Advertisement

Accessibility for Ontarians With Disabilities Act, 2005

TCVA multi-year plan for compliance with the Accessibility for Ontarians with Disabilities Act, 2005 Integrated Accessibility Standards.
SectionInitiativeDescriptionActionStatusCompliance Date
3Establishment of Accessibility Policies3.(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.

All policies must include a statement of organizational commitments to accessibility.
Policy Drafted

Make Policies publicly available
CompletedJanuary 1, 2014
4.1(a)Accessibility Plans4.(1) Large organizations shall,

(a) establish, implement, maintain and document a multi-year accessibility plan, which outlines the organization’s strategy to prevent and remove barriers and meet its requirements under this Regulation
Identifying barriers ; committee will meet on a regular basisCompletedJanuary 1, 2014
4.1(b)Accessibility Plans4.(1) Large organizations shall,
(b) post the accessibility plan on their website, if any, and provide the plan in an accessible format upon request
CompletedCompletedJanuary 1, 2014
4.1(c)Accessibility Plans4.(1) Large organizations shall,

(c) review and update the accessibility plan at least once every five years.
Management will review every yearCompletedJanuary 1, 2014
6Self-Serve Kiosks6.(2) Large organizations and small organizations shall have regard to the accessibility for persons with disabilities when designing, procuring or acquiring self-service kiosks.N/A

Toronto Convention & Visitors Association does not operate Self-Serve Kiosks but we will have regard for the requirement
N/AJanuary 1, 2014
7Training7.(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,

(a) all employees, and volunteers;
(b) all persons who participate in developing the organization’s policies; and
(c) all other persons who provide goods, services or facilities on behalf of the organization.
To determine method of training and number of training levels.

Keep a record of this training.
CompletedJanuary 1, 2015
11Feedback11.(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.Conduct a review of all feedback process across the organization (internally and externally). Consult with all functional areas to make sure all feedback processes are captured.

Determine what accessible formats and communication supports we will provide upon request

Ensure staff and management are aware of the need to accommodate request
OngoingJanuary 1, 2015
12.1Accessible Formats & Communication Supports12.(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 we will provide to persons with disabilities upon request.OngoingJanuary 1, 2016
12.1(a)Accessible Formats & Communication Supports12.(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,

(a) in a timely manner that takes into account the person’s accessibility needs due to disability; and
Ensure these formats and supports can provide in a timely mannerOngoingJanuary 1, 2016
12.1(b)Accessible Formats & Communication Supports12.(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,

(b) at a cost that is no more than the regular cost charged to other persons.
Communicate to staff and management that no additional charge is requiredOngoingJanuary 1, 2016
12.2Accessible Formats & Communication Supports12.(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

Develop a protocol for procedures
OngoingJanuary 1, 2016
12.3Accessible Formats & Communication Supports12.(3) Every obligated organization shall notify the public about the availability of accessible formats and communication supports.Will determine where the information will need to be postedOngoingJanuary 1, 2016
14Accessible Websites & Web Content14.(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.Interactive Services Team has updated websites as required to be compliant

Will continuously review WCAG guidelines to be informed of changes and updates
CompletedJanuary 1, 2014:

New internet websites and web content on those sites must conform with WCAG 2.0 Level A.

January 1, 2021:

All internet websites and web content must conform with WCAG 2.0 Level AA, other than,
success criteria 1.2.4 Captions (Live),
success criteria 1.2.5 Audio Descriptions (Pre-recorded).
22Recruitment – General22. Every employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes.Will determine the appropriate method and identify barriers to notify and communicate with prospective applicants that TCVA is committed to providing accommodations for persons with disabilities and we will work with applicants to meet their needs.OngoingJanuary 1, 2016
23Recruitment, Assessment or Selection Process23.(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.

(2) 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.
Will determinate the appropriate method and identify barriers to the recruitment and selection process. Will develop guidelines for recruitment, assessment and selection process that takes into account people with disabilities and accommodation. TCVA will notify all potential applicants who are selected for assessment that accommodation will be available upon request.

If accommodation is requested:
  • consult with the applicant
  • provide suitable accommodation
OngoingJanuary 1, 2016
24Notice to Successful Applicants24. Every employer shall, when making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities.Will notify successful applicants of policies for accommodating employees with disabilities.OngoingJanuary 1, 2016
25.1Informing Employees of Supports25.(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. Will provide this information as soon as practicable after employment begins (i.e. during on-boarding process)

Will include information in Employee Handbook.

Will include in regular employee reviews of policies that is circulated annually.

Will provide updated information when there is a change to policies.
OngoingJanuary 1, 2016
25.2Informing Employees of Supports25.(2) Employers shall provide the information required under this section to new employees as soon as practicable after they begin their employment.Will determine when that is appropriate (see above Action regarding section 25.(1)OngoingJanuary 1, 2016
25.3Informing Employees of Supports25.(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 above Action regarding section 25.(1)OngoingJanuary 1, 2016
26.1Accessible Formats & Communication Supports for Employees26.(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

(a) information that is needed in order to perform the employee’s job; and
(b) information that is generally available to employees in the workplace.
Audit regular communications with employees.OngoingJanuary 1, 2016
26.2Accessible Formats & Communication Supports for Employees26.(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 communications supports that are availableOngoingJanuary 1, 2016
27.1Workplace Emergency Response Information27.(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 in placeCompleteJanuary 1, 2012
27.2Workplace Emergency Response Information27.(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.Process in placeCompleteJanuary 1, 2012
27.3Workplace Emergency Response Information27.(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.Process in placeCompleteJanuary 1, 2012
27.4Workplace Emergency Response Information27.(4) Every employer shall review the individualized workplace emergency response information,

(a) when the employee moves to a different location in the organization;
(b) when the employee’s overall accommodations needs or plans are reviewed; and
(c) when the employer reviews its general emergency response policies.
Process in placeCompleteJanuary 1, 2012
28.1Documented Individual Accommodation Plans28.(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.Will develop a processOngoingJanuary 1, 2016
28.2Documented Individual Accommodation Plans28.(2) The process for the development of documented individual accommodation plans shall include the following elements:
  1. The manner in which an employee requesting accommodation can participate in the development of the individual accommodation plan.
  2. The means by which the employee is assessed on an individual basis.
  3. The manner in which the employer can request an evaluation by an outside medical or other expert, at the employer’s expense, to determine if and how accommodation can be achieved.
  4. The manner in which the employee can request the participation of a representative from their bargaining agent, where the employee is represented by a bargaining agent, or other representative from the workplace, where the employee is not represented by a bargaining agent, in the development of the accommodation plan.
  5. The steps taken to protect the privacy of the employee’s personal.
  6. The frequency with which the individual accommodation plan will be reviewed and updated and the manner in which it will be done.
  7. If an individual accommodation plan is denied, the manner in which the reasons for the denial will be provided to the employee.
  8. The means of providing the individual accommodation plan in a format that takes into account the employee’s accessibility needs due to disability.
Will develop a processOngoingJanuary 1, 2016
29.1Return to Work Process29.(1) Every employer, other than an employer that is a small organization,

(a) 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; and

(b)shall document the process.
Develop and have in place a return to work process for employees absent due to disability. Will document the return to work process. The process shall outline the steps the employer will take to facilitate the return to work. Use documented individual accommodation plans as part of the process.OngoingJanuary 1, 2016
29.2Return to Work Process29.(2) The return to work process shall,

(a) outline the steps the employer will take to facilitate the return to work of employees who were absent because their disability required them to be away from work; and
(b)use individual documented accommodation plans, as described in section 28, as part of the process.
Identify steps how the Association will do this and determine who will be included in this processOngoingJanuary 1, 2016
29.3Return to Work Process29.(3) The return to work process referenced in this section does not replace or override any other return to work process created by or under any other statute.Will create a checklist and consider other regulations or statutesOngoingJanuary 1, 2016
30Performance Management30.(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.Performance management means activities related to assessing and improving employee performance

Will review our current process and keep in mind individual accommodation plans in mind
OngoingJanuary 1, 2016
31Career Development & Advancement31.(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.Develop and have in place a written process for the development of documented individual accommodation plans for employees with disabilities. The process for developing plans shall include:
  • how the employee requesting accommodation can participate in the development of an individual plan
  • how an employee is assessed on an individual basis
  • how the employer can request an evaluation by an outside medical or other expert, at the employer’s expense, to assist in determining if and how accommodation can be achieved
  • how the employee can request the participation of a representative in the development of an accommodation
OngoingJanuary 1, 2016
32Redeployment32.(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 the Association’s current process. Need to keep individual accommodation plan in mind.

Will review our current process and keep in mind individual accommodation plans in mind
OngoingJanuary 1, 2016

Stay in touch with the latest and greatest in the Toronto area.

Sign up for our monthly e-news today!

Close