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MULTI-YEAR ACCESSIBILITY PLAN
Providing Goods and Services to People with Disabilities

PART 1 - GENERAL REQUIREMENTS

Section

Initiative

Description

Action

Status

Comply By

3

Establishment of Accessibility Policies

3.(1) Every obligated organization shall develop, implement and maintain policies governing how the organization achieves or will achieve accessibility through meeting its requirements under the accessibility standards referred to in this Regulation.

Policy created and posted at entrance to each office.

Complete

1/01/14

4

Accessibility Plans

4. (1) Large Organizations shall,
 a) establish, implement, maintain and document a multi-year accessibility plan, which outlines the organizations approach to prevent and remove barriers and meet the requirements under this regulation.
b) post the accessibility plan on their website, if any, and provide the plan in an accessible format upon request; and                                                            c) review and update the accessibility plan at least once every five years.

Multi-year accessibility plan completed and posted on: 
www.domclean.com &
www.dominionequipment.com
                                

The Multi-year accessibility plan will be reviewed annually by the appropriate personnel which includes HR, Health & Safety, Operations and Administrative staff.

 

 

 

On-going

1/01/14

 

 

1/01/19

6

Self-Serve Kiosks

6. (2) Large organizations and small organizations shall have regard to the accessibility for persons with disabilities when designing, procuring or acquiring self-service kiosks.

 

Not applicable to Domclean Limited as of January 1, 2014.  We will revisit each year when we review the accessibility plan.

N/A

1/01/14

7.

Training

7. (1) Every obligated organization shall ensure that training is provided on the requirements of the accessibility standards referred to in this Regulation and on the Human Rights Code as it pertains to persons with disabilities to,
(a) all employees, and volunteers;
(b) all persons who participate in developing the organization’s policies; and
(c) all other persons who provide goods, services or facilities on behalf of the organization.

Domclean will prepare, implement and complete a training program for all current personnel which shall be appropriate to their duties.
All training shall be documented including the date on which the training was provided.
Training in respect of any changes to the policies will be provided.
New hires shall be trained as soon as practicable.

In progress

Ongoing

Ongoing

Ongoing

1/01/15


 

PART 2 - INFORMATION & COMMUNICATION STANDARD

Section

Initiative

Description

Action

Status

Comply By

11

Feedback

11.(1) Every obligated organization that has processes for receiving and responding to feedback shall ensure that the processes are accessible to persons with disabilities by providing or arranging for accessible formats and communication supports, upon request.

Review and identify processes for receiving and responding to feedback

Consider alternate feedback formats that comply with accessibility requirements, where practicable.

Train/communicate to appropriate personnel about alternate feedback formats and how to proceed if an alternate format is required.

Review by
Oct. 1/14

 

Q4 2014

1/01/15

12

Accessible Formats & Communication Supports

12. (1) Except as otherwise provided, every obligated organization shall 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 needs due to disability; and
b) at a cost that is no more than the regular cost charged to other persons.

12. (2) The obligated organization shall consult with the person making the request in determining the suitability of an accessible format or communication support.
12. (3) Every obligated organization shall notify the public about the availability of accessible formats and communication supports.

Determine what accessible formats and communication supports could be made available upon request.

Train/communicate to appropriate personnel about the alternate accessible formats and communication supports available and how to proceed if required.
Publish the availability of accessible formats and communication supports on Domclean web sites.

For example:
“If you require any information in an alternate format, contact _________”.

“Alternate formats can be made available upon request”.

Review & complete  by end of Q1 2015

Q3 2015

Q4 2015

1/01/16

14

Accessible Websites & Web Content

14. (2) Designated public sector organizations and large organizations shall make their internet websites and web content conform with the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0 initially at Level A and increasing to Level AA, and shall do so in accordance with the schedule set out in this section.

A significant refresh to our websites is not planned for any time in the near future, however, if the decision is made to do so, Domclean will meet WCAG 2.0 requirements during the refresh.

A review will be conducted with the website designer to determine what steps are required to add accessibility features to our websites and prepare a plan to implement those revisions.

 

Domclean will ensure our websites are compliant with the legislation according to the time frames set out:
- New internet websites and web content on those sites must conform with WCAG 2.0 level A.
- All internet websites and web content must conform with WCAG 2.0 Level AA, other than,
- success criteria 1.2.4 Captions (Live)
- success criteria 1.2.5 Audio Descriptions (Pre-recorded).

1/01/14

 

Ongoing

 

 

1/01/14

 

1/01/14

 

 

 

1/01/21

 


 

PART 3 - EMPLOYMENT STANDARDS

Section

Initiative

Description

Action

Status

Comply By

22

Recruitment - General

22. Every employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes.

Domclean Limited will notify job applicants that where needed, accommodations for   disabilities will be provided, on request, to support their participation in all aspects of the recruitment process.

A statement such as the following: “Domclean is committed to providing accommodations for persons with disabilities.  If you require accommodation, we will work with you to meet your needs” will be incorporated into notifications prepared for job applicants.

Q3 2015

 

Q3 2015

1/01/16

23

Recruitment, Assessment or Selection Process

23. (1) During a recruitment process, an employer shall notify job applicants when they are individually selected to participate in an assessment or selection process, that accommodations are available upon request in relation to the materials or processes to be used.

 

(2) If a selected applicant requests an accommodation, the employer shall consult with the applicant and provide or arrange for the provision of a suitable accommodation in a manner that takes into account the applicant’s accessibility needs due to disability.

Domclean Limited will notify all selected applicants about the availability of recruitment-related accommodations.  Notification could occur through a variety of methods to be determined based on the individual’s accommodation request.

Upon request, the applicant will be consulted to determine the individual’s needs so that the accommodations provided are effective.

 

Q3 2015

 

Q3 2015

1/01/16

24

Notice to Successful Applicants

24. Every employer shall, when making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities.

Domclean Limited will notify successful applicants of our policies for accommodating employees with disabilities.   Notification could occur through a variety of methods to be determined based on the individual’s accommodation request.

Q3 2015

1/01/16

25

Informing Employees of Supports

25.(1) Every employer shall inform its employees of its policies used to support its employees with disabilities, including, but not limited to, policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability.

(2)  Employers shall provide the information required under this section to new employees as soon as practicable after they begin their employment.

(3) Employers shall provide updated information to its employees whenever there is a change to existing policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability.

Domclean Limited will prepare procedures for informing current staff about our policies used to support employees with disabilities.

For example: inserted in our Orientation Handbooks, internal memo posted at all worksites, emails.

 

 

All changes will be communicated. 

Q3 2015

1/01/16

26

Accessible Formats and Communication Supports for Employees

26 (1) In addition to its obligations under section 12, where an employee with a disability so requests it, every employer shall consult with the employee to provide or arrange for the provision of accessible formats and communication supports for,
(a)  information that is needed in order to perform the employee’s job; and
(b)  information that is generally available to employees in the workplace.
(2) the employer shall consult with the employees in determining the suitability of an accessible format or communication support.

Domclean Limited to investigate and determine what accessible formats and communication supports could be made available upon request.

 

Review   by end of

Q2 2015

 

 

 

Ongoing

1/01/16

28

Documented Individual Accommodation Plans

28. (1) Employers, other than employers that are small organizations, shall develop and have in place a written process for the development of documented individual accommodation plans for employees with disabilities.

Domclean Limited to develop a plan and process to formalize the documented individual accommodation plans for employees with disabilities.
Refer to 28. (2) of the Act – all of the elements listed in this Section will be incorporated into the documented individual plan.

Q2 2015

1/01/16

29

Return to Work Process

29. (1) Every employer, other than an employer that is a small organization,
(a)   shall develop and have in place a return to work process for its employees who have been absent from work due to a disability and require disability-related accommodations in order to return to work; and
(b)   shall document the process.

(2)   the return to work process shall,
(a)   outline the steps the employer will take to facilitate the return to work of employees who were absent because their disability required them to be aware from work; and
(b)   use individual documented accommodation plans, as described in section 28 as part of the process.

(3) The return to work process referenced in this section does not replace or override any other return to work process created by or under any other statute. 

H&S and HR to compare the IASR requirements for employees with disabilities returning to work with our existing Return to Work process and ensure compliance. The process will be documented as all RTW plans are.

Same as above.

 

 

If an employee requires disability-related accommodation to effectively return to work, an individual plan will be developed for that employee.

 

 

Q2 2015

 

 

Q2 2015

1/01/16

30

Performance Management

30. (1) An employer that uses performance management in respect of its employees shall take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when using its performance management process in respect of employees with disabilities.

Performance management is generally conducted on an informal basis in our organization and will take into consideration the accessibility needs of employees with disabilities.

Q3 2015

1/01/16

31

Career Development and Advancement

31. (1) an employer that provides career development and advancement to its employees shall take into account the accessibility needs of its employees with disabilities as well as any individual accommodation plans, when providing career development and advancement to its employees with disabilities.

Will work with Human Resources to review the career development and advancement process with respect to employees with disabilities.

Q3 2015

1/01/16

32

Redeployment

32. (1) An employer that uses redeployment shall take into account the accessibility needs of its employees with disabilities, as well as individual accommodation plans, when redeploying employees with disabilities.
(2)  In this section, “redeployment: means the reassignment of employees to other departments or jobs within the organization as an alternative to layoff, when a particular job or department has been eliminated by the organization.

Will work with Human Resources to review employee redeployment processes with respect to employees with disabilities.

Q3 2015

1/01/16

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