To request an alternate format, please contact: email@example.com.
In 2005, the government of Ontario passed the Accessibility for Ontarians with Disabilities Act (AODA). It is the goal of the AODA to remove barriers and make Ontario a welcoming and accessible place for persons with disabilities.
As part of this legislation, Iovate is required to create an accessibility policy and plan to aid us in meeting our accessibility goals. This accessibility policy and plan outlines the actions that Iovate will put in place to improve opportunities for people with disabilities, and will also support planning for AODA compliance.
STATEMENT OF COMMITMENT
Iovate Health Sciences International Inc. is committed to ensuring that all decisions with respect to hiring, promotion, job assignment, training, rewards and other Human Resource management functions are made on the basis of qualifications, ability and performance. Iovate 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 people with disabilities in a timely manner, and will do so by meeting accessibility requirements under the Accessibility for Ontarians with Disabilities Act (AODA).
OUR GOAL IS TO PLAN FOR AND ACHIEVE COMPLIANCE ACCESSIBLE EMERGENCY INFORMATION
Iovate is committed to providing employees, customers and clients with publicly available emergency information in an accessible way upon request. We will also provide employees with disabilities with individualized emergency response information when necessary.
Iovate will provide training to employees on Ontario’s accessibility laws and on the Human Rights Code as it relates to people with disabilities. Training will be provided in a way that best suits the duties of employees. Iovate will:
Provide training to employees who participate in developing the organization‘s policies
• The Executive Leadership Team (ELT), Senior Leadership Team (SLT) and Management Leadership Team (MLT) will all receive training via PowerPoint slides
• Human Resources, Office Services and all Joint Health & Safety Members will receive training via PowerPoint slides
Training will cover requirements in the AODA, as well as the Ontario Human Rights Code as it relates to people with disabilities
INFORMATION AND COMMUNICATION
Iovate is committed to meeting the communication needs of people with disabilities in a manner that takes into account their disabilities. We will consult with people with disabilities to determine their information and communication needs. Iovate will:
Persons with disabilities who use assistive devices are encouraged to use their devices as necessary in order to use or benefit from the services provided by Iovate. Assistive devices that may be used by individuals with disabilities will be welcome on Iovate’s premises that are open to the public or other third parties, including – but not limited to – canes, crutches, walkers, wheelchairs, scooters, oxygen tanks, screen readers, listening devices, speech amplification devices, magnification devices, note-taking devices and communication boards. Iovate will take steps to ensure that Iovate employees are trained as to be familiar with various assistive devices that may be used by Customers.
Iovate welcomes guide dogs or other animals that serve individuals with disabilities in those areas of Iovate’s premises that are open to Customers, and will permit the Customer to keep the service animal with him or her, except for those animals that are otherwise excluded by law from the premises. In the event that a service animal is otherwise excluded by law from the premises, Iovate will provide the applicable Customer with an alternative method of obtaining, using or benefitting from its goods or services.
Iovate welcomes persons who support individuals with disabilities to accompany them onto Iovate’s premises that are open to the public or other third parties. Iovate will ensure that Customers who so require have access to their support persons while on the premises. Such support persons need not be paid professional support workers. They may be volunteers, family members or friends who provide support to the Customer. Iovate will seek the consent of the Customer before confidential information is discussed in front of the support person. In some instances, support persons may be asked to sign a Confidentiality Agreement. Iovate will require a support person to accompany a Customer while on premises when it determines that such an arrangement is necessary to protect his or her health and safety, or that of others on the premises.
Iovate is committed to fair and accessible employment practices.
Recruitment: We will take/have taken the following steps to notify the public and employees that, when requested, Iovate will accommodate people with disabilities during the recruitment and assessment processes, and when people are hired:
ACCOMMODATION PLANS AND RETURN-TO-WORK PLANS
Iovate has taken the following steps to develop and put in place a process for developing individual accommodation plans and return-to-work policies for employees who have been absent due to a disability. Iovate has:
CAREER AND PERFORMANCE MANAGEMENT
Iovate will take the following steps to ensure that the accessibility needs of employees with disabilities are taken into account with respect to performance management, career development and redeployment processes. Iovate will:
Iovate will take the following steps to prevent and remove other accessibility barriers as they are identified:
DESIGN OF PUBLIC SPACES
Iovate will meet the Accessibility Standards for the Design of Public Spaces when building or making major modifications to public spaces. Public spaces include:
In the event of a service disruption, we will notify the public of the service disruption and alternatives available.
CUSTOMER ACCESS TO THIS POLICY AND RELATED DOCUMENTS
A notice advising Customers how they can request a copy of this Policy will be posted on Iovate’s website. Iovate will strive to provide Customers with disabilities who request a copy of this Policy with a format that takes into account their disability.
For more information on this accessibility plan, please contact any member of the Human Resources team at:
FROM PLANNING TO ACTION
Every member of Iovate has a role to play in increasing the accessibility of our work environment. Part of our commitment to building a culture of accessibility is in the added focus of our Joint Health and Safety Committee to be aware of and create a culture around accessibility. The Committee will serve to work across departments and with a variety of stakeholders to facilitate the removal of barriers and the implementation of innovative solutions. This plan will be revised annually in consultation with Human Resources.
Iovate invites feedback on the way that it provides goods or services to individuals with disabilities. Those who wish to provide such feedback are encouraged to do so:
All feedback will be directed to the Human Resources team. Any feedback that is in the nature of a complaint will be addressed promptly. The provider of the feedback will be provided with a response in the format requested (or the most appropriate format, which takes into account his or her disability, where no request was made).
Iovate will take the following steps to ensure existing feedback processes are accessible to people with disabilities upon request, and will: