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Accessibility
In 2005, the government of Ontario passed the Accessibility for Ontarians with Disabilities Act (“AODA”) with the goal of making Ontario accessible by 2025. AODA develops, implements and enforces accessibility standards in areas including:
- Customer Service;
- Information and Communications; and
- Employment
The Accessibility Standards for Customer Service, which became law on January 1, 2008, relate to the provision of goods and services in a manner that is accessible to persons with disabilities. The Integrated Accessibility Standards regulation (“IASR”), which became law on July 1, 2011, combines the remaining standards of Accessible Information and Communications and Employment Accessibility. The IASR requirements will be phased in over time.
Ayotte Dupuis O’Neill (“ADO”) is committed to service excellence and to providing an accessible and inclusive environment. To that end, ADO is committed to ensuring that people with disabilities are able to access and benefit from our services in the same place and in a similar manner as other clients, in a way that respects their dignity and independence.
ADO supports the goals of AODA and has and will continue to establish policies, practices and procedures that are consistent with the standards established under AODA in a timely manner. ADO is committed to meeting the requirements of existing and future legislation related to the identification, removal and prevention of barriers to people with disabilities and to becoming barrier free.
This policy outlines how the Firm achieves and will continue to achieve accessibility through meeting its requirements defined under AODA.
Application of the Policy
All employees, lawyers, volunteers and third party individuals and entities that provide services on ADO’s behalf follow the policy in this document.
Customer Service Standard
ADO has been in compliance with the Customer Service Standard under AODA.
Feedback
ADO’s primary goal is to deliver services to our clients in a respectful, welcoming, and supportive manner, and we feel that the best way to be sure we are doing so is to invite your feedback regarding our service. We invite you to direct any questions, concerns, or compliments about our policy to alyssa@adolawfirm.com:
Training
ADO is committed to ensuring all employees, lawyers, volunteers, and third party individuals and entities working on the Firm’s behalf are provided training on the requirements of the IASR and on the Ontario Human Rights Code as it relates to persons with disabilities, and that such training is provided as soon as practicable.
In accordance with the IASR, ADO will:
- Ensure that training will be provided in a way that best suits the duties of the individual receiving it;
- Ensure that training is provided on any changes to prescribed policies on an ongoing basis.
Information and Communications Standard
Feedback
The Firm is committed to having an atmosphere that welcomes feedback from all parties through a variety of means, to continuously improving feedback processes and to creating consistency in response times.
In accordance with the IASR, and as outlined in the Multi-year Accessibility Plan, ADO will:
- Ensure existing and new feedback processes are accessible to persons with disabilities through accessible formats and communication supports, upon request and in a timely manner;
- Ensure the process for feedback is welcoming and responses to correspondence are completed in a timely manner and in an accessible format, upon request.
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Accessible Formats and Communication Supports
ADO is committed to making information about ADO and communications with ADO accessible to persons with disabilities. ADO will incorporate new accessibility requirements under the Information and Communications Standard to ensure that its information and communications systems and platforms are accessible and are provided in accessible formats that meet the needs of persons with disabilities upon request.
In accordance with the IASR, and as outlined in the Multi-year Accessibility Plan, ADO will:
- In a timely manner, provide suitable accessible formats and communication supports for information generally available to employees and information needed to perform the employee’s job; and
- Consult with the employee making the request to ensure the suitability of the support provided.
Employee Standard
Recruitment
The Firm is committed to employment practices that are fair, accessible and welcoming across the entirety of the employment cycle.
In accordance with the IASR, ADO will:
- Ensure job postings specify that job and workplace accommodations are available to persons with disabilities, upon request;
- Ensure candidates selected for interviews are aware that accommodations are available upon request in relation to the materials or processes to be used;
- Ensure notices to successful applicants include policies and procedures available to accommodate persons with disabilities; and
- Ensure accommodation requests are provided in a manner suitable to the individual requesting them.
Workplace Emergency Response Information
Where ADO 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 and in an accessible format upon request.
Informing Employees of Supports
ADO is committed to informing all employees of policies to support employees with disabilities and the accommodations available that take into account the specific needs of the individual.
In accordance with the IASR, ADO will:
- Ensure all employees are aware of policies providing accommodation support to employees with disabilities; and
- Ensure employees are informed of changes to existing policies on job accommodations with respect to disabilities.
Process to Accommodate Employees
ADO is committed to creating a process that is barrier free when developing individual accommodation plans and return to work schedules.
In accordance with the IASR, ADO will:
- Ensure employees requesting accommodation are aware of the manner in which they can participate in the development of plans;
- Ensure steps are in place to protect the privacy of employee personal information; and
- Ensure individual accommodation plans are part of the return to work process.
Performance Management, Career Development and Redeployment
ADO is committed to understanding the accessibility needs of employees with disabilities and will take those needs, as well as individual accommodation plans, into consideration when moving forward on performance management, career development and redeployment processes.
In accordance with the IASR, ADO will:
- Ensure current policies reflect the goals of the IASR and support employees with disabilities through the various processes.
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