accessibility for Ontarians with Disabilities Act Manager / Supervisor Update June 2014
- 2. Objective: • Brief overview of AODA • High level summary of the 5 standard • What Celestica Toronto has implemented • Key dates and initiatives • Questions
- 3. Terminology: • Disability • Barrier • Customer
- 4. AODA – Passed in 2005, the Accessibility for Ontarians with Disability Act: • Applies to all organizations and businesses in Ontario; • Standards – Based 5 Standards: 1) Customer Service 2) Employment 3) Information and Communications 4) Transportation 5) Built Environment • Compliance based on mandated reporting • Stiff fines and penalties for non-compliance – Ministry of Economic Development, trade, and Development. Integrated Accessibility Standards Regulation
- 5. The 5 Standards: 1) Customer Service: Provide accessible customer service. - Create plans and Procedures that: • Considers a person’s disability when communicating with them • Allows assistive devices such as wheelchairs, walkers and oxygen tanks • Allows service animals • Welcomes support persons • Lets customers know when accessible services aren’t available • Invites customers to provide feedback - Train Staff on Acceptable Customer Service - Document the plan and procedures - Report our progress to the Ministry. 2) Employment Standard: Make our employment practices and workplaces more accessible to people with disabilities • Developing and documenting individual accommodation plans for employees with disabilities. • Recruitment, assessment and selection and informing employees of supports • Accessible formats and communication supports • Workplace emergency response information • Facilitating return to work • Performance management, redeployment and career development and advancement
- 6. 3) Information and Communications: Make our information accessible for people with disabilities. • Websites and web content accessible according to the World Wide Web Consortium’s Web Content Accessibility Guidelines (WCAG) 2.0. • Make feedback processes accessible by providing accessible formats and communications supports when requested. • Make public emergency information accessible when requested. 4) Transportation: Make it easier for everyone to travel in Ontario. • Applies to organizations that charge customers for transporting them. 5) Built Environment: Focus on removing barriers in two areas public spaces and buildings. The standard for the design of public spaces only applies to new construction and major changes to existing features: (effective date: January 1, 2015) • Outdoor paths of travel, like sidewalks, ramps, stairs, curb ramps, rest areas and accessible pedestrian signals • Accessible parking (on and off street) • Access to all Storey’s Within a Building – Elevators • Visual Fire Safety Devices • Washrooms
- 7. Update on Celestica Toronto and AODA Requirements: Our organization has met the following requirements. Exempt requirement for Jan 2014, no significant changes or refresh to current website
- 8. Key dates and Initiatives:
- 9. Questions
Notes de l'éditeur
- Before we proceed to the next slide there a few definitions we should review. Definitions : • Disability: The restriction in a person’s functional capacity that results from an impairment, i.e. functional limitations. Some common disabilities include Developmental/Intellectual, Hearing, Learning, Mental Health, Physical/Mobility, and Visual. • Barrier: Anything that prevents a person with a disability from fully participating in all aspects of society because of his or her disability, including a physical barrier, an architectural barrier, an information or communications barrier, an attitudinal barrier, a technology barrier or a policy or practice. Customer: Anyone outside your organization that comes in contact with an employee in the organization. (extends to visitors and contractors)
- • In 2005, the Accessibility for Ontarians with Disabilities Act (AODA) was passed. The overall goal is an accessible Ontario by 2025. • Both large organizations (50 or more employees) and small organizations (1 to 49 employees) are subject to the Employment Standard and the entire regulation. AODA contains Accessibility Standards passed as part of the Regulations of the Act These 5 standards are- 1) Customer Service: provide equal access to customer service 2) Employment: create equal opportunities for all employees (The Employment Standard applies to paid employment and will help employers make their employment practices and workplaces more accessible to potential and existing employees with disabilities) 3) Information and Communications: provide accessible information for everyone 4) Transportation: make it easier for people to travel 5) Built Environment: remove barriers in buildings and outdoor spaces Items 2 to 5 are part of the Integrated Accessibility Standards Regulation (IASR) – review on the next slide How does AODA differ from our Ontario Human Rights code? AODA is a compliance based on mandated reporting, while OHR is complaint based reporting. For organizations that persist in not meeting their obligations of AODA, the government has the power to conduct inspections, assign monetary penalties and prosecute through the courts. The Licence Appeal Tribunal will hear appeals from organizations on compliance matters. The tribunal will not hear complaints from individuals. A person who feels that their human rights have not been met will still need to direct their complaints to the Human Rights Tribunal of Ontario
- The 5 Standards: Customer Service: Accessible customer service is not about ramps or automatic door openers. It’s about understanding that people with disabilities may have different needs. 2. Employment Standard: Applies to paid employment and will help employers make their employment practices and workplaces more accessible to people with disabilities. This standard builds upon existing requirements under the Ontario Human Rights Code and applies to these human resource activities: Developing and documenting individual accommodation plans for employees with disabilities Recruitment, assessment and selection and informing employees of supports Accessible formats and communication supports Workplace emergency response information Facilitating return to work Performance management, redeployment and career development and advancement
- 3) Information and Communications: Make our information accessible for people with disabilities. Websites and web content accessible according to the World Wide Web Consortium’s Web Content Accessibility Guidelines (WCAG) 2.0. Make feedback processes accessible by providing accessible formats and communications supports when requested. Make public emergency information accessible when requested. Transportation: Does not apply to our site.
- Customer Service Standard by December 31, 2012 Accessibility Standards for Customer service complete and report submitted. Completed training of employees who are in contact with customers. Workplace emergency response information completed. Individualized emergency response plan completed. Policy and Multi-Year Plan completed and report submitted. External website refresh in 2015.
- Training: We must provide training on: • the IASR requirements that apply to our organization’s business, and what you have to do under the Ontario Human Rights Code (related to disabilities). We must provide the training to: • all employees and volunteers, including paid and unpaid positions • anyone who is involved in developing our organization’s policies, including managers, senior leaders, directors and owners, and anyone who provides goods, services or facilities on your behalf, such as facilities management and contact centres. Training formats: You can provide the training in many ways. For example, you could: • make a separate training program • include it as part of an orientation session or staff meeting, or • incorporate it into your overall training program. You can use handouts or presentations at sessions or staff meetings, or offer online training modules. Timing: You need to provide ongoing training about the requirements. For example, when new employees start or when your accessibility policies change, you should provide training as soon as possible. Training Records: All organizations — except private sector and non-profit organizations with 1-49 employees — must also keep a record of the number of people who are trained and when.