Millards Multi-Year Accessibility Plan

This 2014-21 accessibility plan outlines the policies and actions that Millards will put in place to improve opportunities for people with disabilities. This plan will be reviewed regularly with not more than five years between reviews.

Statement of Commitment

Millards 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.

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.

Training

Millards will provide training to employees, volunteers and other staff members on Ontario’s accessibility laws and on the Human Rights Code as it relates to people with disabilities.

Training will be provided in a way that best suits the duties of employees, volunteers, and other staff members.

Millards has taken the following steps to ensure employees are provided with the training needed to meet Ontario’s accessible laws by January 1, 2015.

  • Review requirements under Section 7, IASR
  • Integrate new training requirements into previously required training documents (Policy and Training Document)
  • Establish who needs to be trained
  • Provide training documentation or video to applicable staff
  • Maintain a record of training

Information and communications

Millards is committed to meeting the communication needs of people with disabilities.

Millards has taken the following steps to make all new websites and content on those sites conform with WCAG 2.0, Level A in 2014.

  • Have audit performed by website developer
  • Implement any required changes – none required, website is accessible

Millards has taken the following steps to make sure all publicly available information is made accessible upon request.

  • Notice has been posted in a public place that invites anyone interested to request information
  • Applicable staff will be trained on providing information in an accessible manner
  • Creation of a policy that outlines making documents available and alternative formats that can be made available

Millards has taken the following steps to make all websites and content conform with WCAG 2.0, Level AA by January 1, 2021.

  • Have audit performed by website developer
  • Implement any required changes – none required, website is accessible

Employment

Millards is committed to fair and accessible employment practices.
Individual emergency plans for employees have already been implemented, as per requirements.

Millards has taken the following steps to make sure to notify the public and staff that, when requested, Millards will accommodate people with disabilities during the recruitment and assessment processes and when people are hired:

When posting an employment opportunity, notify internal and external job applicants about the availability of recruitment-related accommodations for applicants with disabilities to support their full participation in the recruitment process.

  • Notify 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 an accommodation, consult with the applicant and provide or arrange for the provision of a suitable accommodation that takes into account the applicant’s accessibility needs
  • When making offers of employment, notify successful applicants of our policies for accommodating employees with disabilities

Millards has taken the following steps to develop and put in place a process for developing individual accommodation plans and return-to-work policies for employees that have been absent due to a disability:

  • 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
  • Upon request of Millards, an evaluation by outside medical or another expert, at Millards expense, to assist with determining accommodation needs and how to best 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
  • 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

Millards takes into account the accessibility needs of employees with disabilities and/or IAP’s when using performance management, providing career development and using redeployment processes.

Millards informs all new and existing employees of our policies for supporting employees with disabilities, including but not limited to, policies on the provision of job accommodations that take into account an employee’s accessibility needs due to a disability:

  • As required, to new employees, as soon as practicable after they begin their employment
  • Whenever there is a change to existing policies on the provision of job accommodations that take into account an employee’s accessibility needs due to a disability

When an employee with a disability requests it, Millards 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 employee’s job
  • For information that is generally available to employees in the workplace (i.e. agendas, meeting minutes, newsletters, forms, etc.)
  • In consultation with the employee making the request, determine the suitability of an accessible format or communication support

If the employee has an individual accommodation plan, then the accessible formats and/or communication supports that will be provided to the employee will be included in the plan.

Millards provides individualized workplace emergency response information to employees who have a disability:

  • If the disability is such that the individualized information is necessary and the employer is aware of the need for accommodation due to the employee’s disability
  • With the employee’s consent, to the person designated by Millards and the employee to provide assistance to the employee, if required
  • As soon as practicable after becoming aware of the need for accommodation due to the employee’s disability
  • And will review the individualized workplace emergency response information when the employee moves to a different location in the organization, when overall accommodations needs or plans are reviewed and when the employer reviews its general emergency response policies.

For More Information

For more information on this accessibility plan, please contact Laura Maddison at:

Phone: 519-753-9511
Email: lmaddison@nullmillards.com

Accessible formats of this document are available free upon request from:

  • Reception