Accessibility
CB is committed to treating all people in a way that allows them to maintain their dignity and independence. We believe in integration and equal opportunity.
INTEGRATED ACCESSIBILITY STANDARDS POLICY
The following policy has been established by Canadian Bearings Inc.to govern the provision of services with Regulation 191/11, “Integrated Accessibility Standards” (“Regulation”) under the Accessibility for Ontarians with Disabilities Act, 2005.
These standards are developed to break down barriers and increase accessibility for persons with disabilities in the areas of information and communications and employment.
Canadian Bearings is governed by this policy as well as the Accessibility Standards for Customer Service Policy and the Accessibility for Ontarians with Disabilities Act, 2005 in meeting the accessibility needs of persons with disabilities.
Commitment
Canadian Bearings is committed to treating all people in a way that allows them to maintain their dignity and independence. We believe in integration and equal opportunity. We are committed to meeting the needs of persons with disabilities in a timely manner and will do so by preventing and removing barriers to accessibility and meeting accessibility requirements under the Accessibility for Ontarians with Disabilities Act.
This policy will be implemented in accordance with the time frames established by the Regulation and outlined in our Multi-year Plan.
Accessibility Plan
Canadian Bearings will develop, maintain, and document an Accessibility Plan outlining the company’s strategy to prevent and remove barriers from its workplace and to improve opportunities for persons with disabilities.
The Accessibility Plan will be reviewed and updated at least once every five years and will be posted on the company’s website. Upon request, Canadian Bearings will provide a copy of the Accessibility Plan in an accessible format.
Training Employees and Volunteers
Canadian Bearings will ensure that training is provided on the requirements of the accessibility standards referred to in the Regulation and continue to provide training on the Human Rights Code as it pertains to persons with disabilities, to:
- all its employees and volunteers;
- all persons who participate in developing Canadian Bearings ’s policies; and,
- all other persons who provide goods, services or facilities on behalf of the company
The training will be appropriate to the duties of the employees, volunteers and other persons.
Employees will be trained when changes are made to the accessibility policy. New employees will be trained within their probationary period.
Canadian Bearings. will keep a record of the training it provides.
INFORMATION AND COMMUNICATIONS STANDARDS
Feedback
Canadian Bearings will continue to ensure that its process for receiving and responding to feedback is accessible to persons with disabilities by providing, or arranging for the provision of, accessible formats and communications supports, upon request.
Accessible Formats and Communication Supports
Upon request, Canadian Bearings will provide, or will arrange for the provision of accessible formats and communication supports for persons with disabilities in a timely manner that takes into account the person’s accessibility needs due to disability.
Canadian Bearings will consult with the person making the request in determining the suitability of an accessible format or communication support.
Canadian Bearings will also notify the public about the availability of accessible formats and communication supports.
- Reviewing potential barriers that visitors with disabilities may experience when arriving at the OHRC’s offices, including the accessibility of the current elevator lobby phone, staff phone list and lack of “glass door” reception for visitors with vision and/or hearing loss or other types of disabilities
- Clarifying that the customer service policy applies to individuals who use mobility devices
- Reviewing potential barriers that individuals who use mobility devices may experience within the OHRC’s offices, including along internal paths of travel to and within meeting rooms
- Informing visitors that the OHRC has a quiet room available for persons with disabilities who may require private space to take medication or rest.
Accessible Websites and Web Content
Canadian Bearing takes into account individual disabilities when communicating with people. Canadian Bearings will continue to reviews its digital and other communication methods in effort to improve accessibility to its services.
Canadian Bearings will ensure that our Internet websites, including web content, conform to the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0, at Level AA.
EMPLOYMENT STANDARDS
Canadian Bearings is committed to inclusive and accessible employment practices that attract and retain individuals with disabilities. The following steps have been taken to notify the public and employees that, when requested, Canadian Bearings will accommodate persons with disabilities throughout the recruitment and onboarding process.
Recruitment
Canadian Bearings will notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment process.
Recruitment, Assessment or Selection Process
CB is committed to ensuring that our recruitment and assessment processes are fair and accessible.
CB will notify job applicants, when they are individually selected to participate further in an assessment or selection process that accommodations are available upon request in relation to the materials or processes to be used.
If a selected applicant requests an accommodation, CB will 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.
Notice to Successful Applicants
When making offers of employment, Canadian Bearings will notify the successful applicant of its policies for accommodating employees with disabilities.
Informing Employees of Supports
Canadian Bearings will continue to inform its employees of its policies (and any updates to those policies) used to support employees with disabilities, including policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability. This information will be provided to new employees as soon as practicable after commencing employment.
Accessible Formats and Communication Supports for Employees
Upon the request of an employee with a disability, Canadian Bearings will consult with the employee to provide, or arrange for the provision of, accessible formats and communication supports for information that is needed to perform his/her job, and information that is generally available to other employees.
In determining the suitability of an accessible format or communication support, Canadian Bearings will consult with the employee making the request.
Workplace Emergency Response Information
Canadian Bearings will provide individualized workplace emergency response information to employees who have a disability, if the disability is such that the individualized information is necessary, and if Canadian Bearings is aware of the need for accommodation due to the employee’s disability. Canadian Bearings will provide this information as soon as practicable after becoming aware of the need for accommodation.
Where the employee requires assistance, Canadian Bearings will, with the consent of the employee, provide the workplace emergency response information to the person designated by Canadian Bearings to provide assistance to the employee.
Canadian Bearings will review the individualized workplace emergency response information when the employee moves to a different location in the organization, when the employee’s overall accommodations needs or plans are reviewed.
Documented Individual Accommodation Plans
Canadian Bearings will maintain a written process for the development of documented individual accommodation plans for employees with disabilities.
If requested, information regarding accessible formats and communications support provided will also be included in individual accommodation plans.
In addition, the plans will include individualized workplace emergency response information (where required) and will identify any other accommodation that is to be provided.
Return to Work Process
Canadian Bearings maintains a documented return to work process for its employees who have been absent from work due to a disability and who require disability-related accommodations to return to work. The return-to-work process outlines the steps Canadian Bearings will take to facilitate the return to work and will include documented individual accommodation plans as part of the process.
This return-to-work process will not replace or override any other return to work process created by or under any other statute (i.e., the Workplace Safety Insurance Act, 1997).
Performance Management, Career Development and Advancement & Redeployment
Canadian Bearings will take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when conducting performance management, providing career development and advancement to employees, or when redeploying employees.
Questions about this policy
This policy has been developed to break down barriers and increase accessibility for persons with disabilities in the areas of information and communications and employment. If anyone has a question about the policy, or if the purpose of a policy is not understood, an explanation will be provided by:
Andrea Bocanegra
Head of Human Resources
[email protected] // 905-670-6700 ext: 6150
ACCESSIBILITY FOR ONTARIANS WITH DISABILITIES ACT, 2005-2023
INTEGRATED ACCESSIBILITY STANDARDS – Multi Year Plan
Part I – GENERAL REQUIREMENTS
|
Section |
Initiative |
Description |
Action |
Status |
Compliance Date |
|
1 |
Establishment of Accessibility Policies |
3.(1) Every obligated organization shall develop, implement and maintain policies governing how the organization achieves or will achieve accessibility through meeting its requirements under the accessibility standards referred to in this Regulation. |
Policy drafted and approved. |
Complete |
January 1, 2014 |
|
2 |
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; and c) review and update the accessibility plan at least once every five years. |
Plan developed. Barriers have been reviewed and identified. To be posted in 2024 when CB’s company website is updated. HR reviews this plan in Q1 every five (5) years. |
Complete |
January 1, 2014 |
|
3 |
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 employees, and volunteers; (b) all persons who participate in developing the organization‘s policies; and (c) all other persons who provide goods, services or facilities on behalf of the organization. |
Training is assigned to all employees and completed through our training provider. Training records are kept for reference. |
Complete |
January 1, 2015 |
PART II – Information and Communications Standards
|
Section |
Initiative |
Description |
Action |
Status |
Compliance Date |
|
|
4 |
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 accessible formats and communications supports, upon request. |
Feedback can be provided to CB’s Human Resources department and will be responded to in an appropriate accessible format upon request. Staff and Management are aware of the need to accommodate upon request. |
Complete |
January 1, 2015 |
|
|
5 |
Accessible Formats & Communication Supports |
12.(1) Except as otherwise provided, every obligated 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; and b) at a cost that is no more than the regular cost charged to other persons. |
Requests for Accessibility policies, processes and related information can be requested and will be provided in an appropriate accessible format by contacting CB’s Human Resources Department ([email protected]) 905-670-6704. Accessible formats and supports will be provided in a timely manner. There will be no cost or charge applied. |
Complete |
January 1, 2016 |
|
|
6 |
12.(2) The obligated organization shall consult with the person making the request in determining the suitability of an accessible format or communication support. |
Communication to staff and management of this requirement has been completed. Any additional questions or requests for support/guidance can be directed to Human Resources. For situations in which a suitable agreement cannot be made, collaborative best practices will be followed to ensure accessibility is made possible. |
Complete |
January 1, 2016 |
||
|
7 |
12.(3) Every obligated organization shall notify the public about the availability of accessible formats and communication supports. |
Notice of the availability of company information in accessible formats is available on CB’s website, and inquiries will be responded to in a timely manner. |
Complete |
January 1, 2016 |
||
|
8 |
Emergency Procedures, Plans or Public Safety Info |
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. |
Determination of what accessible formats and communication supports required will provided upon request. Appropriate accessible formats and supports will be provided as soon as practicable. |
Complete |
January 1, 2012 |
|
|
9 |
Accessible Websites & 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. |
All internet websites and web content 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). |
Complete |
|
PART III – Employment Standard
|
Section |
Initiative |
Description |
Action |
Status |
Compliance Date |
|
10 |
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. |
All job advertisements include the phrasing: “We are committed to providing accommodation for persons with disabilities. If you require accommodation we will work with you to meet your needs.” |
Complete |
January 1, 2016 |
|
11 |
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. (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. |
All candidates are asked if accommodation is required, and advised that appropriate accommodation requests will be provided wherever possible. Location-related barriers of interview room, format of tests, room set-up for in person interviews interviewing timeless, supports paperwork are assessed prior to booking interviews. Interview guidelines (script and checklists) have been created. |
Complete |
January 1, 2016 |
|
12 |
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. |
Notification is provided to all candidates and new hires. |
Complete |
January 1, 2016 |
|
13 |
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. |
All employees receive a copy of the employee handbook, which includes our accessibility policy and related AODA requirements. Review and acknowledgement is mandatory. |
Complete |
January 1, 2016 |
|
14 |
25.(2) Employers shall provide the information required under this section to new employees as soon as practicable after they begin their employment. |
Upon hire this information is included in our policy as part of our standard orientation material. |
Complete |
January 1, 2016 |
|
|
15 |
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. |
Employees are notified of policy updates at least annually. Review and acknowledgement is required. |
Complete |
January 1, 2016 |
|
|
16 |
Accessible Formats & 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; and (b) information that is generally available to employees in the workplace. |
Functional audit of information specific to department will be performed. Audit of regular communications will be performed. |
Complete |
January 1, 2016 |
|
17 |
26.2. The employer shall consult with the employee making the request in determining the suitability of an accessible format or communication support. |
CB works in collaboration with our employees to understand and deliver on their needs, including those related to accessibility. |
Complete |
January 1, 2016 |
|
|
18 |
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. |
Upon request, appropriate accessible formats and communication supports required are determined, and are provided as soon as is practicable. |
Complete |
January 1, 2012 |
|
19 |
(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. |
This action is completed as part of the process of accommodation once the need is identified. |
Complete |
January 1, 2012 |
|
|
20 |
(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. |
Once the need is identified, any and all required information is provided in an appropriate accessible format as soon as is practicable. |
Complete |
January 1, 2012 |
|
|
21 |
(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; and (c) when the employer reviews its general emergency response policies. |
This action is completed as part of the process of accommodation once the need is identified. |
Complete |
January 1, 2012 |
|
22 |
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. |
Process has been created. |
Complete |
January 1, 2016 |
|
23 |
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 achieved. 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 information. 6. The frequency with which the individual accommodation plan will be reviewed and updated and the manner in which it will be done. 7. If an individual accommodation plan is denied, the manner in which the reasons for the denial will be provided to the employee. 8. The means of providing the individual accommodation plan in a format that takes into account the employee‘s accessibility needs due to disability. |
Process has been created. |
Complete |
January 1, 2016 |
|
|
24 |
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. |
Process has been documented. |
Complete |
January 1, 2016 |
|
25 |
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. |
Process has been documented. |
Complete |
January 1, 2016 |
|
|
26 |
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. |
No action required. |
Complete |
January 1, 2016 |
|
|
27 |
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. |
This action is completed as part of the process of accommodation once the need is identified. |
Complete |
January 1, 2016 |
|
28 |
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. |
This action is completed as part of the process of accommodation once the need is identified. |
Complete |
January 1, 2016 |
|
29 |
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. |
This action is completed as part of the process of accommodation once the need is identified. |
Complete |
January 1, 2016 |
