The purpose of the Accessibility for Ontarians with Disabilities Act, 2005 (the "Act" or "AODA") is to create an Ontario that is more accessible, though identification, and where possible, prevention, and elimination of barriers impacting persons with disabilities; And the Integrated Accessibility Standards (the "IAS") is a regulation under the Act intended to ensure accessibility for persons with disabilities in the areas of (i) Information and Communication, (ii) Employment, (iii) Transportation and (iv) Design of Public Spaces.
The Liburdi Group of Companies, (Liburdi Engineering Limited, Liburdi Turbine Services Incorporated and Liburdi Automation Incorporated) is committed to meeting the accessibility and accommodation needs of disabled persons as customers or employees. Our approach will be one of integration and equality of opportunity. All our interactions with all people will be conducted in a respectful manner consistent with the principle of preserving human dignity. We will seek to remove barriers which would hinder people with disabilities as customers and/or employees. We will also ensure that the provision of information and the manner in which we communicate meets the reasonable needs of people with disabilities.
The Liburdi Group of Companies will maintain our accessibility policies in a written format, in our Employee Handbook and will make them available to the public on our website www.liburdi.com. Upon request, our accessibility policies will be made available in alternative formats or by email. Our policy and implementation status will be reviewed at least once every 5 years.
This policy applies to all employees, contractors, and volunteers of Liburdi locations within Ontario.
Responsibility for the implementation, review and update of the Accessibility Plan is shared as follows:
The Corporate HS&E, Training and Human Relations Officer & Director of Finance are responsible for:
The development and maintenance of policies required by the Act and this Accessibility Plan.
The development and implementation of training programs required by the Act and our Accessibility Plan.
Implementing the web accessibility requirements.
Maintenance of the Accessibility Standards for Customer Service policy and the Accessible Practices for Customer Service & Training Program developed in compliance with the Accessibility Standards for Customer Service ("Customer Service Standards").
Compliance with the Design of Public Spaces Standards if they apply to Liburdi Ontario facilities at some time in the future.
Compliance with the Employment Standards requirements.
All Ontario Managers/Supervisors are responsible for:
- Compliance with the Employment Standards as it pertains to staff
- Receiving training
- Compliance with the AODA/IAS requirements as stated in the policy for their staff and any customers they might interact with
All Ontario-based staff/workers are responsible for:
- Compliance with the Information and Communications Standards and the Customer Service Standards except for accessible websites and web content
- Receiving training
Contractors Receiving training and adhering to the AODA and IASR where applicable
Accessible Formats – Alternative ways that someone with a disability may receive information. These may include, but are not limited to, large print, recorded audio and electronic formats, braille and other formats usable by persons with disabilities.
Customer - Existing and prospective clients of Liburdi.
Communication Supports – These may include, but are not limited to, captioning, alternative and augmentative communication supports, plain language, sign language and other supports that facilitate effective communications.
Contractor – An independent contractor, agent, consultant or other third party engaged by Liburdi to provide goods, services or facilities on its behalf.
Disability -- 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, a condition of mental impairment or a developmental disability, a learning disability, or a dysfunction in one or more of the processes involved in understanding or using symbols or spoken language, a mental disorder, or an injury or disability for which benefits were claimed or received under the insurance plan established under the Workplace Safety and Insurance Act, 1997.
New Internet Website - Either a website with a new domain name or a website with an existing domain name undergoing a significant refresh (50% or more), effective January 2014.
Performance Management - Activities related to assessing and improving employee performance, productivity and effectiveness, with the goal of facilitating employee and corporate success.
Redeployment - The reassignment of employees to other departments or jobs for cross training or as an alternative to layoff.
Web Content Accessibility Guidelines ("WCAG") - The international standard for making websites and web content accessible to people with a wide range of disabilities. The WCAG contain two levels of compliance, Level A and Level AA each with a specific phase-in date.
Before January 1, 2015 Liburdi will ensure that we receive and respond to feedback in accessible ways to persons with disabilities. We will do so by providing or arranging for the delivery of documents or information in Accessible Formats and Communications Supports, upon request. Customers who wish to provide feedback on the way Liburdi Group of Companies provides goods and services, or fulfills our obligations under the AODA regulations to people with disabilities can provide feedback in the following ways:
Telephone: 905-689-0734
Fax: 905-689-0739
In Person upon setting a prior appointment: 400 Hwy #6 North, Dundas, ON L9H 7K4
All requests and feedback, including complaints, will be directed to the Human Resources Officer who will organize a response in an appropriate format within the shortest feasible time period.
2.1.1 Assistive devices
We will ensure that our staff are trained and familiar with assistive devices we have on site or that we provide which may be used by customers with disabilities while accessing our goods or services.
2.1.2 Service animals
We welcome people with disabilities and their service animals into the public areas of our facilities. Service animals are allowed on the parts of our premises that are open to the public except where prohibited by regulation such as the Cafeteria Kitchen.
2.1.3 Support persons
We welcome support persons who accompany people with disabilities. If fees are part of the service provision, these fees will not apply for support persons.
2.1.4 Communication
Liburdi will ensure that we consider one's disability when communicating with them.
2.1.5 Notice of temporary disruption
In the event of a planned or unexpected disruption to services or facilities for customers with disabilities, the Liburdi Group of Companies will notify customers promptly with a notice on our website. This clearly posted notice will include information about the reason for the disruption, its anticipated length of time, and a description of alternative facilities or services. Services/Facilities include:
Liburdi Engineering Ltd. - Elevator
Liburdi Turbine Inc. - Elevator
2.1.6 Accessible Emergency Information, Plans and Ownership of Responsibility
Liburdi is committed to providing visiting customers and contractors with publicly available emergency information. Accessible versions of our Emergency Response Plan will be made available upon request. For Visitors and Contractors with disabilities, it shall be the Liburdi Host's responsibility to develop an accommodating Emergency Response Plan as warranted. For employees with disabilities, we encourage sharing the need for emergency plan accommodation with their Supervisor so that individualised plans may be implemented. Where an individualised plan requires the assistance of another employee to implement, permission will be obtained in advance to share relevant information.
2.1.7 Training
Liburdi Group of Companies will provide accessible customer service training to employees, volunteers, contractors and others who deal with the public or other third parties on our behalf, within 6 months of employment.
Starting January 1, 2015, training will also be provided to people involved in the development and implementation of policies, plans, practices and procedures related to our accessibility and accommodation requirements. No later than 6 months after joining Liburdi, new staff will be engaged in whatever training is required and as determined for the job role they fill. Retraining may take place based on time intervals, or upon need. When employees take on different employment role, an assessment of their Accessibility training needs will be undertaken. If there are gaps, a plan will be put into place to update training.
3.1.1 Training will include:
- An overview of the Accessibility for Ontarians with Disabilities Act, 2005 and the requirements of the customer service and integrated standards
- Section on Human Rights code as it pertains to disabilities and accessibility requirements under AODA
- Liburdi Group of Companies' plan related to the customer service standard and integrated standards
- How to interact and communicate with people with various types of disabilities
- How to interact with people with disabilities who use an assistive device or require the assistance of a service animal or a support person
- How to use the equipment or devices available on-site or otherwise that may help with providing goods or services to people with disabilities. At Liburdi, these include: Elevator
- What to do if a person with a disability is having difficulty accessing Liburdi Group of Companies
- Review of barriers impacting accessibility and the process for correcting any that are found
- Training for Managers/Supervisors to ensure that employees and applicants with disabilities are treated fairly in all aspects of employment
- Staff will also be trained when changes are made to our Accessibility plan
- Staff will be made aware of the Liburdi Accessibility Policy and our commitment to provide job accommodation to disabled employees in accordance with their need
- All employees will be trained in our Accessibility Policies as they relate to Employment matters under the IASR
- Individuals who require it, will also receive specialized training on the Design of Public Spaces standard, as needed
- All training will be documented and records retained within Liburdi's Training database
3.1.2 Format of Training:
Our preference is for employees to receive personalized training, where this is not feasible, a presentation and/or video content will be provided.
Effective January 1, 2016 upon request, Liburdi will provide Accessible Formats and Communication Supports in order to make information about the goods, services, and/or facilities it offers accessible to clients and employees with disabilities. We will work together to determine suitable accessible formats or appropriate communication supports. These supports will be used when we provide information or engage in communications. These formats will be provided at no additional cost.
3.2.1 Accessible Website and Web Content
Starting January 1, 2014, all new content placed on the Liburdi website will meet World Wide Web Consortium Web Content Accessibility Guidelines level 2.0 initially at Level A and moving toward Level AA compliance by 2021. By 2021, all website content should comply with WCAG.
3.3.1 Employment
Liburdi will ensure that our employment practices comply with the Integrated Accessibility Standards Regulations. For all staff we will make our accommodation policies known. For employees with disabilities we will provide suitable work accommodation and will prepare suitable individualized emergency response information and plans.
3.3.2 Employment life cycle:
Recruitment, Selection, Assessment, Offer, Career Development & Performance Management.
Beginning January 1 2016, we will notify applicants in our recruitment postings and in content on our website that we will provide accommodation upon request for applicants with disabilities.
In addition, any candidate who requests accommodation for the interview, or testing portion of the process, shall be provided with appropriate accommodation.
All offers of employment we send to successful candidates will include our accommodation policies. These offers will invite employees to inform us of any disability related accommodations they may require.
In our performance management, career development and advancement procedures, we will take into account the needs of employees with disabilities. We will ensure managers consider individualized accommodation plans (as described below) so employees with disabilities are not unnecessarily disadvantaged.
As policies change, Liburdi will update employees.
3.3.3 Redeployment
When Liburdi is required to redeploy employees, we will take into account the individual accessibility needs of each employee, and individual accommodation plans.
3.3.4 Documented Individualized Accommodation Plans & Return to Work.
Beginning January 1, 2016, Liburdi's process to develop, document, and implement individual employment accommodation plans will include:
Involving the employee in the development of the plan.
Considering the employee as an individual and factoring in their individual preferences, along with business needs in the plan where possible.
Where required, involving medical or other expert opinion to assist in determining accommodation needs/plans at Liburdi's own expense.
Preparing the accommodation plan in writing including all relevant information and timelines. Reviewing the plan with the employee and jointly signing off, providing copies to all relevant parties respecting the confidentiality of the plan documents and content within.
Periodic monitoring of the accommodation to ensure it is working as planned. Observation, status meetings etc…
Making adjustments in accommodation as warranted and documenting these in a revised plan with signoffs.
Revising and communicating the plan aspects in formats that are accessible to that person and to their supervisor.
Notes will be made on the plan that state Manager/Supervisor obligations to ensure that accommodation does not disadvantage employees with disabilities, in opportunity for performance management, promotion, role change, or preclude fair performance evaluations. (Form located in APPENDIX)
Liburdi will comply with the accessibility requirements of the Design of Public Spaces Standards when developing or building new public spaces on or before January 1st 2017.
The Liburdi Group of Companies, has created and will maintain a multi-year accessibility plan. The plan will be made available in an appendix of our Employee Manual. The plan will be made public on our website and we will provide it in accessible formats upon request. The plan, will be reviewed and updated on a 5 year interval and demonstrates our commitment to removing accessibility barriers and ensuring new ones are not created.
Download:
Liburdi Multi-Year Accessibility PlanDownload:
Liburdi Ontario Accommodation Work Offer and Plan Form
