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Article Title: Integrated Accessibility Standards Regulation (IASR)
Article Type: Other  
Article ID #: 1999
GGY Contacts: GGY Client Support (416-250-6777)
Last Modified: 16 Oct 15

Article Summary:

Gilliland Gold Young Consulting Inc. (“GGY”) is committed to treating all its employees including those with disabilities in a manner that respects their dignity and independence. We believe in integration and equal opportunity. We will use reasonable efforts to ensure that the needs of our employees with disability are met in a timely manner, and will do so by preventing and removing barriers to accessibility and meeting accessibility requirements in accordance with the Accessibility for Ontarians with Disabilities Act, 2005 (AODA).

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Article Detail:

Statement of Commitment

Gilliland Gold Young Consulting Inc. (“GGY”) is committed to treating all its employees including those with disabilities in a manner that respects their dignity and independence. We believe in integration and equal opportunity.  We will use reasonable efforts to ensure that the needs of our employees with disability are met in a timely manner, and will do so by preventing and removing barriers to accessibility and meeting accessibility requirements in accordance with the Accessibility for Ontarians with Disabilities Act, 2005 (AODA).

General Provisions  

Multi-Year Accessibility Plan: GGY will develop, maintain and document an Accessibility Plan outlining the organization’s strategy to prevent and remove barriers from its workplace and to improve opportunities for persons with disabilities. 

Training: GGY will ensure that training is provided on the requirements of the accessibility standards and the Human Rights Code, consistent with the requirements outlined in the IASR.

 We will ensure that training is provided to the following individuals:

  • All existing and new employees, co-ops and volunteers 

  • Anyone who participates in developing GGY’s organizational policies 

The training given will be appropriate to the duties of the employees, volunteers and management.  Training will also be provided when any changes are made to the company’s accessibility policies. The company will keep a record of the training it provides. 

Information and Communication Standards  

Feedback: GGY will ensure that its process for receiving and responding to feedback is accessible to persons with disabilities by providing, or arranging for the provision of accessible formats and communications upon request.  

Accessible Formats and Communication Support: Upon request, GGY will provide or arrange for the provision of accessible formats and communication supports for persons with a disability in a timely manner, taking into account the specific accessibility needs of the person with a disability.  This will include consulting with the person making the request, to determine the suitability of an accessible format or communication support.

By posting this policy, GGY notifies the public about the availability of accessible formats and communication supports in compliance with the Act

Accessible Websites and Web Content: GGY will ensure that all new Internet websites, including web content, conform to the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) – Level A except where impracticable. The Accessibility Plan will be reviewed and updated at least once every five years, and will be posted on the company’s internal and external websites.  This will be available in accessible format, upon request. 

Note: In the event GGY determines that it is not technically feasible to convert the information or communications, or the technology to convert the information or communications is not readily available, GGY will provide the person that requires the information with an explanation as to why the information or communications are unconvertible; and a summary of the unconvertible information or communications.

Employment Standards 

GGY will notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment process.  

Recruitment, Assessment or Selection Process: All job applicants will be notified about the availability of accommodations for applicants with disabilities as per below: 

  • when a job applicant is selected to participate in an assessment or selection process; 

  • if a selected applicant requests an accommodation, GGY will consult with the applicant and provide or arrange for the provision of a suitable accommodation that takes into account the applicant’s disability; 

  • when making offers to successful applicants, GGY will notify successful applicants of the policies for accommodating employees with disabilities.  

Informing Employees of Support: GGY will inform all its employees of its policies used to support its employees with disabilities, including policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability for the situations below: 

  • to new employees as soon as practicable after they begin their employment; 

  • whenever there is a change to existing policies  

Accessible Formats and Communication Supports for Employees: On request, GGY will consult with the employee to provide or arrange for the provision of accessible formats and communication supports for: 

  • information that is needed in order to perform the associate’s job; 

  • information that is generally available to other employees; and 

  • suitability of an accessible format or communication support.  

Workplace Emergency Response Information: GGY will provide individualized workplace emergency response information to employees who have a disability as per the information below:

  • If the disability is such that the individualized information is necessary and GGY is aware of the need for accommodation due to the employee’s disability; 

  • If the employee who receives an individual workplace emergency response information requires assistance and with the employee’s consent, the workplace emergency information will be provided to the person designated by GGY to provide assistance to the employee; 

  • As soon as practicable after becoming aware of the need for accommodation due to disability; 

  • Review the individualized workplace emergency response information when the associate moves to a different location in the organization and when overall accommodations needs or plans are reviewed.

Documented Individual Accommodation Plans: As outlined in the multi-year plan, GGY will maintain a written process for the development of documented individual accommodation plans for employees with disabilities. 

If requested, information regarding accessible formats and communication supports provided will also be included in the individual accommodation plans.  In addition, the Individual Accommodation Plan will include individual workplace emergency response information and will identify any other accommodations that is to be provided. 

Return to Work Process: GGY will maintain a documented return to work process for its employees who have been absent from work due to a disability and who require disability-related accommodations in order to return to work. 

The return to work process will outline the steps the company will take to facilitate the return to work and will include documented individual accommodation plans as part of the return to work process.  This return to work process will not replace or override any other return to work process created by or under any other statute.

Performance Management, Career Development and Advancement and Redeployment: GGY will take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when:

  • conducting performance management 

  • providing career development and advancement opportunities; 

  • redeploying employees 

Questions about Policy

This policy has been developed to break down barriers and increase accessibility for persons with disabilities in the areas of Information and Communications, and Employment.  For more information or questions about this policy or if you would like to obtain this document in an alternate format, please contact: HumanResources@ggy.com


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