• Develop, implement and maintain required accessibility policies 
• Statement of commitment   
• Make policies available to the public

implemented in the organization: 

• Accessibility Policy   
• Accessible Customer Service Policy 
• Information and Communications Standard Policy   
• Employment Standard Policy 

And a Statement of Commitment ‐ AODA (Accessibility).   

These policies are available upon request to hr@avantesecurity.com

accommodating the needs of people with disabilities in the hiring process. 

This information must be posted on the Employer’s website and included in all job postings.

applications from people with disabilities. Accommodations are available on request for candidates taking part in all aspects of the selection process.

disabilities.

Lynda Eng 

Director of Human Resources 

Phone: 416‐923‐6984 

Email: lynda.eng@avantesecurity.com 

so that arrangements can be made for the appropriate accommodations to be in place before you begin your employment.  

organization’s policies to support people with disabilities. Inform new employees when they are hired, and inform all employees if the policies are updated or changed.

• Emails 
• Websites 
• Bulletin boards 
• Staff meetings 
• One‐on‐one conversations

Information: Workplace information must be provided in an accessible format upon employee request. This includes: 

• Any information necessary for employees to perform their jobs (e.g., job descriptions and manuals). 
• General information available to all employees at work (e.g., company newsletters, organization‐wide memos, and bulletins regarding company policies and health and safety information).

As an employer, if you know an employee might need help in an emergency due to a permanent or temporary disability, you must provide individualized emergency response information to the employee.   For example, how an employee: 

• Who uses a wheelchair can safely exit a building in the event of a fire 
• With a hearing disability, who cannot hear an alarm, will be notified in the event of an emergency 
• With a visual disability will identify and navigate emergency escape routes 
• With an invisible disability, such as a heart condition that prevents them from using stairs, will evacuate a building during an emergency

ASI 

Introduction 

This document outlines the Accessibility Plan/Protocol for Emergency Response 

Procedures designed to ensure the safety and well‐being of employees with disabilities during emergency situations. This plan is in accordance with the Accessibility for Ontarians with Disabilities Act (AODA) and the Ontario Human Rights Code. 

1. Risk Assessment 

Identify potential emergency scenarios and assess the specific risks for employees with disabilities. Consider factors such as mobility, vision, hearing, and cognitive impairments. 

2. Individualized Emergency Plans 

Work with employees with disabilities to develop individualized emergency plans based on their specific needs and capabilities. Consider factors like mobility aids, communication methods, and sensory considerations. 

3. Communication Strategies 

Establish effective communication strategies to alert employees with disabilities of an 

emergency. This may include visual alarms, auditory alarms with different tones, and alternative communication methods. 

4. Evacuation Routes 

Ensure that evacuation routes are accessible to individuals with disabilities. This includes accessible ramps, elevators, and clear signage. Consider assigning personnel to assist employees with disabilities during evacuations.

5. Emergency Equipment 

Provide accessible emergency equipment, such as evacuation chairs, where necessary. Train designated personnel on how to use this equipment properly. 

6. Training and Awareness 

Conduct regular training sessions for all employees to raise awareness about emergency procedures, with specific emphasis on the needs of employees with disabilities. Include training on the proper assistance techniques for individuals with different types of disabilities. 

7. Emergency Personnel Training 

Train designated emergency response personnel to assist employees with disabilities during evacuations. This may include first aid training and awareness of different disabilities. 

8. Communication Protocols 

Establish clear communication protocols for emergency situations. Ensure that employees with disabilities are included in emergency communication systems, and that information is provided in accessible formats. 

9. Evacuation Drills 

Conduct regular evacuation drills that specifically include employees with disabilities. Use these drills to identify areas for improvement in the emergency response plan. 

With the employee’s consent, share this information with the people designated to help them in an emergency. Helder Medeiros, Senior Manager Protective Services, Operational Support/Special Projects; Mike Sheehan, Manager Protective Service and Training 

Review the employee’s emergency response information when:

• The employee changes work locations 
•  You review the employee’s overall accommodation needs 
• You review the organization’s general emergency response policies

Development, And Redeployment: 

If you have performance management or career development processes, you must consider the needs of an employee with disabilities when you: 

• Hold formal or informal performance reviews 
• Promote or move them to a new job

• Making documents available in accessible formats (for example, large print for people with low vision) 
• Providing feedback and coaching in a way that is accessible to them (for example, allowing someone with a learning disability to record the conversation) 
• Providing the accommodations they need to successfully learn new skills or take on more responsibilities

• Providing or arranging for accessible formats to give persons with disabilities the required channels for giving, receiving and responding to feedback.   
• Upon request, providing accessible communication supports. For example, if feedback is given or received through written methods, providing alternative methods such as text‐to‐screen softwares, allowing employees to give or receive feedback via verbal communication, etc.  

• How an employee participates in the development of their individual accommodation plan 
• How an employee is assessed on an individual basis
• How a non‐unionized employee can ask for a representative from the workplace to participate in the development of the accommodation plan (as applicable) 
• How ASI, as an employer, can request assistance from an outside expert, at your expense 
• The steps you will take to protect the privacy of the employee’s personal information 
•  How and when you will provide the employee with their personalized accommodation plan 
• The schedule for when and how the plan will be reviewed and updated 
• How you will tell an employee that their individual accommodation plan has not been accepted 
• How you will provide the plan in an accessible format

• ASI will provide workplace information in an accessible format; HTML and Microsoft Word, braille, accessible audio formats, large print and text transcripts of visual and audio information such as video transcript if requested   
• ASI will provide accessible emergency information; HTML and Microsoft Word, braille, accessible audio formats, large print and text transcripts of visual and audio information such as video transcript if needed ASI and the employee with a disability must collaboratively determine and implement the appropriate accommodation measures.

This requirement does not replace or override any other return‐to‐work process made under any other law (e.g., WSIA). 

You must develop and write a process to support employees who have been absent from work due to a disability and require disability‐related 

accommodations to return to work.

At ASI, we are committed to supporting employees who have been absent from work due to a non‐work‐related disability and who require an accommodation in order to return to work. Therefore, the following return to work (RTW) process has been put into place to facilitate an employee’s safe and timely return to work.   

STEP 1: INITIATE THE RETURN‐TO‐WORK PROCESS 

• The employee reports their need for a disability leave to their supervisor or to human resources (as applicable)
• Information is sent to the RTW 

coordinator or designate

This requirement does not replace or override any other return‐to‐work process made under any other law (e.g., WSIA). 

You must develop and write a process to support employees who have been absent from work due to a disability and require disability‐related 

accommodations to return to work.

At ASI, we are committed to supporting employees who have been absent from work due to a non‐work‐related disability and who require accommodation in order to return to work. Therefore, the following return to work (RTW) process has been put into place to facilitate an employee’s safe and timely return to work.   

STEP 1: INITIATE THE RETURN‐TO‐WORK PROCESS 

• The employee reports their need for a disability leave to their supervisor or to human resources (as applicable) 
• Information is sent to the RTW 

coordinator or designate

STEP 2: MAKE AND MAINTAIN CONTACT WITH THE EMPLOYEE ON LEAVE 

RTW coordinator or designate 

• Maintains regular contact with the employee, with the employee’s consent 
• Provides the employee with RTW information 
• Helps resolve any problems with treatment, if asked to by the employee Monitors the employee’s progress until they are fit for work 

Employee 

• Receives and follows the appropriate medical treatment
• Updates the RTW coordinator or designate about their progress 
• Gives the healthcare provider the RTW information 

Manager 

•  Ensures work practices are safe for returning employee 
• Assists RTW coordinator or designate with identifying accommodations 
• Assists RTW coordinator or designate with analyzing the demands of each job task 

Healthcare provider 

• Provides appropriate and effective  treatment to the employee 
• Provides required information on the employee’s functional abilities, if requested 

STEP 3: DEVELOP A RETURN‐TO‐WORK PLAN 

• The employee, the RTW coordinator or designate, and the healthcare provider (if needed) collaborate to develop a formal RTW plan, which is included in the employee’s individual accommodation plan, if applicable:   
•  if the employee has no residual functional limitations, they return to their regular position with no accommodation required 
•  if the employee has temporary functional limitations, they return to a temporary modified work environment with accommodation, or to an alternative transitional position, if available or possible 
•  if the employee has lasting functional limitations, they return to work with permanent accommodations or is permanently reassigned to another position, if available or possible 

STEP 4: MONITOR AND EVALUATE THE RETURN‐ TO‐WORK PROCESS 

• The employee, supervisor, and RTW coordinator or designate monitor and review the RTW process regularly until it has been completed   
• If the employee encounters challenges, the RTW plan is modified to overcome these challenges needed) collaborate to develop a formal RTW plan, which is included in the employee’s individual accommodation plan, if applicable:   
•  if the employee has no residual functional limitations, they return to their regular position with no accommodation required 
•  if the employee has temporary functional limitations, they return to a temporary modified work environment with accommodation, or to an alternative transitional position, if available or possible 
• if the employee has lasting functional limitations, they return to work with permanent accommodations or is permanently reassigned to another position, if available or possible 

STEP 4: MONITOR AND EVALUATE THE RETURN‐ TO‐WORK PROCESS 

•  The employee, supervisor, and RTW coordinator or designate monitor and review the RTW process regularly until it has been completed   
• If the employee encounters challenges, the RTW plan is modified to overcome these challenges  

Businesses or nonprofits with 20 or more employees are required to submit an accessibility compliance report every three years.  

The report confirms adherence to current accessibility requirements under the Accessibility for Ontarians with Disabilities Act (AODA).

documented, created, and submitted by the Human Resources department. 

The reports will be accessible on the ASI Website www.avantesecurity.com