Accessibility Policy and Plan

Accessibility Policy

 

A. INTRODUCTION

The Accessibility for Ontarians with Disabilities Act (AODA) is a law that sets out a process for developing and enforcing accessibility standards for people with disabilities.

Accessibility standards are laws that govern businesses, non-profits and public sector organizations to become more accessible.

Morin Supply is committed to providing an environment free of discrimination and harassment, in which all individuals are treated with respect and dignity and can contribute fully and have equal opportunities.

B. APPLICABILITY

The right to freedom from discrimination and harassment extends to all employees including full time, part time, temporary or contract staff.

This policy applies at every level of organization and to every aspect of the workplace environment and employment relationship.

C. RESPONSIBILITY

Employees shall, at the earliest opportunity, advise Morin Supply of any change in their circumstances that may require Morin Supply to consider or take account of an employee’s needs connected to or related to their disability.

Morin Supply may, where it considers it necessary or appropriate, seek professional guidance, including medical advice, in undertaking and fulfilling its obligations under this policy.

D. HIRING, RECRUITMENT AND PROMOTION

Morin Supply shall notify its employees and job applicants about the availability of accommodation for applicants with disabilities in its recruitment processes.

If a selected applicant or employee requests an accommodation, Morin Supply shall consult with the applicant and arrange for the provision of suitable accommodation in a manner that considers the applicant’s accessibility needs due to their disability.

E. SUPPORT FOR EMPLOYEES

Where an employee with a disability requests it, Morin Supply will consult with the employee about the provision of accessible formats and communication supports that may be needed for the employee to perform their job.

Morin Supply shall develop and have in place a written process for the development of documented individual accommodation plan for employees with disabilities.

F. PERFORMANCE MANAGEMENT

Morin Supply uses performance management in respect of its Employees and shall consider the accessibility needs of Employees with disabilities, when using its performance management process in respect of employees with disabilities.

G. RETURN TO WORK

Where an employee has been absent from work due to ill health or sickness that is related to or connected with their disability, Morin Supply shall develop and have in place a return to work process.

Such a process shall be documented and shall identify the steps that Morin Supply shall take to facilitate the return to work of Employees who were absent because of their disability.

Such a process shall include a documented individual accommodation plan and a Return to Work Interview.

H. REVIEW

Morin Supply will periodically review this policy; carrying out any necessary amendments considering changes in legislation or improving good practice and supervising its implementation.

 

Multi-Year Accessibility Plan

 

A. INTRODUCTION AND STATEMENT OF COMMITMENT

Morin Supply is committed to meeting its obligations under the Accessibility for Ontarians with Disabilities Act (AODA). Building on the Company’s Accessibility Policy, Morin Supply 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. The Company is committed to meeting the accessibility needs of persons with disabilities in a timely manner and will do so by preventing and removing barriers to accessibility.

As part of its commitment to meeting its obligations under the Act, Morin Supply has developed its Multi-Year Accessibility Plan to outline its ongoing strategy to prevent and remove barriers and meet its requirements under the AODA.

Morin Supply’s Multi-Year Accessibility Plan will be reviewed and at least once every five (5) years, and as required.

B. ESTABLISHMENT AND APPLICATION (completed)

Morin Supply will review by January 1, 2023:

  • Develop, implement, and maintain a policy governing how the organization will achieve accessibility.
  • Establish, implement, and maintain a Multi-Year Accessibility Plan.
  • Include within its Multi-Year Accessibility Plan a statement of commitment to meet the accessibility needs of persons with disabilities in a timely manner.

C. TRAINING (ongoing)

Morin Supply will review by January 1, 2023:

  • Provide training on disability-related obligations under Ontario Human Rights legislation, as well as similar legislative provisions across the country, to employees, volunteers, and any others who may be acting on Morin Supply’s behalf in dealing with the public or any other third parties. Training will also be provided to all people who are involved in the development of the Company’s policies. Records of the individuals who completed the training, as well as the dates of completion, will be kept on file for review as needed.

D. INFORMATION AND COMMUNICATION STANDARDS

I. Accessible Website and Web Content

Morin Supply will by January 1, 2024:

  • Make Morin Supply’s internet website and new content conform with World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0 Level A.
  • Make the Company’s Accessibility Policy and Multi-Year Accessibility Plan available to the public on the Morin Supply website and available in accessible formats upon request.

II. Feedback, Accessible Formats and Communication Supports

Morin Supply will by January 1, 2024:

  • Put a statement on its website about the availability of accessible formats and communication supports and, upon request, provide or arrange for the provision of accessible formats in a timely manner.
  • Ensure that the 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.

E. EMPLOYMENT STANDARDS

I. Recruitment

Morin Supply will by January 1, 2025:

  • On its website and on job postings, specify that accommodations are available for applicants with disabilities.
  • Inform applicants selected to participate in a selection process that accommodations are available during the recruitment process, upon request, with respect to materials and processes to be used.
  • Upon request, consult with the applicant and arrange for suitable accommodation.
  • When making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities.

II. Informing Associates of Supports

Morin Supply will by January 1, 2025:

  • Inform employees and new hires (as soon as is practicable) of Morin Supply’s policies to support employees with disabilities and keep employees up to date on any changes to these policies.
  • Upon request from an employee with a disability, provide for suitable accessible formats and communication supports for: information needed by the employee to perform their job, and information that is generally available to employees.

III. Documented Individual Accommodation Plans / Return to Work Process

Morin Supply will by January 1, 2025:

  • Develop a written process for the development of individual accommodation plans.
  • Develop and document a return-to-work process for employees who have been absent due to a disability; the process shall outline the steps that Morin Supply will take to facilitate the employee’s return to work and use the individual’s accommodation plan as part of that process.

IV. Performance Management, Career Development and Redeployment

Morin Supply will by January 1, 2025:

  • Consider the accessibility needs of employees with disabilities and individual accommodation plans when utilizing Morin Supply’s performance management processes, as well as considering career development and advancement opportunities and redeployment of its employees.