This Accessibility Policy and Plan outlines how Fortunate Fox Bloor Inc. o/a Fortunate Fox (the “Company”) complies with Ontario Regulation 191/11: Integrated Accessibility Standards under the Accessibility for Ontarians with Disabilities Act, 2005.
Introduction
The Integrated Accessibility Standards Regulations (“IASR”) under the Accessibility for Ontarians with Disabilities Act, 2005 (the “AODA”) require that the Company establish, implement, maintain and document its accessibility policies and multi-year accessibility plan (the “Accessibility Plan”), which outlines the Company’s strategy for preventing and removing barriers for persons with disabilities and to meet our requirements under the IASR.
The Accessibility Plan can be found on the Company’s website and is also available in an accessible format upon request. The Accessibility Plan will be reviewed and updated, if applicable, at least once every five years.
Application
The Accessibility Plan applies to all employees and customers of the Company, and, where indicated, to any independent contractor representatives working for the Company.
Our Commitment
In fulfilling its mission, the Company strives to treat all individuals in a manner that allows them to maintain their dignity and independence. The Company promotes integration and equal opportunity and is committed to meeting the needs of people with disabilities in a timely manner. The Company seeks to achieve this by preventing and removing barriers to accessibility and by meeting accessibility requirements under the AODA. This Accessibility Policy and Multi-Year Accessibility Plan sets out the Company’s policy on how it achieves accessibility generally, as well as in employment, information and communications and design of public spaces (built environment).
Under the IASR, the following accessibility strategies set out the requirements that are applicable to the Company:
Accessibility Standards for Customer Service
The Company is committed to compliance with the Accessibility Standards for Customer Service, as set out in O. Reg. 191/11 under the AODA, which requires providing its services in ways that respects the dignity and independence of people with disabilities.
The Company’s employees who are involved in providing customer service to its customers and the general public have been trained on the Company’s Customer Service Policy, and all new employees hired to provide such services will receive such training as part of their orientation with the Company.
A copy of the Company’s AODA Customer Service Policy is available at our premises and will be made available to members of the public and third parties on request.
Accessible Emergency Information
The Company is committed to providing all customers and clients with publicly available emergency information in an accessible way upon request.
Integrated Accessibility Standards Regulations (IASR)
The following sets out how the Company is committed to complying with the IASR.
1. Workplace Emergency Response Information
Where the Company is aware that an employee has a disability and that there is a need for accommodation, individualized workplace emergency response information will be provided to the employee as soon as practicable if such information is necessary given the nature of the employee’s disability.
Actions:
The Company will be implementing the following measures to address Emergency Response for employees who have disabilities:
2. Training
The Company is committed to providing training on the requirements of the accessibility standards referred to in the IASR and on the Ontario Human Rights Code, as it pertains to persons with disabilities.
Actions:
In accordance with the IASR, the Company:
3. Information and Communication
The Company is committed to making company information and communications accessible to persons with disabilities. The Company will incorporate new accessibility requirements under the information and communication standards to ensure that its information and communications systems and platforms are accessible and are provided, upon request, in accessible formats that meet the needs of persons with disabilities.
a. Feedback, Accessible Formats and Communication Supports
Actions:
In accordance with the IASR, the Company:
b. Accessible Websites and Web Content
Actions:
In accordance with the IASR, the Company recognizes its obligation to provide web content which conforms with the World Wide Consortium Web Content Accessibility Guidelines (WCAG 2.0) Level AA.
Any website controlled by the Company shall meet the requirements set out in the IASR.
4. Kiosks
While the Company does not utilize kiosks in providing its services to the general public, the Company recognizes its obligations under the IASR should it choose to utilize kiosks for this purpose in the future.
5. Employment
a. Recruitment
The Company is committed to fair and accessible employment recruiting practices that attract and retain employees with disabilities. This includes providing accessibility at all stages of the employment cycle.
Actions:
In accordance with the IASR, the Company does the following:
(i) Recruitment General
The Company notifies employees and the public of the availability of accommodation for applicants with disabilities in the recruitment process. This includes:
(ii) Recruitment, assessment and selection
The Company notifies job applicants, when they are individually selected to participate in an assessment or selection process and inform them that accommodations are available upon request in relation to the materials or processes to be used in the assessment/selection process. This includes:
(iii) Notice to Successful Applicants
When making offers of employment, the Company notifies the successful applicant of its policies for accommodating employees with disabilities. This includes:
b. Informing Employees of Supports and General Provision of Accessible Formats and Communications Supports
In accordance with the IASR, the Company informs all employees of policies that support 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 a disability. This includes:
c. Documented Individual Accommodation Plans/Return to Work Process
The Company incorporates accessibility requirements under the IASR to ensure that barriers in accommodation and return to work processes are eliminated and corporate policies surrounding accommodation and return to work are followed, where applicable.
Actions:
The Company’s existing policies include steps that the Company takes to accommodate employees with disabilities and to facilitate employees’ return to work after absence due to disability.
The Company reviews and assesses the existing policies to ensure that they include a process for the development of documented individual accommodation plans for employees with disabilities, if such plans are required.
In accordance with the provisions of the IASR, the Company ensures that the process for the development of documented individual accommodation plans include the following elements:
The Company’s return to work process as set out in its existing policies outlines:
d. Performance Management, Career Development and Redeployment
The Company takes into account the accessibility needs of employees with disabilities, as well as individual accommodation plans:
Actions:
In accordance with the IASR, the Company:
takes into account the accessibility needs of employees with disabilities when redeploying employees, including review and, as necessary, modification of employee transfer checklist.
6. Design of Public Spaces Standard
While the Company has no plans to engage in new construction or redevelopment which would be captured by the requirements of the IASR concerning the Design of Public Spaces, the Company recognizes its obligations under the relevant sections of the Regulation and is committed to incorporating barrier-free design principles into any public spaces that are newly constructed and redeveloped on or after January 1, 2017.
Information and Feedback
For more information on this Accessibility Plan or to provide feedback please contact:
Human Resource Department
468 Wellington Street West, unit 200
Toronto, Ontario, M5V 13E
HR@scalehospitality.com
Accessible formats of this document are available free upon request.