The Genuine Canadian Corporation
AODA Integrated Accessibility Standards Multi Year Plan
Revised: December 2017
This 2014-2021 accessibility plan outlines the policies and actions that The Genuine Canadian Corporation will put into place to improve opportunities for people with disabilities in Ontario.
The Genuine Canadian Corporation is committed to treating all people in a way that allows them to maintain their dignity and independence. We believe in integration and equal opportunity. We are committed to meeting the needs of people with disabilities in a timely manner, and will do so by preventing and removing barriers to accessibility and meeting accessibility requirements. In Ontario, we are committed to meeting our obligations under the Accessibility for Ontarians with Disabilities Act.
This specific policy applies to our Ontario workforce and any employees interacting with individuals in Ontario.
On an on-going basis, we provide employees with disabilities with individualized emergency response information, where needed.
The Genuine Canadian Corporation strives at all times to provide goods and services in a way that respects the dignity and independence of persons with disabilities.
The Genuine Canadian Corporation is committed to advising about disruptions to accessibility (such as automated doors, accessible washrooms, elevators, escalators) as quickly and efficiently possible as well as advising about expected dates the disruption will end and accessible alternatives.
The Genuine Canadian Corporation is committed to a robust training program for employees who deal with the public. Employees who deal with the public have been trained on Ontario’s accessibility laws and on the Human Rights Code, particularly as it deals with disabilities. New employees are trained as part of the orientation basis.
The Genuine Canadian Corporation will provide training to employees in Ontario and others who deal with the public in Ontario on Ontario’s accessibility laws and on Human Rights Code as it relates to people with disabilities. Training will be provided in a way that best suits the duties of employees and will take into account any accessibility needs.
The Genuine Canadian Corporation will take the following steps to ensure employees are provided with the training needed to meet Ontario’s accessible laws:
- Provide Ontario employees with training on providing accessible customer service to
- people with disabilities and the Human Rights Code as soon as it is practicable to do so after employees commence employment
- Provide updated training to Ontario employees when there are changes to accessibility policies, legislative requirements, and in any event, not less than every 24 months
- Keep written record of the accessibility training provided to employees
- Refresh training on periodic basis
The Genuine Canadian Corporation is committed to meeting the communication needs of people with disabilities. We will consult with people with disabilities to determine their information and communication needs.
Effective January 1, 2014, the Genuine Canadian Corporation will ensure that all new websites controlled by the Genuine Canadian Corporation on those sites conform with WCAG 2.0, Level A. In addition, any web content published on or after January 1, 2012 on websites that the Genuine Canadian Corporation controls will conform with WCAG 2.0, Level A by January 1, 2014.
The Genuine Canadian Corporation is committed to ensuring that feedback processes across the organization are available to all members of the public, regardless of disabilities, upon request by January 1, 2015.
The Genuine Canadian Corporation is willing and able to send documentation in PDF format (or other format) that is easily accessible by screen readers, upon request.
The Genuine Canadian Corporation will ensure all publicly available information is made accessible. The Genuine Canadian Corporation will consult with the person making the request determining the accessible formats or communication support required. The Genuine Canadian Corporation will make all websites controlled by them conform with WCAG2.0 Level AA by January 1, 2021, save and except for exemptions that are permitted by law.
The Genuine Canadian Corporation is committed to fair accessible employment practices. We are committed to formalizing and incorporating our processes in writing and as part of our training program by no later than January 1, 2016.
We want to ensure that all actions, including but not limited to, employee recruitment, selection, hiring, performance evaluations, training, position changes etc. are conducted objectively.
- We already reasonably accommodate for known physical or mental limitations of an otherwise qualified individual with a disability unless there is undue hardship.
- Any applicant or employee who requires an accommodation in order to perform the essential functions of the job will be advised as to the process of contacting a member of the Human Resources team and requesting such accommodation.
We will also notify current employees and applicants of the availability of accommodation for persons with disabilities, during the following stages:
- During the recruitment process, in any advertisements or job postings about the job: when job applicants are individually selected to participate in an assessment or selection process
- When/if a selected applicant requests an accommodation, The Genuine Canadian Corporation shall consult with the applicant and provide or arrange for suitable accommodation that takes into account the applicant’s disability
- When an applicant is successful, we will notify them of the policies for accommodating employees with disabilities
- After they begin employment, employees will be notified of the availability of accommodation and how to access such accommodation.
- Employees will be advised when there is a change to existing policies regarding accessibility or human rights in a timely fashion
- Employees will be trained on their rights and obligations under the Ontario Human Rights Code and Ontario’s accessibility laws on a periodic basis, not less than once in 24 months
- Communications with employees and job candidates will take into account any accessibility needs
The Genuine Canadian Corporation is committed to the principle of accommodation up to the point of undue hardship.
By January 1, 2016, The Genuine Canadian Corporation will take the following steps to develop and put in place a process for developing Individual Accommodation Plans and Return to Work Plans and processes for employees that have been absent due to a disability:
- Review and, as necessary, modify and document existing return to work processes for employees who have been absent from work due to a disability and require accommodation in order to return to work
Develop an IAP that includes the following
- The employee’s participation and cooperation in the development of the IAP
- Assessment on an individual basis
- The review of relevant information, including medical information regarding restrictions or limitations
- Identification of accommodations
- The Genuine Canadian Corporation may request an evaluation by outside medical or other expert, at our expense, to assist with determining accommodation and how to achieve accommodation
- Frequency with which the IAP will be reviewed and updated and the manner in which it will be done; such review shall take place at least once a year
- Setting out job duties (including revised or modified job duties), timelines and performance expectations
- How decisions regarding requests for accommodation will be communicated to the employee, including information regarding how the employee may seek a reconsideration
- Ensure that the employee, once accommodated, is able to perform the essential duties of the position to the reasonable satisfaction of The Genuine Canadian Corporation
Develop and provide appropriate training to managers and other employees responsible for supporting the return to work and accommodation process. The training will ensure effective execution of the process on a continuous basis. The Genuine Canadian Corporation shall ensure that any IAP is considered in the context of performance management, career development and advancement, and redeployment (as an alternative to layoff).
By January 1, 2016, The Genuine Canadian Corporation will:
- Review and, as necessary, modify existing performance management, career development and redeployment processes to ensure that the accessibility needs and individual accommodation plans of colleagues with disabilities are taken into account
- Develop and provide appropriate training to managers and other employees responsible for supporting or impacting performance management, career development and advancement processes that will ensure compliance with the processes on a continuous basis
The Genuine Canadian Corporation is already committed to the principle of accessibility as part of its on-going design philosophy. With respect to any new construction or renovation, The Genuine Canadian Corporation will meet the Accessibility Standards for the Design of Public Spaces when building or making major modifications to public spaces which it owns and/or controls. Public Spaces include:
- Service Counters
- Store front entrances
- Washrooms and change rooms
- Parking areas and exterior paths to our store where such spaces are under our control. In the event of a service disruption, The Genuine Canadian Corporation will notify the public of the service disruption as soon as feasible and description of alternative option, if available.
In the event of a service disruption, The Genuine Canadian Corporation will notify the public of the service disruption as soon as feasible and description of alternative option, if available.
The Genuine Canadian Corporation is interested in feedback, complaints and suggestions regarding how to better include persons with disabilities in our business and in our workforce.
Please forward your feedback, complaints or suggestions to: