Accessibility Requirement

Responsibility

Status

Customer Service

Accessible Customer Service Policy

1.      Develop and implement an Accessible Customer Service Policy addressing all requirements under the regulation

2.      Develop and deliver training to all staff, volunteers, and individuals completing work on behalf of Moser Landscape Group that may provide assistance to the public. Provide training to all new staff.

3.      Develop and make public a process for receiving and responding to feedback from customers with disabilities.

Human Resources (HR)/Senior Management

Completed/Ongoing

Moser Landscape Group’s Action Plan

1.      Moser Landscape Group has developed and implemented an Accessible Customer Service Policy specific to the company. This policy is updated and maintained by HR.

2.      Training has been developed and delivered to all current staff. All new staff are trained within the first week of employment with the company during their orientation. Record of completed training is retained by the company’s training matrix.

3.      Moser Landscape Group has developed and made public a process for receiving and responding to feedback from customers with disabilities. The feedback process is inclusive of multiple means by which feedback can be received, including by phone, in-person, by E-mail, and by written correspondence. Client-facing employees have been informed of and trained on the company’s feedback process.

Part I – General Requirements

Accessibility Policies

1.      Create and make public a statement of commitment.

2.      Develop and implement company-specific accessibility policies.

HR

Completed/Ongoing

Moser Landscape Group’s Action Plan

1.      Moser Landscape Group has created and made public a statement of commitment. The statement of commitment is located on the company’s website and in the front area of our office.

2.      Moser Landscape Group’s policies and procedures have been reviewed to identify current and future barriers to accessibility. Identified barriers have been addressed and policies amended. An additional Accommodation Policy has been created for internal use to communicate how Moser Landscape Group will meet its requirements under the IASR, and to address employee responsibilities and expectations. The Accommodation Policy has been provided to all employees and will be provided to all new hires as part of their orientation package*.

*Alternative formats of the policy will be made available upon request.  

Multi-Year Accessibility Plan

1.      Create and make public a multi-year accessibility plan.

2.      Provide the plan in accessible formats upon request.

3.      Review the plan every five (5) years.

HR

Completed/Ongoing

Moser Landscape Group’s Action Plan

1.      All applicable IASR requirements have been reviewed to develop a living Accessibility Plan. The Accessibility Plan has been created to include training, procedures and policies development to ensure the identification and removal of barriers. The plan has been approved and is available to the public.

2.      Requests for accessible formats of this document will be forwarded to HR who will work with the individual to determine the most suitable foray.

3.      This plan will be amended as required and will be reviewed fully by January 1, 2028 and every five (5) years thereafter.

Training

Train all employees, including contract and unpaid mentees/interns on applicable IASR requirements and the company’s responsibilities under the Human Rights Code (as it pertains to persons with disabilities).

HR/ Hiring Manager/ Management

Completed/Ongoing

Moser Landscape Group’s Action Plan

1.      Training* for new employees will be delivered via two (2) online training modules, covering applicable content as required under the IASR:

i.        AODA Online Training via AODA

ii.       Working Together – The Code and the AODA via Ontario Human Rights Commission

2.      Prior to October 1, 2021, all current employees will complete the IASR and Human Rights Code training with the direction of HR.

3.      As of September 1, 2021, all new employees (including contract and unpaid positions) will be required to compete the above training as part of their employment on-boarding and orientation. HR will be responsible for assigning online training and tracking for completion*.

4.      Certification/record of completed training will be retained via the company’s training matrix.

*Training will also be made available via alternate formats including in-person presentation, as requested.

Part II – Information and Communication Standard

Accessible Websites and Web Content

Ensure website and web content published after September 1, 2021 conforms to the Word Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0, level A.

IT

Completed/Ongoing

Moser Landscape Group’s Action Plan

1.      To date, Moser Landscape Group’s public website and its content meet requirements under the WCAG 2.0, level A.

2.      Moser Landscape Group’s IT department is aware of WCAG requirements and will ensure new content and/or any substantial refreshes to the site conform to established guidelines.

Feedback

Upon request, be able to receive and respond to feedback from clients, individuals inquiring about Moser Landscape Group, our employees, and members of the public who have a disability.

HR/Senior Management

Completed

Moser Landscape Group’s Action Plan

1.      A process for receiving and responding to accessible feedback requests has been developed and communicated to all relevant employees. Currently, Moser Landscape Group can facilitate requests via the phone, E-mail, and mail (enlarged text available.

2.      Receiving and responding to feedback will be included in all new hire orientations where the position frequently receives and responds to requests.

3.      All other employees will be notified as to the internal party to whom they should direct any accessible feedback requests.

Accessible Formats and Communication Supports

1.      Upon request, provide accessible formats and communication supports to individuals with disabilities.

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

3.      Where a communication support or accessible format cannot be provided immediately, consult with the client to arrange for a suitable format as soon as possible.

HR/ Senior Management

Ongoing

Moser Landscape Group’s Action Plan

1.      Complete an assessment of the ways in which each department provides information to our clients, potential clients, and the public (i.e., invoices, sales collateral, customer service, etc.).

2.      Develop guidelines/processes for responding to various requests. Currently, clients and the public may submit a complaint or inquiry through the company Feedback Form.

3.      Train employees on guidelines/processes and ensure they are aware that request that cannot be met immediately must be forwarded to HR who will arrange for a suitable and alternative format/communication support. Training to include typical requests that may be encountered, how the request may be facilitated and will be department-specific.

4.      Make public Moser Landscape Group’s ability to provide for or arrange for the provision of accessible formats and communication supports by posting a statement on the company website.

Part III – Employment Standard

Workplace Emergency Response Information

1.      Create and implement individualized plans to assist employees with disabilities during an emergency.

2.      Obtain consent from employees with individualized plans to disclose emergency response or evacuation plans to the person responsible for assisting the employee in situations where the plan requires assistance of a colleague.

3.      Create and provide emergency information formatted in such a way that the employee with the disability can understand its contents/direction as soon as practicable following the receipt of the request and/or becoming aware of the need for individualized plan.

4.      Review the individualized plan/information:

i.        When the employee moves to a different location in the office;

ii.       When the employee’s overall accommodation needs and plan are reviewed; and

iii.     When the company reviews its general emergency response policies.

HR/ Senior Management

Ongoing (based on employee needs)

Moser Landscape Group’s Action Plan

1.      Recognizing that most disabilities are invisible or episodic and therefore not readily apparent, the on-boarding/orientation process has been amended to allow employees to identify emergency planning requirements. Emergency planning information and directions are also included in the internal Accommodation Policy which has been provided to all current employees and provided to all new hires as a part of their orientation package.

2.      The process for providing emergency information includes alternative formats and will be completed in a timely manner upon receipt of the request or becoming aware of the need for an individualized plan.

3.      The process/policy used by HR to develop an individualized emergency response plan includes the requirement that consent is obtained from the requesting employee to disclose the contents of the plan to the individual(s) required to provide assistance when responding to the emergency or evacuation. The process for obtaining consent also includes obtaining acknowledgement of the employee designated to provide the assistance that the confidentiality of the individualized plan will be maintained, unless the health and safety of either party is potentially compromised.

4.      Individualized emergency plans include the requirement that the plan be reviewed:

i.        If the employee moves to another location within the office that would affect that person’s ability to respond to the emergency or evacuation (the ability of the individual designated to provide assistance, where needed, will also be considered);

ii.       On a recurring timeline, to be established during the creation of the individualized emergency response plan. Factors that are taken into consideration when developing recurring timeline (i.e., once ever six (6) months, annually, etc.) include the nature and severity of the disability as well as its classification of permanent or temporary. A review of the plan will also be initiated if requested by the employee; and

iii.     When the company amends its emergency response and/or evacuation procedures.

Documented Individual Accommodation Plans

Develop and implement a written process for the development of documented individual accommodation plans for employees with disabilities.

HR/ Management

Ongoing

Moser Landscape Group’s Action Plan

1.      Moser Landscape Group will develop and implement a written process for the development of documented individual accommodation plans for employees with disabilities. As per IASR requirements, the plan will include the following elements:

i.        The manner in which an employee requesting accommodation can participate in the development of the accommodation plan;

o Noser Landscape Group will endeavor to ensure the employee requesting accommodation can participate in the development of the accommodation plan. Limitation will be identified and clearly communicated to the employee prior to the development of the plan.

ii.       The means by which the employee is assessed on an individual basis.

iii.     The manner in which Moser Landscape Group can request the participation of a representative from the company in the development of the accommodation plan.

iv.     The steps that will be taken to protect the privacy of the employee’s personal information;

o The content of the accommodation plan will be restricted to only those required to facilitate the plan or supervise the employee. The accommodation plan template will include a selection identifying the individual(s) that will have knowledge of the plan and will require each person to sign an acknowledgement of the confidentiality of its contents.

v.       The frequency with which the individual accommodation plan will be reviewed and updated and the manner in which it will be done.

vi.     An outline of how the reasons for a denial of an accommodation will be communicated to the requesting employee;

o Employees will be informed of the factors that will be taken into consideration by the company when a request for accommodation is received as well as employer and employee expectations and responsibilities.

vii.   The means of providing the individual accommodation plan in a format that takes into account the employee’s accessibility needs due to a disability;

o Accommodation plan documents will be made available in accessible formats.

viii. The accommodation plan template will include a section regarding the provisions of accessible formats and communication supports to be completed in the event that such supports are required by the employee.

ix.     The accommodation plan will also include an emergency response/evacuation plan if required by the employee.

x.       The accommodation plan will be created to include a section outlining additional accommodations that are required.

Recruitment, Assessment, and Selection

1.      Notify employees and the public about the availability of accommodation for applicants with disabilities in the company’s recruitment processes.

2.      During the recruitment process, notify applicants selected to participate in our selection and assessment processes that accommodations are available upon request and in relation to the materials and/or processes used by Moser Landscape Group.

3.      Should a job applicant request accommodation, consult with the individual and make adjustments to best suit their needs.

Notify successful applicants of the company’s policies for accommodating employees with disabilities.

HR/ Management

Ongoing

Moser Landscape Group’s Action Plan

1         Moser Landscape Group has an accessibility statement posted on our online Careers page notifying applicants that reasonable accommodations will be made upon request to ensure that individuals with disabilities are able to fully participate in our recruitment efforts. As not all applicants apply through our Careers page, this statement will also be included on future job postings to ensure that it is properly communicated to all potential applicants.

2         Successful applicants will be informed of the availability of accommodations relation to Moser Landscape Group’s selection/assessment processes upon initial contact from the hiring manager or HR;

i           All assessment methods utilized by the company will be reviewed and alternates developed to facilitate accessibility requests;

ii         When updating or amending assessment/selection methods, an assessment will be conducted to identify potential barriers and alternative/accessible formats will be developed; and

iii         Any accommodation requests pertaining to the company’s selection/assessment methods that cannot be met with current alternate formats will be forwarded to HR who will working with the individual to develop and acceptable alternative.

3         When scheduling interviews, Moser Landscape Group will include a statement in all E-mail confirmations indicating to the applicant that accommodations will include a state in all E-mail confirmations indicating to the applicant that accommodations are available and inviting the applicant to inform the hiring manager/HR of any necessary accommodations.

4         Our internal Accommodation Policy will be provided to all new hires as part of their orientation package. This policy includes all of the means by which Moser Landscape Group will support employees with disabilities; also included are emergency planning/responses, and accessible formats and communication supports, and the availability of accessible performance management, career development and job change processes. Alternative formats of the policy will be made available upon request.

Accessible Formats and Communication Supports for Employees

1         Where an employee with a disability request it, work with that individual to provide or arrange for the provision of accessible formats and communication supports for:

i           Information that is needed in order to perform the employee’s job; and

ii         Information that is generally available to employees in the workplace.

2         Where a request is made, work with the requesting employee to determine the suitability of the proposed accessible format/communication support.

HR/ Management

Ongoing

Moser Landscape Group’s Action Plan

1         The availability of accessible formats and communication supports has been communicated to all employees through the company’s internal Accommodation Policy. All future employees will be made aware of their availability though the same policy, which is provided with the employee on-boarding/orientation package. Moser Landscape Group has completed a review of information that is provided to employees and the manner in which it is provided. Information that is needed to perform an employee’s job is provided via one-on-one or group training sessions whereas information that is generally available in the workplace is typically provided in written policy format available electronically and/or hardcopy. Prior to providing the information needed to perform one’s job or information generally available in the workplace, employees requiring accessible formats or communication supports will be requested to notify HR so that alternate arrangements may be made.

2         Upon reviewing a request, HR will work with the employee and any individuals responsible for providing the information (for example, the employee’s manager, supervisor, or team lead) to deliver a suitable accessible format or communication support. Prior to involving the employee’s supervisor, manager, or team lead, consent will be obtained from the employee.

Information for Employees

1         Communicate the company’s policy on accommodating employees with disabilities to all staff members.

2         Ensure that all new hires are informed of the company’s policy on accommodating employees with disabilities.

HR

Ongoing

Moser Landscape Group’s Action Plan

1         Moser Landscape Group’s Accommodation Policy has been developed. The policy is posted on the company’s health and safety bulletins boards and through our HR portal.

2         Provide all new hires with the Accommodation Policy in their new hire package. The policy addresses all of the means by which Moser Landscape Group will support employees with disabilities, including emergency planning/responses, accessible formats and communication supports as well as accessible performance management, career development and job change processes.

3         Ensure that all employees are informed of changes to the Accommodation Policy as they occur. Changes will be communicated via E-mail, HR portal, an/or group information sessions. Delivery of information will adhere to Moser Landscape Group’s Accessible Information and Communication Supports Policy.

Processes to Accommodate Employees/Return to Work Process

Create a process to develop accommodation plans and return to work plans for employees who have been absent from work due to a disability and who require disability-related accommodations in order to return to work.

HR

Ongoing

Moser Landscape Group’s Action Plan

Assess IASR requirements and develop a template accommodation form and a return-to-work (RTW) form that both address all applicable requires. Use of these updated forms will ensure that all accommodation and RTW plans are property recoded and retained on file. For consistency, the accommodation plan template will be used in conjunction with the RTW processes.

Accessible Performance Management, Career Development, and Job Changes

Ensure the company’s performance management and career development opportunities account for the accessibility needs and plans of employees and that these processes are inclusive and barrier-free.

HR

Ongoing

Moser Landscape Group’s Action Plan

Evaluate Moser Landscape Group’s current performance management and career development processes to identify barriers. Develop processes to ensure that such functions are completely accessible. The Accommodation Policy will identify/outline accessible performance management and career progression to ensure consistent and clear communication to all employees.

Redeployment

Take into account the accessibility needs and accommodation plans of employees who are reassigned to an alternate department or position with the company as an alternative to a layoff.

HR

Ongoing

Moser Landscape Group’s Action Plan

As part of the redeployment process, Moser Landscape Group will incorporate the accessibility needs and accommodation plans of any employee that is being redeployed to an alternate position and/or department. HR will oversee the redeployment process; however, new and/or amended reporting hierarchies will be reviewed to determine who is to be involved with and informed of any accessibility plans and requirements.