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Township of Morley
Municipal Multi-Year Accessibility Plan
Creating a Barrier Free Community
2021-2026
Municipal Multi-Year Accessibility Plan
ADOPTION AND REVIEW GUIDELINES
Approved by By-Law No. 1507 on July 14th, 2021
Date of most recent review: _____________________
Sections Revised: ________________________________________________
Approximate date of next review: January, 2026
Repeals By-law No.: __________
Introduction:
The Government of Ontario introduced the Ontarians with Disabilities Act,
2001 (ODA) with the purpose of improving access and opportunities to
people with disabilities. The primary focus of this legislation was to
identify, remove and prevent barriers so that people with disabilities can
engage in full participation. Annual accessibility plans became a
requirement under this legislation in order to ensure that policies,
programs and services were reviewed to remove barriers and prevent new
barriers from being created. The ODA legislation was helpful with the
identification and removal of barriers throughout the province. However,
the government recognized that Ontario was still not fully accessible. As a
result, The Accessibility for Ontarians with Disabilities Act (AODA) was
passed in 2005. Its goal is to have an accessible Ontario by 2025. In order
to achieve its objective, the AODA will establish accessibility standards in
the areas of:
Customer Service
Transportation
Information and Communications
Employment
Built Environment
The Customer Service Standard, Regulation 429/07 (CCS) mandates
compliance of the public sector and private sector industries in the
following areas use and treatment of support persons, service animals,
assistive devices, alternative formats of materials, methods of notification
of service disruption and collective of feedback, as well as development
and deployment of staff training.
In June of 2011, the Ontario Government passed Regulation 191/11 - The
Integrated Accessibility Standard (IASR). This regulation sets out a variety
of general obligations relating to employment, communications and
transportation. The regulation sets out the requirements for each of the
three standards as well as general requirements with respect to
developing accessibility policies and plans, training employees and
volunteers, as well as considering accessibility when purchasing goods or
services.
BACKGROUND:
In preparation of the Municipal Accessibility Plan is a requirement for local
governments in Ontario under the provisions for the Ontarians with
Disabilities (ODA), and the Accessibility for Ontarians with Disabilities Act
(AODA), 20005 of the Province of Ontario. Further, Municipalities are
required to prepare annual updates to the Municipal Accessibility Plan
identifying barriers and the action taken to remove those barriers. This
Plan is formally adopted by Council and presented to the Public.
Legislation requires that Municipalities with a population over 10, 000 must
establish an Accessibility Advisory Committee. The Township of Morley
has a population of less than 10,000 and is not required to establish an
Accessibility Committee.
OBJECTIVES
The Objective of this Plan is to:
Seek to Identify, Prevent and remove barriers to accessibility for
persons with disabilities, through developing a standard process
and tools to help identify and address accessibility barriers.
Ensure that all people will have access to accessible goods,
services and facilities.
Allow all people to have access to alternate formats and
communication supports for any publically accessible information
the Municipality produces.
Implement and maintain a recruitment process that is free of
discrimination and considers accommodations for those in need.
To identify opportunities to improve accessibility and implement
reasonable transportation solutions.
ACTIONS AND UNDERTAKINGS
Develop policies, procedures and programs
Incorporate accessibility into project and program planning
Develop, implement and regularly review training programs
Consult with the public and organizations/agencies
Implementation of feedback process
Review and Update the Accessibility Plan at least every 5 years.
DEFINITIONS:
Definition of a Disability
The Ontarians with Disabilities Act ("ODA"), 2001, Accessibility for
Ontarians with Disabilities Act, ("AODA", 2005 and the Integrated
Accessibility Standards Regulation, ("IASR") use the definition that
appears in the Ontario Human Rights Code.
A disability means:
(a) Any degree of physical disability, infirmity, malformation or
disfigurement that is caused by bodily injury, birth defect or illness and,
without limiting the generality of the foregoing, includes diabetes
mellitus, epilepsy, a brain injury, any degree of paralysis, amputation,
lack of physical co-ordination, blindness or visual impediment, deafness
or hearing impediment, muteness or speech impediment, or physical
reliance on a guide dog or other animal or on a wheelchair or other
remedial appliance or device; or
(b) A condition of mental impairment or a developmental disability; or
(c) A learning disability, or a dysfunction in one or more of the
processes involved in understanding or using symbols or spoken
language; or
(d) A mental disorder; or
(e) An injury or disability for which benefits were claimed or received
under the insurance plan established under the Workplace Safety and
Insurance Act, 1997; ("handicap")2.0
Note: For other definitions, please refer to Section 2 of the Ontarians
with Disabilities Act, 2001.
Definition of a Barrier:
A "barrier" is anything that stops a person with a disability from fully taking
part in society because of that disability. Some barriers include:
physical barriers, for example a step at the entrance of a store;
architectural barriers, for example no elevators in a building of
more than one floor;
information or communications barriers, for example a publication
that is not available in large print;
attitudinal barriers, for example assuming people with a disability
can't perform a certain task when in fact they can;
technological barriers, such as traffic lights that change too quickly
before a person with a disability has time to get through the
intersection; and
barriers created by policies or practices, for instance not offering
different ways to complete a test as part of job hiring.
CUSTOMER SERVICE
Requirements
Review and update policies to ensure high quality of
customer service.
Provide Training for all staff, volunteers, those involved in
developing customer service policies and third parties as
soon as practicable upon an individual being assigned the
applicable duties as well as on an on-going basis as
changes occur to the Municipalities Policies, procedures and
practices governing the provision of goods or services to
persons of disabilities.
Review customer feedback and take appropriate action.
Progress
An Accessibility Standards Policy was developed and adopted by council
on July 14th, 2021 with related procedures and practices developed in the
following areas and are available on the Municipal Website.
Procurement of Goods, Services, Programs and Facilities
Training
Information and Communications
Employment
Customer Service
Transportation
Built Environment
Guide Dogs and Service Animals
Support Persons
Disruption of Services
Accessibility Feedback
All Municipal employees who deal with members of the public, and
those involved in the developing, practices and procedures have
received annual training for the year 2021 on the Accessibility
Standard for Customer Service on the provision of its goods or
services to persons with disabilities. Annual Training will continue to
be done at the beginning of each year and/or when necessary,
including hiring of new employees to commence training prior to
beginning employment.
Third parties acting on behalf of the Township are provided a link
via the Township of Morley website: www.townshipofmorley.ca for
the required training on Accessibility Standard for Customer
Service.
On-going employee, volunteer and third party training of new
employees, volunteers and third parties as well as when changes
occur to the Township's policies, procedures and practices
governing the provision of goods or services to persons of
disabilities.
Third party training requirements to provide proof of training prior to
commencement of work.
Keeping an updated record of the training, including the date to
which training is provided and the number of individual's to whom it
is provided. The names of individuals trained will be recorded for
training administration purposes, subject to the Municipal Freedom
of Information and Privacy Act (MFIPPA).
INTEGRATED ACCESSIBILITY STANDARDS
Requirements
Develop and implement policies, procedures and practices
governing how the Township will achieve accessibility through
meeting its requirements of the Integrated Accessibility Standard
(IAS).
Provide duty specific training on the IAS and Human Rights
Code to all Employees, Volunteers, those involved in developing
Integrated Accessibility Standards policies and any third parties.
The Township shall incorporate accessibility criteria and features into
procuring or acquiring goods, services or facilities,
Progress
Integrated Accessibility Standards Policy (Appendix A) has been developed
and adopted by Council on July 14th, 2021 with related procedures and
practices developed in the following areas and are available on the
Township's website:
Information and Communication
Employment
Transportation; and
The design of public space
Accessibility criteria and features have been incorporated in the
Procurement of Goods and Services By-Law.
Continuing Initiatives
To provide annual training to all Township Employees and volunteers who
deal with members of the public or other third parties on behalf of the
Township, and those involved in the developing of the Integrated Accessibility
Standards Policies, practices and procedures received training on Integrated
Accessibility Standards and Human Rights Code as it pertains to persons with
disabilities.
Training to be provided as soon as practicable upon an individual being
assigned the applicable duties.
Third party training requirements to provide proof of training prior to
commencement of work.
Keeping an updated record of the training, including the date to which training
is provided and the number of individuals to whom it is provided. The names of
individuals trained will be recorded for training administration purposes,
subject to the Municipal Freedom of Information and Privacy Act (MFIPPA).
Create an annual inspection system to ensure barriers are identified and
resolved promptly and existing features are maintained.
INFORMATION AND COMMUNICATION REQUIREMENTS
Accessible Formats
1. Upon request provide or arrange for the provision of accessible formats
and communication supports for persons with disabilities.
(a) in a timely manner that takes into account the person's accessibility
need due to disability; and
(b) at a cost that is no more than the regular cost charged to other persons.
2. Consult with the person making the request in determining the suitability of
an accessible format or communication support.
3. Notify the public about the availability of accessible formats and
communication supports.
4. Internet and intranet websites and web content will conform with the World
Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0
at Level AA.
Progress
Currently our website is being upgraded to conform with the World Wide Web
Consortium Web Content Accessibility Guidelines (WCAG) 2.0 at Level AA.
A statement has been created on this document and on the Municipality's
Website of the provision of accessible formats and communication supports
for persons with disabilities.
Continued Initiatives
To create and provide alternative accessible formats and communication
supports below:
Internet content conformity to the WCAG at Level AA is ongoing.
Reading written information to a person directly
Large print
Text transcripts of audio or visual information
Handwritten notes instead of spoken work
Information written in plain language
EMPLOYMENT REQUIREMENTS
Recruitment and selection
1. Notify employees and the public about the availability of accommodation for
applicants with disabilities in its recruitment processes with disabilities.
2. During the selection and recruitment process, job applicants will be notified
that accommodations are available and consultation provided with the applicant
regarding the provision of a suitable accommodation.
3. Successful applicants will be notified as soon as practical of the policy or
updated policy to accommodate employees with disabilities.
4. Employees will be provided with accessible formats and communication
supports for,
(a) information that is needed in order to perform the employee's job; and
(b) information that is general available to employees in the workplace.
Progress
The statement "The Corporation of the Township of Morley is committed to
achieving full accessibility for persons with disabilities and accommodations are
available for individuals with disabilities for all parts of the recruitment process"
will be incorporated into all job posting and the Municipal Website.
Continued Initiatives
The new employee orientation process will implement the requirements of this
regulation.
Incorporate appropriate interview questions during the interview process.
WORKPLACE EMERGENCY RESPONSE INFORMATION
Workplace emergency response information will be provided and a designated
assistant will be assigned with the consent of the employee who receives
individualized workplace emergency response.
Information will be provided as soon as practicable after the need for
accommodation has been requested.
A review of the individualized workplace emergency response information will be
made;
(a) when the employee moves to a different location in the organization;
(b) when the employee's accommodation needs or plans are reviewed and a
change is evident; and the general response policies are reviewed.
Progress
An individual Accommodation Plan will be assessed by filling out an "employee
Emergency Response Plan Information Worksheet" Appendix B.
Continued Initiatives
Ongoing Review
Individual Accommodation Plan
There are 8 elements in this process
1. Manner in which employee requesting accommodation can participate in
the development of plan.
2. Means by which employee assessed on an individual basis.
3. Manner in which employer can request evaluation by outside medicals or
other experts, at its expense, to assist in determining if accommodation
can be achieved and, if so, how
4. Manner in which employee can request participation of representative
from 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 development of the
plan.
5. Steps taken to protect the privacy of an employee's personal information.
6. Frequency with which the plan will be reviewed and updated and the
manner in which it will be done.
7. If plan is denied, the manner in which reasons for denial is provided to the
employee.
8. Means of providing the plan in a format that takes into account the
employee's accessibility needs due to disability.
Plans shall include, as required:
Information on Accessible format
Workplace emergency response information
Other accommodation
Progress
The process to document an Individual Accommodation Plan has been put
into place for employees in need of accommodation due to disabilities.
An Independent Medical Assessment may be required for the purposes of
assisting in providing an Individualized Accommodations Plan and to
determine how the plan may be achieved. This request would be at no cost to
the employee.
Continued Initiatives
Monitor, Review and update the plan
Return to Work Process
1. Develop and document a return to work process for employees absent
from work due to a disability and require an accommodation in order to
return to work. The process will:
2. Outline the steps take to facilitate the return to work and use
documented individual accommodation plans.
Progress
A written return to work process is in place for employees absent due to
disability who require disability related accommodation for returning to work.
Included in the process is the possible request for an Independent Medical
Assessment and a functional abilities form to assess any accommodations
needed in the process.
Continued Initiatives
Monitor, Review and Update the Plan
The accessibility needs and individual accommodation plans of employees
with disabilities will be taken into account when using:
Performance Management
Career Development and Advancement
Redeployment