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.

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;

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 7.0”

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

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).

Recruitment, assessment or selection process

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.

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

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.  

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