At Auto-Motion Shade, our accessible customer service policies are consistent with the principles of independence, dignity, integration and equality of opportunity for people with disabilities. Our commitment is to ensure that people with disabilities are given equal access and participation.
We pledge to treat people with disabilities in a way that allows them to maintain their dignity and independence. Auto-Motion Shade believes in integration and we are determined to meet the needs of people with disabilities in a timely manner. We will do so by removing and preventing barriers to accessibility and meeting our accessibility requirements under the Accessibility for Ontarians with Disabilities Act and Ontario’s accessibility laws.
Auto-Motion Shade is committed to meeting its current and ongoing obligations under the Ontario Human Rights Code respecting non-discrimination. We fully understand that obligations under the Accessibility for Ontarians with Disabilities Act, 2005 (AODA) and its accessibility standards do not substitute or limit its obligations under the Ontario Human Rights Code or obligations to people with disabilities under any other law.
See below for our full policy.
AODA – INTEGRATED ACCESSBILITY STANDARDS
STATEMENT OF COMMITMENT
The Integrated Accessibility Standard (“IAS”) was adopted as a regulation under the Accessibility for Ontarians with Disabilities Act, 2005 (“AODA”). The IAS and AODA aligns with the Company commitment to treat all employees in a manner that respects their dignity and independence. The Company is also committed to meeting the needs of persons with a disability in a timely manner, and will do so by preventing and removing barriers to accessibility and meeting accessibility requirements in accordance with AODA. This policy will be implemented in accordance with the time frames specified by the IAS Regulation.
GENERAL PROVISIONS
Accessibility Plan
The Company will develop, maintain and document an Accessibility Plan outlining the organization’s strategy to prevent and remove barriers from its workplace and to improve opportunities for persons with disabilities.
The Accessibility Plan will be reviewed and updated at least once every five years, and will be posted on the Company’s external websites. Upon request, the Company will provide a copy of the Accessibility Plan in an accessible format.
Training Employees, Management and Volunteers
The Company will ensure that training is provided on the requirements of the accessibility standards and the Human Rights Code, consistent with the requirements outlined in the IAS regulation. Training will be provided to the following individuals:
-
All of the Company employees and volunteers;
-
All persons who participate in developing and implementing the Company policies; and All other persons who provide goods, services or facilities on behalf of the Company if applicable.
The training given will be appropriate to the duties of the employees, volunteers and management. Training includes:
-
Purpose of the Accessibility for Ontarians with Disabilities Act, 2005 and the requirements of the Customer Service Standards;
-
Our policies related to the Customer Service Standards;
-
How to interact and communicate with people with various types of disabilities;
-
How to interact with people with disabilities who use an assistive device or require the assistance of a service animal or support person;
-
How to use the equipment or devices available on-site or otherwise that may help with providing goods, services or facilities to people with disabilities;
-
What to do if a person with a disability is having difficulty accessing our organization's goods, services or facilities.
We train every person as soon as practicable after being hired and provide training in respect of any changes to the policies.
We maintain records of the training provided including the dates on which the training was provided and the number of individuals to whom it was provided.
Training will also be provided when any changes are made to the Company’s accessibility policies. The Company will keep a record of the training it provides.
INFORMATION AND COMMUNICATION STANDARDS
Feedback
The Company will ensure that its process for receiving and responding to feedback is accessible to persons with disabilities by providing, or arranging for the provision of accessible formats and communications upon request.
Accessible Formats and Communication Support
Upon request, the Company will provide or arrange for the provision of accessible formats and communication supports for persons with a disability in a timely manner, taking into account the specific accessibility needs of the person with a disability. The Company will consult with the person making the request to determine the suitability of an accessible format or communication support.
The Company will also notify the public about the availability of accessible formats and communication supports when applicable.
Accessible Websites and Web Content
The Company will ensure that its Internet websites, including web content, conform to the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) – Level A except where impracticable. The Accessibility Plan will be reviewed and updated at least once every five years, and will be posted on the company’s internal and external websites. This will be available in accessible format, upon request.
EMPLOYMENT STANDARDS
Recruitment
The Company will notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment process.
Recruitment, Assessment or Selection Process
The Company will notify job applicants when they are selected to participate further in an assessment or selection process that accommodations are available upon request.
If a selected applicant requests an accommodation, the Company will 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 a disability.
Notice to Successful Applicants
When making offers of employment, the Company will notify the successful applicant of its policies for accommodating employees with disabilities.
Informing Employees of Support
The Company will inform its employees of its policies (and any amendments or updates to these policies) used to support persons with a disability, including policies on the provision of job accommodations that take into account an employee’ s accessibility needs due to disability. This information will be provided to new employees as soon as is practicable after commencing employment.
Accessible Formats and Communication Supports for Employees
On request of the employee with a disability, the Company will consult with the employee to provide or arrange for the provision of accessible formats and communication supports for information that is needed to perform his/her job, and information that is generally available to other employees.
In determining the suitability of an accessible format or communication support, the Company will consult with the employee making the request.
Workplace Emergency Response Information
The Company will provide individualized workplace emergency response information to employees who have a disability, if the disability is such that the individualized information is necessary, and if the Company is aware of the need for accommodation due to the employee’ s disability. The Company will provide this information as soon as is practicable after becoming aware of the need for accommodation.
Where the employee requires assistance, the Company will, with the consent of the employee, provide the workplace emergency response information to a designated person to provide assistance to the employee.
The Company will review the individualized workplace emergency response information when the employee moves to a different location in the organization, when the employee’s overall accommodation needs or plans are reviewed.
Documented Individual Accommodation Plans
The Company will maintain a written process for the development of documented individual accommodation plans for employees with disabilities.
If requested, information regarding accessible formats and communication supports provided will also be including individual accommodation plans.
In addition, the individual accommodation plan will include individual workplace emergency response information and will identify any other accommodations that are to be provided.
Return to Work Process
The Company will maintain a documented return to work process for its employees who have been absent from work due to a disability and who require disability-related accommodations in order to return to work.
The return to work process will outline the steps the company will take to facilitate the return to work and will include documented individual accommodation plans as part of the return to work process.
This return to work process will not replace or override any other return to work process created by or under any other statute.
Return-to-Work Plan for Absentee Ill or Injured Employees
Introduction: Auto-Motion Shade is committed to supporting the health and well-being of our employees, including those who have been absent due to illness or injury. This return-to-work plan outlines our approach to facilitating the smooth transition of absentee ill or injured employees back into the workplace while ensuring their safety and well-being.
1. Employee Assessment:
-
The Company will conduct an assessment of the absentee ill or injured employee's current health status, including any medical restrictions or accommodations recommended by their healthcare provider.
-
We will collaborate with the employee to understand their specific needs and concerns related to returning to work.
2. Accommodation Planning:
-
The Company will work with the absentee ill or injured employee to develop a personalized accommodation plan tailored to their individual needs and abilities.
-
We will identify any modifications or accommodations required in the workplace to support the employee's safe return to work, such as ergonomic adjustments, assistive devices, or modified work duties.
3. Communication and Support:
-
The Company will maintain open and transparent communication with the absentee ill or injured employee throughout the return-to-work process.
-
We will provide ongoing support and assistance to address any questions, concerns, or challenges the employee may encounter.
4. Gradual Return-to-Work Program:
-
The Company will implement a gradual return-to-work program that allows the absentee ill or injured employee to gradually increase their hours and responsibilities over time, based on their medical clearance and capabilities.
-
We will monitor the employee's progress closely and make adjustments to their work schedule or duties as needed.
5. Workplace Accommodations:
-
The Company will ensure that the workplace environment is accessible and free from barriers that may hinder the absentee ill or injured employee's ability to perform their job duties.
-
We will make any necessary accommodations or modifications to the work environment to accommodate the employee's needs, such as providing accessible workstations or adjusting schedules.
6. Training and Support:
-
The Company will provide training and support to managers, supervisors, and coworkers on how to effectively support the absentee ill or injured employee's return to work.
-
We will educate employees about disability awareness and accommodation principles to foster a supportive and inclusive workplace culture.
7. Ongoing Monitoring and Evaluation:
-
The Company willl regularly monitor the absentee ill or injured employee's progress and adjust their accommodation plan or work duties as needed.
-
We will solicit feedback from the employee about their experience returning to work and make any necessary improvements to the return-to-work process based on their input.
Conclusion: Auto-Motion Shade is committed to facilitating the successful return to work of absentee ill or injured employees by providing personalized support, accommodation, and assistance. By implementing this return-to-work plan, we aim to create a supportive and inclusive workplace environment where all employees can thrive.