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Canada Corp. Multi-Year Accessibility Plan
Canada Corp.
Multi-Year
Accessibility Plan
Last updated: December 23, 2020
Canada Corp. Multi-Year Accessibility Plan
Introduction and Statement of Commitment
In 2005, the government of Ontario passed the Accessibility for Ontarians with Disabilities Act (the “AODA”). The AODA requires that Indeed Canada Corp. (the “Company”) establish, implement, maintain and document a multi-year accessibility plan which outlines the organization’s strategy to prevent and remove barriers for persons with disabilities and to meet its requirements of the Integrated Accessibility Standards (the “IAS”). This multi-year accessibility plan (the “Accessibility Plan”) outlines the Company’s strategy to prevent and remove barriers for persons with disabilities and to address the current and future requirements of the IAS in order that the Company may fulfill its commitment as outlined in the Company’s Integrated Accessibility Standards Policy and its Accessible Customer Service Policy. This multi-year accessibility plan was last reviewed in January 2020. The next formal review and update of this multi-year accessibility plan shall be in January 2025 unless circumstances necessitate that it be reviewed and updated at an earlier date.
Canada Corp. Multi-Year Accessibility Plan
General Accessibility Standards
Requirement Responsible
Party
Action Status
Accessibility Policy
Develop, implement and maintain policies
governing how the Company achieves or will
achieve accessibility through meeting the
requirements of the IAS.
Statement of organizational commitment to
meeting the accessibility needs of persons with
disabilities in a timely manner.
Prepare one or more written documents
describing the policies and make the policies
publicly available and provide them in an
accessible format upon request.
Human
Resources
Canada
A policy has been developed
and implemented and is
posted on the Company’s
Intranet.
Complete
Multi-Year Accessibility Plan
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
Post the accessibility plan on the website and
provide the plan in an accessible format upon
request.
Review and update the accessibility plan at
least once every five years.
Human
Resources
Canada
This multi-year accessibility
plan has been implemented.
It was reviewed in January
and November 2020 and is
scheduled to be reviewed
and updated in January
2025 unless circumstances
necessitate an earlier
review.
The multi-year accessibility
plan has been posted on the
Company’s website.
Complete
and
ongoing
Training
Provide training to all existing employees,
volunteers and all persons who participate in
the development of AODA Policies.
Training must include:
1. the requirements of the IAS; the Human
Rights Code as it pertains to persons with
disabilities; and
2. the AODA Policies as required by the IAS.
Keep a record of the training provided,
including the dates on which the training is
provided and the number of individuals to
whom it is provided.
Ensure that contractors providing goods,
services, and/or facilities on its behalf have
received the training required under the IAS.
Human
Resources
Canada
The Company trains its
employees using the
approved training modules
provided by Access Forward
and the Ontario Human
Rights Commission.Records
of the training provided are
maintained.
Complete
and
ongoing
Canada Corp. Multi-Year Accessibility Plan
Information and Communication Standards
Requirement Responsible
Party
Action Status
Feedback
Ensure that processes for receiving and
responding to feedback are accessible to
persons with disabilities by providing or
arranging for the provision of Accessible
Formats and Communications Supports, upon
request.
Notify the public that Accessible Formats and
Communications Supports are available in
respect of its feedback procedures
Employee
Experience
The Company has various
ways of receiving feedback
from customers and
employees.Managers are
trained on the need to
provide Accessible Formats
and Communication
Supports upon request in
respect of the Company’s
feedback procedures.
Please see the Notice
of the Availability of
Accessible Formats and
Communication Supports
below
Complete
and
ongoing
Accessible Formats and Communication
Supports
Upon request, provide or arrange for
the provision of Accessible Formats and
Communication Supports in order to make
its communications or information about
the goods, services and/or facilities it offers
accessible to persons with disabilities.
Provide Accessible Formats and
Communication Supports in a timely manner
at a cost that is no more than the regular cost
charged to other persons and in a manner
that takes account of the person’s accessibility
needs due to disability.
Consult with the person making the request
when determining the suitability of an
Accessible Format or Communication Support
and notify the public of the availability of the
same.
Employee
Experience
Managers are trained
on the need to provide
Accessible Formats and
Communication Supports
upon request in respect of
the Company’s feedback
procedures.Please see the
Notice of the Availability
of Accessible Formats and
Communication Supports
below
Complete
and
ongoing
Accessible Websites and Web Content
Ensure that, where practicable, a New Internet
Website and web content on such site(s)
conforms with WCAG 2.0 Level A.
By January 1, 2021, ensure that, where
practicable, any website or content on that
site(s) published after January 1, 2012 conforms
with WCAG 2.0 Level AA to the extent required
by the IAS.
Product
Department
in the United
States
The website is expected to
be compliant by January 1,
2021
Ongoing
Canada Corp. Multi-Year Accessibility Plan
Employment Standards
Requirement Responsible
Party
Action Status
Recruitment
Notify the public and employees about the
availability of accommodation for applicants
with disabilities in its recruitment processes
Talent
Acquisition
A notification about
the availability of
accommodation during
the recruitment process
is included in every job
posting.
Complete
and
ongoing
Recruitment, assessment, or selection process
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.
Consult with an applicant requesting an
accommodation to provide or arrange for
the provision of suitable accommodation in a
manner that takes into account the applicant’s
accessibility needs due to disability
Talent
Acquisition
Candidates are notified
of the availability of
accommodation in respect
of the materials and
process used during the
assessment and selection
process at every stage of
the hiring process through
a notification in the email
signature of the talent
acquisition employee with
whom they are in contact.
Complete
and
ongoing
Notice to successful applicants
Notify successful applicants of the Company’s
policies for accommodating employees with
disabilities.
Human
Resources
Canada
Successful applicants are
notified of the Company’s
policies for accommodating
employees with disabilities
through a clause in their
employment contract.New
employees are provided
with these policies on
the first day of their
employment.
Complete
and
ongoing
Informing employees of supports
Inform employees of 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.
Provided to new employees as soon as
practicable after commencing employment
Provide employees with updated
information whenever there is a material
change to its policies on the provision of
job accommodations for employees with
disabilities
Human
Resources
Canada
Employees are informed of
the Company’s policies on
accommodating employees
with disabilities and updates
to any such policies through
the Company’s HRIS
system.New employees are
provided with these policies
on the first day of their
employment.
Complete
and
ongoing
Canada Corp. Multi-Year Accessibility Plan
Requirement Responsible
Party
Action Status
Accessible Formats and Communication
Supports for employees
Upon the request of an employee with a
disability, provide or arrange for the provision
of Accessible Formats and Communication
Supports in order to ensure that (i) information
required by the employee to perform his/her
job; and (ii) information generally available to
employees in the workplace, is accessible to the
employee with a disability.
Consult with the employee making the request
to determine the suitability of any Accessible
Format or Communication Support. However,
where the needs of an employee with a
disability may be accommodated in various
different ways, the Company reserves the right
to determine the type of Accessible Format or
Communication Support that will be provided
in the circumstances.
Managers
and Human
Resources
Canada
Managers are trained on
the obligation to provide
Accessible Formats and
Communications Supports
to employees upon request.
Managers are also trained
on the requirement to
consult with the employee
making the request to
determine the suitability of
the Accessible Format and/
or Communication Support
provided.
Workplace emergency response information
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 the Company is aware of the need
for accommodation due to the employee’s
disability.
Provide this information as soon as practicable
after becoming aware of the need for
accommodation.
With the consent of the employee, provide the
workplace emergency response information
to the person designated by the Company
to provide assistance to the employee if the
employee needs assistance by reason of
disability
Review individualized workplace emergency
response information when the employee
moves to a different location in the
organization, when the employee’s overall
accommodation needs or plans are reviewed
and when the company reviews its general
emergency response policies.
Managers
and Human
Resources
Canada
A notification of the
availability of individualized
workplace emergency
response information is
posted on the Company’s
health and safety bulletin
boards.Managers are
trained on the obligation
to provide individualized
workplace emergency
response information to
employees who so require it.
Complete
and
ongoing
Canada Corp. Multi-Year Accessibility Plan
Requirement Responsible
Party
Action Status
Documented individual accommodation plans
Have in place a written process for the
development of documented individual
accommodation plans for employees with
disabilities. The process must 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 Company can
request an evaluation by an outside
medical or other expert, at its own
expense, to assist in determining if the
accommodation can be achieved and, if so,
how accommodation can be achieved.
4. The manner in which the employee
can request the participation of a
representative from his or her 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 the Company will take 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.
Where requested, an employee’s individual
accommodation plan will include any
information regarding the provision of
Accessible Formats and Communications
Supports.
Where required, an employee’s individual
accommodation plan will include individualized
workplace emergency response information.
Managers
and Human
Resources
Canada
A policy on the
development of
documented individualized
accommodation plans has
been developed and is
posted on the Company’s
Intranet.
Complete
and
ongoing
Canada Corp. Multi-Year Accessibility Plan
Requirement Responsible
Party
Action Status
Return to Work Process
Have in place a documented return to work
process for 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 must outline the
steps the Company will take to facilitate the
employee’s return to work and will include
documented individual accommodation plans
as part of the process
Managers
and Human
Resources
Canada
A policy on the return to
work process for employees
who have been absent
due to disability has been
developed and is posted
on the Company’s Intranet
system.
Complete
and
ongoing
Performance management
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.
Managers
and Human
Resources
Canada
Managers have received
training on the need to take
accessibility needs into
account when engaging in
performance management.
Complete
and
ongoing
Career development and advancement
Take into account the accessibility needs
of employees with disabilities as well as
any individual accommodation plans
when providing career development and
advancement to employees with disabilities.
Managers
and Human
Resources
Canada
Managers have received
training on the need to take
accessibility needs into
account when providing
career development and
advancement opportunities.
Complete
and
ongoing
Redeployment
Take into account the accessibility needs of
employees with disabilities, as well as individual accommodation plans, when redeploying
employees with disabilities.
Managers
and Human
Resources
Canada
Managers have received
training on the need to take
accessibility needs into
account when redeploying
employees.
Canada Corp. Multi-Year Accessibility Plan
Design of Public Places
(The following requirements only apply to public spaces that are newly constructed or redeveloped on and after January 1, 2017.)
Description Responsible
Party
Action Status
Obtaining Services
Ensure that the Company meets the
requirements of the Design of Public Places
Standards in respect of its reception desk.
Real-Estate
Team
The reception desk meets
the accessibility standards.
Complete
Maintenance
Ensure accessibility plans include:
1. Procedures for preventative and
emergency maintenance of the accessible
elements in public spaces.
2. Procedures for dealing with temporary
disruptions when accessible elements
required are not in working order.
Receptionist The receptionist will provide
a person with a disability
service in another manner in
the event the reception desk
is temporarily unavailable.
Complete
and
ongoing
Canada Corp. Multi-Year Accessibility Plan
Customer Service Standard
Requirement Responsible
Party
Action Status
Customer Service Policy
Develop, implement, and maintain policies
governing how the Company provides goods,
services, or facilities to persons with disabilities in compliance with the requirements of the
Customer Service Standard.
Ensure policies address the use of assistive
devices by persons with disabilities to obtain,
use or benefit from the goods, services,
or facilities or with the availability of other
measures, if any, which enable them to do so.
Prepare one or more written documents
describing the policies and on request, give
a copy of any such document to any such
person.
Notify persons to whom it provides goods,
services, or facilities that the documents are
available upon request.
Client Success
Team and
Human
Resources
Canada
A policy has been developed
and implemented
which addresses all of
the requirements of
the Customer Service
Standards. The Policy is
posted on the Company’s
Intranet. Please see the
Notice of the Availability
of Accessible Formats and
Communication Supports
below.
Complete
and
ongoing
Service Animals
Allow a person with a disability to be
accompanied by a service animal while on the
organization’s premises and to keep the animal
with him or her unless the animal is otherwise
excluded by law.
If service animals are excluded by law, ensure
other measures are available to enable a
person with a disability to obtain, use, or
benefit from the organization’s goods,
services, or facilities.
Employee
Experience
Employees have received
training on this requirement.
Complete
and
ongoing
Support Persons
Permit a person with a disability to be
accompanied by their support person and that
the person with a disability is not prevented
from having access to the support person
while on the premises.
Before requiring the presence of a support
person, consult with the person with a
disability and consider the health and safety
implications based on available evidence. If
requiring the presence of a support person,
waive fees for a support person.
Employees have received
training on this requirement.
A support person would be
required to sign the same
Non-Disclosure Agreement
that the individual seeking
service would be required
to sign.
Complete
and
ongoing
Notice of Temporary Disruptions
Provide notice of temporary disruptions to
facilities or services used by persons with
disabilities to access the organization’s goods,
services, or facilities.
Notice of the disruption must include the
reason for the disruption, its anticipated
duration, and a description of alternative
facilities or services, if any, that are available. Website
Disruptions –
Product and
Engineering
Disruptions
to Facilities
– Employee
Experience
Team
Employees have received
training on this requirement
and appropriate notices
are made in the event of
disruptions.
Complete
and
ongoing.
Canada Corp. Multi-Year Accessibility Plan
Requirement Responsible
Party
Action Status
Training
Ensure training on the provision of goods,
services, or facilities to persons with disabilities is provided to everyone who:
• is an employee or volunteer
• provides goods, services, or facilities on the
organization’s behalf;
• participates in developing the
organization’s policies
Ensure training includes a review of the
purpose of AODA, requirements of the
Customer Service Standard and instruction on:
• how to interact and communicate with
persons with various types of disability
• how to interact with persons using
assistive devices or requiring the assistance
of a service animal or support person
• how to use equipment or devices
available on premises or provided by
the organization that may help with the
provision of goods, services, or facilities to
a person with a disability
• what to do if the person with a particular
type of disability is having difficulty
accessing the organization’s goods,
services, or facilities
Maintain records of when and to whom
training is provided.
Human
Resources
Canada
The Company trains its
employees using the
approved training modules
provided by Access Forward
and the Ontario Human
Rights Commission.Records
of the training provided are
maintained.
Complete
and
Ongoing
Feedback Process
Establish a process for receiving and
responding to feedback about the manner
in which the organization provides goods,
services, or facilities to persons with
disabilities.
The process must be accessible to persons
with disabilities by providing, or arranging
for the provision of, accessible formats and
communication supports upon request.
Make feedback process available to the public.
Employee
Experience
Team
A feedback process has
been developed and is
included in the Company’s
Accessible Customer
Service Policy.Please see
the Notice of the Availability
of Accessible Formats and
Communication Supports
below.
Complete
and
Ongoing
Accessible Formats & Communication Supports
Provide, or arrange for the provision of,
information in document(s) describing
policies with respect to the Customer Service
Standards in an accessible format or with
communication supports upon request in
a timely manner that takes into account
the person’s accessibility needs and at no
additional cost.
Consult with the person to determine the
suitability of the format or support.
Employee
Experience
Team
Employees are trained on
the requirement to provide
Accessible Formats and
Communication Supports
upon request.Please see
the Notice of the Availability
of Accessible Formats and
Communication Supports
below.
Canada Corp. Multi-Year Accessibility Plan
Last updated: December 23, 2020
Notice of the Availability of Accessible Formats and Communication Supports It is important to Indeed Canada Corp that we provide customer service in a manner accessible to all of our customers, including those with a disability. To achieve this goal, we have implemented policies to help make the services and facilities we offer more accessible. If you would like to receive a copy of our policies or information on how to provide us feedback about how we deliver services to customers with disabilities, please contact ****@******.***, in any of the ways identified below. If you would like to receive any of the above information or any information about our services in an accessible format or with a communication support, please notify ****@******.*** who will consult with you to determine how to provide the information in a manner that meets your needs. Email: ****@******.***
Phone: 647-***-****
Write: Indeed Canada Corp., 1200-2 Bloor Street West, Toronto, ON, M4W 3E2
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