Principles of Accessibility: March 2012

Thursday, March 29, 2012

Integrated Accessibility Standard

Employment Standard

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.

(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.

(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.

(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

(5) Every employer shall meet the requirements of this section by January 1, 2012.

The best way to address this question is to talk to your employees with disabilities. Ensure that all employees with disabilities (whether visible or invisible), have an individualized emergency response plan. This means that the employer is aware of the need for accommodations.

The emergency response plan needs to be reviewed regularly but especially when the employee moves to a different location in the organization and when the employer reviews its general response policies.

It also helps to make the information accessible so everyone has the information they need to stay safe. This means that all information is available in a variety of formats (i.e., large print, Braille, closed captioning).

Is there anything else that could be done to ensure that a company can check YES to this third question?

If you are interested in learning more about Accessibility for Ontarians with Disabilities Act (AODA) or how to make accessibility a natural part of your business through the application of Corporate Social Responsibility, please contact Sandra Broekhof @ 416-503-1035 or sandra_broekhof@sympatico.ca or visit www.accessibilitycompliance.ca

Wednesday, March 21, 2012

Integrated Accessibility Standard

Information and Communications Standard

Helping People with Disabilities Stay Safe

The requirement:

All obligated organizations prepare 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.

Obligated organizations have to prepare emergency procedures, plans or public safety information and make the information available to the public shall meet the requirements of this section by January 1, 2012.

The best way to address this question is to can help you make information accessible so everyone has the information they need to stay safe. This means that all information is available in a variety of formats (i.e., large print, Braille, closed captioning).

Make sure that everybody is taking into account a person’s disability when communicating emergency plans to a person/employee. It is also important to have evidence that all staff change the usual method of communication to meet the needs of customers and employees.

Thursday, March 8, 2012

Accessible formats and 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.

(2) The obligated organization shall consult with the person making the request in determining the suitability of an accessible format or communication support.

(3) Every obligated organization shall notify the public about the availability of accessible formats and communication supports.

The best way to address this question is to ensure that your company/organization’s Accessibility Plan speaks to taking a person’s disability into account when communicating with the person/employee. It is also important to have evidence that staff change the usual method of communication (even subtly) to meet the needs of individual customers.
Ask before you offer to help -- don't just jump in. People with disabilities know if they need help and how you can provide it.

*Find a good way to communicate. A good start is to listen carefully. Use plain language and speak in short sentences.
*Look at the person, but don't stare. Speak directly to a person with a disability, not to their interpreter or someone who is with them.

The policy must speak to all the requirements in the Integrated Accessibility Standard (remember to include Information and Communications, Employment, Transportation and Customer Service).

All public sector organizations must prepare this document for the public. This means that the documents must be made accessible. It is a good idea to ensure your company has accessible formats of the Accessibility Policy available.