Accessibility for Ontarians with Disabilities Act, 2005
Integrated Accessibility Standards Regulation (IASR) 191/11
purpose of this policy is to ensure that Multiview complies with the
Government of Ontario’s Integrated Accessibility Standards.
2. Application and Scope
This policy applies to all Multiview employees, consultants/contractors, interns and co-op students.
3. Policy Statement
is committed to providing a respectful, welcoming, accessible, and
inclusive environment for all persons with disabilities in a way that is
respectful of the dignity and independence of people with disabilities
and in a manner which takes into account the person’s disability and
embodies the principles of integration and equal opportunity.
is committed to becoming a barrier free environment and meeting the
requirements of all existing legislation and its own policies and goals
related to identifying, removing and preventing barriers to people with
disabilities that might interfere with their ability to interact with
that all persons within its community are aware of their rights and
responsibilities to foster an accessible and inclusive environment with
and for persons with disabilities.
is committed to, and will strive to ensure that, the Accessibility for
Ontarians with Disabilities Act (AODA), 2005, its regulations, standards
and all other relevant legislation concerning accessibility, are
rigorously observed in a timely fashion.
“Accessible Format” means a format of communication that may include but is not limited to
large print, recorded audio and electronic formats, Braille or other
format usable by persons with disabilities;
“Accommodation” means the special arrangement made or assistance provided so that
persons with disabilities can participate in the experiences available
to persons without disabilities. Accommodation will vary depending on
the person’s needs;
“Barrier” includes anything that prevents a person with a disability from fully
participating in one or more aspects of society, including a physical
barrier, and architectural barrier, information or communications
barrier, attitudinal barrier, policy or practice;
“Communication Supports” include, but are not limited to, captioning, alternative and
augmentative communication supports, plain language, sign language and
other supports that facilitate effective communications;
degree of physical disability, infirmity, malformation or disfigurement
that is caused by bodily injury, birth defect or illness and, without
limiting the generality of the foregoing, includes diabetes mellitus,
epilepsy, a brain injury, and degree of paralysis, amputation, lack of
physical co- ordination, blindness or visual impediment, deafness or
hearing impediment, muteness or speech impediment, or physical reliance
on a service animal or on a wheelchair or other remedial appliance or
- A condition of mental impairment or a development disability;
- A learning disability or a dysfunction in one or more of the processes
involved in understanding or using symbols or spoken language;
- A mental disorder; or
- An injury or disability for which benefits were claimed or received under
the insurance plan established under the Workplace Safety and Insurance Act, 1997.
includes data, facts, and knowledge that exists in any format,
including text, audio, digital or images, and that conveys meaning;
“Kiosk” means an interactive electronic terminal, including a point of sale device, intended for public use.
5. General Provisions
- Confidentiality of Information Personal
information concerning an individual’s disability cannot be released
without written consent of the individual and must be managed in a
manner that is consistent with Freedom of Information Guidelines and
Personal Information Protection Guidelines, where appropriate. Where the
accommodation process requires the release of confidential information
to a third party (such as an external resource group), the third party,
and any person or department delegated by that third party, will be
required to ensure that confidentiality is protected, that the
information obtained is kept in a secure location, and used solely for
the purpose that the release was required.
- Accessibility Policies Multiview’s
policies will incorporate practices which support accessibility. In
accordance with the Integrated Accessibility Standard Ontario Regulation
191/11 of the AODA, (“IASR”) accessibility will be addressed in the
following areas: Information and Communications, Employment
- Accessibility Plan In
order to achieve our goals, Multiview has developed a multi-year
Accessibility Plan which documents Multiview’s strategy and commitment
to meeting the applicable standards of the IASR. The Accessibility Plan will be reviewed and updated at least once every five years. Multiview will prepare an annual status report on the progress and measures taken to implement the Accessibility Plan.
- Procuring or acquiring goods, services or facilities (if applicable) When
procuring goods, services, self-service kiosks or facilities, Multiview
will incorporate accessibility criteria and features unless it is not
practicable. If not practicable, Multiview will provide an explanation
- Self-service Kiosks (if applicable) Multiview
will have regard to accessibility for persons with disabilities when
designing, procuring or acquiring self-services kiosks.
- Training All
full time, part time and contract employees will be trained on the
requirements of accessibility standards and on the Ontario Human Rights
Code as it pertains to persons with disabilities. The training provided
will be appropriate to the duties of the employee. Training will take
place as soon as it is practicable and upon completion, Multiview will
keep a record of the training provided including the dates on which the
accessibility training took place.
7. Information and Communication
7.1 Feedback (if applicable)
will ensure that its processes for receiving and responding to feedback
are accessible to persons with disabilities and will notify the public
about the availability of accessible formats and communications
7.2 Accessible formats and communication supports
will provide or arrange for accessible formats and communication
supports for persons with disabilities in a timely manner that takes
into account each person’s accessibility needs.
- Multiview will
consult with the person making the request to determine the suitability
of an accessible format or communication support.
- Communications supports will be provided at a cost that is no more than the regular cost charged to other persons.
7.3 Accessible websites and web content
will make its internet websites and web content conform to Web
Consortium Web Content Accessibility Guidelines (WCAG) 2.0 initially at
Level A and increasing to Level AA, except where not practicable to do
so. By January 1, 2021 all internet website and web content will conform
to WCAG 2.0 Level AA.
policies and practices are intended to build an inclusive and
accessible work environment free from discrimination and harassment.
Multiview will notify employees and the public about the availability of accommodations for applicants with disabilities:
the recruitment process when job applicants are individually selected
to participate in an assessment or selection process;
- If a
selected applicant requests and accommodation, Multiview will consult
with the applicant and provide or arrange for the provision of a
suitable accommodation that takes into account the applicant’s
- Notify successful applicants of the policies for accommodating employees with disabilities
8.2 Employee Supports
will inform employees of the policies used to support employees with
disabilities, including policies on the provision of job accommodations
that will take into account an employee’s accessibility needs due to
disability. Multiview will provide this information to new employees as
soon as practicable after they begin their employment and provide
updated information to all employees whenever there is a change to
existing policies on the provision of job accommodation that takes into
account an employees’ accessibility needs due to disability.
8.3 Accessible Formats and Communication Supports for Employees
addition, and where an employee with a disability requests it,
Multiview will consult with the employee to arrange for the provision of
accessible formats and communication supports for:
- information that is needed in order to perform the employee’s job;
- information that is generally available to employees in the workplace;
consult with the employee making the request in determining the
suitability of an accessible format or communication support.
8.4 Documented Individual Accommodation Plan
written process for the development and maintenance of documented
individual accommodation plans shall be developed for employees with
disabilities. If requested, these plans shall include information
regarding accessible formats and communication supports. If requested,
the plans shall include individualized workplace emergency response
8.5 Return to Work Process
will have in place a documented return to work process for employees
returning to work due to disability and requiring disability-related
accommodations. This return to work process will outline the steps that
Multiview will take to facilitate the return to work.
8.6 Performance Management and Career Development and Redeployment
will take into account the accessibility needs of its employees with
disabilities as well as any individual accommodation plans when
providing career development, performance management and when
7. Review Period
This policy will be reviewed annually and will be revised in light of any legislative or organizational changes.