Accessibility report
Guildcrest Building Corporation is committed to providing an accessible environment for all stakeholders, including our clients, employees, job applicants, suppliers, and any visitors who may enter our premises, access our information, or use our services.We strive to provide an accessible and welcoming environment for everyone by identifying and removing barriers in our workplace and ensuring that new barriers are not created. We are committed to meeting the needs of persons with disabilities in a timely and integrative manner that respects their dignity and independence to ensure persons with disabilities receive equal opportunities.In pursuit of this endeavour, Guildcrest Building Corporation has established accessibility policies, procedures, equipment requirements, training, and practices. We review these policies and practices annually and as organizational changes occur.Providing an accessible environment is a shared effort, and we are committed to working with the necessary parties to make accessibility for all a reality. For more detailed information on our accessibility policies, plans, and training programs, please contact Human Resources at [email protected].
Date of Last Review and Update by Human Resources: November 30, 2023
Related: Ontario Integrated Accessibility Standards Policy and Accessible Client Service Plan – Ontario
| Part I – GENERAL REQUIREMENTS | |||||
| Section | Initiative | Description | Action | Status | Compliance Date |
| 3 | Establishment of Accessibility Policies | 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.
All policies must include a statement of organizational commitment to accessibility. |
Guildcrest has an AODA policy which is reviewed regularly. | Completed and ongoing | June 2021
Updated Nov 2023 |
| 4 | Accessibility Plans | 4(1) Large organizations shall:
a) 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. b) post the accessibility plan on their website, if any, and provide the plan in an accessible format upon request. c) review and update the accessibility plan at least once every five years. |
This multi-year plan has been implemented and will be maintained.
This multi-year plan has been posted on Guildcrest’s website.
The multi-year plan will be reviewed at least once every five years. |
Completed and ongoing | June 2021
Updated Nov 2023 |
| Section | Initiative | Description | Action | Status | Compliance Date |
| 12 | Accessible Formats & Communication Supports | 12(3) Every obligated organization shall notify the public about the availability of accessible formats andcommunication
supports. |
Our AODA statement of commitment has been posted onThe Guildcrest Group’s
external websites. |
Completed and ongoing | June 2021
Updated Nov 2023 |
| 13 | Emergency Procedures, Plans or Public Safety Info | 13(1) 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, theobligated organization shall provide the information in an accessible
format or with appropriate communication supports, as soon as practicable, upon request. |
Emergency Procedures are developed and posted at each MCC project and MPI building (crisis response plan developed by MPI compliance). Procedures are not made available to the public but can be shared if required. | Completed and ongoing | June 2021
Updated Nov 2023 |
| 14 | Accessible Websites &
Web Content |
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. | Our Marketing team and Developer have been making updates to our websites as required to conform to the World Wide Web Consortium Web Content Accessibility Guidelines. Our Marketing Teams will continuously review
WCAG guidelines to be informed of updates and will continue to utilize an accessibility monitoring tool(s). |
Completed and ongoing | June 2021
Updated Nov 2023 |
| Section | Initiative | Description | Action | Status | Compliance Date |
| 25 | Informing Employees of Supports | 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 dueto disability. |
When policies are updated, all employees are notified |
Completed and ongoing | June 2021
Updated Nov 2023 |
| 26 | Accessible Formats
& Communication Supports for Employees |
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 provisionof 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. |
Any emplopyee identified with disabilities who requests support isprovided a one-on-one consultation with a HR Resource (i.e. HR, ergonomics, & Health & Safety) | Completed and ongoing | June 2021
Updated Nov 2023 |
| 27 | Workplace Emergency Response Information | 27(1) Every employer shall provide individualized workplace emergency response information to employees who have a disability, if the disabilityis such that the individualized information is necessary and the employer is aware of the need for accommodation due to the employee’s disability.
27(2) If an employee who receives |
If an employee requires accommodation / assistance/ , each employee is provided the emergency response plan information
Once an employee has been identified to require disability accommodation, we provide the information immediately |
Completed and ongoing | June 2021
Updated Nov 2023 |
| individualized workplace emergency response information requires assistance and with the employee’s consent, the employer shall providethe workplace emergency response information to the person designated by the employer to provide assistance to the employee.
27(3) Employers shall provide the information required under this section as soon as practicable after the employer becomes aware of theneed for accommodation due to the employee’s disability. (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. |
Every employee that requires an Emergency Response plan receivesone and is reviewed regularly |
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| 28 | Documented Individual AccommodationPlans | 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 |
Our current practice is that we develop a plan for all disabled employees if needed | Completed and ongoing | June 2021
Updated Nov 2023 |
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plans foremployees with disabilities. |
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29 |
Return to WorkProcess |
29(1) Every employer, other than an employer that is a small organization: (a) shall develop and have in placea 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 shall document the process. |
Desjardins insurance provides the following services for our disabilitycases that are longer than 15 weeks.
For the less than 15 weeks, the return to work process is managed with the employee’s doctor.
The plan is then given to the manager to be followed. |
Completed and ongoing |
June 2021 Updated Nov 2023 |
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30 |
Performance Management |
30(1) An employer that uses performance management in respect of its employees shall consider 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. |
Guildcrest’s Performance Management process takes into consideration and accommodates the accessibility needs of all employees with disabilities |
Completed and ongoing |
June 2021 Updated Nov 2023 |
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31 |
Career Development & Advancement |
31(1) An employer that provides career development and advancement to its employees shall consider 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. |
All employees who take part in job transfers or promotions are treated the same. |
Completed and ongoing |
June 2021 Updated Nov 2023 |
