Introduction
LEA fully supports the inclusion of persons with disabilities in all of its operations. As a firm, we set high standards for the way we conduct all aspects of our business. To this end, and in accordance with the requirements of the Accessibility for Ontarians with Disabilities Act, 2005 (AODA) and the Ontario Human Rights Code, LEA strives to conduct its business in a way that is accessible, inclusive, and responsive to the needs of persons with disabilities.
The purpose of this document is to describe LEA’s policies governing how the organization achieves or will achieve accessibility through compliance with AODA and, in particular, the Integrated Accessibility Standard Regulation (IASR).
Commitment Statement
LEA is committed to meeting the accessibility needs of persons with disabilities in an effective and timely manner by preventing and removing barriers for persons with disabilities in accordance with the IASR. LEA’s goal is to foster an inclusive organizational culture that is guided by the principles and requirements of the AODA, the IASR and the Code.
Requirements
Accessibility Policy & Commitment Statement
This policy is posted on LEA’s website in an accessible format. Upon request, LEA will provide a copy of this document in an alternative accessible format.
Multi-Year Accessibility Plan
LEA has developed and will maintain a Multi-Year Accessibility Plan (the “MYAP”) that sets out our strategy for preventing and removing accessibility barriers from our workplace and meet the requirements of the IASR. The MYAP will be reviewed and updated at least once every five years.
The MYAP is posted on LEA’s website in an accessible format. Upon request, LEA will provide a copy of the MYAP in an alternative accessible format.
Self-service Kiosks
Presently, LEA does not own or use any self-service kiosk. However, if LEA procures or acquires self-service kiosks at any time in the future, we will have regard to the accessibility for persons with disabilities and ensure that the kiosks incorporate appropriate accessibility features.
Training
LEA will provide training to all of its employees, volunteers, persons who participate in developing the organization’s policies, on the accessibility standards referred to in the IASR and on the requirements of the Code as it pertains to persons with disabilities. Training will be provided as soon as practicable. The training provided will be appropriate to the duties of those receiving the training.
Records of the training undertaken will be maintained and will include:
- (1) the date on which training was provided; and
- (2) the number of individuals to whom training was provided.
Information and Communications
Feedback:
LEA will continue to ensure that its processes for receiving and responding to feedback are accessible to persons with disabilities by providing, or arranging for the provision of, accessible formats and communication supports upon request.
LEA will advise the public about the availability of accessible formats and communication supports with respect to its feedback processes through a notification on the LEA website.
Accessible formats and communication supports:
Upon request, and in a timely manner, LEA will provide or arrange for the provision of accessible formats and communication supports for persons with disabilities Arrangements will take into account each person’s accessibility needs due to disability and (if applicable) at a cost that is no more than the regular cost charged to other persons.
LEA will consult with the person making the request for an accessible format or communication supports when determining the suitability of an accessible format or communication supports.
LEA will continue to advise the public about the availability of accessible formats and communication supports with respect to its feedback processes on its website.
Accessible websites and web content:
LEA will ensure that its website, including web content on such site, conforms to the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0 at Level AA, except where meeting the requirement(s) is not practicable.
Employment
LEA is proud to have a diverse workforce, where safety, inclusivity and accessibility are prioritized monitored.
Recruitment:
In our recruitment processes, LEA will advise employees and the public about the availability of accommodation for applicants with disabilities.
Recruitment, Assessment or Selection Process:
LEA will notify all job applicants who are selected to participate in an assessment or selection process that accommodations are available upon request in relation to materials or processes to be used.
If, during the hiring process, a selected job applicant requests accommodation, LEA will consult with the individual and provide or arrange for the provision of suitable accommodation that takes into account the applicant’s disability-related needs.
Notice to Successful Applicants:
When making offers of employment, LEA will notify successful applicants of our policies for accommodating employees with disabilities.
Informing Employees of Supports:
We will notify our employees of our policies (and any updates to those policies) for supporting employees with disabilities, including our policies regarding the provision of job accommodations that take into account an employee’s accessibility needs due to disability. This information will be provided to new hires as soon as practicable after they commence employment.
Accessible Formats and Communication Supports for Employees:
If an employee with a disability asks for information in an accessible format or to receive communication supports, LEA will consult with the employee to provide or arrange for the provision of accessible formats and communication supports for information that the employee needs to perform his/her job, as well as information that is generally available to other employees.
In determining the suitability of an accessible format or communication supports, LEA will consult with the employee making the request.
Workplace Emergency Response Information:
LEA will provide individualized workplace emergency response information to employees with disabilities where the disability is such that individualized information is necessary and where LEA is aware of the need for accommodation. LEA will provide workplace emergency response information as soon as practicable after learning of the need for accommodation due to an employee’s disability.
Where an employee who receives individualized workplace emergency response information requires assistance, LEA will designate a person to provide assistance and, with the employee’s consent, LEA will provide the workplace emergency response information to such person.
LEA will review individualized workplace emergency response information whenever:
- The employee moves to a different location within LEA;
- The employee’s overall accommodation needs or plans are reviewed; or
- LEA reviews its general emergency response policies.
LEA may review individualized workplace emergency response information in other situations as well if the Company believes it to be necessary and appropriate.
Documented Individual Accommodation Plans:
LEA will develop and maintain a written process for the development of documented individual accommodation plans for employees with disabilities.
If requested, information regarding accessible formats and communication supports provided will also be included in individual accommodation plans. Additionally, the plans will include individualized workplace emergency response information (where required and in accordance with the Workplace Emergency Response Information Standard). LEA will develop and maintain 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 in order to return to work.
The return to work process will outline the steps that LEA will take to facilitate the return to work and will include documented individual accommodation plans.
Performance Management, Career Development and Advancement:
LEA will take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when conducting performance management, or providing career development and advancement to employees.