Accessibility for ontarians with disabilities (aoda): multi-year accessibility plan

Connor, Clark & Lunn Financial Group ("CC&L") strives to meet the needs of its employees and customers with disabilities and is working hard to remove and prevent barriers to accessibility. CC&L is committed to fulfilling our requirements under the Accessibility for Ontarians with Disabilities Act, 2005. This accessibility plan outlines the steps we are taking to meet those requirements and to improve opportunities for people with disabilities. Our plan shows how we will play our role in making Ontario an accessible province for all Ontarians. The plan is reviewed and updated at least once every 5 years.

The AODA requires every employer with 50 or more employees, to develop and post a Multi-Year Accessibility Plan on their website by January 1, 2014. In accordance with this, CC&L’s Multi-Year accessibility plan outlines CC&L’s comprehensive strategy to prevent and remove barriers to accessibility. The objective of the Multi-Year Accessibility Plan is to support CC&L’s compliance with the AODA and the commitment to treating all people in a way that allows them to maintain their dignity and independence.

AODA INITIATIVE
ACTION
COMPLIANCE DATE
STATUS
Part I - General

Establishment of Accessibility Policies
Develop and implement Integrated Accessibility Standards Policy
Make the Policy publicly available and provide in an accessible format, upon request
Review & update as required
January 1, 2014
Complete and ongoing
Accessibility Plans
Develop a Multi-Year Accessibility Plan
Post Multi-Year Accessibility Plan on CC&L website and provide in an accessible format, upon request
HR to review Plan every five (5) years (on January 1)
January 1, 2014 Complete and ongoing
Training
Launch training program based on AODA requirements
Incorporate on-going training into new employee onboarding
Keep record of employees who have completed training
January 1, 2015 Complete and ongoing
Part II – Information and Communication Standards

Feedback Processes
Ensure that processes for receiving and responding to feedback are accessible
Provide accessible formats and communication supports upon request
January 1, 2015 Complete and ongoing
Accessible Formats and Communication Supports
To the extent practicable, provide accessible formats and communication supports for persons with disabilities upon request, within a timely manner
Consult with person making the request to determine suitability of accessible format or communication support
The provision of accessible formats and communication supports for persons with disabilities will be provided at a cost no more than regular cost charged to other persons
January 1, 2016 Complete and ongoing
Accessible Websites and Web Content
All internet websites and web content must conform with WCAG 2.0 Level AA, other than:
success criteria 1.2.4 Captions (Live)
success criteria 1.2.5 Audio Descriptions (Pre-recorded)
January 1, 2021 Complete and ongoing
Part III – Employment Standards

Recruitment, Assessment and Selection
Review and, as necessary, modify existing recruitment procedures and practices specifying that accommodation is available for applicants with disabilities on our website and on job postings
Include a statement on job postings regarding equal opportunity
Ensure hiring managers provide accommodations as requested by applicants
January 1, 2016 Complete and ongoing
Informing Employees of Supports
Post all AODA Policies on CC&L intranet (internal employee site)
January 1, 2016 Complete and ongoing
Accessible Formats and Communication Supports for Employees
Upon request by an employee with a disability, the employee’s Manager and/or HR shall consult with the employee and provide or arrange for the provision of suitable accessible formats and communication supports needed to perform the employee's job
January 1, 2016 Complete and ongoing
Workplace Emergency Response Information
An Individualized Emergency Response Information form will be completed for those employees who have disclosed a disability and require an accommodation
This will be done as soon as CC&L becomes aware of any such persons with disabilities requiring such a plan. The Plans will be reviewed as required
January 1, 2016 Complete and ongoing
Documented Individual Accommodation
Individual Accommodation Plans will be created for employees requiring accommodation due to a disability by the employee’s Manager in partnership with HR
January 1, 2016 Complete and ongoing
Plans / Return to Work Process
Individualized accommodation plans will be kept in an employee’s personnel file and kept private and secure
The plan shall be updated when the employee requiring accommodation informs their manager of any changes to their disability and/or accommodation required
Employees returning to work after a disability related leave of absence shall be assisted by their Manager and HR on a return-to-work plan and temporary accommodation where required
January 1, 2016
Complete and ongoing
Performance Management / Career Development & Advancement and Redeployment
Any performance management documentation is available in print and online formats
Career development and advancement opportunities will be provided in formats that are consistent with an employee’s individual accommodation plan where applicable
January 1, 2016 Complete and ongoing

AODA INITIATIVE	ACTION	COMPLIANCE DATE	STATUS
Part I - General
Establishment of Accessibility Policies	Develop and implement Integrated Accessibility Standards Policy Make the Policy publicly available and provide in an accessible format, upon request Review & update as required	January 1, 2014	Complete and ongoing
*Accessibility Plans*	Develop a Multi-Year Accessibility Plan Post Multi-Year Accessibility Plan on CC&L website and provide in an accessible format, upon request HR to review Plan every five (5) years (on January 1)	January 1, 2014	Complete and ongoing
*Training*	Launch training program based on AODA requirements Incorporate on-going training into new employee onboarding Keep record of employees who have completed training	January 1, 2015	Complete and ongoing
Part II – Information and Communication Standards
Feedback Processes	Ensure that processes for receiving and responding to feedback are accessible Provide accessible formats and communication supports upon request	January 1, 2015	Complete and ongoing
*Accessible Formats and Communication Supports*	To the extent practicable, provide accessible formats and communication supports for persons with disabilities upon request, within a timely manner Consult with person making the request to determine suitability of accessible format or communication support The provision of accessible formats and communication supports for persons with disabilities will be provided at a cost no more than regular cost charged to other persons	January 1, 2016	Complete and ongoing
*Accessible Websites and Web Content*	All internet websites and web content must conform with WCAG 2.0 Level AA, other than: success criteria 1.2.4 Captions (Live) success criteria 1.2.5 Audio Descriptions (Pre-recorded)	January 1, 2021	Complete and ongoing
Part III – Employment Standards
*Recruitment, Assessment and Selection*	Review and, as necessary, modify existing recruitment procedures and practices specifying that accommodation is available for applicants with disabilities on our website and on job postings Include a statement on job postings regarding equal opportunity Ensure hiring managers provide accommodations as requested by applicants	January 1, 2016	Complete and ongoing
*Informing Employees of Supports*	Post all AODA Policies on CC&L intranet (internal employee site)	January 1, 2016	Complete and ongoing
*Accessible Formats and Communication Supports for Employees*	Upon request by an employee with a disability, the employee’s Manager and/or HR shall consult with the employee and provide or arrange for the provision of suitable accessible formats and communication supports needed to perform the employee's job	January 1, 2016	Complete and ongoing
*Workplace Emergency Response Information*	An Individualized Emergency Response Information form will be completed for those employees who have disclosed a disability and require an accommodation This will be done as soon as CC&L becomes aware of any such persons with disabilities requiring such a plan. The Plans will be reviewed as required	January 1, 2016	Complete and ongoing
*Documented Individual Accommodation*	Individual Accommodation Plans will be created for employees requiring accommodation due to a disability by the employee’s Manager in partnership with HR	January 1, 2016	Complete and ongoing
*Plans / Return to Work Process*	Individualized accommodation plans will be kept in an employee’s personnel file and kept private and secure The plan shall be updated when the employee requiring accommodation informs their manager of any changes to their disability and/or accommodation required Employees returning to work after a disability related leave of absence shall be assisted by their Manager and HR on a return-to-work plan and temporary accommodation where required	January 1, 2016	Complete and ongoing
*Performance Management / Career Development & Advancement and Redeployment*	Any performance management documentation is available in print and online formats Career development and advancement opportunities will be provided in formats that are consistent with an employee’s individual accommodation plan where applicable	January 1, 2016	Complete and ongoing