Accessibility Policy.

Aether is committed to providing an accessible and inclusive environment in which all individuals have equal access to its services as required by the Accessibility Standards for Customer Service, O. Regulation 429/07 (ASCS) made under the Accessibility for Ontarians with Disabilities Act, 2005.

To that end, Aether will take steps to ensure that anyone with a disability who visits its premises or who accesses its services will be able to do so in a manner that respects their dignity and independence. Aether will make every reasonable effort to ensure that its policies, practices and procedures respecting accessibility will be consistent with the principles of independence, dignity, integration and equality of opportunity, as outlined in the ASCS.

Availability of documents

Copies of Aether's policies developed and implemented to meet the requirements of the ASCS are available upon request. If required to provide a copy of our policies to a person with a disability, Aether will provide the person with the policies or the information contained in the policies in a format that takes the persons disability into account and as agreed upon by Aether and the person with a disability.

Multi-year accessibility plan

Our Accessibility Commitment

Aether is committed to ensuring equal access and participation for people with disabilities. We are committed to treating people with disabilities in a way that allows them to maintain their dignity and independence. We are committed to meeting the needs of people with disabilities in a timely manner.

Introduction

In 2005, the government of Ontario passed the Accessibility for Ontarians with Disabilities Act (AODA) with the goal of ensuring greater accessibility for Ontarians with disabilities by 2025. To help public, private, and non-profit organizations identify, prevent, and remove barriers to accessibility, the AODA contains accessibility standards in areas, including:

  • Customer service

  • Information and communications

  • Employment

  • Transportation

  • Built environment

The accessibility standard for customer service came into force in 2008. The next three standards, information and communications, employment, and transportation have been combined into the Integrated Accessibility Standards Regulations (IASR). The IASR is now law and the requirements will be phased in over time. The standard for the built environment for facilities and outdoor spaces is still in development.

This Multi-Year Accessibility Plan (Accessibility Plan) outlines Aether's compliance with the AODA, sets out its upcoming and ongoing obligations pursuant to the AODA, and identifies how it will meet those obligations. Aether is committed to fulfilling its requirements under the AODA and making its premises and services accessible to all Ontarians.

Customer Service

Aether strives to provide services in a way that respects the dignity and independence of persons with disabilities. Aether is also committed to giving people with disabilities the same opportunity to access our goods and services and allowing them to benefit from the same goods and services, in the same place and in a similar way as other clients.

Ongoing Initiatives

In fulfilling its commitment to meeting these customer service related objectives, Aether will:

  • Continue to provide training on accessibility and client service standards to all new Ontario based employees

  • Review and update policies and standards regularly to ensure high quality, accessible client service

  • Review all client feedback and take appropriate action

  • Continue to implement a service disruption protocol by posting signs to advise the public where alternate service may be obtained, while repairs to existing service location are completed

Integrated Accessibility Standards Regulation

Part 1 (General)

Aether's Accessibility policy affirms its commitment to meeting the accessibility needs of persons with disabilities in a timely manner and governs the way that it will achieve accessibility. Aether has created this Multi-Year Accessibility Plan outlining the firm's phased-in strategy for identifying, removing and preventing barriers to accessibility. The plan can be provided in alternate formats upon request. Once all AODA initiatives have been met, the plan will be reviewed and updated at least once every five years.

Ongoing Initiatives

In fulfilling its commitment to provide ongoing training, Aether will:

Ensure that all Ontario-based employees are trained* on the requirements of the accessibility standards referred to in the AODA regulation and on the Human Rights Code, as it pertains to persons with disabilities:

  • Maintain a record of the training

  • Ensure that new employees are trained as part of their on-boarding

*Note: Aether implemented an in-house training program prior to January 1, 2015.

Part 2 (Information and Communications)

Aether will follow best practices when developing, implementing, and maintaining information and communications strategies and products to ensure that information and communications are available and accessible to people with disabilities. This includes websites, intranet sites, communication materials, telephone communications and face-to-face interactions. The goal is to achieve the most effective and efficient access to information for all users.

Ongoing Initiatives

In fulfilling its commitment to follow best practices in relation to communication and information strategies, Aether has:

  • Notified the public regarding the feedback process that is available on its website, effective January 1, 2015

  • Notified the public that accessible formats and communication support are available on its website, effective January 1, 2015

  • Provided information to all staff regarding the availability of communications in accessible formats

  • Completed this initiative by January 1, 2016

Accessible Websites and Web Content

Aether will:

  • Ensure that all new websites and web content comply with the World Wide Web Consortium (W3C) Web Content Accessibility Guidelines (WCAG) 2.0 at Level A and increasing to Level AA

  • Conduct an assessment of the company's website and testing for accessibility

  • Establish a course of action and timelines to achieve web accessibility, based on the results of the assessment and compliance with the law

  • Complete this initiative by January 1, 2018

Part 3 (Employment Standards)

Aether is committed to inclusive and accessible employment practices that attract and retain talented employees with disabilities.

Ongoing Initiatives

In fulfilling its commitment to providing inclusive and accessible employment practices, Aether will:

Evaluation and Review of Barriers

  • Review existing recruitment and employment practices and identify potential barriers to employment, including without limitation:

Methodology for advising of potential job opportunities

Identification of barriers that may arise during the interview process

Recruitment, Assessment or Selection Process

  • Inform job applicants who are selected for assessments or interviews during the recruitment process, that accommodations are available upon request in relation to materials or processes to be used

  • Consult with applicants requesting accommodation in order to provide suitable accommodation that takes into account the applicant's accessibility needs

  • Create systems to reduce or eliminate biases in recruitment processes (selection criteria, interview methodology)

  • Complete this initiative by January 1, 2016

Notice to Successful Applicants

  • Notify successful applicants of policies for accommodating employees with disabilities when offering employment; this notice will be included in the letter of offer to the successful applicant

  • Complete this initiative by January 1, 2016

Informing Employees of Supports

  • Inform all employees of policies for supporting employees with disabilities, including providing employment-related accommodations

  • Provide new employees with this information during the orientation process

  • Provide all employees with updated information whenever there is a change to existing policies on the provision of job accommodations

  • Inform employees that their privacy will be respected and that any sharing of information about their accommodation needs will be discussed with them and plans for communication made with their consent

  • Ensure that any updates to the accommodation policy is circulated to all employees through orientation, training and employee intranet

  • Complete this initiative by January 1, 2016

Accessible Formats and Communication Supports for Employees

  • Consult with employees with disabilities to provide them with the accessible formats and communication support they require to do their jobs effectively

  • Complete this initiative by January 1, 2016

Documented Individual Accommodation Plans

  • Prepare written accommodation plans for employees with disabilities indicating:

  • How an employee requesting accommodation can participate in the development of their individual accommodation plan

  • How the employee will be assessed on an individual basis

  • How Aether can request an evaluation by an outside medical or other expert, at the employer's expense, to assist them in determining if and how accommodation can be achieved

  • How the employee can request the participation of a representative from the workplace in the development of the accommodation plan

  • The steps taken to protect the privacy of the employee's personal information

  • The frequency and manner in which the individual accommodation plan will be reviewed and updated

  • If an individual accommodation plan is denied, how the reasons for the denial will be provided to the employee

  • How the individual accommodation plans will be documented taking into account the employee's accessibility needs due to disability

  • Confirm to employees that:

All accommodation plans are private

Each plan will include information on accessible formats and communication supports required, individual emergency response requirements and any other accommodation needed

  • Train employees on the duty to accommodate, the accommodation process, how to support the accommodation process and how to access information and assistance

  • Complete this initiative by January 1, 2016

Return to Work

  • Continue to offer a return to work process (currently administered by a third-party service provider)

  • Implement, as a part of the return to work process, a method of determining the essential job tasks or job functions and determining the method of accommodating the employee so that the employee can perform the essential duties of the position (with or without accommodation as the situation may arise)

  • Put in place a process to ensure that managers understand the accommodations being made as well as the privacy/communication concerns and agreements around the return to work accessibility requirements

  • Confirm in a return to work policy, that an individual documented accommodation plan (see above) may be implemented to facilitate the return to work process

  • Complete this initiative by January 1, 2016

Performance Management

  • Take into account the accessibility needs of employees with disabilities with regard to performance management, including performance plans in accessible formats

  • Review the existing performance management process to ensure that accessibility is built into the process

  • Complete this initiative by January 1, 2016

Career Development and Advancement

  • Take into account the accessibility needs of employees with disabilities with regard to career development and advancement, including coaching and feedback.

  • Review the existing career development and advancement process to ensure that accessibility is built into the process

  • Complete this initiative by January 1, 2016

Redeployment

  • Take into account the accessibility needs and individual accommodation plans of employees with disabilities when they are reassigned to other departments or jobs within Aether

  • Complete this initiative by January 1, 2016