Last updated October 27, 2023
Mindlance Consulting Inc. 2023 – 2028 Integrated Accessibility Standard Regulation 191/11 (“IASR”) Policies and Multi-Year Accessibility Plan
Mindlance Consulting Inc. (the “Company” or “Mindlance Consulting”), Accessibility Policy is to identify how Mindlance Consulting will achieve and maintain accessibility by meeting the requirements of the Accessibility for Ontarians with Disabilities Act, 2005 (“AODA”), the Accessibility Standards for Customer Service, and the Integrated Accessibility Standards, Ontario Regulation 191/11 (“IASR”). These standards have been developed to break down barriers and increase accessibility for persons with disabilities in the areas of information, communication, and employment. The following policies apply to all Assignment Employees, Internal/Back-Office Staff and Clients of Mindlance Consulting, including candidates and applicants who apply for employment, and applies to all aspects of the employment relationship. Mindlance Consulting will review this plan on an annual basis and update as needed.
Mindlance Consulting is governed by these policies and will ensure to provide services and accessibility to persons with disabilities the same services that others receive without discrimination based on the protected grounds set out in the Ontario Human Rights Code: race, ancestry, colour, ethnic origin or place of origin, citizenship, creed, sex, sexual orientation, gender identity, gender expression, age, record of offences (for which a pardon has been granted), marital or family status, and disability.
Mindlance Consulting will provide accommodations for needs related to protected human rights grounds, unless doing so would cause undue hardship. Mindlance Consulting will to the best of its ability work cooperatively and in a manner of respect, with all partners in the accommodation process.
Statement of Commitment
Mindlance Consulting 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. Mindlance Consulting
is committed to meeting the needs of people with disabilities in a timely manner, and will do so by preventing and removing barriers to accessibility and meeting accessibility requirements under the AODA.
Multi-Year Accessibility Plan
In order to ensure the Company’s commitment to meeting its obligations under the AODA, we have developed a multi-year plan which outlines strategies to prevent and remove barriers and meet its requirements under the AODA. This plan will be reviewed and updated by Mindlance Consulting on an annual basis.
Mindlance Consulting will provide accessible customer service trainings that apply to Mindlance Consulting on the requirements of the IASR and disability-related obligations under the Ontario Human Rights Code as it relates to people with disabilities and what they have to do. Training will be provided to Management, Internal/Back-Office Staff, Assignment Employees, and any other(s) who may be acting on the Company’s behalf in dealing with the public or any other third parties authorized to act on the Company’s behalf. Training will be provided in a way that best suits the duties and role of the employee. The Company will keep record of the training provided including dates on which the training was provided and the number of individuals to whom it was provided to. The Company will ensure employees are provided with the training needed to meet AODA requirements.
Mindlance Consulting has processes in place for receiving and responding to Assignment Employees, Internal/Back-Office Staff, and Clients including candidates and applicants who apply for employment or are any part of the employment process. The Company values feedback and will ensure that customer service expectations are being met and that all stakeholders regardless of any disability receive fair and equal treatment. All feedback will receive a receipt of acknowledgement. Responses will occur within five (5) days of receipt.
Customers who wish to provide feedback on the way Mindlance Consulting provides services to people with disabilities can do so in the following ways listed below. This also includes complaints, which will be reviewed and investigated by the HR Department of Mindlance Consulting. If requested; follow up will be provided within five (5) days.
Accessible Formats and Communication Supports
Mindlance Consulting will provide appropriate information and communications in an accessible manner to people with disabilities upon request. The Company will consult with the person to determine their accessibility needs. The Company will notify the public about the availability of accessible formats and communication supports as required. Upon request, the Company will provide or arrange for the provisions of accessible formats and communication supports for the person(s) with disabilities in a timely manner and at a cost that is no more than the regular cost charged to other persons.
Once consulted with the person making the request, the Company will determine the suitability of an accessible format or communication support. If the Company determines that the information or communications cannot be provided in an alternate format, the reason will be provided to the person whom requested the information or communication.
Mindlance Consulting is committed to fair and accessible employment services that follow set principles of independence, dignity, equal opportunity and integration. The Employment Standards outlines the requirements for the accommodation of a person or persons with disabilities. The areas of focus will be throughout the course of employment as followed in (A): Recruitment/Assessment or Selection Process, (B): Informing Employees of Supports, (C): Accessible Formats and Communication Supports for Employees, (D): Workplace Emergency Response Information, (E): Documented Individual Accommodation Plans, (F): Return to Work Process, (G): Performance Management, Career Development and Advancement and Redeployment.
A. Recruitment/Selection Process
The Company will notify the public about the availability of accommodations for applicants with disabilities in its recruitment process by:
• Notifying 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;
• If a selected applicant requests accommodations, consult with the applicant and provide or arrange for the provisions of a suitable accommodation in a manner that takes into account the applicants accessibility needs;
• Notifying successful applicants of the policies for accommodating employees with disabilities when making offers of employment.
B. Informing Employees of Supports
The Company will inform all employees, both new and existing, of the accessible employment practices. This includes, but not limited to, policies on providing job accommodations that take into account an individual employee’s accessibility needs due to disability. This will make all employees aware of how the organization will support them if they have a disability or if they acquire a disability later in their career. This information will be provided to new employees as soon as practical after they begin their employment and shall be updated for all employees whenever there is a change to the existing policies of the Company.
C. Accessible Formats and Communication Supports for Employees
Upon request by an employee with a disability, the Company will consult with the person to determine the best method of providing the information requested and take the necessary steps to provide accessible formats and communications for the following:
• Information needed in order to perform their job / general information that is made available to all employees in the workplace.
D. Workplace Emergency Response Information: (D)
The Company, in conjunction with the Client if applicable, 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 if the Company is aware of the need for accommodation due to the employee’s disability, the Company will provide this information as soon as practicable after becoming aware of the need for accommodation.
Where the employee requires assistance, the Company, with the consent of the employee, will provide the workplace emergency response information to the person designated by the Company and/or Client to provide assistance to the employee. The Company will review the individualized workplace emergency response information when the employee moves to a different location in the organization, when the employee’s overall accommodations needs or plans are reviewed.
E. Documented Individual Accommodation Plans (IAP); (E)
The Company will take the following steps to develop and put in place a process for developing documented Individual Accommodation Plans (IAP) and processes for employees that have been absent due to a disability which includes the following:
• The employee’s participation in the development of the IAP;
• Assessment on an individual basis;
• Identification of accommodations to be provided;
• Timelines for the provision of accommodations;
• The Company may request an evaluation by outside medical or other expert, at its own expense, to assist with determining accommodation and how to achieve accommodation;
• Steps taken to protect the privacy of the employee’s personal information;
• Frequency with which the IAP will be reviewed and updated and the manner in which it will be done;
• If denied, the reasons for denial are to be provided to the employee in a format that takes into account the employee’s disability needs;
• If requested, any information regarding accessible formats and communication supports provided;
• Identification of any other accommodation that is to be provided.
F. Return to Work Process: (F):
The Company will develop a process that supports employees who have been absent due to a disability and who require related accommodations when they return to work. The return to work process will include the following:
• Be documented and outline the steps that will be taken to facilitate an employee’s return to work;
• Use documented individual accommodation plans;
• The Company’s return to work process will not replace or override any other return to work processes created under any other law.
G. Performance Management, Career Development and Advancement and Redeployment: (G)
The Company will develop a process that take into account the accessibility needs of employees with disabilities and their individual accommodation plans. The Company will review an employee’s accommodation plan to understand the individual’s accommodation needs and determine if the plan needs adjusting to improve their performance and succeed on the job.
The Company will adjust the accommodation supports or update an accommodation plan, with the employee’s participation, to meet the employee’s new role or responsibilities in the event the employee is promoted or redeployed.
For more information on this accessibility plan, please contact Human Resources.
Email : firstname.lastname@example.org
Accessible formats of this document are available free upon request.