The Beaudry Group ensures that all persons within its community are aware of their rights and responsibilities to foster an accessible and inclusive environment with and for persons with disabilities. The Beaudry Group is committed to, and will strive to ensure that, the Accessibility for Ontarians with Disabilities Act (AODA), 2005, its regulations, standards and all other relevant legislation concerning accessibility, are rigorously observed in a timely fashion.
People with disabilities will be given an equal opportunity to obtain, use and benefit from The Beaudry Group's products and services in a way that is respectful of the dignity and independence of people with disabilities and in a manner which takes into account the person's disability. All goods and services provided by The Beaudry Group shall follow the principles of dignity, independence, integration and equal opportunity .
The Beaudry Group is committed to becoming a barrier free environment and meeting the requirements of all existing legislation and its own policies and goals related to identifying, removing and preventing barriers to people with disabilities that might interfere with their ability to make full use of the services provided by The Beaudry Group.
- This policy applies to the provision of goods and services at premises owned and/or operated by The Beaudry Group as well as any interactions with employees and customer/clients via telephone, email or written mail.
- This policy applies to employees, volunteers, agents and/or contractors who deal with the public or other third parties that act on behalf of The Beaudry Group
- The governance of the policy.
- Corporate liability for compliance with legislative requirements, including fiscal responsibility, human costs and human rights issues.
- Support and promote the policy in their area of direct report and throughout the organization.
- Drive the culture to a high level of understanding regarding disability and accommodation.
- Fostering open and constructive communication.
- Demonstrating sensitivity to and respect confidentiality of information.
- Raising awareness to facilitate understanding of the policy.
- Participating and co-operating to facilitate workplace accommodation.
- Participating and cooperating with all parties to facilitate workplace accommodation.
- Participating and cooperating with all parties.
- Acting as a resource for all parties and participants.
- Supporting and educating managers in their obligations.
- a physical barrier,
- an architectural barrier,
- an informational or communications barrier,
- an attitudinal barrier,
- a policy, practice and procedure barrier.
- Diabetes mellitus, Epilepsy;
- A brain injury;
- Any degree of paralysis;
- Lack of physical coordination;
- Blindness or visual impediment;
- Deafness or hearing impediment;
- Muteness or speech impediment; or
- Physical reliance of 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.
- An injury or disability for which benefits were claimed or received under the insurance plan established under the Workplace Safety & Insurance Act, 1997.
- any animal used by a person with a disability for reasons relating to the disability; or
- where the person provides a letter from a physician confirming that they require the animal for reasons relating to their disability; or
- where the person provides a valid identification card signed by the Attorney General of Canada or a certificate of training from a recognized guide dog or service animal training school.
- Information and Communications
- all employees
- all persons who work under a contractual agreement directly with The Beaudry Group
The Beaudry Group will ensure that its processes for receiving and responding to feedback are made available to persons with disabilities, whether members of the public, clients, customers or employees, in an appropriate, accessible format or communication support, upon their request, and that members of the public are notified of the availability of such an option. The Beaudry Group reviewed its current feedback processes to ensure they were accessible and in compliance with the IASR prior to January 1, 2015.
(b) Accessible Formats and Communication Supports (to be effective in full by January 1, 2016)
The Beaudry Group will, upon request and consultation, endeavour to provide information and communications under our control about our goods and services to people with disabilities using the appropriate accessible format or communication support wherever possible, in a timely manner and on par with the fee charged to others for the same information. The Beaudry Group will notify the public about the availability of accessible formats and communications supports. The Beaudry Group will review and determine its current offerings of accessible formats and communications supports and will engage in an ongoing process of identifying additional accessible formats and communications supports that may be offered by The Beaudry Group.
(c) Accessible Websites and Web Content
The Beaudry Group is pleased to confirm that all of its new websites and content, like the existing websites, will be in conformance with Web Content Accessibility Guidelines (WCAG) 2.0 Level A as of January 1, 2014, as practicable.
The Beaudry Group will ensure all of its websites, content, and applications directly controlled by The Beaudry Group or through its contractual relationships, will be in conformity with WCAG 2.0 Level AA, as required by the IASR, by January 1, 2021, as practicable.
(d) Educational Materials (to be effective in full by January 1, 2020)
As applicable, The Beaudry Group will upon request provide educational and training institutions with accessible or conversion-ready versions of its print-based supplementary educational resources.
The Beaudry Group will notify its employees and external applicants about the availability of accommodation for applicants with disabilities in its recruitment process.
(b) Recruitment, Assessment or Selection Process
The Beaudry Group will ensure that job applicants are notified when they are individually selected to participate in the assessment or selection process and that accommodation for disabilities are made available upon request in relation to the materials or processes to be used. The Beaudry Group will consult with individuals who request accommodations and will provide for appropriate accommodations.
(c) Notice to Successful Applicants
When presenting offers of employment, The Beaudry Group will notify the successful applicant of its policies for accommodating employees with disabilities.
(d) Informing Employees of Supports
The Beaudry Group will ensure that employees are informed of all accessibility policies (and any updates to those policies) used to support employees with disabilities, including policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability. This information will be provided to new employees as soon as practicable after commencing employment.
(e) Accessible Formats and Communication Supports for Employees
Upon request of an employee with a disability, The Beaudry Group will consult with the employee to provide, or arrange for accessible formats and communication supports for information that is needed to perform his/her job, and information that is available to other employees. In order to determine the suitability of an accessible format or communication support, The Beaudry Group will consult with the employee making the request. Accessible formats and communications supports regarding general workplace information will also be provided to employees with disabilities.
(f) Workplace Emergency Response Information
The Beaudry Group provides employees with disabilities individualized workplace emergency response information when the employee’s disability is such that the information is required and The Beaudry Group has been informed of the need to accommodate the employee’s disability.
(g) Documented Individual Accommodation Plans
The Beaudry Group currently accommodate the needs of its employees with disabilities as required under the Ontario Human Rights Code. The Beaudry Group will develop individualized accommodation plans for its employees with disabilities, as The Beaudry Group is made aware. The process by which The Beaudry Group will consult, develop, determine, document, review and routinely update the individualized accommodation plan will be formalized. The Beaudry Group will implement and maintain measures effective to maintain the privacy of its employees with disabilities.
(h) Return to Work Process
The Beaudry Group will maintain a documented return to work process for employees who have been absent from work due to a disability and who require disability-related accommodations and support in order to return to work. The return to work process will clearly define and outline the steps The Beaudry Group will take to facilitate the return to work and will include documented accommodation plans for each individual as part of the process. The above stated return to work process will not replace, hinder or override any other return to work process created by or under any other statute (i.e., the Workplace Safety Insurance Act, 1997).
(i) Performance Management, Career Development and Advancement and Redeployment
The Beaudry Group will continue to consider the accessibility needs of employees with disabilities as well as individual accommodation plans, when conducting performance management reviews, providing career development and advancement to employees and when redeploying employees.
- The Provision of Goods and Services to Persons with Disabilities;
- The Use of Assistive Devices;
- The Use of Guide Dogs and Service Animals;
- The Use of Support Persons;
- Notice of Service Disruptions;
- Customer Feedback;
- Training; and
- Notice of Availability and Format of Required Documents.
- ensuring that all customers receive the same value and quality;
- allowing customers with disabilities to do things in their own ways, at their own pace when accessing goods and services as long as this does not present a safety risk;
- using alternative methods when possible to ensure that customers with disabilities have access to the same services, in the same place and in a similar manner;
- taking into account individual needs when providing goods and services; and
- communicating in a manner that takes into account the customer's disability.
The Beaudry Group employees and representatives will be encouraged to be pro-active in seeking solutions and removing barriers, as well as alerting all customers to the range of accommodations that are available. The term "persons with disabilities" will be the norm, and if a specific condition must be referenced, the condition will be referenced last (e.g., person with low vision). The following are some general tips that may help make communication and interaction with or about people with all types of disabilities more successful:
- Remember to put people first. It is proper to say person with a disability, rather than disabled person or the disabled.
- It is best to wait until an individual describes his or her situation to you, rather than to make your own assumptions. Many types of disabilities have similar characteristics and assumptions may be wrong.
Every employee who interacts with customers/clients or other third parties will be trained on how to assist with various assistive devices, should their assistance be required.
- a letter from a physician or nurse confirming that the person requires the animal for reasons related to the disability;
- a valid identification card signed by the Attorney General of Canada; or,
- a certificate of training from a recognized guide dog or service animal training school.
The customer/client that is accompanied by a guide dog or service animal is responsible for maintaining care and control of the animal at all time.
Employees will be prepared to respond to requests of water for the service animal and to show the owner an outdoor area where the animal can be taken to relieve itself.
Customers/clients will be informed about the feedback process and how action will be taken if a complaint is received. The Beaudry Group will acknowledge verbal/written/telephone feedback within two business days, and within fifteen business days of the receipt of a mailed/e-mailed complaint. In some cases, it may not be possible or appropriate to acknowledge feedback, for example, if the customer wishes to remain anonymous, or indicates that he/she does not want to receive an acknowledgment.
 See the definitions of dignity, independence, integration and equal opportunity in Schedule 1.
 Ontario Human Rights Code, R.S.O. 1990, Chapter H.19, Section 10(1) (a-e), Service Ontario e-Laws, 2006, 03 April 2009
 Ontario Regulation 429/07, Section 4(9)(a-b)
 See Availability and Format of Documents section (page 8) for further information
The principle of respecting the dignity of a person with a disability means treating them as customers and clients who are as valued and as deserving of high quality and timely service as any other customer. Persons with disabilities are not treated as an afterthought or forced to accept lesser service, quality or convenience. The delivery of goods and services must take into account how persons with disabilities can effectively access and use them. Independence: In some instances, independence means freedom from control or influence of others -- freedom to make one's own choices. In other situations, it may mean the freedom to do things in one's own way. People who may move or speak more slowly or differently must not be denied an opportunity to participate in a program or service because of this. Staff must allow persons with disabilities to take the time they need, without rushing them or taking over a task for them if someone prefers to do it themselves in their own way.
The provision of goods or services to persons with disabilities and others must be integrated to allow persons with disabilities to fully benefit from the same services, in the same place and in the same or similar way as other customers. Integration means that policies, programs and services including practices and procedures are designed to be accessible to everyone, including persons with disabilities.
Equal opportunity means having the same chances, options, benefits and results as others. In the case of services it means that persons with disabilities have the same opportunity as others to obtain, use and benefit from the way goods or services are provided. They should not have to make significantly more effort to access or obtain services. They should also not have to accept lesser quality or more inconvenience.