The Accessibility Plan outlines the actions Propel Holdings, Inc. (“Propel”) has and will put in place to improve opportunities for individuals with disabilities, in accordance with the Integrated Accessibility Standards under the Accessibility for Ontarians with Disabilities Act (“AODA”). The Accessibility Plan will be reviewed every five years.
Propel 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 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.
Feedback is important to us if you have a concern or question about accessibility, you can submit your feedback in the following ways:
| • Via Mail to: | Human Resources PO Box 17071, Toronto, RPO Yonge-King, ON M5E 1Y |
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| • Via email: | [email protected] | |
| • Telephone: | 647-776-5483 |
| Requirement/ Initiative | Action | Status | Compliance Date |
| Establishment of Accessibility Policies | Our website has undergone a refresh. As part of this process, we leveraged the current guidelines to ensure compliance with WCAG. We continue to monitor our website to ensure compliance with guidelines and the law. | Complete | By January 1, 2014, new internet websites and web content on those sites must conform with WCAG 2.0 Level A. |
| Multi Year Accessibility Plan | Accessibility plan developed. Plan will be reviewed and updated at least once every five years | Complete Review every 5 years | January 1, 2014 |
| Training | We ensure that training is provided to employees, volunteers and other staff (including all persons who participate in the development of our policies and provide goods and services on our behalf) regarding AODA and the Ontario Human Rights Code as it pertains to individuals with disabilities as required by AODA. | Complete | January 1, 2015 |
| Requirement/ Initiative | Action | Status | Compliance Date |
| Feedback | We take all reasonable steps to ensure that our feedback process is accessible to individuals with disabilities upon request. | Complete | January 1, 2015 |
| Accessible Formats & Communication Supports | We take reasonable steps to ensure that all publicly available information controlled by Propel is provided in an accessible way upon request. We consult with the person making the request to determine his or her information and communication needs and work with them to ensure alternative formats or communication supports are provided as needed in a timely manner. |
Complete | January 1, 2016 |
| Accessible Websites & Web Content | Our website has undergone a refresh. As part of this process, we leveraged the current guidelines to ensure compliance with WCAG. We continue to monitor our website to ensure compliance with guidelines and the law. | Complete | By January 1, 2014, new internet websites and web content on those sites must conform with WCAG 2.0 Level A. By January 1, 2021, all internet websites and web content must conform with WCAG 2.0 Level AA, other than, i. success criteria 1.2.4 Captions (Live), and ii. success criteria 1.2.5 Audio Descriptions (Pre-recorded). |
| Requirement/ Initiative | Action | Status | Compliance Date |
| Recruitment- General | All standard communications with applicants, used throughout the recruitment process have been updated to ensure awareness of the availability of accommodations for applicants with disabilities. | Complete | Complete January 1, 2016 |
| Recruitment Assessment or Selection Process | We notify the public and staff that, when requested, we will accommodate individuals with disabilities during the recruitment and assessment processes and when they are hired. We inform employees of policies and supports for employees with disabilities as soon as practicable during the on boarding process and as new polices and or supports are rolled out. |
Complete | January 1, 2016 |
| Informing Employees of Support | Complete | January 1, 2016 | |
| Accessible Formats and communication supports for employees | Employees can request an accommodation and our HR team will work with them to understand what supports are required, and ensure those supports are supplied in the appropriate format. | Complete | January 1, 2016 |
| Workplace emergency response information | We will provide individualized workplace emergency response information to employees with disabilities if we are made aware of the need for accommodation. | Complete | January 1, 2012 |
| Documented individual accommodation plans | Process in place for developing individual accommodation plans. Requests for individual accommodation plans are reviewed by our HR team in a collaborative manner that include the employee, manager any health care professionals. | Complete | January 1, 2016 |
| Return to work Process | We have processes in place for developing individual accommodation plans for employees who have been absent from work due to a disability and require disability-related accommodations in order to return to work. | Complete | January 1, 2016 |
| Performance management | We ensure the accessibility needs of employees with disabilities are taken into account if using performance management, career development and advancement, or redeployment processes. | Complete | January 1, 2016 |
| Career development and advancement | Complete | January 1, 2016 | |
| Redeployment | Complete | January 1, 2016 |