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Multi-Year Accessibility Plan

This plan is available in an accessible format upon request.

2013 - 2021 Multi-Year Accessibility Plan for Lac-Mac Limited

Part I GENERAL REQUIREMENTS
Establishment of Accessibility Policies
Every obligated organization shall develop, implement and maintain policies governing how the organization achieves or will achieve accessibility through meeting its requirements under the accessibility standards referred to in this Regulation.
Action:
Development, implementation and maintenance of AODA Customer Service Policy and Integrated Accessibility Standards Policy. Compliance Timeline: January 1, 2014

Accessibility Plans
Large organizations shall,

  1. 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;
  2. post the accessibility plan on their website, if any, and provide the plan in an accessible format upon request; and
  3. review and update the accessibility plan at least once every five years

Action: Establishment, implementation, maintenance and documentation of a multi-year accessibility plan is posted on the Company website and reviewed at least every five years. Compliance Timeline: January 1, 2014

Training
Every obligated organization shall ensure that training is provided on the requirements of the accessibility standards referred to in the Regulation and On the Human Rights Code as it pertains to persons with disability.
Action:
Employee training on the Accessibility Standards and the Human Rights Code. Compliance Timeline: January 1, 2015

Self-Service Kiosks
Large organizations and small organizations shall have regard to the accessibility for persons with disabilities when designing, procuring or acquiring self-service kiosks.
Action:
Accessibility requirements will be considered when acquiring self-service Kiosks. Compliance Timeline: January 1, 2014

Part II INFORMATION AND COMMUNICATION STANDARDS
Feedback

Every obligated organization that has processes for receiving and responding to feedback shall ensure that the processes are accessible to persons with disabilities by providing or arranging for accessible formats and communications supports, upon request.
Action:
A feedback process has been established for persons with disabilities who request accessible formats or communication supports.
Compliance Timeline: January 1, 2014

Accessible Formats & Communication Supports
Except as otherwise provided, every obligated organization shall upon request provide or arrange for the provision of accessible formats and communication supports for person with disabilities. The public will be notified about the availability of accessible formats and communication supports.
Action:
Upon request and in consultation with the person making the request, accessible formats and communication supports will be provided in a timely manner and free of charge. Compliance Timeline: January 1, 2014

Accessible Websites & Web Content
Designated Public sector organizations and large organizations shall make their Internet websites and web content conform with the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0, initially at Level A and increasing to Level AA, and shall do so in accordance with the schedule set out in this section.
Action:
All company internet websites conform to WCAG 2.0, Level A. Compliance Timeline: January 1, 2014
Action:
All company internet websites will conform with WCAG 2.0, Level AA Compliance Timeline: January 1, 2021

Part III EMPLOYMENT STANDARD
Recruitment
Every employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes.
Action:
Accommodation notification is communicated on the Company website. Compliance Timeline: January 1, 2016

Recruitment, Assessment or Selection
During a recruitment process, an employer shall notify job applicants, who 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.
Action:
Prospective applicants are advised of the availability of accommodations through job postings and when selected for interviews. Compliance Timeline: January 1, 2016

If a selected applicant requires an accommodation, the employer shall consult with the applicant and provide or arrange for the provision of a suitable accommodation in a manner that takes into account the applicant’s accessibility needs due to a disability.
Action:
Suitable accommodations will be made upon request and in consultation with the applicant. Compliance Timeline: January 1, 2016

Notice to Successful Applicants
Every employer shall, when making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities.
Action:
New employees are advised of the Accessibility policies and the availability of accommodation in their offer letter. Compliance Timeline: January 1, 2016

Informing Employees of Supports
Every employer shall inform its employees of its policies used to support its employees with disabilities, including, but not limited to, policies on the provision of job accommodations that take into account an employee‘s accessibility needs due to disability.
Action:
Advised employees of these supports during AODA training. Policy posted on company bulletin boards. Compliance Timeline: January 1, 2016

Every employer shall inform its employees of its policies and any revisions used to support its employees with disabilities, including, but not limited to, policies on the provision of job accommodations that take into account an employee‘s accessibility needs due to disability.
Action:
Updated policies are shared with employees. Compliance Timeline: January 1, 2016

Accessible Formats & Communication Supports for Employees
In addition to its obligations under section 12, where an employee with a disability so requests it, every employer shall consult with the employee to provide or arrange for the provision of accessible formats and communication supports for,

  1. information that is needed in order to perform the employee‘s job; and
  2. information that is generally available to employees in the workplace

Action: Alternate formats and supports are provided upon request for job related or company information. Human Resources and/or the Supervisor will consult with the employee to identify and arrange appropriate accessible formats. Compliance Timeline: January 1, 2016

Workplace Emergency Response Plan
Every employer shall provide individualized workplace emergency response information to employees who have a disability, if the disability is such that the individualized information is necessary and the employer is aware of the need for accommodation due to the employee‘s disability.
Action:
Individualized Emergency Plans are created for employees as required. Compliance Timeline: January 1, 2012

If an employee who receives individualized workplace emergency response information requires assistance and with the employee‘s consent, the employer shall provide the workplace emergency response information to the person designated by the employer to provide assistance to the employee.
Action:
Consent to inform the designated person to assist employee is included within the Emergency Response Plan. Compliance Timeline: January 1, 2012

Employers shall provide the information required under this section as soon as practicable after the employer becomes aware of the need for accommodation due to the employee‘s disability.
Action:
Information is provided in a timely manner once aware of the need for accommodation. Compliance Timeline: January 1, 2012

Every employer shall review the individualized workplace emergency response information.
Action:
HR and/or the Supervisor will review individualized workplace emergency response information if the employee moves location or as required. Each plan will be reviewed on an
individual basis. Compliance Timeline: January 1, 2012

Documented Individual Accommodation Plans
Employers shall develop and have in place a written process for the development of documented individual accommodation plans for employees with disabilities.
Action:
The Disability Management Process includes documents and policies to address individual accommodation plans for employees with disabilities. Compliance Timeline: January 1, 2016

The process for the development of documented individual accommodation plans shall 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 employer can request an evaluation by an outside medical or other expert, at the employer‘s expense, to determine if and how accommodation can be achieved
  4. The steps taken to protect the privacy of the employee‘s personal information
  5. The frequency with which the individual accommodation plan will be reviewed and updated and the manner in which it will be done
  6. If an individual accommodation plan is denied, the manner in which the reasons for the denial will be provided to the employee
  7. The means of providing the individual accommodation plan in a format that takes into account the employee‘s accessibility needs due to disability

Action: The development of documented individual accommodation plans are in accordance with all the criteria above. Compliance Timeline: January 1, 2016

Return to Work Process
Every employer, other than an employer that is a small organization,

  1. shall develop and have in place a return to work process for its employees who have been absent from work due to a disability and require disability-related accommodations in order to return to work; and
  2. shall document the process

Action: Return to Work documents include the criteria noted above. Compliance Timeline: January 1, 2016

Performance Management
An employer that uses performance management in respect of its employees shall 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.
Action:
The Company is supportive of accessible performance management process and will provide Performance Management documents and feedback in an accessible way upon request. Compliance Timeline: January 1, 2016

Career Development and Advancement
An employer that provides career development and advancement to its employees shall take into account the accessibility needs of its employees with disabilities as well as any individual accommodation plans, when providing career development and advancement to its employees with disabilities.
Action:
The Company is supportive of career development and takes into consideration accessibility requirements when changes occur in an employee's role, when an employee transitions to a new role or during any career development opportunities. Compliance Timeline: January 1, 2016

Part IV DESIGN OF PUBLIC SPACES
Public Spaces
The Company will focus on removing barriers in our buildings and public spaces:
Buildings – As of January 1, 2015, new construction and renovations will reflect updated accessibility requirements as outlined by Ontario’s Building Code.
Public Spaces – Will be redesigned to meet accessibility standard where there is new construction and major changes to existing features including:
Outdoor paths of travel, like sidewalks, ramps, stairs, curb ramps, rest areas and accessible pedestrian signals
Accessible parking
Service-related elements like service counters, fixed queuing lines and waiting areas
Maintenance and restoration of public spaces.
Action:
Review accessibility requirements in our buildings and public spaces according to the updated Ontario’s Building Code as required. Compliance Timeline: January 1, 2015

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