Otto’s Accessible Employment Policy
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AODA – Integrated Accessibility Standards Regulation (IASR) Employment Policy
The following policies have been written to serve as the governance behind the provisions of services to all Otto’s clients and in an attempt to remove any barriers to our Premium buying experience at all our facilities. The policies have been written with the intent of 191/11 “Integrated Accessibility Standards Regulation” also referred to as “Regulation” Under the Accessibility for Ontarians with Disabilities Act 2, 2005.
The standards, the act and its accompanying regulation are designed to identify and breakdown the barriers to customer service, information and communication, as well as employment that exist for Ontarians with disabilities. Otto’s process is governed by this policy as well as the Accessibility Standards for Customer Service Policy and the Accessibility for Ontarians with Disabilities Act, 2005 in meeting the accessibility needs of persons with disabilities.
Part 1: General Requirements
Otto’s is committed to providing the premium experience to all customers and employees with all goods and services provided by Otto’s following the principles of dignity, independence, integration and equal opportunity. The process and policies written to achieve compliance with 191/11 “Integrated Accessibility Standards Regulation” also referred to as “Regulation” Under the Accessibility for Ontarians with Disabilities Act 2, 2005, will be implemented in the timeframes introduced by the act.
Otto’s will document and maintain an Accessibility Policy which will spell out the strategy to identify, prevent and remove barriers from its workplace and to improve opportunities for persons with disabilities both as clients and as employees. In accordance with the regulations Otto’s Accessibility Plan will be reviewed and updated once every five years, and will be posted on the company’s websites. Upon request, Otto’s will make available a copy of the Accessibility Plan in an accessible format.
Otto’s will ensure that training is provided that is consistent with requirements of the Accessibility standards referred to by the Regulation and Otto’s will continue to provide current and up to date training on the Human Rights Code as it pertains to persons with disabilities, to all Otto’s employees and Otto’s volunteers; persons who provide goods, services or facilities on behalf of Otto’s. The training will be appropriate to the employees, volunteers and other persons function within the organization. Employees will be trained when changes are made to the accessibility policy. New employees will be trained at the point of orientation, and existing employees will be trained as soon as practicable.
Part 2: Information and Communication Standard
Otto’s will continue to ensure that its process for receiving and responding to feedback from both internal and external sources is accessible to persons with disabilities by providing, or making the arrangements for providing, accessible formats and communications supports, upon request. Including but not limited to reading text information to the client, providing large text /small text emails, and mailing accessible versions of documents.
Accessible Formats and Communication Supports
When requested, Otto’s will provide, or will make the arrangements for the provision of accessible formats for persons with disabilities. The format required will take into account the accessibility needs of the client based on the type disability. Otto’s will consult with the person making the request to understand the nature of the accessible format or communication support that is required.
Otto’s will work with our website developers to ensure that all Otto’s websites, conform to Web Content Accessibility Guidelines (WCAG) 2.0, at Level A and within the timeframe provided by the regulation (WCAG 2.0) Level AA except where this is impracticable.
Part 3: Employment Standards
During Otto’s hiring campaigns and with all job postings, Otto’s will notify employees and the public about the availability of accommodation for applicants with disabilities in the recruiting process where practicable.
Assessment or Selection Process
Otto’s will notify all selected candidates, who are chosen to participate further in the recruitment process, that accommodations are available upon request with regards to the reference materials or hiring practices being used. When the selected candidate makes requests for an accommodation, Otto’s will contact the applicant to decide and make provisions for the appropriate accommodations in a manner that takes into account the applicant’s accessibility needs due to disability.
Notice to Successful Applicants
If successful all the way to the letter of offer stage Otto’s will notify the successful applicant of its policies for accommodating employees with disabilities, in the manner which best suits the need.
Informing Employees of Supports
Otto’s will inform its employees of its policies, and any pertinent updates to those policies, used to support Otto’s employees whom require accommodations, including policies governing the provision of agreed upon job accommodations that take into account an employee’s accessibility needs. This information will be provided to new employees as soon as practicable.
Accessible Formats and Communication Supports for Employees
Information that is generally available to other employees will be made available on request, when practicable, at the request of an employee with a disability, Otto’s will consult that employee to determine the best alternative delivery method or format for the communication support.
Workplace Emergency Response Information
If Otto’s is made aware of the need for, Otto’s will provide individualized workplace emergency response information to those employees who have the need for it. Otto’s will make this provision as soon as practicable once made aware of the need for the accommodation. Where the situation requires the employee to receive assistance in an emergency, with consent from the employee with the need, Otto’s will provide the individualized workplace emergency response information to an employee that Otto’s has designated as the person who will provide the assistance to the employee. Otto’s will review the individualized plan if the employee moves physical locations in the dealership, or if the physical environment significantly changes or is renovated, or when the employee’s accommodations needs or plans are scheduled for review.
Documented Individual Accommodation Plans
As part of our AODA compliance, Otto’s will write and upkeep a documented process for the development and review of documented individual accommodation plans for our employees requiring accommodations. When there is a need, the information regarding accessible formats and communications supports provided will also be included in individual accommodation plans. The accommodations plan will include the individualized workplace emergency response information, and all other accommodation provisions to be made by Otto’s in the accessible formats required by the user.
Return to Work Process
Otto’s will write and maintain a documented return to work process for employees who become absent from work due to a disability and who require disability-related accommodations in order to return to work. The return to work process outlines the steps Otto’s will need to take in order to facilitate an employee’s return to work and will include, if any, documented individual accommodation plans as part of the process. The return to work process is not intended to supersede any other return to work process created by or under any other statute (i.e., the Workplace Safety Insurance Act, 1997). As stated in the act, the Act that provides the most accessibility will prevail.
Performance Management, Career Development and Advancement & Redeployment
During regular employment, Otto’s will always consider the accessibility needs of employees with disabilities, as well as individual accommodation plans, when performing performance management reviews, providing career development and advancement to employees, or when redeploying employees.
Questions about this policy
This policy has been developed to break down barriers and increase accessibility for persons with disabilities in the areas of information and communications and employment. If anyone has a question about the policy, or if the purpose of a policy is not understood, an explanation will be provided by:
660 Hunt Club Road
Ottawa, ON K1V 1C1
Email: firstname.lastname@example.org Phone: 613-725-3048
Alternatively, guests and suppliers can submit feedback or comments to any of our employees and it will be forwarded to the Jenn Ruddick for review.