INFORMATION AND COMMUNICATION STANDARDS

The Centre is committed to the information and communication standards under the AODA.

The Centre shall notify the public and its employees of the availability of accessible formats and communication supports when requested. Upon request, the Centre shall consult with the person making the request and provide, in a timely manner, accessible formats and communication supports that takes into account the person’s disability. Any information provided will be held in strict confidence and only shared with the Executive Director and/or Designate and those who need to know for the purposes of assessing and/or providing appropriate assistance with accessibility.

Where information or communications cannot be provided in an accessible format or with communication supports, the Centre will provide an explanation as to why the information or communication cannot be provided in an accessible format.

Internet websites and web content controlled directly by the Centre or through a third party that allows for modification of the site will conform to the legislation’s requirements.

The Centre will provide in a timely manner, upon request, any existing public emergency procedures, plans and public safety information relating to its Centre premises in an accessible format or with appropriate communication supports.

Staff will communicate with clients and other employees using clear and plain language, at a pace that is appropriate to the client/employee.

EMPLOYMENT STANDARDS UNDER THE AODA

The Centre is committed to the employment standards under the AODA.

Recruitment

The Centre will post information about the availability of accommodation for job applicants with disabilities in the recruitment process. Job applicants who are individually selected to participate in an interview, assessment, or selection process will be notified that accommodation is available, upon request. Upon receipt of an offer of employment, employees shall be notified of the Centre’s policies for accommodating employees with disabilities. When the applicant requests accommodation, the Centre will consult with the applicant to arrange for accommodation in a manner that takes into account the applicant’s disability, up to the point of undue hardship as defined by the Code.

Employee Supports

The Centre will inform its current and new employees of the policies used to support employees with disabilities, including accommodation policies that take into account accessibility needs. This information will be provided to new employees as soon as practicable after they begin their employment and updated information will be provided to all employees whenever there is a change to existing accommodation policies.

Accessible Formats and Communication Supports for Employees

Upon an employee’s request, the Centre will, up to the point of undue hardship as defined by the Code, consult with the employee to provide and/or arrange for the provision of accessible formats and communication supports for information that is needed in order to perform the employee’s job and information that is generally available to employees in the workplace.

The Centre will consult with the employee making the request in determining the suitability of the accessible format or communication supports.

Workplace Emergency Response Information

Individual workplace emergency response procedures will be provided to an Employee with a disability where necessary. The Centre and the employee will monitor the individual workplace emergency response to ensure that it is current and effective.

Performance Management and Career Development and Redeployment

The Centre shall take into account the accessibility needs of its Employees with disabilities when providing career development, performance management and when considering redeployment.

DESIGN OF PUBLIC SPACES

The Centre will meet the Accessibility Standards for the Design of Public Spaces when undertaking new construction and redevelopment of public spaces.