Accessibility for ontarian with disabilities policy
ZONE HR is committed to accessibility for all Ontarian, in accordance with the accessibility for ontarian with disabilities act, AODA.
The purpose of this policy is to communicate ZONE HR policies, practices, and procedures that support the accessibility for ontarian with disabilities act, 2005 AODA, with specific regard to the accessibility standard for all our staff, employees, volunteers, all those who participate in developing the organization’s policies, and all others who provide services on behalf of our organization, enacted under AODA. ZONE HR seeks to ensure consistency with AODA’s core principles of dignity, independence, integration, and equality of opportunity through the barriers to individuals with disabilities in the context of the services it offers.
This policy seeks to remove barriers to individuals with disabilities by requiring, among other things, updates to applicable policies and procedures within ZONE HR, including those concerning the use of personal assistive devices, service animals and support persons; alternate modes of communication and service disruption notices.
PRACTICES, POLICIES AND PROCEDURES
ZONE HR. Will establish policies, procedures, and practices flexible enough to adapt to the needs of individuals with disabilities, ensuring that the services of ZONE HR are provided in a manner that gives such individuals equal opportunities of access, physical and otherwise.
Persons with disabilities are permitted to use their own assistive devices when on company premises for the purposes of obtaining, using or benefiting from the company’s goods and services.
Any device used to assist a person in performing a particular task(s) or to aid that person in activities of daily living. This can include a wheelchair, screen reader, listening device or cane.
DISABILITY: THE TERM DISABILITY AS DEFINEDBY THE AODA AND ONTARIO HUMAN RIGHTS CODEREFERS TO
A). 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 coordination, 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
B). A condition of mental impairment or developmental disability.
C). A learning disability, or dysfunction in one or more of the processes involved in understanding or using symbols or spoken language.
D). A mental disorder; or
E). 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 is a highly-trained working dog that has been trained at one of the facilities listed in Ontario regulation 58 under the blind persons’ rights act, 1990 to provide mobility, safety and increased independence for people who are blind.
An animal is a “service animal” for a person with a disability if it is readily apparent that the animal is used by the person for reasons relating to his or her disability or the person provides a letter from a physician or nurse confirming that the person requires the animal for reasons relating to the disability.
An individual hired or chosen by a person with a disability to provide services or assistance with communication, mobility, personal care, medical needs or with access to goods or services. Medical needs may include, but are not limited to, monitoring an individual’s health or providing medical support by being available in the event of a seizure.
Zone HR will train its employees who deal directly with the public on behalf of Zone HR, as well as employees who influence the development of the organization’s policies, practices and procedures, on how to properly provide services to individuals with disabilities.
Training will be included as part ofZone HR new employee application process, and on an ongoing basis, including when changes are made to relevant policies, practices and procedures.
Specifically, training will cover the following areas:
B). The policies and procedures relating to the provision of services to disabled people;
C). How to interact and communicate with persons with various types of both visible and non-visible disabilities;
D). How to interact with persons with disabilities who use an assistive device or require the assistance of a guide dog, service animal or support person.
Records of the training provided, including the training protocol, the dates on which the training is provided and the number of individuals who attended the training will be maintained in accordance the requirements of the AODA.