Accessibility plan

Complete
Updated
Updated

Create a training manual instructing members on:

• the various types of disabilities and how barriers affect persons with disabilities,
• how to interact with persons with disabilities who use assistive devices, who have a service animal, or who are accompanied by a support person,
• what to do if a person with a disability is having difficulty accessing our goods and services, and
• the contents of the practice’s Customer Services Accessibility Policy.

Keep records of who has been trained and when training took place.

31/12/2011


28/02/2017
30/06/2021

Complete and ongoing
Updated
Updated

31/12/2012
12/11/2014
06/09/2017
24/06/2021 06/12/2023

Prepare, implement, maintain and document an Accessibility Plan, which outlines our practice’s strategy to prevent and remove barriers and meet our requirements under the legislation.

Post this plan on the practice’s website.

Develop, implement, and maintain policies governing how accessibility will be achieved including:

• a statement of commitment to meet the accessibility needs of persons with disabilities in a timely manner, and
• ensure that accessibility policies are provided in an accessible format upon request.

Create a training manual instructing members on the requirements of the accessibility standards and on the Human Rights Code as it pertains to persons with disabilities.

Keep records of who has been trained and when training took place.

Ensure that the feedback process outlined in the practice’s Accessible Customer Service Policy is accessible to people with disabilities by providing or arranging for the provision of accessible formats and communication supports upon request.

Notify the public about the availability of accessible formats and communication supports.

29/05/2012
18/01/2019

Notify employees and the public about the availability of accommodation for applicants with disabilities in our recruitment processes.

Notify job applicants, when they are individually selected to participate in an assessment or selection process, that accommodations are available upon request in relation to the materials or processes to be used.

Consult with applicants requesting accommodation and provide or arrange for the provision of a suitable accommodation that takes into account the applicant’s accessibility needs due to disability.

Ensure that offers of employment include reference to the Norton Rose Fulbright accommodation policies.

Inform current employees, and new employees as soon as practicable, of our policies, or changes to our policies, used to support employees with disabilities including job accommodations.

Provide updated information to employees whenever there is a change to existing policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability.

Consult with any employee requesting accommodation and provide accommodation supports and accessible formats and communication supports, needed for the employee to perform his/her job and that are generally available to employees in the workplace.

Establish a written process for the development of documented individual accommodation plans for employees with disabilities. This process shall include the following:

• the manner in which an employee requesting accommodation can participate in the development of the individual accommodation plan,
• the means by which the employee is assessed on an individual basis,
• the manner in which the employer can request an evaluation by an outside medical or other expert, at the employer’s expense, to assist the employer in determining if accommodation can be achieved and, if so, how accommodation can be achieved,
• the manner in which an employee can request the participation of a representative from the workplace in the development of the accommodation plan,
• the steps taken to protect the privacy of the employee’s personal information,
• the frequency with which the individual accommodation plan will be reviewed and updated and the manner in which it will be done,
• if an individual accommodation plan is denied, the manner in which the reasons for the denial will be provided to the employee, and
• the means of providing the individual accommodation plan in a format that takes into account the employee’s accessibility needs due to disability.

Ensure that employees requesting accommodation are met with individually upon employment or at the outset of a disability to develop individual accommodation plans.

Meet with disabled employees individually on an annual basis to review accommodation plans to to update them as needed.

Individual accommodation plans will:

• if requested, include any information regarding accessible formats and communications supports to be provided,
• if required, include individualized workplace emergency response information, and
• identify any other accommodation that is to be provided.

Develop and document a return to work process for employees who have been absent from work due to a disability and require disability-related accommodations in order to return to work.

Ensure that the return to work process outlines the steps that will be taken to facilitate the return to work and includes documented individual accommodation plans as part of the process.