Introduction 

GLC is committed to working towards full compliance with current standards under the Accessibility for Ontarians with Disabilities Act, 2005 (AODA). We are committed to reviewing the AODA act on an annual basis to ensure that we are abiding by the most current legislation and are up to date if new legislations are introduced. doing so, we affirm our commitment to providing quality services in a manner that respects the dignity and independence of persons with disabilities. 

The AODA Multi-Year Accessibility Plan outlines the policies, achievements and actions that GLC has taken and continue to take to improve opportunities for people with disabilities. The current plan covers a five-year period (2020-2025) to align with our operational scope.

 Statement of Commitment

 GLC is committed to treating all people in a way that maintains their dignity and independence. We believe in inclusion and equal opportunity. We are 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 Accessibility for Ontarians with Disabilities Act. GLC is committed to continuing developing, implementing and maintaining policies that govern how it achieves or will achieve accessibility through meeting the requirements under AODA. To facilitate this commitment, GLC has established, maintained and documented a multi-year accessibility plan, that is reviewed and updated at least once every five years to identify progress made in addressing barriers, identifying new barriers or concerns and will be posted on the GLC website and on our communication board for employees and others to view. 

Standards of Accessibility under AODA

(i) Accessible Emergency Information

 In accordance with section 13 of the Ontario Regulation191/11 GLC provides employees with disabilities with individualized emergency response information. GLC develops individualized emergency response plans for employees with disabilities which is communicated to the employee during their onboarding process or shall the disability happen while employed, once the employees returns to work. If an employee who receives individualized workplace emergency response information requires assistance, with the employee’s consent, the workplace emergency response information will be given to the employee’s supervisor. 

When applicable, GLC will document when issues arise with providing accommodation for individualized accessible emergency response information. GLC will continue to review the individualized workplace emergency response plans when necessary i.e. there is a change in disability.

 (ii). Training 

GLC provides training to all employees on Accessibility Standards. Training is provided in a way that best suits the duties and needs of employees and every person who deals with the public on behalf of GLC, including third parties i.e. employees, agents, and management. Employees in a managerial role may require additional training as it relates to the management of individualized accessibility plans.

GLC has taken the following steps to ensure employees are provided with the training that meet current standards and legislation:

• Provide educational or training resources in an accessible format that takes into account the accessibility needs of a person with a disability; including verbal, written or visual communications.

• Ensure new employees complete training within 30 days of employment or placement; typically completed during the onboarding process and

• Maintain a database of the training including the participant’s names and dates of completion. Employees will sign off that they have received the training and will stored in their employee personal file.

(III). Customer Service Standard

 GLC uses reasonable efforts to ensure that its policies, practices and procedures are consistent with the following principles:

• Services and goods are provided in a manner that respects the dignity and independence of persons with disabilities.

• The provision of services or goods to persons with disabilities, and others, is integrated unless an alternate measure is necessary, whether temporarily or on a permanent basis, 

• A person with disability will receive equal opportunity to use and benefit from services and goods provided by GLC

• Persons with disabilities may use assistive devices and/or support persons in the access of services and goods

• Persons with disabilities and their service animals are accommodated in all aspects of service provision, unless the service or location poses a hazard or danger to the employee and the service animal or if otherwise excluded by law.

• GLC employees, when communicating with a person with a disability, will do so in a manner that takes into account the person’s disability that brings them dignity and respect. 

Up to date the following measures have been implemented by GLC:

• An employee of the HR department has been designated to plan, present, revise and train on the practices and procedures. 

• The Accessible Customer Service Policy was published on our website;

• Notice will be provided on the website, over the phone, or in writing where applicable, and in accordance when a service disruption occurs and will be done as quickly as possible if the disruption is unexpected. 

• Training is provided to anyone who assists in the planning of the policies and procedures and to anyone who deals with the public on behalf of GLC.

• When applicable, training will be provided to address areas on how to better interact with, and/or accommodate persons with disabilities. 

• Completion of training of all employees is tracked and recorded.

• Feedback relating to our programs and services with regard to customer service are welcomed and appreciated. A process has been established to encourage feedback regarding the way GLC provides goods and services to people with disabilities. This feedback can be made verbal, by e-mail, or in writing. All feedback are directed to the Human Resources Manager and designated Upper Management.

• All feedback collected from clients, staff or the general public is reviewed and analyzed to identify potential gaps in customer services, and a process has been made to ensure appropriate actions are taken in a timely manner.

• Any person with a disability who is accompanied by a support person or by a service animal will be allowed to enter GLC premises with their support person and service animal that are safe. Service animals will not be permitted on the manufacturing floor due to safety related concerns.  At no time will a person with a disability who is accompanied by a support person or service animal be prevented from having access to his or her support person and/or service animal while on our premises; and 

• Report compliance on the Accessibility Compliance Reporting tool annually.

• Regulatory related requests for accommodations and accessibility by the public and members will be handled by the HR department and Upper Management in accordance with the requirements set forth in the AODA and associated regulations.

IV. Information and Communications Standard 

GLC is committed to meeting the communication needs of people with disabilities. We will consult with people with disabilities to determine their information and communication needs. We want to achieve the most effective and efficient access to information for all users. 

GLC has made the following plans to ensure compliance with this standard: 

• GLC has made information accessible for persons with disability in multiple formats

• A feedback process has been established. Alternate formats are also available such as telephone, mail and in-person. These processes have been communicated to the public and are available on our website

• Our website has been designed to be user friendly for people with a range of needs.

• Any employee or management member involved in developing or disseminating information or externally has been provided proper training regarding AODA and communication standards.

• People are encouraged to contact GLC via email or phone if they require additional information

GLC has taken the following step to ensure compliance with this standard:

• Assess accessibility of existing website organization and content on an annual basis; 

• Consult with persons requesting alternative formats to gain a better understanding

• Complied with IASR requirements  and made websites and content complains to conforms to WCAG 2.0 Level AA. 

V. Employment Standard

 GLC is committed to inclusive and accessible employment practices that attract and retain individuals with disabilities. We have taken the following steps to notify the public and employees that, when requested, GLC will accommodate people with disabilities throughout  all phases of the relationship, starting at the recruitment and onboarding process. 

Recruitment 

GLC is committed to ensuring that our recruitment and assessment processes are fair and accessible. All supervisors and other employees involved in hiring will be required to complete AODA training. 

GLC has taken the following steps to ensure compliance with this standard: 

• Specify that accommodation is available for applicants with disabilities in recruitment with regards to interviews and assessments. 

• Inform successful candidates during the offer of employment stage about our policies or accommodating employee with disabilities.

• Inform new and existing employees of policies supporting employees with disabilities 

• All job postings state that accommodations will be available upon request.

• Provide updated information on accommodations policies to employees when changes occur; and

• Consult with employee to determine suitability of format or support. 

Documented Individual Accommodation Plans 

GLC is committed to providing and collecting documented individual accommodation that include:

• Participation of the employee requiring the individual accommodation plan.

• Requests for outside medical evaluation to determine if accommodation can be achieved and how 

• High level of privacy; information about the employees’ disability is only disclosed to individuals that it may be necessary to know; ie. supervisors or managers of the employee

• Regular review and updates; and communicate these to the employee

• Provide information and communicate to employee if accommodations are denied  

• Providing Individual Accommodation Plans in a format that considers the needs of the employee; and

• And if required, include individualized workplace emergency response information. 

Return to Work

 GLC is committed to developing and putting in place a process for developing individual accommodation plans and return-to-work policies for employees that have been absent due to a disability. 

GLC will develop and maintain an individualized return to work plan for our employees who have been absent from work due to a disability and require disability related accommodations in order to return to work. The process includes steps GLC will take to facilitate the return-to-work process & use the documented individual accommodation plans. 

Performance Management, Career Development & Redeployment 

GLC is committed to ensuring the accessibility needs of employees with disabilities needs are taken into account with regards to performance management, career development and redeployment processes. GLC has reviewed and updated the policies and procedures to be in line with the regulation.