| 2020 |
| Accessibility Report | File an Accessibility Compliance Report. | Filing to be done by deadline. |
| 2017 |
| Accessibility Report | File an Accessibility Compliance Report. | Filing to be done by deadline. |
| Design of Public Spaces | Make new or redeveloped public spaces accessible. | Will incorporate accessibility when building new, or modifying existing public spaces. |
| 2016 |
| Accessible Formats/ Communication Supports for the Public and Employees | Provide or arrange for the provision of accessible formats upon request in a timely manner and at a cost that is no more than the regular cost charged to other persons. In addition, providing accessible formats to employees when requested. | Accessible formats and communication supports are available upon request. |
| Employment Practices Accessible | Ensuring all employment practices are accessible. | All employment practices have been made accessible. |
| Recruitment | Every employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes. | AODA disclaimer incorporated into job postings. |
| Recruitment, Assessment or Selection Process | During the recruitment process, an employer shall notify applicants when they are individually selected to participate in an assessment or selection process and that accommodations are available upon request in relation to the materials or processes being used. | Notify applicants that accommodations are available upon request via email. |
| Notice to Successful Applicants | When making an offer of employment, every employer shall notify successful applicants of its policies for accommodating employees with disabilities. | AODA disclaimer incorporated into offer of employment. |
| Informing Employees of Supports | Informing employees of policies used to support its employees with disabilities. Employers shall provide this information to new employees as soon as practicable after they begin employment. In addition to providing updated information to its employees whenever there is a change to existing policies. | We will incorporate the policies into the employee handbook. New employees are given the handbook during their orientation and it is reviewed with HR at that time.
Informing new and existing employees when changes are made to current policies, or when new policies are developed. |
| Documented Individual Accommodation Plans | Develop and have in place a written process for the development of documented Individual Accommodation Plans for employees with disabilities. | Process in place for employees that require Individualized Accommodation Plans. |
| Return to Work Process | Develop and have in place a written 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. Process is documented at all times. | Return to Work process is in place, and any revisions made will be communicated to new/existing employees. |
| Redeployment | Employers who use redeployment shall take into account the accessibility needs of its employees with disabilities, as well as individual accommodation plans, when redeploying employees with disabilities. | During redeployment, we shall take into account the needs of the employee with the disability, along with their individual accommodation plan. |
| 2015 |
| Training | Train all staff on Ontario's accessibility laws, and on the Human Rights Code as it pertains to persons with disabilities. | Trained all employees and instructors that provide goods and services on behalf of the company. We will ensure that all new employees are trained as well. |
| Feedback | Ensure that processes for receiving and responding to feedback are accessible to persons with disabilities by providing or arranging accessible formats and communication supports, upon request. | Feedback processes are accessible on our corporate website through a Feedback Form. Additional contact information is provided as well. |
| 2014 |
| Accessibility Report | File an Accessibility Compliance Report. | Filed Accessibility Report. |
| Establishment of Policies | Develop, implement and maintain policies governing how the company achieves or will achieve accessibility through meeting its requirements under the accessibility standards. | Policies are posted on the corporate website, in additional to an internal portal for staff. |
| Accessibility Plans | Establish, implement, maintain and document a multi-year accessibility plan.
- post accessibility plan on their website
- review and update the accessibility plan at least once every five years | Multi-Year Plan has been created/ posted on the corporate website. |
| Accessible Website and Web Content | Comply with all guidelines in the WCAG 2.0 Level A. | Corporate website is in compliance with all WCAG 2.0 Level A guidelines.
Next steps are to ensure the corporate website is in compliance with all WCAG 2.0 Level AA guidelines. |
| Accessible Self-Serve Kiosks | Consider accessibility when purchasing or designing self-serve kiosks and/or any interactive electronic terminals. | When installing self-serve kiosks all accessibility compliance standards will be met as required. |
| 2012 |
| Accessibility Customer Service | Provide accessible customer service. | All training was administered and documented. |
| Accessible Information | Provide publicly available emergency information and public safety information in an accessible fornat when requested. | Accessible formats available upon request in regards to emergency/ public safety information, feedback processes for employees/ the public, employee information, and other public information. |
| Accessible Information for Employees | Provide accessible and customized emergency information to an employee upon request or when you become aware an employee may need accommodation in an emergency. | Documents are posted up on the bulletin boards, and copies are given to all new employees during orientation. Accessible formats available upon request by an employee. |