AODA - Accessibility
Central Accessibility Statement of Commitment and Multi-Year Accessibility Plan
Baldwin Statement of Commitment
Baldwin is committed to providing a barrier-free environment for all stakeholders including our clients/customers, employees, job applicants, suppliers, and any visitors who may enter our premises, access our information, or use our services. As an organization, we respect and uphold the requirements set forth under the Accessibility for Ontarians with Disabilities Act (2005), and its associated standards and regulations.
Baldwin understands that we have a responsibility for ensuring a safe, dignified, and welcoming environment for everyone. We are committed to ensuring our organization's compliance by incorporating accessibility legislation into our policies, procedures, equipment requirements, training, and best practices. We will review these policies and practices annually, as organizational changes occur, or in anticipation of compliance deadlines. In addition, we will strive to meet the needs of individuals with disabilities in a timely and effective manner.
Providing an accessible and barrier-free environment is a shared effort, and as an organization, Baldwin is committed to working with the necessary parties to make accessibility for all a reality. For more detailed information on our accessibility policies, plans, and training programs, please contact our Human Resources Department.
FeedbackWe strive to improve accessibility for our customers with disabilities. We would like to hear your comments, questions and suggestions about the provision of our goods or services to people with disabilities. Please contact us by email at email@example.com to share your comments.
Written feedback can be sent to the attention of the CFO, 60 Leek Crescent, Unit 1, Richmond Hill, Ontario L4B 1H1.
Baldwin will develop, implement and maintain policies governing how the organization achieves or will achieve accessibility. All policies with accessibility components will be reviewed regularly. Baldwin will provide a copy of related policies to any person who requests one. Copies of policies will be provided in an accessible format, if required.
Baldwin will develop, maintain and document an Accessibility Plan outlining the strategy and actions to prevent and remove barriers from the workplace. The Accessibility Plan will be reviewed and updated at least once every five years, and will be posted on the company's website. Upon request, the Accessibility Plan will be provided in an accessible format.
To view the Multi-Year Plan, click here.
Baldwin is committed to training all employees, volunteers, agents and/or contractors who deal with the public or other third parties that act on behalf of Baldwin, and persons participating in the development and approval of Office Central Policies. The training will be appropriate to the duties of the employees and other persons.
Employees will be trained when changes are made to the accessibility policy. New employees will be trained as part of the New Employee Onboarding/Orientation process
Baldwin will keep a record of the training it provides.
Information and Communication Standard
Baldwin is committed to ensuring that its process for receiving and responding to feedback is accessible to persons with disabilities by providing, or arranging for the provision of, accessible formats and communications supports, upon request.
Accessible Formats and Communication Supports
Baldwin is committed to ensuring we will provide information and will communicate in an accessible manner, upon request, to people with disabilities regarding our goods, services and facilities. Baldwin will consult with the person making the request in determining the suitability of an accessible format or communication support.
Accessible Websites and Web Content
Should Baldwin launch a new internet website or significantly refresh an existing internet website on or after January 1, 2014, we will ensure that the website and all content on that website that has been posted since January 1, 2014, conforms to the Web Content Accessibility Guidelines 2.0, Level A. By January 1, 2021 we will ensure that all internet websites and web content conform with WCAG 2.0 Level AA, except where this is impracticable.
Baldwin is committed to fair and accessible employment practices that attract and retain associates with disabilities.
Baldwin will notify employees and the public about the availability of accommodation for job applicants who have disabilities. Applicants will be informed that these accommodations are available, upon request, for the interview process and for other candidate selection methods. Where an accommodation is requested, Baldwin will consult with the applicant and provide or arrange for suitable accommodation.
Notice to Successful Applicants
Successful applicants will be made aware of Baldwin's policies and supports for accommodating people with disabilities.
Informing Employees of Supports
Baldwin will continue to inform its employees of its 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.
Accessible Formats and Communication Supports for Employees
Baldwin will ensure that employees are aware of our policies for employees with disabilities and any changes to these policies as they occur.
If an employee with a disability requests it, Baldwin will provide or arrange for the provision of accessible formats and communication supports for the following:
- Information needed in order to perform his/her job; and
- Information that is generally available to all employees in the workplace.
Baldwin will consult with the employee making the request to determine the best way to provide the accessible format or communication support.
Workplace Emergency Response Information
Where required, Baldwin will create individual workplace emergency response information for employees with disabilities. This information will take into account the unique challenges created by the individual's disability and the physical nature of the workplace, and will be created in consultation with the employee.
This information will be reviewed when:
- The employee moves to a different physical location in the organization;
- The employee's overall accommodation needs or plans are reviewed; and/or
- Baldwin reviews general emergency response policies.
Documented Individual Accommodation Plans
Baldwin will develop and have in place written processes for documenting individual accommodation plans for employees with disabilities. The process for the development of these accommodation plans should include specific elements, including:
- The ways in which the employee can participate in the development of the plan;
- The means by which the employee is assessed on an individual basis;
- The ways that an employee can request an evaluation by an outside medical expert, or other experts (at the employer's expense) to determine if accommodation can be achieved, or how it can be achieved;
- The steps taken to protect the privacy of the employee's personal information;
- The frequency with which the individual accommodation plan should be reviewed or updated and how it should be done; and
- The means of providing the accommodation plan in an accessible format, based on the employee's accessibility needs.
Return to Work Process
Baldwin will develop and implement return to work processes for employees who are absent from work due to a disability and require disability-related accommodation(s) in order to return to work.
The return to work process will outline the steps Baldwin will take to facilitate the employee's return to work and shall use documented individual accommodation plans as part of the process.
This return to work process will not replace or override any other return to work process created by or under any other statute (i.e. The Workplace Safety Insurance Act, 1997).
Performance Management, Career Development and Redeployment
Baldwin will consider the accessibility needs of employees with disabilities when implementing performance management processes, or when offering career development or advancement opportunities.
Individual accommodation plans will be consulted, as required.