Integrated Accessibility Standards Regulation Policy
The goal of the Accessibility for Ontarians with Disabilities Act, 2005 (AODA) is to create an accessible Ontario by 2025, by identifying, and to the extent possible, preventing and eliminating barriers experienced by persons with disabilities.
The Integrated Accessibility Standards Regulation (IASR), under the AODA, has outlined regulations for public, private and not for profit organizations to ensure accessibility for all persons with disabilities.
Quadrangle Architects Limited fully supports the inclusion of persons with disabilities in all of its operations. This policy has been developed in compliance with the regulations of the AODA and the IASR and will be implemented in accordance with the time frames established by the regulation. This policy applies to all Quadrangle employees, interns, volunteers, contractors and to any third parties who provide goods or services on behalf of the organization.
Statement of Commitment
Quadrangle 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 and strive to be a leader in inclusion and universal design, seeking ways to go beyond the minimum requirements for accessibility. We are committed to meeting the needs of persons with disabilities in a timely manner, and will do so by preventing and removing barriers to accessibility and meeting accessibility requirements under the Accessibility for Ontarians with Disabilities Act (AODA).
Accessibility Policy and Multi-Year Plan
Quadrangle has established an Integrated Accessibility Standards Policy to guide and support its accessibility goals. Quadrangle has developed a Multi-year Accessibility Plan which outlines its strategy to identify, prevent and remove barriers for people with disabilities who interact with the company. The Plan will be reviewed and updated at least once every five years. Both the Policy and the Plan are posted on the Quadrangle website and are available, upon request in alternative formats.
If Quadrangle acquires self-service kiosks in the future, then it will have regard to accessibility for persons with disabilities and incorporate the appropriate accessibility features.
Quadrangle ensures that training will be provided to all new and current employees, volunteers, persons involved in developing company policies and all other persons who provide goods and services on behalf of Quadrangle. Training includes information on the requirements of the IASR and on the Human Rights Code as it relates to persons with disabilities and will be appropriate to the duties of those receiving the training. Records of the training will be maintained and include the date, number of participants and the names of those to whom training was provided.
Information and Communications Standard
Quadrangle ensures that its feedback process is accessible to persons with disabilities who have requested accessible formats or communication supports and a notification of this will be posted on the company website.
Accessible Formats and Communication Supports
Quadrangle will notify the public that accessible formats and communication supports for persons with disabilities are available upon request and will be provided to a person with a disability in a timely manner, in consultation with them, and at a cost that is no more than the regular cost charged to other persons.
Accessible Websites and Web Content
Quadrangle will ensure that its internet websites, including web content, conform to the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0 – Level A or Level AA, except where this is impracticable.
Recruitment, Assessment/Selection Process, Notice to Successful Applicants
Quadrangle will advise employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes.
Quadrangle will notify job applicants, when they are individually selected to participate further in an assessment or selection process that accommodations are available for persons with disabilities, upon request, in relation to the materials or processes to be used.
Quadrangle will notify the successful applicant of its policies for accommodating employees with disabilities.
Informing Employees of Supports
Quadrangle will notify its employees of its policies (and any updates that reflect changes in the policies) for supporting employees with disabilities including policies on the provision of job accommodations for persons with disabilities. New employees will receive this information as soon as practicable after they commence employment.
Accessible Formats and Communication Supports for Employees
Quadrangle will provide accessible formats or communication supports in consultation with an employee with a disability who has requested these in order for them to access general workplace information or information needed to do their job.
Workplace Emergency Response Information
Quadrangle will provide workplace emergency response information as soon as practicable after learning of the need for accommodation due to an employee’s disability. Quadrangle will designate a person to provide assistance if required and, with the employee’s consent, will share the emergency response information to such people. The workplace emergency response information will be reviewed if there are changes in the employee’s location within the workplace, if their accommodation needs change or if there are general emergency policy changes.
Documented Individual Accommodation Plans
Quadrangle will prepare a template and maintain a written process for the development of documented individual accommodation plans for employees with disabilities.
Return to Work Process
Quadrangle will develop and maintain 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 in order to return to work.
Performance Management, Career Development, Redeployment
Quadrangle will take into account the accessibility needs and the individual accommodation plans of employees with disabilities when conducting performance management, providing career development or when redeploying employees.