Integrated Accessibility Standards (AODA)
Onbelay Automotive Inc. is committed to complying with both the Ontario Human Rights Code and the Accessibility for Ontarians with Disabilities Act (AODA).
The following policy has been established by Onbelay Automotive Inc., to govern the provision of services with Regulation 191/11, “Integrated Accessibility Standards” (“Regulation”) under the Accessibility for Ontarians with Disabilities Act, 2005.
These standards are developed to break down barriers and increase accessibility for persons with disabilities in the areas of information and communications, and employment.
Onbelay Automotive is governed by this policy as well as the Accessibility Standards for Customer Service Policy and the Accessibility for Ontarians with Disabilities Act, 2005 in meeting the accessibility needs of persons with disabilities.
Onbelay is committed to treating all people in a way that allows them to maintain their dignity and independence. We are also committed to meeting the needs of persons with disabilities in a timely manner, and will do so by preventing and removing barriers to accessibility, and meeting accessibility requirements under the AODA.
Accessible Formats, Communication Supports, and Assistive Devices:
Upon request Onbelay Automotive Inc. will provide, or arrange for the provision of accessible formats and communication supports for persons with disabilities in a timely manner that takes into account the person’s accessibility needs due to the disability.
Onbelay Automotive Inc. will consult with the person making the request in determining the suitability of an accessible format or communication support.
People with disabilities may use their personal assistive devices when accessing our services, and/or facilities.
Employment & Recruitment:
Onbelay Automotive Inc. has a diverse workforce, with a safe, inclusive, and accessible work environment. The Company’ policies and practices are intended to foster diversity, inclusiveness and accessibility in the Company, while ensuring that the workplace is free from discrimination and harassment. Policy and accommodations that are available are provided during the recruitment and interview process for potential candidates with disabilities. Other communication is established between the Company and the individual.
In our recruitment process, Onbelay Automotive Inc. will advise employees and the public about the availability of accommodation for applicants with disabilities.
Onbelay Automotive Inc. will ensure that training is provided on the requirements of the accessibility standards. The training provided will take into consideration and be appropriate to the duties of those receiving the training.
Employees will be trained when changes are made to the accessibility policy. As part of the hiring practice, all training and policy documents will be included as part of Orientation for all new hires.
Returnto Work Process:
Onbelay Automotive Inc. will develop and maintain a documented return to work process for its employees who have been absent from work due to a disability; and who may require disability-related accommodations in order to return to work. The return-to-work process will outline the steps that Onbelay will take to facilitate the return to work including individual accommodation plans.
This return to work process will not replace, or override any other return to work process created by or under any other statute (eg. The Workplace Safety Insurance Act, 1997).
Documented Individual Accommodation Plans:
Onbelay Automotive Inc. will develop and implement a written process for the development of documented individual accommodation plans for employees with disabilities. When the communication about the needs of a disabled person, or employee has been established, the information in our Policies, Procedures, or other Communication will be provided in a timely manner to accommodate the needs determined, as required to perform the job or tasks assigned, in an accessible format.
Workplace Emergency Response Information:
Onbelay Automotive Inc. will provide individualized workplace emergency response information to employees with disabilities; where the disability is such that individualized information is necessary. When Onbelay is aware of the need for accommodation, we will provide workplace emergency response information, as soon as practicable upon learning of the need for accommodation due to an employee’s disability.Individualized emergency response information will be reviewed whenever circumstances necessitate. This will be reviewed and updated in our Emergency Response Plan as part of our regular policy review.
Onbelay supports compliance with recognizing Human Rights, and Accessibility Standards Act (AODA). We respect equal treatment and the need to provide fair employment opportunities. We believe that our diverse and multicultural workplace provides a respectful working environment where our employees feel safe and welcome, and break down all barriers to increase accessibility for persons with disabilities.