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ErinoakKids Centre for Treatment and Development  

Accessibility for Ontarians with Disabilities Act (AODA) Multi-year Plan for Integrated Accessibility Standards 2021-2026 

Compliance DateInitiativeAODA DescriptionErinoakKids InitiativeStatus
AODA Plan

January 1, 2014

Establishment of Accessibility Policies

3. (1) 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.

Develop  and update policies to ensure we are compliant with the legislation

Complete


Accessibility Plan

4.(1) Large organizations shall,

a) 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;

b) post the accessibility plan on their website; if any, and 

c) review, and update the accessibility plan at least once every five years.

• Update Multi-year plan

• Post to ErinoakKids website

• Create and implement a review cycle
Complete
June 2021Accessible Websites & Web Content14.(2)  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 AA, and shall do so in accordance with the schedule set out in this section.

New website, conforming with WCAG 2.0 Level AA, developed and launchedComplete

January 1, 2014Training

7. (1)  Every obligated organization shall ensure that training is provided on the requirements of the accessibility standards referred to in this Regulation and on the Human Rights Code as it pertains to persons with disabilities to.

a) All employees, and volunteers;

b) All persons who participate in developing the organization’s policies; and

c)All other persons who provide goods, services or facilities on behalf of the organization.
All new employees and volunteers  receive training in AODA guidelines.

All employees and volunteers receive training in Ontario Human Rights Code as it pertains to persons with disabilities
Complete

January 1, 2015Feedback

AODA Multi-year Plan

ACCESSIBILITY FOR ONTARIANS WITH DISABILITIES ACT (AODA)

Multi-year Plan for the Integrated Accessibility Standards

AODA Description

3. (1) 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.

 

4.(1) Large organizations shall,

a)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;

b)post the accessibility plan on their website; if any, and 

c)review, and update the accessibility plan at least once every five years.

14.(2)  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 AA, and shall do so in accordance with the schedule set out in this section.

 7. (1)  Every obligated organization shall ensure that training is provided on the requirements of the accessibility standards referred to in this Regulation and on the Human Rights Code as it pertains to persons with disabilities to.

a)All employees, and volunteers;

b)All persons who participate in developing the organization’s policies; and

c)All other persons who provide goods, services or facilities on behalf of the organization.

11. (1) 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.

•We have Bell Relay available for those families who require this service

•We utilize American Sign Language certified employees in engaging with families who use  sign language

•There is an indication on the child’s chart if the family requires accommodation

•Website compliance will allow for feedback from families

•Future client surveys will adhere to AODA requirements
Complete

January 1, 2016Accessible Formats & Communication Supports

12. (1) Except as otherwise provided, every obligated organization shall upon request provide or arrange for the provision of accessible formats and communication supports for persons with disabilities,

a)  in a timely manner that takes into account the person’s accessibility needs due to disability; and

b) at a cost that is no more than the  regular cost charged to other persons.

 

12. (2) The obligated organization shall consult with the person making the request in determining the suitability of an accessible format or communication support.

 

12. (3) Every obligated organization shall notify the public about the availability of accessible formats and communication supports.

•For clients, we support alternative and augmentative communication through assistive technology which may include voice to text software (e.g, Dragon Naturally Speaking), voice output and/or writing aid devices 

•Use of visual and braille therapy materials 

•Specialized therapy materials for work with Blind Low-Vision children with enhanced light/sound

•Email and ASL interpreters for parents/caregivers who are deaf/hard of hearing

•FM systems available to support clients/families who are hard of hearing 

•Google text to voice recommendations for clients with low vision or translation of written materials to braille

•Wayfinding signs in our buildings  through use of symbols, colour and animals to indicate service areas

•Braille on room numbers and elevator buttons

•Accessible outdoor play areas include objects that make sound to provide clients with sensory/visual experiences
Complete


Recruitment

Job Postings

22.  Every employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes.

•Job postings indicated that job and workplace accommodations are available upon requestComplete


Recruitment

Assessment or selection process

23. (1) During a recruitment process, an employer shall modify job applicants, when they are individually selected to participate in an assessment or selection process, that accommodation are available upon request in relation to the materials or processes to be used.

(2)  If a selected applicant requests 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 accessibility needs due to disability.

•Recruiters offer accommodation support to candidates being selected for interview

•Provide guidance for recruiters who will respond to accommodation requests
Complete


Notification to successful applicants24. Every employer shall, when making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities.

•Draft accommodation language to be inserted into offer package

•Provide guidance to staffs who will respond to accommodation requests

Complete


Informing Employees of Supports

25. (1) 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.

25. (2) Employers shall provide the information required under this section to new employees as soon as practicable after they begin their employment.

25. (3) Employers shall provide updated information to its employees whenever there is a change to existing policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability.

•Include more accommodation information in new hire orientation

•Every employee who identifies needing an accommodation has their plan reviewed annually with Human Resources
Complete


Accessible Formats & Communication Supports for Employees

26. (1) In addition to its obligations under section 12, where an employee with 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,

a)   information is needed in order to perform the employee’s job; and 

b)   information that is generally available to employees in the workplace.

26. (2) The employer shall consult with the employee making the request in determining the suitability of an accessible format or communication support.

Employees are encouraged to report accommodation

•We work with the employee and their referring physician to provide the support needed

•These requirements are reviewed annually with the employee
Complete


Documented Individual Accommodation Plans

28. (1) Employers, other than employers that are small organizations, shall develop and have in place a written process for the development of documented individual accommodation plans for employees with disabilities.

28. (2) The process for the development of documented individual accommodation plans shall include the following elements:

a) The manner in which an employee requesting accommodation can participate in the development of the individual accommodation plan.

b) The means by which the employee is assessed on an individual basis.

c) 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 an how accommodation can be achieved.

d) The manner in which the employee can request the participation of a representative from their bargaining agent, where the employee is represented by a bargaining agent, in the development of the accommodation plan.

e) The steps taken to protect the privacy of the employee’s personal.

f) The frequency with which the individual accommodation plan will be reviewed and updated and the manner in which it will be done.

g) If an individual accommodation plan is denied, the manner in which the reasons for the denial will be provided to the employee.

h) The means of providing the individual accommodation plan in a format that takes into account he employee’s accessibility needs due to disability.

•Each individual employee requiring accommodation receives a documented plan.  Managers work with the employee and the Health, Safety and Disability Management Consultant  to develop the plan taking into account the requirements of the individual.

 •Employee and their physician is involved in the plan development

 •Decided review date is individual

Complete

January 1, 2016Performance Management30. (1) 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 it performance management process in respect of employees with disabilities.

Utilize the assistance of the  Health, Safety and Disability Management Consultant as a resource in plan if needed.Complete


Career Development & Advancement31. (1) 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 disabilitiesAn employee’s individual accommodation and accessibility needs are taken into account when planning and undertaking employee’s career development and advancement

Complete


Redeployment32. (1) An employer that uses redeployment shall take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when redeploying employees with disabilities.
We consider individuals’ accessibility needs and individual accommodation when redeploying employees with disabilitiesComplete