Multi Year Plan

Accessibility for Ontarians with Disabilities Act, 2005 Integrated Accessibility Standards.

General Requirements

Section Initiative Description Action Status Compliance Date
3 Establishment of Accessibility Policies 3.1 Every obligation organization shall develop, implement and maintain policies governing how the organization achieves or will achieve accessibility through meeting its requirements referred to in this Regulation.   Compliant February 1st, 2014
4 Accessibility Plans

4.1 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;

b) Post the accessibility plan on their website, if any, and provide the plan in an accessible format upon request;

c) Review and update the accessibility plan at least once every 5 years.

  Compliant February 1st, 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:

a) All persons who are an employee of, or a volunteer with, the organization;

b) All persons who participate in developing the organization’s policies;

 

HR Downloads training delivered to all Mercedes-Benz Financial Services Canada employees. Compliant February 1st, 2014
           

Information and Communications Standards

Section Initiative Description Action Status Compliance Date
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 the provision of accessible formats and communications support, upon request.
Policy put in place under “MBFS #026: Accessibility for Persons with Disabilities Policy 7.0” Compliant February 1st, 2014
12

Accessible formats and communication supports

12.1 Except as otherwise provided, every obligation 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.

b) At a cost that is no more than the regular cost charged to other persons.

Policy put in place under “MBFS #026: Accessibility for Persons with Disabilities Policy 3.0”
Compliant February 1st, 2014
    12.2 The obligated organization shall consult with the person making the request in determining the suitability of an accessible format or communication supports.

Policy put in place under “MBFS #026: Accessibility for Persons with Disabilities Policy 7.0”

Training delivered to all existing and to new employees on an ongoing basis

Compliant February 1st, 2014
    12.3 Every obligated organization shall notify the public about the availability of accessible formats and communication supports. As per policy MBFS #026, we will provide or arrange for communication in accessible formats upon request. Compliant February 1st, 2014
13 Emergency Procedure, Plans or Public Safety Information 13.1 In addition to its obligations under section 12, if an obligated organization prepares emergency procedures, plans or public safety information and makes the information available to the public, the obligated organization shall provide the information in an accessible format or with appropriate communication supports, as soon as practicable, upon request. Emergency procedures and plans are readily available can be accessed by the public, upon request. Compliant January 1, 2016
14 Accessible websites and 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.

WCAG 2.0 Level A

 

 

 





Working towards WCAG 2.0 Level AA

Compliant

 

 







In progress

January 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).

Employment Standards

Section Initiative Description Action Status Compliance Date
22
Recruitment, general
22 Every employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes.
Verbiage included in job description and online application form
Compliant March 1st, 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.
Assessments and job-based technical questions
Compliant January 1, 2016
23   23.2 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.
2. Training delivered on how to consult and provide suitable accommodation as part of the IAS Manager Program.
Compliant 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.
As a committee, we will identify options for notifying successful applicants of our policies for accommodating employees with disabilities.
Compliant 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.
As a committee, we will determine an appropriate way in which to inform employees of our policies to support our employees with disabilities.
Compliant January 1, 2016
    25.2 Employers shall provide the information required under this section to new employees as soon as practicable after they begin their employment. As a committee, we will ensure the required information will be provided as directed. Compliant January 1, 2016
    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. As a committee, we will ensure processes are in place for when changes occur in existing policies regarding the provision of job accommodations, of notifying our employees. Compliant January 1, 2016
26 Accessible formats and 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:
a) Information that is needed in order to perform the employee‘s job;
b) Information that is generally available to employees in the workplace.
As a committee, we will ensure that a process is in place for employees who require accessible formats and communication supports regarding their job and/or general workplace information. Compliant January 1, 2016
    26.2 The employer shall consult with the employee making the request in determining the suitability of an accessible format or communication support. As a committee, we will ensure that employees who request accommodation will receive a consultation Compliant 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. The Emergency Information Worksheet will be referenced. Compliant 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. The Emergency Information Worksheet will be referenced. Compliant 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. Information will be provided as directed. Compliant January 1, 2012
   

27.4 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;

c) When the employer reviews its general emergency response policies.

Process in place. Compliant 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. The MBFS Employee Accommodation Policy will be referenced. Compliant January 1, 2016
   
28.2 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 achieve.
  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.
  6. If an individual accommodation plan is denied, the manner in which the reasons for the denial will be provided to the employee.
  7. The means of providing the individual accommodation plan in a format that takes into account the employee‘s accessibility needs due to disability

 

The MBFS Employee Accommodation Policy incorporates the elements required and will be referred to when developing documented individual accommodation plans. Compliant January 1, 2016
   

28.3 Individual accommodation plans shall:

a) If requested, include any information regarding accessible formats and communications supports provided, as described in section 26;

b) If required, include individualized workplace emergency response information, as described in section 27;

c) Identify any other accommodation that is to be provided.  

The MBFS Employee Accommodation Policy incorporates the elements required and will be referred to when developing documented individual accommodation plans. Compliant January 1, 2016
29 Return to work process 29.1 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.
The Return to Work plan (Health & Safety) will be referenced. Compliant February 1st, 2017
   

29.2 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.

A: Refer to Return to Work Plan

B: Emergency Information Worksheet

Compliant February 1st, 2017
    29.3 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. Return to work process already in place. Compliant February 1st, 2017
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. Refer to IAS Policy Compliant 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. Refer to IAS Policy Compliant 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. Refer to IAS Policy Compliant January 1, 2016
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