Executive Approval: VP, HR and Organizational Development
Date 1st Approved: November 1, 2014
Date Last Reviewed: July 12, 2021
Mandatory Review Date: July 12, 2022
Statement of Commitment:
Nanometrics 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 disability requirements under the Accessibility for Ontarians with Disabilities Act.
Scope: This policy applies to all board members, executives, full-time, part-time and contract employees.
Accessibility for Ontarians with Disabilities Act, 2005 (“AODA”)
The AODA develops, implements, and enforces accessibility standards so that goods, services, facilities, accommodation, employment, buildings, structures, and premises are accessible to persons with disabilities. The AODA intends to achieve an accessible Ontario by Jan 1, 2025. To do so, mandatory and enforceable standards have been implemented. The Standards include:
Customer Service Standard – Ontario Regulation 429/07
The Customer Service Standard (Ontario Regulation 429/07) was the first standard under the AODA to become law. It ensures that people with disabilities can receive goods and services in a manner that takes into account one’s disability. Requirements include development of a policy, practices, procedures as well as the provision of training for staff and volunteers.
Nanometrics will submit compliance reports to the Province indicating it has addressed the requirements of the Regulation and are meeting the compliance obligation. We will continue to ensure compliance with the Customer Service Standard.
We will develop feedback processes to respond to inquiries and suggestions received by phone, email, mail, in person.
Integrated Accessibility Standard Regulation (IASR) – Ontario Regulation 191/11
The IASR brings together the following standard areas in one Regulation: Information and Communication, Employment, Built Environment and Transportation. General requirements common to all standard areas include policy development and training (on the requirements of the IASR and the Ontario Human Rights Code). The requirements have staggered compliance dates up to the year 2021.
Nanometrics Integrated Accessibility Standards Policy and Multi-Year Accessibility Plan – Development Process
An IASR Policy was drafted to address how Nanometrics will achieve accessibility through meeting the IASR’s requirements. The Multi Year Accessibility Plan was developed in accordance with the IASR. It outlines a strategy to prevent and remove barriers and address the current and future requirements of the AODA.
Multi-Year Accessibility Plan
Part I – General
This section of the Regulation requires us to:
- Develop & maintain an accessibility policy and a multi-year accessibility plan
- Ensure staff are trained on the Integrated Accessibility Standards Regulation and the Ontario Human Rights Code
- Develop and implement Integrated Accessibility Standards Policy.
- Make the Policy publicly available and provide in an accessible format, upon request.
- Review & update as required
- Develop a multi-year accessibility plan
- A Multi Year Accessibility Plan was developed.
- Post multi-year accessibility plan on website and provide in an accessible format, upon request.
- Review and update the plan at least once every five years.
- Ensure that training is developed on the IASR and the Human Rights Code as it pertains to persons with disabilities and is provided by Jan 1, 2015 to employees who participate in developing policies and others who provide goods, services or facilities on behalf of Nanometrics. Update training as required.
- Keep a record of the dates of training and the individuals who received the training.
Part II – Information and Communications Standards
This section of the Regulation includes requirements related to:
- Accessible feedback processes
- Accessible formats and communication supports
- Publicly available emergency procedures, plans, public safety information
- Accessible websites and web content
Ensure that processes for receiving and responding to feedback are accessible and meet the requirements of the IASR.
Accessible formats and communication supports
- Upon request, to the extent practicable, provide for provision of accessible formats and communication supports for persons with disabilities.
- Consult with person making the request to determine suitability of accessible format or communication support.
- Put a statement on the website that we shall, upon request, provide or arrange for the provision of accessible formats and communication supports for persons with disabilities as soon as practicable.
Emergency procedures, plans or public safety information
Emergency procedures, plans or public safety information, that is publicly available, shall be provided in an accessible format or with appropriate communication supports, upon request as soon as practicable.
Accessible websites and web content
Websites and web content published after 2012 to conform to WCAG 2.0 Level A initially and increasing to WCAG 2.0 Level AA by Jan 1, 2021 to the extent practicable other than criteria 1.2.4 (captions) and 1.2.5 (pre-recorded audio descriptions).
Part III – Employment Standards
This section of the Regulation includes requirements related to:
- Recruitment, assessment and selection
- Accessible formats and communication supports for employees
- Workplace emergency response
- Individual accommodation plans and return to work processes
- Performance management, career development and redeployment
Recruitment, Assessment, Selection
- Review and update existing recruitment, policies, procedures and processes.
- Specify that accommodation is available for applicants with disabilities on the website and on job postings.
- Inform applicants about the availability of accommodations: when called for an interview, during the selection process, at the time of the job offer and as soon as practicable after the new employee begins.
- If selected applicant requests accommodation, consult with the applicant and arrange for provision of suitable accommodation in a manner that takes into account the applicant's accessibility needs due to a disability
Informing employees of supports
- Inform current employees and new hires as soon as practicable after they begin employment of policies supporting employees with disabilities.
- Keep employees up to date on changes to policies/procedures relating to accommodation.
Accessible formats and communication supports for employees
When requested by an employee with a disability, employers shall consult with the employee and provide or arrange for the provision of suitable accessible formats and communication supports needed to perform the employee's job.
Workplace emergency response information
Individualized workplace emergency response information procedures have been developed for employees with disabilities.
Documented individual accommodation plans / Return to work Process
- Create a written process for the development of documented individual accommodation plans and return to work plans for employees with disabilities.
- Include in the process and plans all of the required elements in accordance with the provisions of the IASR.
Performance management, career development, advancement and redeployment
- Review and update existing policies, practices to ensure compliance with IASR
- Take the accessibility needs of employees with disabilities and, as applicable, individual accommodation plans, into account as part of performance management processes, when assessing performance, providing career development & advancement opportunities and considering redeployment.
We welcome your feedback.
Phone: (613)-505-5117 or Fax: (613)-592-5929
250 Herzberg Road
Kanata, ON K2K 2A1
Attention: Human Resources