Multi-Year Accessibility Plan

General Conditions

Status

Action Plan

In Progress

Ongoing

Complete

Establishment of Accessibility Policies

Develop, implement, and maintain policies governing how
FIRST Canada will achieve accessibility.

Accessibility Plans

Establish, implement, maintain and document a Multi-year
Accessibility Plan

Post the accessibility plan on our website

Provide the plan in an accessible format upon request

Review and update the accessibility plan at least every 5 years

Self-Serve Kiosks

Have regard to accessibility for persons with disabilities when designing, procuring or acquiring self-service kiosks.

FIRST Canada will consider accessibility requirements if
procuring units

Training

Ensure that training is provided on the requirements of the accessibility standards referred to in the IASR and on the Human Rights Code as it pertains to persons with disabilities

Information and Communication Standards

Status

Action Plan

In Progress

Ongoing

Complete

Feedback

Make feedback process available to people with disabilities in accessible formats or with appropriate communication supports, on request.

Accessible Formats and Communication Supports

To be accessible to people with disabilities, organizations must be able to provide and to receive information and communications in an accessible manner

Emergency Procedures, Plans or Public Safety Information

Provide upon request, any emergency procedures, plans or public safety information that is publically available

Accessible Websites and Web Content

FIRST Canada website and web content are to conform with the World Wide Web Consortium (W3C) Web Content Accessibility Guidelines (WCAG) 2.0 – Level AA (excluding success criteria 1.2.4 and 1.2.5 as outlined in the Act)

FIRST Canada is in the process of updating its website, once completed FIRST Canada will meet the criteria set forth in the regulation

Employment Standard

Status

Action Plan

In Progress

Ongoing

Complete

Recruitment

Every employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes.

Recruitment, Assessment Or Selection Process

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.

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.

Notice to Successful Applicants

Every employer shall, when making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities.

Informing Employees of Supports

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.

Employers shall provide the information required under this section to new employees as soon as practicable after they begin their employment.

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.

Accessible Formats and Communication Supports For Employees

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

The employer shall consult with the employee making the request in determining the suitability of an accessible format or communication support.

27. Workplace Emergency Response Information

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

Documented Individual Accommodation Plans

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.

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

Performance Management

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.

Career Development and Advancement

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.

Redeployment

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.

Ontario Regulation 429/07

Status

Action Plan

In Progress

Ongoing

Complete

Use of service animals and support persons

If a person with a disability is accompanied by a guide dog or other service animal, the provider of goods or services shall ensure that the person is permitted to enter the premises with the animal and to keep the animal with him or her unless the animal is otherwise excluded by law from the premises.

If a person with a disability is accompanied by a support person, the provider of goods or services shall ensure that both persons are permitted to enter the premises together and that the person with a disability is not prevented from having access to the support person while on the premises.

Notice of temporary disruptions

Provide reasonable advance notice of facility or service disruptions that client’s with disabilities rely on to access FIRST Canada’s products or services.