Accessibility for Ontarians with Disabilities Act

Diversicare Canada Management Services Co., Inc. and All Managed Retirement Residences and Long-Term Care Homes in Ontario


Introduction

The goal of the Accessibility for Ontarians with Disabilities Act 2005 (the “Act”) is to create a more accessible Ontario, by identifying, and to the extent possible, preventing, and eliminating barriers experienced by persons with disabilities.

The Integrated Accessibility Standards (the “IAS”) is a regulation under the Act the purpose of which is to ensure accessibility for persons with disabilities in the areas of (i) Information and Communication, (ii) Employment, (iii) Transportation and (iv) Design of Public Spaces.

The purpose of this policy (the “Policy”) is to identify and document how Diversicare Canada Management Services Co., Inc. and each residence or home we manage in Ontario, currently achieves accessibility by meeting the requirements of the IAS and how it will continue to work towards improving accessibility for persons with disabilities.

For a more detailed explanation of our strategy to prevent and remove barriers for persons with disabilities please refer to Diversicare Canada Management Services Co., Inc’s Multi-Year Accessibility Plan (“the “Accessibility Plan”) outlined below.

Statement Of Commitment

Diversicare Canada Management Services Co., Inc. and the residences/homes we manage in Ontario, are each committed to developing, implementing and maintaining policies and practices aimed at meeting the accessibility needs of persons with disabilities in a timely manner.

For More Information or to Provide Feedback, please contact us:

By Mail:
c/o VP People
Diversicare Canada Management Services Co., Inc.
2121 Argentia Road, Suite 301
Mississauga, Ontario
L5N 2X4

By Email:
HR@verveseniorliving.com

By Phone:
VP People
(905)821-1161

A feedback form is provided with this document, following the Multi-Year Accessibility Plan.

Multi-Year Accessibility Plan – Integrated Accessibility Standards (“IAS”)

DELIVERABLES DEADLINE STATUS
General: Establishing Accessibility Policies
a) Develop, implement and maintain polices governing how the organization achieves or will achieve accessibility through meeting the requirements of the IAS.

b) Statement of organizational commitment to meeting the accessibility needs of persons with disabilities in a timely manner.

c) Prepare one or more written documents describing the policies and make the policies publicly available and provide them in an accessible format upon request.

January 1, 2014 Complete
General: Accessibility Plans
a) Establish, implement, maintain and document a multi-year accessibility plan, which outlines the organization’s strategy to prevent and remove barriers and meet requirements of IAS.

b) Post the accessibility plan on the website, if any, and provide the plan in an accessible format upon request.

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

January 1, 2014
General: Self Service Kiosks
a) Have regard to the accessibility for persons with disabilities when designing, procuring or acquiring self-service kiosks. January 1, 2014 Complete
General: Training
a) Provide training on the requirements of the accessibility standards referred to in the IAS and the Human Rights Code as it pertains to persons with disabilities to:

  • All employees and volunteers
  • All persons who participate in developing the organization’s policies
  • All other persons who provide goods, services or facilities on behalf of the organization

b) The training required in subsection 1 is appropriate to the duties of employees, volunteers and other persons

c) Training is done as soon as practicable

d) Training is provided on changes to policies and on an ongoing basis

e) Training records are maintained for all training, including the date of training and the number of individuals in attendance.

January 1, 2015
General: Compliance Reporting
a) Ensure the organization files online compliance reports in accordance with the Schedule established under IAS. December 31, 2014 and every 3 years thereafter. Complete
Information and Communications Standards: Feedback
a) Ensure the organization’s processes for receiving and responding to feedback are accessible to person with disabilities by providing or arranging for accessible formats and communication supports upon request.

b) Notify the public about the availability of accessible formats and communication supports.

January 1, 2015 Complete
Information and Communications Standards: Accessible Formats and Communication Supports
a) Upon request provide or arrange for accessible formats and communication supports for persons with disabilities.

  • Provide in a timely manner that takes into account the person’s accessibility needs due to disability; and
  • Provide at a cost that is no more than the regular cost charged to other persons.

b) Consult with the person making the request to determine the suitability of an accessible format or communication support.

c) Notify the public about the availability of accessible formats and communication supports

January 1, 2016 Complete
Information and Communications Standards: Emergency Procedure, Plan or Public Safety Information
a) Upon request provide in an accessible format or with appropriate communication supports, the organization’s emergency procedures, plans or public safety information that it makes available to the public. January 1, 2012
Information and Communications Standards: Accessible Websites and Web Content
a) Ensure the websites and web content conform with the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0:

  • Level A
  • Level AA
January 1, 2014 (Level A)

January 1, 2021 (Level AA)

Complete
Employment Standards: Recruitment, General
a) Notify employees and the public about the availability of accommodations for applicants with disabilities in organization’s recruitment process. January 1, 2016 Complete
Employment Standards: Recruitment, Assessment, or Selection Process
a) During recruitment process, notify job applicants, when they 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.

b) If the selected applicant requests accommodation, 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.

January 1, 2016 Complete
Employment Standards: Notice to Successful Applicants
a) When making offers of employment, notify the successful applicant of the organization’s policies for accommodating employees with disabilities. January 1, 2016 Complete
Employment Standards: Informing Employees of Supports
a) Inform employees of the organization’s policies used to support employees with disabilities.

b) Provide the above information as soon as practicable after the employee begins employment.

c) Provide updated information to employees whenever there is a material change to existing policies on the provision of job accommodations.

January 1, 2016 Complete
Employment Standards: Accessible Formats and Communication Supports for Employees
a) Upon request, consult with an employee to provide or arrange for the provision of accessible formats and communication supports for information needed to perform employees job and information generally available to employees in the workplace January 1, 2016 Complete
Employment Standards: Workplace Emergency Response Information
a) 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.

b) If the employee provides consent, provide the employee’s individualized workplace emergency response information to another person designated by the employer to provide assistance to the employee.

c) Review the individualized workplace emergency response information when:

  • the employee moves to a different work location;
  • the employee’s overall accommodation needs or plans are reviewed; and
  • When the employer reviews its general emergency response information.
January 1, 2012 Complete
Employment Standards: Documented Individual Accommodation Plans
a) Develop and have in place a written process for the development of documented individual accommodation plans for employees with disabilities that includes all of the considerations set out in section 28(2) and (3) of the IAS. January 1, 2016 Complete
Employment Standards: Return to Work Process
a) Develop and have a documented a return to work process employees who have been absent from work due to a disability and who require disability-related accommodations in order to return to work.

b) Ensure the return to work process outlines that it will take to facilitate the employee’s return to work and that it uses documented individual accommodation plans, if any.

January 1, 2016 Complete
Employment Standards: Performance Management
a) Take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when applying performance management. January 1, 2016 Complete
Employment Standards: Career Development and Advancement
a) Take into account the accessibility needs of employees with disabilities as well as any individual accommodation plans, when providing opportunities for career development and advancement to employees with disabilities. January 1, 2016 Complete
Employment Standards: Redeployment
a) Take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when redeploying employees with disabilities. January 1, 2016 Complete
Design of Public Spaces Standards: Redeployment
a) Ensure that construction and/or redevelopment of public spaces covered by the IAS complies with applicable accessibility requirements. January 1, 2017

Accessibility Feedback Form

The ultimate goal of Diversicare Canada Management Services Co. Inc. and All Managed Residences, is to meet and surpass customer expectations while serving all people, including those with disabilities. Comments regarding how well those expectations are being met are welcome and appreciated.

Feedback regarding the way Diversicare Canada Management Services Co. Inc. and All Managed Residences provides goods and services to people with disabilities can be made by using a feedback form, by mail, e-mail, or verbally. All feedback should be directed to:

Contact Person: V.P. People

Address: 2121 Argentia Road, Suite 301, Mississauga, Ontario, L5N 2X4

Telephone: 905 821-1161

Email: HR@verveseniorliving.com

Download Feedback Form here.

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