Integrated Accessibility Standards
The following policy has been established by Ashbury College to govern the provision of services with Regulation 191/11, “Integrated Accessibility Standards” (“Regulation”), under the Accessibility for Ontarians with Disabilities Act (the “Act”), 2005.
These standards are developed to break down barriers and increase accessibility for persons with disabilities in the areas of information and communications and employment.
Ashbury College is governed by this policy as well as the Accessibility Standards for Customer Service Policy and the Act in meeting the accessibility needs of persons with disabilities.
This policy applies to all Ashbury College employees, program volunteers, and Board members For a definition of what constitutes a disability under the Act or to view the Act, please click here.
Ashbury College is committed to treating all people in a way that allows them to maintain their dignity and independence. We believe in integration and equal opportunity. We are committed to meeting the needs of persons with disabilities in a timely manner and will do so by preventing and removing barriers to accessibility and meeting accessibility requirements under the Act.
This policy will be implemented in accordance with the time frames established by the Regulation, and identified in the College’s Accessibility Plan.
Ashbury College will develop, maintain and document an Accessibility Plan outlining the school’s strategy to prevent and remove barriers from its workplace and to improve opportunities for persons with disabilities.
The intention is to review and update the Accessibility Plan at least once every five years, or as may be required from time to time due to changes in Ashbury College’s legal obligations or further to amendments to applicable legislation. It will be posted on the school’s website. Upon request, Ashbury College will provide a copy of the Accessibility Plan in an accessible format.
Training Employees and Volunteers
Ashbury College will ensure that training is provided on the requirements of the accessibility standards referred to in the Regulation and continue to provide training on the Human Rights Code as it pertains to persons with disabilities, to:
- all its employees and volunteers;
- all persons who participate in developing Ashbury College’s policies; and,
- all other persons who provide goods, services or facilities on behalf of the company.
The training will be appropriate to the duties of the employees, volunteers and other persons.
Employees and volunteers will be trained when changes are made to the accessibility policy. New employees and volunteers will be trained as soon as is practicable.
Ashbury College will keep a record of the training it provides.
INFORMATION AND COMMUNICATIONS STANDARDS
Ashbury College will continue to 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 supports, upon request.
Accessible Formats and Communication Supports
Upon request, Ashbury College will provide or will arrange for the provision of accessible formats and communication supports for persons with disabilities in a timely manner that takes into account the person’s accessibility needs due to disability.
Ashbury College will consult with the person making the request in determining the suitability of an accessible format or communication support.
Ashbury College will also notify the public about the availability of accessible formats and communication supports.
Accessible Websites and Web Content
Ashbury College will ensure that our Internet websites, including web content, conform to the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0, at Level AA, in accordance with the timeframes established by the Regulation, except where this is impracticable.
Ashbury College 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
Ashbury College will notify job applicants in writing or other method of communication where supported, when they are individually selected to participate further 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, Ashbury College 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 disability.
Notice to Successful Applicants
When making offers of employment, Ashbury College will notify the successful applicant of its policies for accommodating employees with disabilities, as part of its employment offer.
Informing Employees of Supports
Ashbury College will continue to inform its employees of its policies (and any updates to those policies) used to support employees with disabilities, including policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability. This information is provided to new employees through their onboarding process.
Accessible Formats and Communication Supports for Employees
Upon the request of an employee with a disability, Ashbury College 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 their job, and information that is generally available to other employees.
In determining the suitability of an accessible format or communication support, Ashbury College will consult with the employee making the request.
Workplace Emergency Response Information
Ashbury College 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 Ashbury College is aware of the need for accommodation due to the employee’s disability. Ashbury College will provide this information as soon as practicable after becoming aware of the need for accommodation.
Where the employee requires assistance, Ashbury College will, with the consent of the employee, provide the workplace emergency response information to the person designated by Ashbury College to provide assistance to the employee.
Ashbury College will review the individualized workplace emergency response information when the employee moves to a different location in the organization, when the employee’s overall accommodations needs or plans are reviewed.
Documented Individual Accommodation Plans
Ashbury College will maintain a written process for the development of documented individual accommodation plans for employees with disabilities.
If requested, information regarding accessible formats and communications supports provided will also be included in individual accommodation plans.
In addition, the plans will include individualized workplace emergency response information (where required), and will identify any other accommodation that is to be provided.
Return to Work Process
Ashbury College maintains 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 to return to work.
The return to work process outlines the steps Ashbury College will take to facilitate the return to work and will include documented individual accommodation plans as part of the process.
This return to work process will not replace or override any other return to work process created by or under any other statute (ie. the Workplace Safety Insurance Act, 1997).
Performance Management, Career Development and Advancement & Redeployment
Ashbury College will take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when conducting performance management, providing career development and advancement to employees, or when redeploying employees.
Questions About This Policy
This policy has been developed to break down barriers and to increase accessibility for persons with disabilities in the areas of information and communications and employment. If anyone has a question about the policy, or if the purpose of a policy is not understood, an explanation will be provided by:
Director of Human Resources
tel. 613.749.9630 ext. 364