Accessibility Plan
Requirements
A. Accessibility Policies, Self-Service Kiosks and Training
1. Accessibility Policy
Goal
- Establish, maintain and document policies that explain how the Company will meet its obligations to persons with disabilities under the Integrated Accessibility Standards Regulation (“the Regulation”) and
- Make such policies publicly available and provide them in an accessible format, upon request.
AODA compliance date: January 1, 2014
Our Actions
We have developed, documented and updated an Accessibility Standards Policy, an Accessible Customer Service Policy and a Multi-Year Accessibility Plan. These documents are available on our corporate website. Members of the public may receive a copy in an accessible format, upon request. The Multi-Year Accessibility Plan describes the measures that the Company has taken to eliminate accessibility barriers for our clients and employees in accordance with the schedule set out in the Regulation. This plan will be reviewed and updated at least once every five years to ensure compliance.
2. Self-Service Kiosks
Goal
- Take into account accessibility for persons with disabilities to self-service kiosks to provide products or services to customers.
- “Kiosk” means an interactive electronic device that allows members of the public to access the Company’s products and services.
AODA compliance date: January 1, 2014
Our Actions
The Company does not currently use self-service kiosks to provide insurance or other financial products or services to its customers. If we decide to use self-service kiosks in the future, we will consider the accessibility of the kiosks to persons with disabilities.
3. Training
Goal
- Provide training on the Regulation and the Ontario Human Rights Code (as it pertains to persons with disabilities) as soon as is practicable to:
– All of the Company’s employees and volunteers
– All persons who participate in the development of the Company policies and
– All other persons who provide products or services on behalf of the Company. - Keep records of the training we provide, including the dates on which training is provided and the number of participants and
- Provide training on an ongoing basis to reflect any changes to the Policy and to such other policies that the Company may from time to time adopt in order to make its products, services and operations accessible to persons with disabilities.
AODA compliance date: January 1, 2015
Our Actions
The Human Resources Department has developed training courses, which are available on our intranet. We ensure that our employees, volunteers and all other persons who provide products and services on the Company’s behalf all take these training courses concerning, in particular:
- Our Accessibility Standards Policy
- Our Accessible Customer Service Policy
- The requirements of the accessibility standards referred to in the Regulation, and
- The provisions of the Human Rights Code as it pertains to persons with disabilities.
We document the names of those who have received the training and the dates.
B. Information and Communications Standards
1. Feedback
Goal
- Ensure that our process for receiving and responding to customer feedback is accessible to persons with disabilities by arranging, upon request, to provide accessible formats and communication supports to assist them.
- “Accessible formats” may include large print, electronic and other formats usable by persons with disabilities.
- “Communication supports” may include devices to assist persons with disabilities who are hearing-impaired, communication using plain language and other supports that facilitate communications between the Company and its customers
AODA compliance date: January 1, 2015
Our Actions
We have developed a process that enables persons with disabilities to provide feedback on the Company’s products and services, including the manner in which these products and services are delivered. We will provide accessible formats and communication supports, upon request. The feedback may be provided in person, by phone or email or through the Company’s website. We will acknowledge receipt of all feedback in writing. We have, moreover, set up an Accessibility Committee, which will ensure that a response is provided as quickly as possible.
2. Accessible Formats and Communication Supports
Goal
- To assist persons with disabilities in their communications with the Company, we will:
– Arrange, upon request, to provide accessible formats and communication supports for persons with disabilities, doing so in a timely manner that takes into account accessibility needs due to a person's disability and
– At a cost that is no more than the regular cost charged to the Company’s other customers. - “Accessible formats” may include large print, electronic and other formats usable by persons with disabilities.
- “Communication supports” may include devices to assist persons with disabilities who are hearing-impaired, communication using plain language and other supports that facilitate communications between the Company and its customers
AODA compliance date: January 1, 2015
Our Actions
We will, upon request, provide accessible formats and communication supports, doing so in a timely manner that takes into account accessibility needs due to a person's disability. The cost for our doing so will be no more than the regular cost charged to the Company’s other customers. Further information on the availability of accessible formats and communication supports is provided in our Accessible Customer Service Policy.
3. Accessible Websites and Web Content
Goal
- Except where it is not practicable, we will:
– Make new websites, including non-exempt content posted on the websites, comply with the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0, Level A, by the dates indicated in the Regulation.
– Make all of the Company’s websites and web content comply with the WCAG 2.0, Level AA (other than success criteria 1.2.4 Captions (Live) and success criteria 1.2.5 Audio Descriptions (Pre-recorded) by the dates indicated in the Regulation. - “WCAG 2.0” is an internationally accepted standard for web accessibility developed by an international team of experts.
AODA compliance date: January 1, 2014 (new websites) ; January 1, 2021 (all websites)
Our Actions
We will implement the measures necessary to ensure WCAG 2.0, Level AA, compliance. To meet these requirements, we will hire an outside firm to perform audits and accessibility testing in different sections of the website. Then, to the degree possible, our IT teams will be able to apply the recommendations and do the work necessary to achieve compliance with the requirements before January 1, 2021.
C. Employment Standards
1. Recruitment – General, 2. Recruitment, Assessment or Selection Process, 3. Notice to Successful Applicants
Goal
- Inform our employees and members of the public of the availability of accommodation for applicants with disabilities who are participating in the Company’s recruitment process.
- Notify applicants for employment who are individually selected to participate in an assessment or selection process that they may, upon request, have access to accommodations with respect to the materials or processes to be used.
- Consult with selected applicants who request an accommodation and arrange to provide a suitable accommodation in a manner that takes into account their accessibility needs due to disability.
- When making offers of employment, inform all successful applicants of the Policy and such other policies that the Company may, from time to time, adopt in order to accommodate employees with disabilities
AODA compliance date: January 1, 2016
Our Actions
We are, directly in our job advertisements, informing our employees and the general public of the availability of accommodation for applicants with disabilities who are participating in the Company’s recruitment process.
We are notifying applicants for employment who are individually selected to participate in an assessment or selection process that they may, upon request, have access to accommodations with respect to the materials or processes to be used. We will consult with successful applicants who request an accommodation in order to provide a suitable accommodation in a manner that takes their accessibility needs due to disability into account.
When making an offer of employment, we give all successful applicants a copy of the Employee Handbook. This handbook contains all the important information about the Company’s policies and procedures, including the policies adopted to support employees with disabilities. These policies are, moreover, updated as required to ensure accessibility of the recruitment process.
4. Informing Employees of Supports
Goal
- Inform our employees about:
– the Policy, and such other policies that the Company may, from time to time, adopt in order to support employees with disabilities and
– the Company’s policies on the provision of job accommodations that take into account the accessibility needs of employees due to disability. - Provide this information to new employees as soon as is practicable following the commencement of employment.
- Provide training on an ongoing basis to reflect changes made to the Company’s policies.
AODA compliance date: January 1, 2016
Our Actions
We make all our employees aware of our Accessibility Standards Policy and such other policies that the Company may, from time to time, adopt in order to support employees with disabilities, as well as the document entitled “Informing Employees of Supports.” This information includes the provision of job accommodations that take into account the accessibility needs of employees due to disability. This information is provided to new employees as soon as is practicable following the commencement of employment. Training will be provided on an ongoing basis to reflect any changes made to the Company’s policies.
5. Accessible Formats and Communication Supports for Employees
Goal
- Upon the request of an employee with a disability, consult with the employee to arrange for the provision of accessible formats and communication supports for:
– Information needed to perform the job duties and
– Information generally available to other employees.
AODA compliance date: January 1, 2016
Our Actions
We will, upon request, provide employees with accessible formats and communication supports to enable them to do their work. In determining the relevance of an accessible format or communication support, we will consult with the employee making the request.
6. Workplace Emergency Response Information
Goal
- Provide individualized workplace emergency response information to employees who have a disability:
– If we are aware of the need for accommodation due to the disability
– If the disability is such that the individualized information is necessary and
– As soon as is practicable, once we become aware of the need for accommodation due to the employee’s disability. - If an employee requires assistance and with the employee’s consent, provide the workplace emergency response information to the person designated by the Company to provide assistance to the employee.
- Review the individualized workplace emergency response information when:
– The employee moves to a different location within the Company
– The employee’s overall accommodations needs or plans are reviewed and
– The Company reviews its general emergency response policies
AODA compliance date: January 1, 2012
Our Actions
Upon the request of an employee with a disability, we will provide individualized workplace emergency response information in an accessible format, if the disability is such that the individualized information is necessary. In situations where an employee with a disability needs help, we will obtain the employee’s consent before sending the individualized information to the person designated to provide assistance, we will update the information if the employee moves to a different location within the Company.
7. Documented Individual Accommodation Plans
Goal
- Adopt a written process for the development of documented individual accommodation plans for employees with disabilities that meets the requirements of the Regulation.
AODA compliance date: January 1, 2016
Our Actions
We have put in place a written process governing the development and implementation of individual accommodation plans for employees with disabilities who request such a process. It is administered by Human Resources. The goal of the procedure is to enable employees with disabilities to preserve their dignity and independence while carrying out their daily work-related tasks. It includes:
- The manner in which the employee is able to participate in developing the plan
- The means used to evaluate the employee individually
- The manner in which the Company may, at its own expense, ask a medical or other type of expert to carry out an evaluation in order to determine the degree to which the plan can be implemented
- Employees’ ability to request a representative’s participation in developing the plan
- The measures the Company has taken to preserve the confidential nature of personal information concerning employees
- The frequency of plan reviews and updates
- The manner in which employees would be made aware of the reasons for the Company’s refusal to establish an individual accommodation plan
- The means used to provide the plan in an accessible format.
8. Return-to-Work Process
Goal
- Develop and maintain a documented return-to-work process for our employees who have been absent from work due to a disability and who require disability-related accommodations in order to return to work.
- In the return-to-work process, outline the steps that the Company will take to facilitate the return to work.
- Include documented individual accommodation plans as part of the return-to-work process.
AODA compliance date: January 1, 2016
Our Actions
We have developed and implemented a return-to-work (RTW) process for our employees who have been absent from work due to a disability, to facilitate their reintegration into the workplace. This documented process includes the establishment of individual RTW plans, which may include accommodation (among other things) for employees with certain disability-related functional limitations. Rigorous monitoring will be carried out to determine whether the RTW plan should be reviewed based on progress made.
9. Performance Management, Career Development and Advancement, and Redeployment
Goal
- Take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when:
– Conducting our performance management reviews
– Providing career development and advancement to our employees and
– Redeploying employees - “Performance management” means a process for assessing and improving employee performance, productivity and effectiveness.
- “Career development and advancement” includes the assignment of an employee from one position to another within an organization involving an increase in pay or greater responsibility or elevation to a higher level within the organization (or a combination of the above).
- “Redeployment” means the reassignment of an employee to another department or position within the organization when a particular department or position no longer exists.
AODA compliance date: January 1, 2016
Our Actions
The accessibility needs of employees with a disability are taken into consideration during the performance appraisal process and in connection with career development opportunities. If any employees require and request accommodation in connection with their appraisal, we will ensure that the process used by their manager is responsive to their needs. If an individual accommodation plan has been used in the past, it will continue to apply, or it will be re-evaluated based on the employee’s new functions.
D. Design of Public Spaces
Goal
- When constructing new spaces on our premises for use by the public, or when redeveloping existing ones, meet the design and accessibility requirements set out in the Regulation.
- Examples of public spaces include outdoor walkways, parking facilities, service counters and waiting areas.
AODA compliance date: January 1, 2017
Our Actions
We will review the planning of future construction or redevelopment projects to ensure that we meet the design and accessibility requirements set out in the Regulation by the AODA Compliance Date.
Definitions
For the purposes of this Accessibility Plan, the following terms have the meanings indicated.
“Disability” means:
(a) Any 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, any degree of paralysis, amputation, lack of physical coordination, blindness or visual impediment, deafness or hearing impediment, muteness or speech impediment, or physical reliance on a guide dog or other animal or on a wheelchair or other remedial appliance or device
(b) A condition of mental impairment or a developmental disability
(c) A learning disability or a dysfunction in one or more of the processes involved in understanding or using symbols or spoken language
(d) A mental disorder or
(e) An injury or disability for which benefits were claimed or received under the insurance plan established under the Workplace Safety and Insurance Act, 1997 (Ontario).
Contact us
To find out more about our Accessibility Plan or our Accessibility Standards Policy, please feel free to contact us:
Unica Insurance Inc.
7150 Derrycrest Drive, Mississauga, ON L5W 0E5
Email: accessibilitycommittee@unicainsurance.com
Telephone: 905 677-9777
Toll free: 1 800 676-0967
Fax toll-free: 1 800 676-0967