Integrated Accessibility Standards

Multi Year Plan

Part I - General Requirements
Section Description Action Compliance Date Status
3 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.
Orgill Canada has developed, implemented and is maintaining policies that comply with accessibility standard requirements. January 1, 2014 Completed / Ongoing
4 Accessibility Plans
4.(1) The Government of Ontario, Legislative Assembly, designated public sector organizations and 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.
Orgill Canada will update and publish its existing accessibility plan. The accessibility plan will be reviewed every five years or sooner if required. January 1, 2014 Completed
7 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.
Orgill Canada has developed, implemented and administers training that complies with accessibility standard requirements January 1, 2014 Completed / Ongoing
Part II - Information and Communications Standards
Section Description Action Compliance Date Status
11 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.
Orgill Canada will ensure that when receiving and responding to feedback upon request, it will comply with requirements in accordance with regulation. January 1, 2015 Completed
12 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.
Orgill Canada will review, develop and implement processes for accessibility upon request. Public shall be notified of accessible formats and communication supports on its public website. January 1, 2016 Completed
14 Accessible Websites and 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.
Orgill Canada will ensure that public websites and web content over which it has functional control are compliant with the applicable web standard. January 1, 2014 - New internet websites and web content on those sites must conform with WCAG 2.0 Level A.

January 1, 2021 - All internet websites and web content must conform with WCAG 2.0 Level AA, except success criteria 1.2.4 Captions (Live) and success criteria 1.2.5 Audio Descriptions (Pre-recorded).
Completed / Ongoing
Part III - Employment Standard
Section Description Action Compliance Date Status
22 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.
Orgill Canada has ensured recruitment processes comply with accessibility standard requirements. January 1, 2016 Completed
23 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.
23.(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.
Orgill Canada will review, develop and implement processes for accessibly upon request. January 1, 2016 Completed
24 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.
Orgill Canada has ensured recruitment processes comply with accessibility standard requirements. January 1, 2016 Completed
25 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.(2) Employers shall provide the information required under this section to new employees as soon as practicable after they begin their employment.(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.
Orgill Canada ensures that employees are informed of policies regarding support for disabilities as per accessibility standard requirements. January 1, 2016 Completed / Ongoing
26 Accessible Formats and 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 (2) The employer shall consult with the employee making the request in determining the suitability of an accessible format or communication support.
Orgill Canada will review, develop and implement processes for accessibility upon request. January 1, 2016 Completed
27 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 (c) when the employer reviews its general emergency response policies.
Orgill Canada will review, develop and implement an individualized workplace emergency response plan upon request. January 1, 2012 Completed
28 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 (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.
Orgill Canada will review, develop and implement an individualized accommodation plan upon request. January 1, 2016 Completed
29 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. (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. (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.
Orgill Canada has a Return to Work Policy and processes that complies with accessibility standard requirements. January 1, 2014 Completed
30 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.
Orgill Canada will take disabilities into consideration regarding performance management, if applicable. January 1, 2016 Completed
31 Career Development and 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
Orgill Canada will take disabilities into consideration regarding performance management, if applicable. January 1, 2016 Completed
32 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.
Orgill Canada will take disabilities into consideration regarding performance management, if applicable. January 1, 2016 Completed