Accessibility at Work Forwardd
Statement of Commitment
Work Forwardd is committed to providing a respectful and accessible environment to ensure equal access and participation for people with disabilities.
We are committed to doing so in a way that allows people with disabilities to maintain their dignity and independence.
We are committed to meeting the accessibility needs of people with disabilities in a timely manner and aim to ensure that the principles of independence, dignity, integration, and equality of opportunity are at the core of our accessibility practices.
Accessibility Policy
Key Definitions
“accessible formats” may include, but are not limited to, large print, recorded audio and electronic formats, braille and other formats usable by persons with disabilities
“communication supports” may include, but are not limited to, captioning, alternative and augmentative communication supports, plain language, sign language and other supports that facilitate effective communications
“disability” means,
- any degree of physical disability, infirmity, malformation or disfigurement that is caused by bodily injury, birth defect or illness and, without limiting the generality of the foregoing, includes diabetes mellitus, epilepsy, a brain injury, any degree of paralysis, amputation, lack of physical co-ordination, blindness or visual impediment, deafness or hearing impediment, muteness or speech impediment, or physical reliance on a guide dog or other animal or on a wheelchair or other remedial appliance or device,
- a condition of mental impairment or a developmental disability,
- a learning disability, or a dysfunction in one or more of the processes involved in understanding or using symbols or spoken language,
- a mental disorder, or
- an injury or disability for which benefits were claimed or received under the insurance plan established under the Workplace Safety and Insurance Act, 1997.
“guide dog” means a dog trained as a guide for a blind person and having the qualifications prescribed by the regulations of the Blind Persons’ Rights Act.
“support animal” an animal is a service animal for a person with a disability if,
- the animal can be readily identified as one that is being used by the person for reasons relating to the person’s disability, as a result of visual indicators such as the vest or harness worn by the animal; or
- the person provides documentation from an approved regulated health professional confirming that the person requires the animal for reasons relating to the disability.
“support person” means, in relation to a person with a disability, another person who accompanies him or her in order to help with communication, mobility, personal care or medical needs or with access to goods, services or facilities.
General
Multi-Year Accessibility Plan
Work Forwardd will establish, implement, maintain and document a multi-year accessibility plan outlining our strategy for preventing and removing barriers to accessibility. This plan will be available on our website and will be provided in an accessible format upon request. This plan will be reviewed and updated at least once every five years.
Training
Work Forwardd is committed to providing timely training to employees, volunteers, those who participate in developing our organization's policies, and those who provide services on our behalf.
Training will be appropriate to the duties of the individual. It will occur as soon as practicable when individuals join the organization, change functions within the organization (as needed), and when our accessibility policies change. We will keep appropriate records of the dates that training occurs, and the number of participants in attendance.
Training will include:
- The Ontario Human Rights Code as it relates to people with disabilities.
- The purpose and requirements of the Integrated Accessibility Standards Regulation (IASR) under the Accessibility for Ontarians with Disabilities Act (AODA).
- The provision of our services to people with disabilities.
- All other internal accessibility policies.
Information and Communication Standards
Feedback
Work Forwardd will ensure that processes for receiving and responding to feedback are accessible to people with disabilities by providing accessible formats or communication supports upon request.
Accessible Formats and Communication Supports
When an accessible format or communication support is requested, Work Forwardd will consult with the requester to determine a suitable format and deliver that format in a reasonable amount of time and at no additional cost.
Accessible Web Content
Work Forwardd will ensure that our website and web content conform to WCAG 2.0 Level AA standards, at a minimum.
Employment Standards
Recruitment
Work Forwardd will notify job applicants about the availability of accommodation throughout the recruitment process. If an applicant requests an accommodation, we will consult with the applicant to provide a suitable accommodation that takes into account the applicant’s accessibility needs due to disability. Successful applicants will be made aware of our policies for accommodating employees with disabilities.
Informing Employees of Supports
Work Forwardd will notify employees of our policies to support employees with disabilities. This information will be provided to employees as soon as practicable after they begin employment, and employees will be updated as these policies are updated.
Accessible Formats and Communication Supports for Employees
Employees with disabilities may request information that is needed to do their job and information that is generally available to employees in an accessible format or with communication support. The employee will be consulted to determine the suitability of the accessible format or communication support.
Workplace Emergency Response Information
Work Forwardd will provide Individualized Workplace Emergency Response Information to employees who have a disability when accommodation is required, and when we have been made aware of the need for accommodation.
If needed, and with the employee’s consent, we will provide the workplace emergency response information to the designated person who will assist the employee. This information will be provided as soon as practicable once we are aware of the need for accommodation.
This information will be reviewed when the employee moves to a different location, when the employee’s accommodation needs change, and when we review our internal emergency response plans.
Documented Individual Accommodation Plans
Work Forwardd will maintain a written process for the development of documented individual accommodation plans for employees with disabilities. Documented individual accommodation plans will be available to employees with disabilities as Work Forwardd is made aware of the need for accommodation.
Return to Work Process
Work Forwardd will maintain a documented return to work process for employees who have been absent from work due to a disability and who require disability-related accommodations to return to work.
Performance Management, Career Development and Advancement, and Redeployment
Work Forwardd will take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans during our performance management, career development and advancement, and redeployment processes.
Customer Service Standards
Work Forwardd will make every reasonable effort to uphold the following principles:
- Respect the dignity and independence of people with disabilities.
- Provide our services to people with disabilities in a way that is integrated with the way we provide our services to other individuals unless an alternative measure is necessary to enable that person to obtain, use, and benefit from our services.
- Ensure that people with disabilities have an equal opportunity to obtain, use, and benefit from our services.
- Take into account a person’s disability when communicating with them.
Work Forwardd is a remote, virtual organization and does not have physical premises that are open to the public or to visitors. Should this change in the future, we will develop and publish policies to ensure the following:
- Design of public spaces. Accessibility laws will be met when public spaces are newly constructed or redeveloped. Ongoing maintenance to the accessible parts of our public spaces will be performed as needed.
- Service animals and support people. Service animals and support people accompanying people with disabilities will be welcomed on the premises, and be allowed to remain with and have access to the person they are accompanying.
- Notice of temporary disruptions. Whenever possible, advance notice will be given of temporary disruptions to facilities or services that may limit a person with disabilities. In some situations, for example in the case of unplanned temporary disruptions, advance notice may not be possible. The notice of disruption will include the reason for the disruption, its anticipated duration, and a description of alternative facilities or services if available.
- Emergency Procedure, Plans or Public Safety Information. Public documents relating to emergency procedures, plans, and public safety information will be provided in an accessible format, or with appropriate communication supports upon request and as soon as practicable.
Customer Service Training
Customer service training will be provided to employees, volunteers, those who participate in developing our organization's policies, and those who provide services on our behalf. Training will include the purpose of the AODA, as well as instruction about the following:
- How to interact and communicate with persons with various types of disability.
- How to interact with persons with disabilities who use an assistive device or require the assistance of a guide dog or other service animal or the assistance of a support person.
- How to use equipment or devices available on the premises or otherwise provided by Work Forwardd that may help with the provision of services or facilities to a person with a disability.
- What to do if a person with a particular type of disability is having difficulty accessing Work Forwardd’s services.
Those listed above will receive training as soon as practicable, and on an ongoing basis as these policies change. We will maintain a record of the training provided which includes the date of the training and the number of individuals in attendance.
Feedback Process
Feedback is welcome and may be provided by email at hello@workforwardd.ca
Please contact us to discuss additional ways to provide feedback if needed.
Feedback will be directed to the appropriate person or department for review. In the case of complaints about the accessibility of our services, feedback will be discussed at the leadership level to identify a reasonable solution. All feedback will be acknowledged unless it is not possible or reasonable to do so, for example, if the person who submitted the feedback wishes to remain anonymous.
All responses will be sent in a timely manner. Accessible formats and communication supports are available upon request.
Format of Documents
All documents required by the Accessibility Standards for Customer Service will be provided in accessible formats or with communication supports upon request. Work Forwardd will consult with the requester to determine a suitable format and deliver that format in a reasonable amount of time and at no additional cost.
Accessibility Reports
Work Forwardd will file an accessibility report every three years.