Accessibility

Statement of Organizational Commitment 

Veryon is committed to ensuring equal access and participation for people with disabilities. We are committed to treating people with disabilities in a way that allows them to maintain their dignity and independence.

We believe in integration and we are committed to meeting the needs of people with disabilities in a timely manner. We will do so by removing and preventing barriers to accessibility and meeting our accessibility requirements under the Accessibility for Ontarians with Disabilities Act and Ontario’s accessibility laws.

Training

We are committed to training staff and volunteers in Ontario’s accessibility laws and aspects of the Ontario Human Rights Code that relate to persons with disabilities.

We will train our employees and volunteers on accessibility as it relates to their specific roles.

Self-Service Kiosks

We will incorporate accessibility features / consider accessibility for people with disabilities when designing, procuring or acquiring self-service kiosks.

Information and Communications 

We will communicate with people with disabilities in ways that take into account their disability. When asked, we will provide information about our organization and its services, including employee safety information, in accessible formats or with communication supports. 

We will also meet internationally-recognized Web Content Accessibility Guidelines (WCAG) 2.0 Level AA website requirements in accordance with Ontario’s accessibility laws.

Employment

We will notify employees, potential hires and the public that accommodations can be made during recruitment and hiring.

We will notify staff that supports are available for those with disabilities. We will put in place a process to develop individual accommodation plans for employees.

Where needed, we will also provide customized emergency information to help an employee with a disability during an emergency.

Our performance management, career development and redeployment processes will take into account the accessibility needs of all employees. Note: This only applies to organizations that already have these processes in place.

Changes to Existing Policies

We will modify or remove an existing policy that does not respect and promote the dignity and independence of people with disabilities.

Multi-Year Accessibility Plan

Purpose

To meet the needs of our employees and customers with disabilities and to prevent barriers to accessibility.

Scope

This plan applies to Veryon locations in Ontario, Canada.

Policy

It is Veryon policy to fulfill our requirements under the Accessibility for Ontarians with Disabilities Act.

Introduction and Statement of Commitment

These policies and procedures have been developed for Veryon, who have offices in Ontario.

Veryon strives to meet the needs of its employees and customers with disabilities and is working hard to remove and prevent barriers to accessibility.

Our organization/business is committed to fulfilling our requirements under the Accessibility for Ontarians with Disabilities Act. This accessibility plan outlines the steps Veryon is taking to meet those requirements and to improve opportunities for people with disabilities.

Our plan shows how Veryon will play its role in making Ontario an accessible province for all Ontarians.

The Integrated Accessibility Standards Regulation (IASR) under the Accessibility for Ontarians with Disabilities Act (AODA) requires Veryon to review and update its multi-year plan every five years.

Every five years, Veryon sets a course to prevent, identify and remove barriers for persons with disabilities. Through its multi-year accessibility plan, Veryon aims to become barrier-free by 2025.

This course includes complying with the following accessibility standards:

• Customer Service
• Information and Communications
• Employment

The multi-year accessibility plan outlines the specific steps Veryon is taking to improve opportunities for persons with disabilities and comply with the phased-in requirements of the Integrated Accessibility Standards Regulation beginning January 1, 2012.

Veryon remains committed to improving accessibility through the identification, removal, and prevention of barriers in our organization.

In accordance with the requirements, Veryon will:

• Provide all information relating to the plan in alternative formats upon request
• Review and update the plan at least once every five years
  
  

Section One: Report on Measures Already Implemented to Identify, Remove, and Prevent Barriers in 2016-2020

Veryon will continue to comply with the Accessibility Standards for Customer Service Regulation and continue to implement initiatives to enhance accessibility in other areas under the Integrated Accessibility Standards Regulation — Standards for Employment and Information and Communications.

This section includes a summary of the initiatives Veryon implemented from 2016-2020.

1. Standards for Integrated Accessibility General Requirements

Created Statement of Commitment and Accessibility Policies.

2. Standards for Information and Communications

Compliant with WCAG 2.0 Level AA protocols.

3. Standards for Employment

Post information about the availability of accommodation for job applicants with disabilities during the recruitment and selection process.

Inform job applicants who are selected for an interview that accommodations are available, upon request, in relation to the materials or processes to be used.

If an employee or new hire with a disability makes a request for accommodation, we will consult with the individual and determine the provision or arrangement of suitable accommodation in a manner that takes into account the applicant’s accessibility needs due to a disability and Veryon's ability to deliver.

When providing performance management information to an employee with a disability, Veryon will take into account the accessibility needs of the employee and as applicable, individual accommodation plans.

When providing career development information to an employee with a disability, Veryon will take into account the accessibility needs of the employee, and as applicable, individual accommodation plans.

Upon request, Veryon will consult with the employee to provide or arrange for the provision of accessible formats or communication supports for information that is need in order to perform the job, and information that is generally available to employees in the workplace.

4. Standards for Customer Service

Veryon is committed to providing excellent customer service at all times in a way that respects the dignity and independence of all of our clients and visitors.

Section Two: Report on Planned Measures to Identify, Remove, and Prevent Barriers by December 31, 2024

Veryon's accessibility plan focuses on four areas. These initiatives will support compliance with the existing Customer Service Standard. They will also help us enhance accessibility in other areas—information and communications and employment.

1. Standards for Customer Service

Veryon is committed to ensuring that people with disabilities continue to receive accessible goods, services and facilities.

Commitment

Company has adopted the accessible customer service policy and procedures.

Identification of Barriers

People with disabilities face a range of physical and attitudinal barriers including stereotyping and prejudice. Inadequate resources and the lack of common objectives with regards to accessibility and equity seriously curb efforts to remove barriers.

Veryon has identified that we do have customers who are deaf or hard of hearing and communication barriers do exist.

Veryon will look at finding and implementing assistive devices or technological enhancements to our information, communication, and website for the purpose of improving interaction and communication with persons who are deaf or hard of hearing.

Planned Action(s)

To meet ongoing compliance with the Customer Service Standard requirements and removal of barriers to persons with disabilities, Veryon will:

• Continue to highlight the Customer Service Policy in education, training, and activities.
• Review the company’s existing feedback process and incorporate more efficient tracking and response mechanisms for accessibility-related feedback.
• Consider accessibility-related feedback received through all channels (i.e., online feedback form, correspondence, inquiries, meeting evaluations, etc.) by assessing and responding to feedback as required.
• Review effectiveness of policy, procedures and practices and make necessary adjustments. 
• Review training requirements for staff who have high interaction with the public; retrain on the customer service policy and procedures, the law and any general or existing accessibility matters.
• Continue to track and report on training compliance on an annual basis.
• Implement and promote awareness of TTY technology to communicate with someone who is deaf, deafened, or hard of hearing. Train employees on how to use TTY and communicate the existence of this assistive device to customers.
• Encourage staff to consider accessibility when planning meetings and events with customers, including vendors and suppliers.
• Update customer service policy on providing services to people with disabilities in regard to accessible formats under the Integrated Regulation.

Implementation timeframe: 2020 – 2024

Completion date: pending

2. Standards for Integrated Accessibility General Requirements

2.1 Accessibility Policy and Statement of Commitment to IASR Commitment

Commitment

To implement a statement of commitment and policy on how Veryon will achieve accessibility through meeting the IASR’s requirements.

Identification of Barriers

Veryon will assess physical, attitudinal and communication barriers across the company to ensure we remove and prevent barriers to access for persons with disabilities in our organization.

Planned Action(s)

• Draft a policy that addresses how Veryon will achieve or has achieved accessibility through meeting the IASR’s requirements.
• Veryon's Integrated Accessibility Standards Regulation policy and statement of commitment will be made available to the public on the premises and on the corporate website.
• Veryon's Integrated Accessibility Standards Regulation policy and statement of commitment will be available in an accessible format upon request. We will consult with the person with a disability when identifying the appropriate format.

Implementation timeframe: 2020 – 2024

Completion date: pending

2.2. Accessibility Plan Maintenance

Commitment

Establish, implement, and maintain a multi-year accessibility plan, which outlines the organization’s strategy to prevent and remove barriers and meet its requirements.

Post the accessibility plan on the organization’s website and provide the plan in accessible format upon request.

Review and update the accessibility plan at least once every five years.

Implementation timeframe: 2020 – 2024

Completion date: June 2021

2.3. Self-Service Kiosks

Commitment

To implement a process for making features of the self-service kiosks accessible through meeting the IASR’s requirements.

Identification of Barriers

Veryon does not employ self-service kiosk at this time; unable to identify barriers.

Planned Action(s)

If and when Veryon employs self-service kiosks, put a process in place to: 

• Use accessibility criteria and features when acquiring and using self-service kiosks, except where it is not practical to do so.
• Upon request, provide an explanation when it is not practical to do so.

Implementation timeframe: 2020 – 2024

Completion date: pending

2.4. Training

Commitment

To implement a process for ensuring that all employees, volunteers, persons who deal with customers and the public on the company’s behalf, and persons participating in the development and approval of the company’s policies, practices and procedures receive the appropriate training that meets the requirements under the Integrated Regulation.

Identification of Barriers

Ensure meetings and training sessions are accessible for employees with learning and other disabilities.

Planned Action(s)

Veryon will:

• Provide training on the requirements of the Integrated Regulation and on the Human Rights Code as it pertains to persons with disabilities to all employees, volunteers, contractors, other third parties who interact persons with disabilities on behalf of the company and persons involved in the creation of policies. 
• Keep and maintain a record of the dates when training is provided and the number of individuals to whom it was provided.
• Ensure training is provided on the requirements of the accessibility standards.
• Provide training in respect to any changes to policies on an ongoing basis.

Implementation timeframe: 2020 – 2024

Completion date: pending

3. Standards for Information and Communications

Veryon is committed to making company information and communications accessible to people with disabilities. The information we provide and the ways we communicate are key to delivering our programs and services.

Commitment

Veryon will incorporate new accessibility requirements under the information and communications standard to ensure that its information and communications systems and platforms are accessible and provided in accessible formats that meet the needs of persons with disabilities. Veryon will endeavor to provide necessary communication supports in a timely manner.

Identification of Barriers

Veryon will assess its communication methods and attitudes to identify and remove barriers to information and communications with people with disabilities. Potential barriers include:

• Lack of website accessibility standards for the organization’s websites
• Lack of a method to obtain user feedback on accessibility
• Lack of awareness among the organization’s webmasters regarding website accessibility barriers
• Information overload and conflicting recommendations for website accessibility standards
• Inaccessible PDF documents and forms
• Inaccessible HTML forms

Planned Action(s)

To meet compliance with the Accessibility Standards for Information and Communications under the IASR requirements and remove barriers to persons with disabilities, Veryon will:

• Upon request, provide or arrange for the provision of accessible formats and communication supports to persons with disabilities in a timely manner, taking into account the person’s accessibility needs.
• Post the accessibility plan on the company’s website.
• Post a statement on the website about accessibility and the availability of accessible formats and communication supports.
• Review a wide range of materials and identify key tools and resources appropriate for the organization.
• Provide, upon request, accessible formats and communication supports for receiving and responding to feedback from persons with disabilities.
• Develop web accessibility guidelines.
• Remove barriers through implementation of the website accessibility guidelines and the generation of reports identifying accessibility barriers.
• Organize professional training sessions for the webmasters.
• Establish a separate and more usable search page, create a web-tips page to improve usability and increase the visibility of these tools.
• Remove barriers through the creation of a Web Accessibility Zone, where shortcuts and tips are documented.
• Plan to provide a link at the bottom of all web pages with an accessibility statement and a site containing tips on how to use the website.
• Ensure website and web content conform to WCAG 2.0 Level AA other than success criteria 1.2.4 Captions (Live) and success criteria 1.2.5 Audio Descriptions (Pre-recorded) by December 31, 2021.

Feedback

• Ensure that processes for receiving and responding to feedback are accessible to persons with disabilities by providing or arranging for the provision of accessible formats and communication supports, upon request
• Consult the person making the request to determine suitability of format
• Notify the public about the availability of accessible formats and communication supports

Implementation timeframe: 2020 – 2024

Completion date: pending

4. Employment Standards

Veryon is committed to fair and accessible employment practices that attract and retain talented employees with disabilities.

4.1. Recruitment

Commitment

Veryon will incorporate new accessibility requirements under the employment standard to ensure that barriers in recruitment are eliminated and corporate policies are followed where applicable.

Identification of Barriers

Veryon will assess recruitment policies, practices and procedures, methods, and attitudes to identify and remove barriers to employment of people with disabilities.

Planned Action(s)

To meet compliance with the Employment Standards under the Integrated Regulation requirements and to remove barriers to persons with disabilities in recruitment, Veryon will:

• Notify employees and the public about the availability of accommodation in its recruitment processes for applicants with disabilities 
• Inform candidates about the availability of accommodations: when called for an interview, during the selection process, at the time of job offer, and at orientation.
• If the selected applicant requests an accommodation, consult with the applicant and arrange for the provision of a suitable accommodation in a manner that takes into account the applicant’s accessibility needs.
• When making offers of employment, notify the successful applicant of policies for accommodating employees with disabilities.

Implementation timeframe: 2020 – 2024

Completion date: June 2021

4.2. Support Information for Employees

Commitment

Veryon will incorporate new accessibility requirements under the employment standard to ensure that barriers in information that supports employees are eliminated and corporate policies are followed where applicable.

Identification of Barriers

Veryon will assess its supporting documents, policies, practices and procedures, methods and attitudes to identify and remove barriers to employment of people with disabilities.

Planned Action(s)

To meet compliance with the Accessibility Standards for Employment under the Integrated Regulation requirements and to remove barriers to persons with disabilities, Veryon will:

• Inform current employees and new hires soon after they begin employment of Veryon's policies supporting employees with disabilities, including, but not limited to, policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability.
• Provide information under this section to new employees as soon as practicable after they begin their employment.
• Keep employees up to date on changes to policies.
• Provide accessible formats and communication supports to any employees who request them. If requested, the employer will consult with the employee to provide or arrange for provision of accessible formats and communication supports for: a) information that is needed in order to perform the employee’s job, b) information that is generally available to employees in the workplace.

Implementation timeframe: 2020 – 2024

Completion date: pending

4.3. Documented Individualized Plans (Return to Work Plan, Accommodation Plan)

Commitment

Veryon will incorporate new accessibility requirements under the employment standard to ensure that barriers in accommodation and other plans that support employees are eliminated and corporate policies are followed where applicable.

Identification of Barriers

Veryon will assess its return-to-work and accommodation plans, policies, practices and procedures, methods and attitudes to identify and remove barriers to employment of people with disabilities.

Planned Action(s)

To meet compliance with the Accessibility Standards for Employment under the Integrated Regulation requirements and remove barriers to persons with disabilities, Veryon will:

• Include in the process the manner in which the employee requesting accommodation can participate in the development of the plan.
• Include in the process the means by which the employee is assessed on an individual basis.
• Provide an individualized accommodation plan in writing to any employee with a disability.
• Include in the process 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 and how accommodation can be achieved.
• Provide an individualized return-to-work plan in writing for any employee who has been absent from work due to a disability and requires disability-related accommodations to return to work.
• Include in the process the manner in which the employee can request participation of a representative from his or her bargaining agent.
• Take steps to protect the privacy of the employee’s personal information.
• Outline the frequency in which individual accommodation plans will be reviewed and updated and the manner in which it will be done.
• Provide the employee with the reasons for the denial if the individual accommodation plan is denied.
• Include in the process the means of providing the individual accommodation plan in a format that takes into account the employee’s accessibility needs.
• Include any individualized workplace emergency response information.
• Identify any other accommodation that is to be provided to the employee.

Implementation timeframe: 2020 – 2024

Completion date: pending

4.4. Performance Assessment, Career Development and Advancement, and Redeployment

Commitment

Veryon will incorporate new accessibility requirements under the employment standard to ensure that barriers in performance assessment, career development and advancement, and redeployment are eliminated and corporate policies are followed where applicable.

Identification of Barriers

Veryon will assess its performance reviews, career development and advancement, redeployment programs, policies, practices and procedures, methods and attitudes to identify and remove barriers to employment of people with disabilities.

Planned Action(s)

To meet compliance with the Accessibility Standards for Employment under the Integrated Regulation requirements and to remove barriers to persons with disabilities, Veryon will:

• Take the accessibility needs of employees with disabilities and their individualized accommodation plans into account: when assessing their performance, in managing their career development and advancement, and when redeploying them.
• Review and revise its performance review policy.
• Take into account the accessibility needs of employees with disabilities when providing career development and advancement to its employees with disabilities.
• Take into account the accessibility needs of employees with disabilities when redeploying employees.

Implementation timeframe: 2020 – 2024

Completion date: pending

Other

Beyond meeting AODA compliance requirements, Veryon is committed to identifying priorities to increase accessibility and inclusion at Veryon. Veryon has identified the following goals to remove and prevent accessibility barriers at Veryon over the coming years:

• Review existing accessibility policies and procedures and update, where necessary
• Gather staff demographic data to determine representation of people with disabilities and other diverse groups within Veryon.
• Increase employment and other opportunities for under-represented populations.
• Veryon is committed to filing an accessibility report based on stated deadlines in the AODA.
  
  

Contact

For more information on this accessibility plan, please contact:

Elinah Tarima
HR Generalist
+1 239 344 7869
accessibility@veryon.com

Our accessibility plan is publicly posted at www.veryon.com.

Standard and accessible formats of this document are free upon request.