Dynamic Functional Solutions Inc. (thereafter known as DFSI) is committed to providing a barrier-free environment for all stakeholders, including our clients, employees, job applicants, suppliers, and any visitors who may enter our premises, access our information, or use our services. As an organization, we respect and uphold the requirements set forth under the Accessibility for Ontarians with Disabilities Act, 2005, and its associated regulations.
DFSI understands that we have a responsibility for ensuring a safe, dignified, and welcoming environment for everyone. We are committed to ensuring our organization’s compliance by incorporating accessibility legislation into our policies, procedures, equipment requirements, training, and best practices. We will review these policies and practices annually, as organizational changes occur, or in anticipation of compliance deadlines. In addition, we will strive to meet the needs of individuals with disabilities in a timely and effective manner.
Providing an accessible and barrier-free environment is a shared effort, and we are committed as an organization to working with the necessary parties to make accessibility for all Ontarians a reality.
This 2014-2021 Accessibility Plan outlines the policies and actions that DFSI has and will put in place in order to achieve accessibility for persons with disabilities.
STATEMENT OF COMMITTMENT
DFSI believes in equal access and integration. We are committed to treating all people in a way that allows them to maintain their dignity and independence. We are committed to meeting the needs of people with disabilities in a timely manner, and will do so by removing and preventing barriers to accessibility, and by meeting accessibility requirements under Accessibility for Ontarians Act, 2005 and Ontario’s accessibility laws.
In order to achieve our goals, DFSI has developed an Accessibility Plan that will be reviewed and updated at least once annually. The Accessibility Plan will be made available and can be provided in an accessible format on request.
SECTION 1 - PAST ACHIEVEMENTS TO REMOVE AND PREVENT BARRIERS
(A) Training (to be effective in full by January 1, 2015)
DFSI will ensure that timely training is provided to all necessary persons, that it aligns with the requirements of the accessibility standards referred to in the Integrated Accessibility Standards Regulation (thereafter known as IASR), and DFSI will continue to provide training on the Human Rights Code as it pertains to persons with disabilities. Appropriate records of training will be maintained.
Training, using the most appropriate methodologies, as appropriate, will be provided to:
DFSI will explore developing a training plan that integrates the requirements of the IASR with its current Customer Service training e-learning module, and implement a roll-out plan for both existing and new employees by January 1, 2015.
(B) Information and Communication Standards
Feedback (to be effective in full by January 1, 2015)
DFSI will ensure that its processes for receiving and responding to feedback are made available to persons with disabilities, whether members of the public, clients, customers or employees, in an appropriate, accessible format or communication support, upon their request, and that members of the public are notified of the availability of such an option. DFSI will review its current feedback processes to ensure that it is accessible and make any changes necessary to ensure compliance with the IASR by 2015.
Accessible Formats and Communication Supports (to be effective in full by January 1, 2016)
DFSI will upon request and consultation, endeavour to provide information and communications under our control about our goods and services to people with disabilities using the appropriate accessible format or communication support wherever possible, in a timely manner. DFSI will notify the public about the availability of accessible formats and communications, when requested. DFSI will review and determine its current offerings of accessible formats and communications supports, and will engage in an ongoing process of identifying additional accessible formats and communications supports that may be offered by DFSI.
Accessible Websites and Web Content
DFSI confirms that its website and content will be in conformance with Web Content Accessibility Guidelines (WCAG) 2.0 Level A as of January 1, 2015, as practicable.
DFSI will ensure all of its websites, content, and applications directly controlled by DFSI or through its contractual relationships, will be in conformity with WCAG 2.0 Level AA, as required by the IASR, by January 1, 2021, as practicable.
Educational Materials (to be effective in full by January 1, 2020)
As applicable, DFSI will upon request, provide conversion-ready versions of its print-based supplementary educational and training documents.
(C) Employment Standards (to be effective in full by January 1, 2016)
DFSI will notify its employees and external applicants about the availability of accommodation for applicants with disabilities in its recruitment process.
Assessment or Selection Process
DFSI will ensure that job applicants will be provided accommodation for their disabilities upon request, in relation to the materials or processes to be used.
Notice to Successful Applicants
When presenting offers of employment, DFSI will notify the successful applicant of its policies for accommodating employees with disabilities.
Informing Employees of Supports
DFSI will ensure that employees are informed of all accessibility 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 will be provided to new employees after commencing employment.
Accessible Formats and Communication Supports for Employees
Upon request of an employee with a disability, DFSI will consult with the employee to provide, or arrange for accessible formats and communication supports for information that is required to perform his/her job, and general workplace information that is available to other employees.
Workplace Emergency Response Information
DFSI will provide employees with disabilities individualized workplace emergency response information when the employee’s disability is such that the information is required, and DFSI has been informed of the need to accommodate the employee’s disability.
Documented Individual Accommodation Plans
DFSI (will) accommodate the needs of its employees with disabilities as required under the Ontario Human Rights Code. DFSI will develop an individualized accommodation plan for any employee with a disability, as DFSI is made aware. The process by which DFSI will consult, develop, determine, document, review and routinely update the individualized accommodation plan will be formalized. DFSI will implement and maintain measures effective to maintain the privacy of its employees with disabilities.
Return to Work Process
DFSI 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 and support in order to return to work. The return to work process will clearly define and outline the steps DFSI will take to facilitate the return to work and will include documented accommodation plans for each individual as part of the process. The above stated return to work process will not replace, hinder or override any other return to work process created by or under any other statute (i.e., Workplace Safety Insurance Act, 1997).
Performance Management, Career Development and Advancement and Redeployment
DFSI will continue to consider the accessibility needs of employees with disabilities as well as individual accommodation plans, when conducting performance management reviews, providing career development and advancement to employees, and when redeploying employees.
(D) Design for Public Spaces (to be effective in full Fall 2021)
DFSI will partner with property management to ensure occupied facilities will have smooth wheelchair accessibility from parking lot into DFSI offices.
SECTION 2. STRATEGIES AND ACTIONS
ACCESSIBILITY STANDARDS FOR CUSTOMER SERVICE POLICY
(A) Customer Service
Under the AODA, Ontario Regulation 429/07, entitled "Accessibility Standards for Customer Service" (the “Service Regulation"), came into effect on January 1, 2008. The Service Regulation establishes accessibility standards specific to customer service for private sector organizations that provide goods and services to members of the public or other third parties.
The objective of this policy is to identify the equal treatment provisions of the Ontario Human Rights Code, through the AODA and the Service Regulation, and the requirements with respect to service delivery to persons with disabilities and addresses the following:
The Provision of Goods and Services to Persons with Disabilities
DFSI is committed to meeting its current and ongoing obligations under the Ontario Human Rights Code and the Accessibility for Ontarians with Disabilities Act 2005 (AODA). DFSI is committed to excellence in serving all customers including people with disabilities. Our accessible customer service policies are consistent with the principles of independence, dignity, integration and equality of opportunity for people with disabilities.
The Use of Assistive Devices
Persons with disabilities may use their own assistive devices when accessing goods, services or facilities provided by DFSI. In cases where the assistive device presents a health or safety concern or may not be permitted for other reasons, other reasonable measures will be used to ensure the person with a disability can access our goods, services, or facilities.
DFSI welcomes people with disabilities and their service animal. Service animals are permitted on the parts of our premises that are open to the public. Service animals will be identified by its harness, vest, or other visual indicators. If an animal cannot easily be identified as a service animal, the person with the disability will be asked to provide documentation from a regulated health professional. The documentation must confirm that the person requires the service animal for reasons that relate to their disability.
The Use of Support Persons
DFSI welcomes all people with disabilities and their support persons. If a person with a disability is accompanied by a support person, DFSI will ensure that both persons are allowed to enter the premises together and that the person with a disability is not prevented from having access to the support person.
Notice of Disruptions in Service
In the event of a planned or unexpected disruption to services or facilities for customers with disabilities, DFSI will notify customers promptly. If a notification needs to be posted, the following information will be included unless it is not readily available or known:
DFSI will provide all persons served with the opportunity to provide feedback on the service provided. Information about the feedback process will be readily available to all persons served and notice of the process will be made available upon completion of their assessment.
Feedback can be submitted:
1. Verbally to the assessor
2. By mail to 105-120 Traders Blvd. E., Mississauga ON L4Z 2H7
3. By telephone 1 (877) 897-5515
4. By email firstname.lastname@example.org
All team members will ensure that feedback is collected from a person with a disability in their preferred method.
Notice of Availability and Format of Required Documents
DFSI shall notify all persons served that the documents related to the Accessibility Standard for Customer Service are available upon request in a format that is considerate of any disability. A notice of availability will be posted in a conspicuous place owned and operated by DFSI, the website and any other reasonable method.
(B) Information and Communications
DFSI will review annually its current offerings and need for accessible formats and communications supports. DFSI will engage in an ongoing process of identifying additional accessible formats and communications supports that may be offered by DFSI
All DFSI team members will communicate with people with disabilities in ways that takes into account their disability. This may include:
All team members will work with the person with a disability to determine what method of communication works for them.
(C) Employment Standards
Recruitment, Assessment and Selection
DFSI will notify employees and the public about the availability of accommodation for job applicants who have disabilities. Applicants will be informed that these accommodations are available upon request, for the interview process and for other candidate selection methods. Where an accommodation is requested, the company will consult with the applicant and provide, or arrange for suitable accommodations, in a manner that takes into account the applicant’s accessibility needs as a result of a disability.
Successful applicants will be made aware of the company’s policies and supports for accommodating people with disabilities.
(D) Self-Service Kiosks
DFSI will incorporate accessibility features and consider accessibility for people with disabilities when designing, procuring, or acquiring self-service kiosks.
(E) Design for Public Spaces
DFSI will meet accessibility laws when making major changes to public spaces. The main waiting areas of our facilities have been designed and constructed to be barrier-free and accessible for all persons, and persons with a disability that may require a personal assistive device, service animal, or support person to access our services. Our facilities are wheelchair accessible and our waiting rooms are equipped with designated wheelchair seating.
DFSI is committed to providing training in the requirements of Ontario’s accessibility laws and the Ontario Human Rights Code as it applies to people with disabilities.
The training covers the following:
DFSI will provide training to new employees during their new hire orientation and training period. In addition all employees will be provided with training on an annual basis or in the event of changes to legislation, procedures, policies, or practices.
Record of Training
DFSI will maintain a record of training that includes when the training was provided, the number of employees that were trained, and their names.
For additional information about this Accessibility Plan please contact:
Phone: 1 (877) 897-5515
This policy and its related procedures will be reviewed as required in the event of legislative changes or changes to company procedures.