Wesway Acc Plan 2011

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Preface

This document is intended as a guide and should not be construed asconstituting legal advice.

It does not replace the Accessibility for Ontarians with Disabilities Act,2005 (AODA) or any policies of the Accessibility Directorate of Ontario

as final authority.


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Table of Contents Page

Preamble . 4

Aim . 6Objective .. 6

Mission Statement . 6Purpose of the Plan ... 6

Accessibility Coordinator ... 7Commitment to Accessibility Planning . 7Disability .... 7

Barrier .... 8

Evidence of Wesways Commitment to addressingpotential barriers ...... 8Barriers Wesway will Address in 2011-12 . 9Barrier Identification Methodologies 9

Review & Monitoring Process . 10

Communication of the Plan . 10

AppendicesAccessibility Policies 11


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Preamble

The Accessibility for Ontarians with Disabilities Act, 2005(AODA)

received Royal Assent in June 2005. The purpose of the legislation isto develop, implement and enforce standards in order to achieve

accessibility for all Ontarians. Until the new standards under the AODAcome into effect, the Ontarians with Disabilities Act, 2001 (ODA)

remains in place. Wesway is required to be compliant with the Act byJanuary, 2012. As part of the AODA legislation that goes into effectJanuary 1, 2012, all organizations with more than 20 employees must

have such a plan. Given the work Wesway does in helping families of

individuals with disabilities, we have sought to remain ahead of thecurve and thus have released our accessibility plan well ahead of thedeadline.

This is Wesways first formal Accessibility Plan, although we have

made accessibility a priority for many years. Given the legislativeobligations as well as the type of organization Wesway is, we decided

to look at our entire accessibility strategy and come up with a planthat would lay the foundation to become barrier free in the next few

years. We aim to be accessible far ahead of the 2025 deadline underthe AODA.

This plan for 2011-2012 has been prepared by the Communications

Engagement Coordinator at Wesway. To summarize, the reportdescribes:

1. The measures that Wesway has employed in the past2. The measures that Wesway will take during the year 2011-2012

to identify, remove and prevent barriers for people with

disabilities who work in or use any of the Wesway facilities (Main

Offices, Luther Court, Andras Court (until its closure in 2011),and the two new Respite Homes on Jean Street (Opening late

2011).

To develop, implement and enforce the mandatory standards, theAccessibility for Ontarians with Disabilities Act (2005) calls on the

business community public sector not-for-profit sector people with disabilities or their representatives

to develop, implement and enforce mandatory accessibility standards.


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These standards are the rules that businesses and organizations in

Ontario will have to follow to identify, remove and prevent barriers toaccessibility.

The first standard to come into effect is the Accessibility Standards for

Customer Service.

Ontario is also developing standards or an integrated standard in the

areas of:

built environment (buildings and other structures) employment information and communications transportation

Wesway will likely be subject to compliance in three of the four abovestandards. Because of this, it was decided that we would begin to lookat these areas to ensure we do everything in our ability to becomemore accessible well ahead of the deadlines set by provincial

regulations.

Wesways Accessibility Plan will be revised annually.


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Aim

The aim of this report is to:

1. Briefly highlight the measures that Wesway has undertaken in thepast, up to September 1, 2011

2. Identify the measures that we will take between September 1, 2011and March 31, 2012

3. Clearly define how we will offer our service to persons with varyingdisabilities

Objectives

This report intends to:1. Describe the process by which Wesway will identify, remove andprevent barriers to people with disabilities

2. Review previous efforts to remove and prevent barriers to people

with disabilities3. List the policies, programs, practices, and services that Wesway will

review in 2011-12 to identify barriers to people with disabilities4. Describe the measures WESWAY will take in 2011-12 to identify,

remove and prevent barriers to people with disabilities; and5. Describe how WESWAY will make this accessibility plan available to

the public

Our Mission

Wesway provides personalized respite services. Wesway buildscommunity partnerships and promotes inclusion through community

development. Wesway envisions a model of respite support services tomeet the needs of community with respect and dignity.

Purpose of the Accessibility Plan

The Wesway Accessibility Plan will:1. Ensure Wesways compliance to the AODA2. Track and report progress3. Show the implementation of other initiatives that help make

Wesway and its services more accessible to all people


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Accessibility Coordinator

Wesway has appointed the Communications Engagement Coordinator

as the Accessibility Coordinator, who will bring accessibility issuesforward as required.

The Wesway Accessibility Coordinator will:

1. Review legislation, and seek out templates or other data toassist in developing a plan

2. Prepare a report on measures taken to identify, remove andprevent barriers to persons with disabilities

3. Seek support and consult with others as necessary4. Assist when required, in developing mechanisms for addressing

any recommendations that come forward through legislation orother source

5. Draft and maintain the annual Accessibility Plan,6. Make the Accessibility Plan available to the public after it is

approved

Wesway commitment to accessibility planning

Wesway is committed to:1. The continual improvement of accessibility2. The participation, where possible, of people with disabilities in

developing and reviewing of our annual accessibility plans

3. Working to ensure policies and procedures are consistent withthe principles of accessibility

Disability: Definition

The Accessibility for Ontarians with

Disabilities Act adopts the broad definitionfor disability that is set out in the Ontario

Human Rights Code.Disability is:

a) Any degree of physical disability,infirmity, malformation or disfigurementthat is caused by bodily injury, birth defect

or illness and, without limiting thegenerality of the foregoing, includes

diabetes mellitus, epilepsy, a brain injury,

any degree of paralysis, amputation, lack ofphysical co-ordination, blindness or visual

New lift system installed on South

Staircase


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impediment, deafness or hearing impediment, muteness or speech

impediment or physical reliance on a guide dog or other animal or awheelchair or other remedial appliance or device,

b) A condition of mental impairment or a developmental disabilityc) A learning disability, or dysfunction in one of the processes involved

in understanding or using symbols or spoken languaged) A mental disorder, or

e) An injury or disability for which benefits were claimed or receivedunder the insurance plan established under the Workplace Safety andInsurance Act, 1997.

What is a barrier?

Abarrier is anything that could prevent or hinder a person with a

disability from fully participating in all aspects of society because of his

or her disability, including a physical barrier, an architectural barrier,information or communications barrier, an attitudinal barrier, a

technological barrier, a policy or a practice.

Evidence of Commitment to Addressing Potential Barriers

1. Training provided to all staff on:a. How to provide customer service to persons with varying

disabilitiesb. How to use on site assistive devices such as lifts, as well

as how to respond when a person with a disability asks touse their own assistive device

c. Allowing Service Animals onto Wesway premisesd. Welcoming Support Persons who accompany a person with

a disability

2. Creation of a customer feedback system3. Use of onsite and electronic notification of building closures or

when other accessible services are unavailable4. A new ground level accessible entrance and reception area at the

Wesway office

5.A large secondary ramp to exit the building from the upper level6. A powered lift has been installed to allow access between theupper level of the office and the newer reception area

7. Accessible entrances at Wesways Respite Homes, as well as liftsand elevators present at the Respite Homes, where stairs would

be an obstacle


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8. Accessible washroom facilities at all three Wesway locations,including wide automatic doors, large turnaround spaces andstalls, grab bars etc.

9. Providing alternative accessible services such as large formatprint, upon request

10. New font standard for readability by persons with visionimpairments

11. Improved marking of Accessible Parking space in main parkinglot

Barriers Wesway Will Address ByMarch 31, 2012

Physical:

1. Signage on office washroomdoors is currently too high to beread by some persons using

mobility devices such aswheelchairs

2. Signage fonts inside andoutside of the main office is

potentially too small to read by those with vision disabilities.There is a need for a larger sign on Wesway office building

Information:

1. Improvements to accessibility features on Wesway website2. Use of a consistent format for notification of any service

disruptions, such as office closures.

Barrier identification methodologies

As part of developing our Accessibility Plan,we will ask staff (and where applicable, the

families we serve, and persons in any role

that would be qualified to identify potentialbarriers) for feedback on how we are doing interms of addressing accessibility in our

workplace. Improvements will continue to bemade based on the input we receive, or as

new legislation or standards becomeavailable.

Improved Accessible Parking Markers

Temporary ramp to new

entrance


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Review and monitoring process

The Accessibility Coordinator will continue toreview suggestions and recommend both short

and long term objectives. He/she will continueto monitor any barriers that may be identified

at any of the Wesway locations. TheCoordinator will also commit to making reportsor presentations within the office, or to the

public where necessary.

Communication of the plan

This Accessibility Plan will be available in print format at our office and

at the Respite Homes. A digital version will be available on ourwebsite. If requested, the Plan can be made available in large print.

Accessible identifiers on

washroom doors


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ACCESSIBILITY POLICIES


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Communication

Section: Accessibility Standards Approval Date:

Sub-Section: Reviewed/Revised:

Policy No. Signature:

POLICY STATEMENT:

Wesway communicates with people with disabilities in ways that take intoaccount their specific communication needs, strengths and preferences.

PROCEDURES:

1. Employees and volunteers receive sensitivity training on how to interactand communicate with people effectively and respectfully.

2. Employees and volunteers strive to meet the particular needs ofindividuals by offering to communicate in a variety of ways, such as:

telephonein personemailhard copylarge print

3. Wesway strives to ensure that written communications are clear and easyto understand, using a distinct and easily distinguishable font style.

Office employees use the Verdana font when creating documents.

Font sizes in general communications are kept at a minimum of 11point.When asked by an individual for a large print format document, thisfont size is increased to a minimum of 14 points, and if possible 16points.

4. Employees and volunteers are trained to communicate with individualsover the telephone in clear and plain language, to speak clearly andslowly and to use other communication services, as necessary.


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5. Employees and volunteers who provide direct respite services receivetraining on the specific communication needs, strengths and preferencesof individuals with whom they are matched.


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Service AnimalsSection: Accessibility Standards Approval Date:



POLICY STATEMENT:

Wesway is committed to welcoming people with disabilities who areaccompanied by a service animal.

PROCEDURES:

1. Employees, volunteers and others dealing with the public are trained ininteracting with people with disabilities who are accompanied by a serviceanimal.

2. Employees and volunteers do not touch or interact with a service animalwithout permission from the animals owner.Employees and volunteers who provide direct respite services receive

specifically tailored training if they are matched with an individual who usesthe support of a service animal.


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Assistive Devices




POLICY STATEMENT:

Persons with disabilities are welcome to obtain, use or benefit from Wesways

services through the use of their own assistive devices, or any that exist atany Wesway location.

PROCEDURES:

1. Employees and volunteers who provide direct respite services receivetraining on the specific assistive devices that may be used to support theindividuals with whom they are matched.

2. Employees who work at the Respite Homes receive training on the use ofassistive devices owned by Wesway and located at the Respite Homes,such as lift and transfer devices etc.

3. Office employees receive training on Wesways assistive devices locatedat the office.

4. Individuals with disabilities are welcome to use their own assistive devicesas required.


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Service Disruptions




POLICY STATEMENT:

In the event that a temporary disruption occurs that would limit a personwith a disability from gaining access to Wesway services, Wesway makes thedisruption known to individuals and families, including information about thereason for the disruption, its anticipated duration and alternate service locations ifapplicable.

PROCEDURES:

1. Individuals/families using or planning to use the service at the time of thedisruption are contacted by telephone, email, in person or by the most

timely and effective means of communication possible.

2. A notice of the service disruption is posted at the Wesway office and theRespite Home locations, as necessary.

3. Messages are posted on the Wesway website atwww.wesway.com, asnecessary

4. Notices of service disruption are communicated through the Weswayvoicemail system, as necessary.

5. Notices may also be communicated by out of office email responders, asnecessary.
http://www.wesway.com/http://www.wesway.com/http://www.wesway.com/http://www.wesway.com/


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Support Persons




POLICY STATEMENT:

People with disabilities who may or may not be accompanied by a supportperson are welcome on Wesways premises.

PROCEDURES:

1. Any person with a disability will always have access to his or her supportperson while on Wesway premises.


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Accessibility Training




POLICY STATEMENT:

Wesway provides AODA customer service training for employees, volunteersand others who may deal with the families we serve and with the generalpublic.

PROCEDURES:

1. All employees and applicable volunteers receive sensitivity training whichincludes components on the following accessibility-related areas:

The purposes of the Accessibility for Ontarians with Disabilities Act,2005 and the requirements of the customer service standardCommunication

Assistive devicesService animalsSupport personsAssistive devicesFeedback process

2. Employees and volunteers are required to review all relevant policies andprocedures on a regular basis.


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Accessibility Feedback Process




POLICY STATEMENT:

Wesway is committed to accessibility for individuals with disabilities andfeedback is welcomed. We offer multiple means of providing feedback on ouraccessibility.

PROCEDURES:

1. Feedback may be provided in person at the Wesway office, by telephone,in writing or electronically.

2. All feedback is reviewed in a timely manner by an appropriate Weswayemployee.

3. Feedback is tracked and analyzed to facilitate continuous improvement inthe way we provide service to individuals with disabilities.

4. If the feedback constitutes a complaint about Wesways accessibility,attempts are made to resolve it immediately.

If this cannot be achieved, the complaint is forwarded to the ExecutiveDirector or designate.The Executive Director or designate responds within ten business daysusing the same means of communication that was used to provide thefeedback.

All reasonable efforts are made to resolve the complaint.

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