This policy ensures that Gilda’s Club Greater Toronto (“Gilda’s Toronto”) complies with all applicable provincial accessibility and human rights legislation regarding the accessibility of Gilda’s Toronto workplace and services for persons with disabilities. This policy and relevant legislation govern Gilda’s Toronto in meeting the accessibility needs of persons with disabilities, including employees, volunteers and members of the public who access our services. If changes in accessibility-related legislation impose new or modified obligations on Gilda’s Toronto than those set out herein, Gilda’s Toronto will comply with such legislation and review and amend this policy as appropriate.
Gilda’s Toronto is committed to identifying, eliminating and preventing barriers and increasing accessibility for persons with disabilities in information, communications and employment.
Gilda’s Toronto 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.
Gilda’s Toronto 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 promptly. We will do so by preventing and removing barriers to accessibility and meeting accessibility requirements under the Accessibility for Ontarians with Disabilities Act.
Gilda’s Toronto will develop, document and maintain an accessibility plan outlining Gilda’s Toronto’s strategy to prevent and remove barriers from our workplace and to improve opportunities for persons with disabilities.
The accessibility plan will be reviewed and updated at least once every five years and will be posted on Gildasclubtoronto.org. Upon request, we will provide a copy of the accessibility plan in an accessible format.
Accessible customer service
Anyone is welcome to bring and use their assistive devices on all premises. Gilda’s Toronto employees are trained to recognize a variety of assistive devices. If an individual requires assistance to effectively utilize their assistive devices while on Gilda’s Toronto premises, our employees will assist to the best of their abilities.
Individuals using assistive devices may contact the organization before their visit to ask about any physical or sensory barriers they might encounter while on the premises and possible accommodations.
Gilda’s Toronto communicates with stakeholders with disabilities in a way which considers their disability. Upon request, the organization will offer stakeholders alternate methods of accessing our communications that consider their preferred method of communication.
Gilda’s Toronto welcomes people with disabilities and their service animals. Service animals are permitted on all parts of the organization premises and event sites open to the public if they remain under the control of the person requiring the service, and their presence is not otherwise excluded by law. It may not be readily apparent whether an animal accompanying an individual is a service animal. In that case, Gilda’s Toronto may request a letter from a physician, nurse practitioner or accredited service animal training institution confirming the animal’s status.
A person with a disability whom a support person accompanies will be allowed to have that person accompany them to all publicly accessible Gilda’s Toronto premises. A support person may be a paid attendant, volunteer, family member or friend and may help a person with a disability with various things, from communicating to helping with mobility or medical needs. It may not be readily apparent whether a person accompanying an individual is a support person, and it is relevant to the interaction or transaction. In that case, Gilda’s Toronto employees may ask the individual for clarification.
Support persons will not be charged applicable event or registration fees typically assessed for admission to Gilda’s Toronto events. In the case of a visitor, the support person must follow all Gilda’s Toronto sign-in procedures as required of all visitors. In the case of a support person for an employee, the support person must follow all Gilda’s Toronto policies and procedures as required of all volunteers.
Notice of temporary disruption
A planned or unexpected disruption to Gilda’s Toronto services or facilities may impact people with disabilities. In that case, the organization will inform them as soon as possible. Gilda’s Toronto will post a notice advising the reason for the disruption, its anticipated duration, and a description of alternative facilities or services, if available. The notice will be placed in all relevant locations to notify affected stakeholders.
Training employees and volunteers
Gilda’s Toronto will ensure training is provided on the requirements of applicable accessibility and human rights legislation to all our employees, volunteers and other persons who provide goods, services, or facilities on behalf of Gilda’s Toronto. The training will be appropriate to the duties of the employees, volunteers and other people.
Employees will be trained when changes are made to this policy, and new employees will be trained as part of their orientation. Human Resources will keep a record of the training it provides.
Gilda’s Toronto welcomes feedback on accessibility matters in our workplace and the provision of our services. Any such feedback should be directed to email@example.com or 416-214-9898.
Accessible formats and communication supports
Upon request, Gilda’s Toronto will provide or arrange for accessible formats and communication supports for people with disabilities (including employees) in a timely manner that considers the person’s accessibility needs due to disability. Gilda’s Toronto will consult with the person requesting to determine the suitability of an accessible format or communication support, and arrangements will be made promptly.
Accessible websites and web content
Gilda’s Toronto will ensure that our internet websites, including web content and web-based applications, conform to the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0 at Level AA, except where this is impracticable.
Recruitment, assessment and selection
Gilda’s Toronto will notify our employees, applicants and the public about the availability of accommodations upon request for applicants with disabilities in our recruitment process. If a selected applicant requests an accommodation, Gilda’s Toronto will consult with the applicant and provide or arrange a suitable accommodation to consider the applicant’s accessibility needs due to disability. When making offers of employment, Gilda’s Toronto will notify the successful applicant of our policies for accommodating employees with disabilities.
Informing employees of the support available
Gilda’s Toronto will continue to inform our employees of our policies (and any updates to policies) to support employees with disabilities, including policies on providing job accommodations and return-to-work processes that consider an employee’s accessibility needs due to disability. This information will be provided to new employees as soon as practicable after employment.
Workplace emergency response information
Gilda’s Toronto will provide individualized workplace emergency response information to employees with a disability if the disability is such that individualized information is necessary and Gilda’s Toronto is aware of the need for accommodation due to the employee’s disability. Gilda’s Toronto will provide this information as soon as practicable after becoming aware of the need for accommodation. Where the employee requires assistance, Gilda’s Toronto will, with the employee’s consent, provide the workplace emergency response information to the person designated by Gilda’s Toronto to assist the employee. Gilda’s Toronto will review the individualized workplace emergency response information when the employee moves to a different location and when the employee’s overall accommodation needs or plans are reviewed.
Documented individual accommodation plans
Gilda’s Toronto will maintain a written process for developing documented individual accommodation plans for employees with disabilities where such a plan is needed.
Gilda’s Toronto will maintain a documented return-to-work process for our employees who have been absent from work due to a disability and require disability-related accommodations to return to work. The return-to-work process outlines the steps Gilda’s Toronto will take to facilitate the return to work and will include documented individual accommodation plans. This return-to-work process will not replace or override any other return-to-work process created by Gilda’s Toronto or covered under any other statute.
Performance management, career development and advancement and reassignment
Gilda’s Toronto will consider the accessibility needs of employees with disabilities and individual accommodation plans when conducting performance management, providing career development and advancement or reassigning employees. This policy will be reviewed as required in the event of legislative changes. In the event of a conflict between this policy and applicable provincial accessibility legislation, such legislation will govern.
Questions about this Policy
Gilda’s Toronto developed this policy to break down barriers and increase accessibility for persons with disabilities in our workplace and the provision of our services. Questions about this Policy should be directed to Gilda’s Toronto at firstname.lastname@example.org.
In compliance with AODA regulations, Gilda’s Toronto must ensure our content is available in accessible formats upon request for people with disabilities. As such, the text below will be published on our website (Gildasclubtoronto.org) to notify all visitors and employees of our process.
Accessible information for everyone
At Gilda’s Toronto, we are committed to ensuring that our trusted information and resources are accessible to everyone. If you need an accessible format or communication support, please contact us at email@example.com. We will review your request promptly and consult with you to determine an appropriate accommodation to meet your needs at no extra cost. Whether you are seeking information about our support programs, volunteering or fundraising opportunities or looking to donate online, it is our priority to provide accessible information.
Here are some examples of accessible formats we could offer:
• Accessible electronic formats such as HTML and MS Word
• Accessible audio formats
• Large print
• Text transcripts of visual and audio information
• Reading the written information aloud to the person directly
• Exchanging hand-written notes (or providing a note taker or communication assistant)
• Captioning or audio description
• Assistive listening systems
• Augmentative and alternative communication methods and strategies, such as the use of letter, word or picture boards and devices that speak out messages
• Sign language interpretation and intervenor services
• Repeating, clarifying, or restating information
Once we receive your request, our Accessibility Officer will review and engage the appropriate department. We will contact you to discuss available options for accessible formats or communication support. If you have any additional feedback or questions, please get in touch with us here.