Connor, Clark & Lunn Financial Group (“CC&L”) strives to meet the needs of its employees and customers with disabilities and is working hard to remove and prevent barriers to accessibility. CC&L is committed to fulfilling our requirements under the Accessibility for Ontarians with Disabilities Act, 2005. This accessibility plan outlines the steps we are taking to meet those requirements and to improve opportunities for people with disabilities. Our plan shows how we will play our role in making Ontario an accessible province for all Ontarians. The plan is reviewed and updated at least once every 5 years.
The AODA requires every employer with 50 or more employees, to develop and post a Multi-Year Accessibility Plan on their website by January 1, 2014. In accordance with this, CC&L’s Multi-Year accessibility plan outlines CC&L’s comprehensive strategy to prevent and remove barriers to accessibility. The objective of the Multi-Year Accessibility Plan is to support CC&L’s compliance with the AODA and the commitment to treating all people in a way that allows them to maintain their dignity and independence.
| AODA INITIATIVE |
ACTION |
COMPLIANCE DATE |
STATUS |
| Part I – General |
| Establishment of Accessibility Policies |
- Develop and implement Integrated Accessibility Standards Policy
- Make the Policy publicly available and provide in an accessible format, upon request
- Review & update as required
|
01-Jan-14 |
Complete and ongoing |
| Accessibility Plans |
- Develop a Multi-Year Accessibility Plan
- Post Multi-Year Accessibility Plan on CC&L website and provide in an accessible format, upon request
- HR to review Plan every five (5) years (on January 1)
|
01-Jan-14 |
Complete and ongoing |
| Training |
- Launch training program based on AODA requirements
- Incorporate on-going training into new employee onboarding
- Keep record of employees who have completed training
|
01-Jan-15 |
Complete and ongoing |
| Part II – Information and Communication Standards |
| Feedback Processes |
- Ensure that processes for receiving and responding to feedback are accessible
- Provide accessible formats and communication supports upon request
|
01-Jan-15 |
Complete and ongoing |
| Accessible Formats and Communication Supports |
- To the extent practicable, provide accessible formats and communication supports for persons with disabilities upon request, within a timely manner
- Consult with person making the request to determine suitability of accessible format or communication support
- The provision of accessible formats and communication supports for persons with disabilities will be provided at a cost no more than regular cost charged to other persons
|
01-Jan-16 |
Complete and ongoing |
| Accessible Websites and Web Content |
- All internet websites and web content must conform with WCAG 2.0 Level AA, other than:
- success criteria 1.2.4 Captions (Live)
- success criteria 1.2.5 Audio Descriptions (Pre-recorded)
|
01-Jan-21 |
Complete and ongoing |
| Part III – Employment Standards |
| Recruitment, Assessment and Selection |
- Review and, as necessary, modify existing recruitment procedures and practices specifying that accommodation is available for applicants with disabilities on our website and on job postings
- Include a statement on job postings regarding equal opportunity
- Ensure hiring managers provide accommodations as requested by applicants
|
01-Jan-16 |
Complete and ongoing |
| Informing Employees of Supports |
- Post all AODA Policies on CC&L intranet (internal employee site)
|
01-Jan-16 |
Complete |
| Accessible Formats and Communication Supports for Employees |
- Upon request by an employee with a disability, the employee’s Manager and/or HR 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
|
01-Jan-16 |
Complete and ongoing |
| Workplace Emergency Response Information |
- An Individualized Emergency Response Information form will be completed for those employees who have disclosed a disability and require an accommodation
- This will be done as soon as CC&L becomes aware of any such persons with disabilities requiring such a plan. The Plans will be reviewed as required
|
01-Jan-16 |
Complete and ongoing |
| Documented Individual Accommodation |
- Individual Accommodation Plans will be created for employees requiring accommodation due to a disability by the employee’s Manager in partnership with HR
|
01-Jan-16 |
Complete and ongoing |
| Plans / Return to Work Process |
- Individualized accommodation plans will be kept in an employee’s personnel file and kept private and secure
- The plan shall be updated when the employee requiring accommodation informs their manager of any changes to their disability and/or accommodation required
- Employees returning to work after a disability related leave of absence shall be assisted by their Manager and HR on a return-to-work plan and temporary accommodation where required
|
01-Jan-16 |
Complete and ongoing |
| Performance Management / Career Development & Advancement and Redeployment |
- Any performance management documentation is available in print and online formats
- Career development and advancement opportunities will be provided in formats that are consistent with an employee’s individual accommodation plan where applicable
|
01-Jan-16 |
Complete and ongoing |
