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

The Accessibility Standards Policy (“the Policy”) is posted on the Company’s website. Upon request, members of the public will be able to receive copies of the Policy in hard copy, large print, electronic and other formats usable by persons with disabilities and which the Company agrees to provide.

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

We are currently reviewing and revising our training procedures to meet this requirement.


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 are conducting a review of our current process that allows customers to provide feedback on how well we are meeting their expectations in the delivery of our products and services. We are examining a variety of options that will allow us to make our current process accessible to persons with disabilities by the AODA Compliance Date.

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 are conducting a review of our current process that allows customers to provide feedback on how well we are meeting their expectations in the delivery of our products and services. We are examining a variety of options that will allow us to make our current process accessible to persons with disabilities by the AODA Compliance Date.

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 are undertaking a detailed analysis of the Company’s websites to determine the most effective way of making them accessible to persons with disabilities.


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 will review our current recruitment processes to determine the most effective way of incorporating the requirements into our processes by the AODA Compliance Date.

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 will review our current recruitment processes to determine the most effective way of incorporating the requirements into our processes by the AODA Compliance Date.

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 review our current recruitment processes to determine the most effective way of incorporating the requirements into our processes by the AODA Compliance Date.

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

In accordance with the requirement, we currently have procedures in place to provide individualized workplace emergency response information to employees who have a disability.

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 will review our current employment policies and processes to determine the most effective way of incorporating the requirements into our processes by the AODA Compliance Date.

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 will review our current employment policies and processes to determine the most effective way of incorporating the requirements into our processes by the AODA Compliance Date.

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

We will review our current employment policies and processes to determine the most effective way of incorporating the requirements into our processes by the AODA Compliance Date.


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:

La Capitale Financial Security Insurance Company
7150 Derrycrest Drive, Mississauga, ON L5W 0E5
Email: accessibilitycommittee@lacapitale.com (Opens in an email tools)
Telephone: 905 795-2300
Toll free: 1 800 268-2835
Fax: 905 795-2316