Running Room has developed and will maintain a multi-year accessibility plan with the goal to remove barriers from the workplace for persons with disabilities. The Accessibility Plan documents Running Room’s progress in implementation as well as future plans.

    Running Room’s Accomplishments and Progress
  • Creation of an Accessible Customer Service Policy
  • Standard training for staff includes information relating to the Accessible Customer Service Policy and how to interact with persons with disabilities
  • Employees with disabilities who request emergency information in an accessible and customized format are provided it
  • Employees and the public with disabilities who request emergency and public safety information in an accessible and customized format are provided it

Future Plans
Note: The following regulations relate to the requirements under the Accessibility for Ontarians with Disabilities Act (“AODA”)

General Requirements

Establishment of Accessibility Policies

Every obligated organization shall develop, implement and maintain policies governing how the organization achieves or will achieve accessibility through meeting its requirements under the accessibility standards referred to in this Regulation

Action / Comments: Accessibility Policy is complete and posted on Running Room’s website

Required Compliance Date: January 1, 2014

Status: Complete

Accessibility Plans

Large organizations shall:

(a) establish, implement, maintain and document a multi-year accessibility plan, which outlines the organization's strategy to prevent and remove barriers and meet its requirements under this Regulation;

(b) post the accessibility plan on their website, if any, and provide the plan in an accessible format upon request; and

c) review and update the accessibility plan at least once every five years.

Action / Comments: This multi-year plan was completed and is posted on Running Room’s website

Required Compliance Date: January 1, 2014

Status: Complete

Training

Every obligated organization shall ensure that training is provided on the requirements of the accessibility standards referred to in this Regulation and on the Human Rights Code as it pertains to persons with disabilities to:

(a) all employees, and volunteers;

(b) all persons who participate in developing the organization's policies; and

(c) all other persons who provide goods, services or facilities on behalf of the organization.

Action / Comments: Accessibility training is incorporated in Running Room’s standard training for employees

Required Compliance Date: January 1, 2014

Status: Complete

INFORMATION AND COMMUNICATION STANDARDS

Feedback

Every obligated organization that has processes for receiving and responding to feedback shall ensure that the processes are accessible to persons with disabilities by providing or arranging for accessible formats and communications supports, upon request.

Action / Comments: Running Room Accessibility Policy includes commitment to provide information in an accessible format when requested.

Required Compliance Date: January 1, 2015

Status: Complete

Accessible Formats & Communication Supports

(1) Except as otherwise provided, every obligated organization shall upon request provide or arrange for the provision of accessible formats and communication supports for persons with disabilities:
in a timely manner that takes into account the person's accessibility needs due to disability; and at a cost that is no more than the regular cost charged to other persons.

(2) The obligated organization shall consult with the person making the request in determining the suitability of an accessible format or communication supports.

(3) Every obligated organization shall notify the public about the availability of accessible formats and communication supports.

Action / Comments: Running Room Accessibility Policy includes commitment to provide information in an accessible format when requested.

Required Compliance Date: January 1, 2016

Status: Complete

Accessible Websites & Web Content

Designated public sector organizations and large organizations shall make their internet websites and web content conform with the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG)2.0, initially at Level A and increasing to Level AA, and shall do so in accordance with the schedule set out in this section.

Action / Comments: Ongoing process of review of requirements in order to meet requirements by required timelines.

Required Compliance Date:

(a) January 1, 2014 - New internet websites and web content on those sites must conform with WCAG 2.0 Level A.

(b)January 1, 2021 - All internet websites and web content must conform with WCAG 2.0 Level AA, other than: -success criteria 1.2.4 Captions (Live) -success criteria 1.2.5 Audio Descriptions (Pre-recorded).

Status: (a) Complete
(b) Ongoing

EMPLOYMENT STANDARD

Recruitment - General

Every employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes.

Action / Comments: Running Room careers webpage includes a statement meeting this requirement.

Required Compliance Date: January 1, 2016

Status: Complete

Recruitment, Assessment or Selection Process

(1) During a recruitment process, an employer shall 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.

(2) If a selected applicant requests an accommodation, the employer shall consult with the applicant and provide or arrange for the provision of a suitable accommodation in a manner that takes into account the applicant's accessibility needs due to disability.

Action / Comments: Running Room careers webpage includes a statement indicating accommodations will be provided upon request. Furthermore, Running Room’s process is for communications with candidates to include notification that accommodation is available upon request.

Required Compliance Date: January 1, 2016

Status: Complete

Notice to Successful Applicants

Every employer shall, when making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities.

Action / Comments: Running Room’s employment letters include a section regarding accessibility.

Required Compliance Date: January 1, 2016

Status: Complete

Informing Employees of Supports

(1) Every employer shall inform its employees of its policies used to support its 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.

(2) Employers shall provide the information required under this section to new employees as soon as practicable after they begin their employment.

(3) Employers shall provide updated information to its 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.

Action / Comments: Running Room employee manuals include information regarding its accessibility policies. These manuals are part of standard training for employees.

Running Room updates employees via its intranet site which all employees have access to when changes to the policies occur.

Required Compliance Date: January 1, 2016

Status: Complete

Accessible Formats & Communication Supports for Employees

(1) In addition to its obligations under section 12, where an employee with a disability so requests it, every employer shall consult with the employee to provide or arrange for the provision of accessible formats and communication supports for:

  • information that is needed in order to perform the employee's job; and
  • information that is generally available to employees in the workplace.

(2) The employer shall consult with the employee making the request in determining the suitability of an accessible format or communication support.

Action / Comments: Running Room employee manuals include information regarding its accessibility policies. Running Room works with employees upon request to provide accessible formats and communication supports.

Required Compliance Date: January 1, 2016

Status: Complete

Workplace Emergency Response Information

(1) Every employer shall provide individualized workplace emergency response information to employees who have a disability, if the disability is such that the individualized information is necessary and the employer is aware of the need for accommodation due to the employee's disability.

(2) If an employee who receives individualized workplace emergency response information requires assistance and with the employee's consent, the employer shall provide the workplace emergency response information to the person designated by the employer to provide assistance to the employee.

(3) Employers shall provide the information required under this section as soon as practicable after the employer becomes aware of the need for accommodation due to the employee's disability.

(4) Every employer shall review the individualized workplace emergency response information, - when the employee moves to a different location in the organization;

  • when the employee's overall accommodations needs or plans are reviewed; and
  • when the employer reviews its general emergency response policies.

Action / Comments: Process exists to provide individualized workplace emergency response information where Running Room is aware of a need for accommodation or upon request.

Required Compliance Date: January 1, 2012

Status: Complete

Documented Individual Accommodation Plans

(1) Employers, other than employers that are small organizations, shall develop and have in place a written process for the development of documented individual accommodation plans for employees with disabilities.

(2) The process for the development of documented individual accommodation plans shall include the following elements: 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 determine if and how accommodation can be achieved.
  • The manner in which the employee can request the participation of a representative from their bargaining agent, where the employee is represented by a bargaining agent, or other representative from the workplace, where the employee is not represented by a bargaining agent, in the development of the accommodation plan.
  • The steps taken to protect the privacy of the employee's personal.
  • 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.
  • The means of providing the individual accommodation plan in a format that takes into account the employee's accessibility needs due to disability.

Action / Comments: Running Room employee manuals include the process and steps Running Room follows for development of individual accommodation plans in accordance with this section.

Required Compliance Date: January 1, 2012

Status: Complete

Return to Work Process

(1) Every employer, other than an employer that is a small organization:

  • shall develop and have in place a return to work process for its employees who have been absent from work due to a disability and require disability-related accommodations in order to return to work; and shall document the process

(2) The return to work process shall:

  • outline the steps the employer will take to facilitate the return to work of employees who were absent because their disability required them to be away from work; and
  • use individual documented accommodation plans, as described in section 28, as part of the process.

Action / Comments: Running Room employee manuals include the process and steps Running Room follows to support an employee’s safe return to work in accordance with this section.

Required Compliance Date: January 1, 2012

Status: Complete

Performance Management

An employer that uses performance management in respect of its employees shall take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when using its performance management process in respect of employees with disabilities

Action / Comments: Where Running Room is aware of a disability which requires accommodation, Running Room takes into account the needs of the employee in its performance management processes.

Required Compliance Date: January 1, 2012

Status: Complete

Career Development & Advancement

An employer that provides career development and advancement to its employees shall take into account the accessibility needs of its employees with disabilities as well as any individual accommodation plans, when providing career development and advancement to its employees with disabilities.

Action / Comments: Where Running Room is aware of a disability which requires accommodation, Running Room takes into account the needs of the employee in its career development and advancement processes.

Required Compliance Date: January 1, 2012

Status: Complete

Redeployment

An employer that uses redeployment shall take into account the accessibility needs of its employees with disabilities, as well as individual accommodation plans, when redeploying employees with disabilities.

Action / Comments: Where Running Room is aware of a disability which requires accommodation, Running Room takes into account the needs of the employee if and when redeploying the employee.

Required Compliance Date: January 1, 2012

Status: Complete

Accessible Customer Service Standard Changes

Training Section 80.49

What was the previous requirement? - Train the members of your organization who work with customers or create policies and procedures on how to interact with people with different disabilities.

What changes as of July 1, 2016? - Train all members of your organization on accessible customer service and how to interact with people with different disabilities.

What does my organization have to do? -

  • Train all members of your organization on accessible customer service
  • Update your training records
  • Update your accessible customer service policy
    Note:
  • You do not need to train members of your organization who have already been trained on accessible customer service.
  • However, you must let them know about the changes and train them on your updated accessible customer service policy.

Service Animals
Section 80.47

What was the previous requirement? - If you cannot easily identify that an animal is a service animal you can ask the person with a disability to provide a letter from a physician or nurse confirming that it is required because of his or her disability.

What changes as of July 1, 2016? - If you cannot easily identify that the animal is a service animal, you can ask the person to provide documentation from a regulated health professional. The documentation must confirm that the person needs the service animal for reasons relating to their disability.

What does my organization have to do? - Update your accessible customer service policy

Support Persons
Section 80.47

What was the previous requirement? - In certain cases, your organization may require a person with a disability to be accompanied by a support person for health or safety reasons.

What changes as of July 1, 2016? - In certain cases, your organization might require a person with a disability to be accompanied by a support person for health or safety reasons.

    Before making a decision, your organization must:
  • consult with the person with a disability to understand their needs
  • consider health or safety reasons based on available evidence
  • determine if there is no other reasonable way to protect the health or safety of the person or others on the premises
  • In such a situation, you must waive the admission fee or fare for the support person, if one exists.

What does my organization have to do? - Update your accessible customer service policy

Feedback
Section 80.50

What was the previous requirement? - Provide a way for your customers who have disabilities to comment on how you provide accessible customer service.

What changes as of July 1, 2016? - Provide a way for your customers who have disabilities to comment on how you provide accessible customer service.

Ensure your feedback process is accessible by providing or arranging for accessible formats and communication supports, on request.

What does my organization have to do? - Update your accessible customer service policy

Documenting polices, practices and procedures
Section 80.46

What was the previous requirement? - If you are a business or non-profit with 20 or more employees, put your accessible customer service policy in writing and make it available to people who request it. Provide it in a format that takes into account the person’s disability.

What changes as of July 1, 2016? - If you are a business or non-profit with 50 or more employees, put your accessible customer service policy in writing and make it available to people who request it. You may post it publicly or on your website. Provide it in accessible format or with communication support, on request.

What does my organization have to do?:

    If you are a business or non-profit with 20–49 employees:
  • You no longer have to put your accessible customer service policy in writing or make it public
  • You must still submit an accessibility compliance report by the deadline
    If you are a public sector organization:
  • You must continue to put your accessible customer service policy in writing and make it publicly available