Accessibility report

Date of Last Review and Update by Human Resources: June 14^th 2021

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

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

PART II – INFORMATION AND COMMUNICATIONS STANDARDS

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 and communication supports.

Our AODA statement of commitment has been posted on The Guildcrest Group’s external websites.

Completed and ongoing

June 2021

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, the obligated 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

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

PART III – EMPLOYMENT STANDARDS

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 due to disability.

When policies are updated,  all employees are notified

Completed and ongoing

June 2021

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 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.

All employees identified with disabilities who requests support is provided a one-on-one consultation  with a HR Resource (i.e. HR, ergonomics, & Health & Safety)

Completed and ongoing

June 2021

27

Workplace Emergency Response Information

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.

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.

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.

(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.

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

Every employee that requires an Emergency Response plan receives one and is reviewed regularly

Completed and ongoing

June 2021

28

Documented Individual Accommodation Plans

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.

Our current practice is that we develop a plan for all disabled employees if needed

Completed and ongoing

June 2021

29

Return to Work Process

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 shall document the process.

Desjardins insurance provides the following services for our disability cases 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

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

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