Accessibility
The Accessibility for Ontarians with Disabilities Act, 2005 (AODA) is a provincial statute that aims to identify, remove, and prevent barriers for people with disabilities. The Integrated Accessibility Standards Regulation (IASR) (O. Reg. 191/11) under the AODA provides a detailed compliance framework for designated businesses and non-profits, including Archaeological Research Associates (ARA).
Statement of Commitment
ARA is committed to equal accessibility to and participation in our goods and services. ARA shall always strive to be inclusive in our service offerings in a way that respects the dignity and independence of people with disabilities. We are committed to preventing and removing accessibility barriers as outlined under the AODA and IASR.
ARA's Statement of Organizational Commitment guides the delivery of ARA's goods and services to people with disabilities, in compliance with requirements of provincial legislation (Accessibility Standards for Customer Service, O. Reg. 429/07, Integrated Accessibility Standards, O.Reg.191/11, established under the Accessibility for Ontarians with Disabilities Act, 2005, S.O. 2005, c. 11.).
This Statement applies to all ARA employees including: full-time, part-time, seasonal, and contract workers; volunteers, and third-party contractors who deal with the public on behalf of ARA; and those who are involved in ARA policy and program development.
Accessibility Plans and Policies
ARA maintains a Multi-year Accessibility Plan. The plan is posted on ARA's website and is made available in accessible formats upon request. Each year, a status report on the progress of measures taken to implement the Multi-year Accessibility Plan is prepared and posted publicly. The Accessibility Plan shall be reviewed and updated at least once every five years.
ARA maintains policies on how it meets AODA and IASR requirements and provides policies in an accessible format upon request.
Customer Service Standards:
Assistive Devices:
ARA employees, volunteers, and third-party contractors shall accommodate the use of personal assistive devices, which enable a person with a disability to access ARA's goods, services, and facilities.
Service Animals:
ARA employees, volunteers, and third-party contractors shall accommodate the use of service animals by people with disabilities who are accessing ARA goods, services, and facilities unless the animal is otherwise excluded by law.
Support Persons:
Where a person with a disability accessing ARA goods, services, or facilities is accompanied by a support person, ARA employees, volunteers, and third-party contractors shall ensure that both persons are permitted to enter the premises together and shall ensure that the person with a disability can access the support person while on the premises.
Communication:
When communicating with a person with a disability, ARA employees, volunteers, and third-party contractors shall do so in a manner that respects the person's disability.
Training - Contractors, Consultants, and Service Providors:
ARA shall ensure that its employees and volunteers who deal with the public on behalf of ARA, and those who are involved in ARA's policy and program development, receive training on accessible customer service.
Feedback:
ARA shall receive and respond to feedback about how goods and services are delivered to people with disabilities.
Documentation:
The documents required by the Accessible Customer Service Standards (Guidelines for implementation and training requirements of Contractors, Consultants, and Service Providers) shall be maintained on ARA's company directory and shall be provided to individuals, upon request, in the appropriate format.
Responsibilities:
Principals of ARA and their delegates are responsible for reviewing this Statement and accessibility requirements annually and for recommending amendments to ensure on-going compliance with regulated accessibility standards and legislated obligations.
Information and Communication Standards
Accessible Formats and Communication Supports:
ARA shall provide accessible formats and communication supports for persons with disabilities, upon request. Accessible formats and communication supports shall be provided in a timely manner and shall consider the person's accessibility needs to determine the suitability of an accessible format or communication support. Accessible formats may include but are not limited to: large print, recorded audio and electronic formats, and other formats used by persons with disabilities.
Emergency Procedures, Plans, or Safety Information:
ARA shall provide emergency procedures, plans, and safety information to the public upon request, in an accessible format with appropriate communication supports, and in a timely manner.
Accessible Websites and Web Content:
When updating or making significant change to its website, ARA shall incorporate accessibility criteria and features, and shall conform with World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0 Level A initially and Level AA in accordance with the schedule set out in the AODA Integrated Accessibility Standards.
Employment Standards
Recruitment, Assessment, or Selction Process:
ARA shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment process. ARA shall notify job applicants when they are individually selected to participate further in an assessment or selection process that accommodations are available upon request in relation to the materials or processes to be used. If a selected applicant requests an accommodation, ARA shall consult with the applicant and provide, or arrange for the provision of, a suitable accommodation in a manner that considers the applicant's accessibility needs due to disability.
When making offers of employment, ARA shall notify the successful applicant of its policies for accommodating employees with disabilities.
Employee Supports:
ARA shall inform its employees of its policies (and any changes to those policies) that support employees with disabilities, including but not limited to policies for the provision of job accommodations that consider an employee's accessibility needs due to disability. ARA shall provide this information to new employees as soon as practicable after commencing employment.
Workplace Emergency Response Information:
ARA shall provide individualized workplace emergency response information to employees who have a disability, if the disability is such that individualized information is necessary, and if ARA is aware of the need for accommodation due to the employee’s disability. ARA shall provide this information as soon as practicable after becoming aware of the need for accommodation.
Where the employee requires assistance, ARA shall, with the consent of the employee, provide the workplace emergency response information to the person designated by ARA to aid the employee.
ARA shall review the individualized workplace emergency response information when the employee moves to a different location in the organization, when the employee’s overall accommodations needs or plans are reviewed, and when ARA reviews its general emergency response policies.
Documented Individual Accommodation Plans:
ARA shall maintain a written process for the development of documented individual accommodation plans for employees with disabilities. If requested, information regarding accessible formats and communications supports provided is also included in individual accommodation plans. In addition, the plans shall include individualized workplace emergency response information (where required) and shall identify any other accommodation that is to be provided.
Return-to-work Process:
ARA has in place a documented return-to-work process for its employees who have been absent from work due to a disability and who require disability-related accommodations to return to work.
The return-to-work process outlines the steps ARA shall take to facilitate the return to work and includes documented individual accommodation plans as part of the process.
This return-to-work process does not replace or override any other return-to-work process created by or under any other statute (i.e. the Ontario Workplace Safety Insurance Act, 1997).
Performance Management, Career Development, and Advancement & Redeployment:
ARA shall consider the accessibility needs of employees with disabilities, as well as individual accommodation plans, when conducting performance management, providing career development and advancement to employees, or when redeploying employees.
Contact for Questions:
For questions related to ARA’s Accessibility for Ontarians with Disabilities Integrated Accessibility Standards Policy, please contact the HR department:
Stephen Coseni: 519.804.2291 x101;
Revision History:
Created 2023-12-27