This plan is established in order to maintain compliance under the Accessibility for Ontarians with Disabilities Act, 2005 and Ontario Regulation 191/11. This plan will be used to implement and maintain Hunt Club Nissan (the "Dealership") strategy to prevent and remove barriers. This plan will be reviewed and updated at least once every five years.
Requirements
Section | Initiative | Description | Action | 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. |
Seek Management approval. |
January 1, 2014 |
4 |
Accessibility Plans |
4.(1) Large organizations shall, |
Seek Management approval. |
January 1, 2014 |
7 |
Training |
7.(1) Every obligated organization shall ensure that training is provided on the requirements of the accessibility standards referred to in this Regulation and on the Human Rights Code as it pertains to persons with disabilities to, |
To determine method of training and training levels. |
January 1, 2015 |
11 |
Feedback |
11.(1) Every obligated organization that has processes for receiving and responding to feedback shall ensure that the processes are accessible to persons with disabilities by providing or arranging for accessible formats and communications supports, upon request. |
Determine what accessible formats and communication supports we will provide upon request. |
January 1, 2015 |
12 |
Accessible Formats & Communication Supports |
12.(1) Except as otherwise provided, every obligated organization shall upon request provide or arrange for the provision of accessible formats and communication supports for persons with disabilities, |
Determine what accessible formats and communication supports we will provide to persons with disabilities upon request. |
January 1, 2016 |
12 |
12.(2) The obligated organization shall consult with the person making the request in determining the suitability of an accessible format or communication support. |
Communicate to staff and management of this requirement through training. Requests directed to Human Resources. |
January 1, 2016 |
|
12 |
12.(3) Every obligated organization shall notify the public about the availability of accessible formats and communication supports. |
Post on website (included in Policy). |
January 1, 2016 |
|
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. |
Continuously review WCAG guidelines to be informed of changes and updates. |
January 1, 2014
· success criteria 1.2.5 Audio Descriptions (Pre-recorded). |
22 |
Recruitment - |
22. Every employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes. |
Include a statement in job posting stating our commitment in providing accommodations for persons with disabilities. |
January 1, 2016 |
23 |
Recruitment, Assessment or Selection Process |
23.(1) 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. |
Notify applicants (telephone, email, letter, etc.) based on required accommodations advised. |
January 1, 2016 |
24 |
Notice to Successful Applicants |
24. Every employer shall, when making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities. |
Put statement in hire letter/agreement. |
January 1, 2016 |
25 |
Informing Employees of Supports |
25.(1) 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. |
Circulate policy, training, and staff announcements. |
|
25 |
25.(2) Employers shall provide the information required under this section to new employees as soon as practical after they begin their employment. |
Upon hire. |
January 1, 2016 |
|
25 |
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. |
See 25 (1). |
January 1, 2016 |
|
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, |
January 1, 2016 |
|
26 |
26.2. The employer shall consult with the employee making the request in determining the suitability of an accessible format or communication support. |
List what the employee will require - i.e. policy, communication supports that are available (accessible PDFs, large print, etc.). |
January 1, 2016 |
|
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. |
Process ongoing. |
January 1, 2012 |
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. |
Part of the process with employee's consent. |
January 1, 2012 |
|
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. |
Part of process. |
January 1, 2012 |
|
27 |
(4) Every employer shall review the individualized workplace emergency response information, |
Part of process. |
January 1, 2012 |
|
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. |
Process ongoing. |
January 1, 2016 |
28 |
28 (2) The process for the development of documented individual accommodation plans shall include the following elements: |
Process ongoing. |
January 1, 2016 |
|
29 |
Return to Work Process |
29.(1) Every employer, other than an employer that is a small organization, |
Process ongoing. |
January 1, 2016 |
29 |
29. (2) The return to work process shall, |
Process ongoing. |
January 1, 2016 |
|
30 |
Performance Management |
30.(1) 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. |
Review current process keeping individual accommodation plan in mind. |
January 1, 2016 |
31 |
Career Development & Advancement |
31.(1) 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. |
Review current process keeping individual accommodation plan in mind. |
January 1, 2016 |
32 |
Redeployment |
32.(1) 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. |
Review current process keeping individual accommodation plan in mind. |
January 1, 2016 |
Make new or redeveloped public spaces accessible:
|
Ongoing |
January 1, 2017 |
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File an Accessibility Compliance Report every three years |
Ongoing |
December 31, 2017 |