- Stage 1
- Establishment of Accessibility Policies
- Accessibility Plans
- Self-Service Kiosks
- Stage 2
- Stage 1
- Emergency Procedures and Plans
- Stage 2
- Accessible Websites and Web Content
- Accessible Feedback Processes
- Stage 3
- Accessible Websites and Web Content
- Accessible Formats and Communication Supports for Employees
- Return to Work Process
- Performance Management
- Career Development and Advancement
- Outdoor Eating Areas
- Exterior Paths of Travel
- Accessible Parking
- Obtaining Service
Customer Service Standard (AODA)
Wayfarer Insurance Brokers has a written plan outlining its procedures for providing goods and services to people with disabilities. (“Providing Goods and Services to People with Disabilities”) This policy contains statements addressing service animals and support persons, notice of temporary disruptions, training, feedback processes and availability of documents.
Training was previously provided to staff and will be provided to new hires going forward.
Information and Communication (IASR)
Emergency Procedures and Plans
Wayfarer Insurance does not currently have any employees requiring special notification or assistance in the case of emergencies.
In the event that an employee requires special information or assistance, the assessment form attached in Appendix A will be used to assess the employees’ needs and develop a plan.
Managers will be advised that, in the event that an employee presents a disability of any kind that may require additional emergency information or assistance, the manager should work with the employee to develop a plan, or advise HR if a more complex plan needs to be developed. The Company will strive to remove any barriers and provide helpful information to eliminate problems for each individual during an emergency situation.
Accessible websites and web content
New website design will comply with WCAG 2.0 Level A requirements for accessibility (href=”http://www.w3.org/TR/WCAG20/). See IASR complete guideline for components that are not required to conform.
Accessible Feedback Processes
Wayfarer Insurance and its subsidiaries have few formal processes in place for feedback. In the event that formal feedback processes are developed in the future, accessibility will be taken into consideration. This includes feedback processes from both customers and employees.
At present, Wayfarer Insurance Brokers Ltd. utilizes a feedback form that is sent to clients to comment on their recent claims experience. This document will be revised to advise clients that this form can be provided in alternative, accessible formats upon request.
Accessible Websites and web content
New website design will comply with WCAG 2.0 Level AA requirements for accessibility. (http://www.w3.org/TR/WCAG20/). See IASR complete guideline for components that are not required to conform.
General Requirements (IASR)
Establishment of Accessibility Policies
Wayfarer Insurance Brokers Ltd. is committed to excellence in serving all customers including people with disabilities.
An accessibility policy outlining methods and procedures for compliance will be drafted and introduced across the company. The policy will be available and provided in an accessible format upon request.
A multi-year accessibility plan will be implemented outlining goals and steps to achieve accessibility, in compliance with regulations, by 2017. This plan will be posted on the Wayfarer Insurance Brokers Ltd. website, and will be provided in an accessible format upon request. This plan will be reviewed and updated at least every five years.
Wayfarer Insurance Brokers does not currently utilize self-service kiosks. In the event that the purchase of new kiosks is considered in the future, accessibility will be taken into consideration during the purchasing process.
Training will be provided to all staff on the AODA, IASR requirements and the Human Rights Code. This will be provided in a brief written format and presented on an on-going basis to new employees in Ontario as they join the company.
IASR Part 3: Employment Standard
Recruitment, assessment and selection process
A recruitment policy does not currently exist, but if one is adopted prior to the compliance date for the Employment Standard, it will mandate that the public and employees are notified of the availability of accommodation for persons with disabilities in the recruitment process.
If a formal policy has not yet been adopted by the compliance date, the Company will ensure that its job postings and communications include a statement that advises applicants that accommodations for accessibility are available. When applicants are individually selected to participate in the recruitment and selection process, they will be notified individually that accommodations are available. If an applicant requests an accommodation, steps will be taken to provide alternate formats where needed in order to take into consideration that individual’s needs due to disability.
When making job offers to employees, the Company will make known its policies on accommodations for employees with disabilities.
Accessible formats and communication supports for employees
All employees (both existing and new hires on a continuing basis) will be made aware of the Company’s policies for accommodating employees with disabilities, including job accommodations. Updates to these policies will be provided to employees as they are made (ie. by newsletter, email or staff meetings).
When an employee with a disability requests accessible formats or communication supports, the Company will consult with the employees to design and/or provide formats and supports for information that is needed to perform his/her job and information that is generally available to employees in the workplace. The Company will consult with the employee regarding the suitability of the accessible format or communication support.
Employee Accommodation Plans
The Company will develop and have in place a written process for the development of documented individual accommodation plans for employees with disabilities. The plans will include the following elements:
- The manner in which an employee requesting accommodation can participate in the development of the individual accommodation plan.
- The means by which the employee is assessed on an individual basis.
- The manner in which the employer can request an evaluation by an outside medical or other expert, at the employer‘s expense, to determine if and how accommodation can be achieved.
- The manner in which the employee can request the participation of a representative from their bargaining agent, where the employee is represented by a bargaining agent, or other representative from the workplace, where the employee is not represented by a bargaining agent, in the development of the accommodation plan.
- The steps taken to protect the privacy of the employee‘s personal information.
- The frequency with which the individual accommodation plan will be reviewed and updated and the manner in which it will be done.
- If an individual accommodation plan is denied, the manner in which the reasons for the denial will be provided to the employee.
- The means of providing the individual accommodation plan in a format that takes into account the employee‘s accessibility needs due to disability.
Individual accommodation plans will include
- information regarding accessible formats and communication supports provided (if requested)
- individualized workplace emergency response information (if required)
- identify any other accommodation that is to be provided
Return to Work Process
The Company will develop and have in place a return to work process for employees that have been absent from work due to a disability and require disability-related accommodations in order to return to work. This process will be documented.
The return to work process will outline the steps that the Company will take to facilitate the return to work and will use individual, documented accommodation plans. This return to work process does not override the processes created by any other statute.
Performance management – activities related to assessing and improving employee performance, productivity and effectiveness, with the goal of facilitating employee success.
The Company will take into account the accessibility needs of employees with disabilities and individual accommodation plans when designing, implementing and using its performance management process in respect of employees with disabilities.
Career Development and Advancement
Career development and advancement – includes providing additional responsibilities within an employee‘s current position and the movement of an employee from one job to another in an organization that may be higher in pay, provide greater responsibility or be at a higher level in the organization or any combination of them and, for both additional responsibilities and employee movement, is usually based on merit or seniority, or a combination of them.
The Company will take into account the accessibility needs of its employees with disabilities as well as any individual accommodation plans, when providing career development and advancement to its employees with disabilities. This includes taking into account the needs of employees with disabilities with respect to additional job responsibilities or promotions.
Redeployment – the reassignment of employees to other departments or jobs within the organization as an alternative to layoff, when a particular job or department has been eliminated by the organization.
In the event that Wayfarer Insurance uses redeployment, the Company will take into account the accessibility needs of its employees with disabilities, as well as individual accommodation plans, when redeploying employees with disabilities.
IASR Part 4.1: Design of Public Spaces Standard
Outdoor eating areas
Wayfarer Insurance does not provide outdoor eating areas to its employees at this time. If, in the future, such as space is designed, the Company will consult with IASR regulations.
Exterior paths of travel
When constructing new or redeveloping exterior paths of travel, the Company will ensure that the design conforms to the requirements under sections 80.23 – 80.27 and 80.30 – 80.31 of the IASR.
When constructing new or redesigning parking facilities, the Company will ensure that the design conforms to the requirements under sections 80.32 – 80.39 of the IASR.
When constructing new or redesigning existing fixed guide queuing, service counters or waiting room areas, the Company will adhere to the specifications set out in sections 80.40 – 80.43 of the IASR.
The Company will design procedures for preventative and emergency maintenance of the accessible elements in public spaces as well as procedures for dealing with temporary disruptions when accessible elements are not in working order.