Purpose
Pelmorex Corp. (“the Company”) strives at all times to provide its services in a way that respects the dignity and independence of people with disabilities. We are committed to providing accessible products, services and facilities to all members of the community specifically, visitors, contractors, employees and the general public including persons with visible or non-visible disabilities, herein referred to as “customer”.
Pelmorex is committed to providing accommodation that ensures that the special needs of designated group members are met, allowing them to participate fully in an employer’s workforce. Accommodation supports the principle that employment equity means more than treating persons in the same way but also requires special measures and the accommodation of individual differences. Employees will be accommodated in a manner that meets their needs, respects their dignity and ensure operational requirements are met.
In compliance with the Accessibility for Ontarians with Disabilities Act, 2005, the purpose of this policy is to outline the responsibilities of Pelmorex employees in providing goods, services and opportunities to people with disabilities.
Definition
The Canadian Human Rights Act defines disability as being either: physical or mental; previous or existing and includes dependence on alcohol or a drug. A disability can be either permanent or temporary.
- Visible disabilities may include physical disabilities such as those caused by a birth defect, illness, or injury, and may require the use of assistive devices such as a wheelchair or prosthesis.
- Invisible disabilities may include deafness or hearing impairments, muteness or speech impediments, mental impairments, developmental disabilities or learning disabilities.
Assistive Devices
- Pelmorex is committed to serving people with disabilities who use assistive devices to obtain, use or benefit from our products and services. We will ensure that our staff is familiar with various assistive devices that may be used by visitors, contractors, or employees with disabilities while in our facilities or using our services.
Communication
- We will communicate with people with disabilities in ways that take into account their disability.
- We will train staff who communicate regularly with customers on how to interact and communicate with people with various types of disabilities.
- We will train staff to communicate with clients over the telephone in clear and plain language and to speak clearly and slowly.
- We will offer to communicate with clients via email if telephone communication is not suitable to their communication needs, or is not available.
Use of Service Animals and Support Persons
- A service animal is an animal used by the person with a disability for reasons related to his or her disability. We welcome people with disabilities and their service animals. Service animals are allowed on our premises.
- A support person in relation to a person with a disability accompanies the individual in order to help with communication, mobility, personal care or medical needs or with access services. A person with a disability who is accompanied by a support person will be allowed to have that person accompany them on our premises.
Notice of Temporary Disruption
- Pelmorex will provide notice to all customers with disabilities if a planned or unexpected disruption occurs to our services or facilities. This notice will be clearly posted and will include information about the reason for the disruption, its anticipated length of time, and a description of alternative facilities or services if available. The notice will be made available at Reception on our premises.
Training for Staff
- Pelmorex will provide training to employees and others who deal with the public as soon as practicable after he or she is assigned the applicable duties. Training will include:
- An overview of the Accessibility for Ontarians with Disabilities Act, 2005 (AODA) and the requirements of the customer service standard.
- How to interact with people with disabilities who use an assistive device, require the assistance of a service animal or a support person and the type of equipment or devices that help people with disabilities access our services and facilities.
- What to do if a person with a disability is having difficulty in accessing our facilities.
- Employees will also be trained on an ongoing basis when changes are made to these policies, practices and procedures.
Employment
- We are committed to welcoming people with disabilities with respect to recruitment, employment, training, career development and career progression.
Facilities
- We are committed to ensuring that our premises and related services are welcoming and accessible to people with disabilities. As appropriate, we are willing to provide necessary alterations to our facilities to accommodate people with disabilities.
Pelmorex is committed to providing accessible documentation to all of our clients and will be provided in alternate formats (i.e. hard copy, large print) upon request. Clients questions related to the content of the documentation will be answered in person, by telephone or email.
Feedback Process
Comments on our services and access to facilities are welcome and appreciated. Feedback can be provided in various forms to the Human Resources department:
Call: 905-829-1159 and ask to speak to someone on the HR team
Email: hr@pelmorex.com or;
Mail:
Attn: Human Resources
2655 Bristol Circle
Oakville ON L6H 7W1
Pelmorex will investigate and contact the client as soon as possible.
Pelmorex Multi Year Accessibility Plan
Pelmorex Corp is dedicated to working towards full compliance with all requirements outlined in the Accessibility for Ontarians with Disabilities Act, 2005 (AODA) and meeting the accessibility needs of persons with disabilities, through the implementation of the AODA requirements. We are committed to providing customer service that respects the dignity and independence of persons with disabilities. The definition of the word “disability” is understood to be: A disability is a physical or mental condition that limits a person’s movements, senses, or activities. The AODA uses the same definition of disability as the Ontario Human Rights Code.
- Any degree of physical disability, infirmity, malformation or disfigurement that is caused by bodily injury, birth defect or illness and, without limiting the generality of the foregoing includes diabetes mellitus, epilepsy, a brain injury, any degree of paralysis, amputation, lack of physical coordination, blindness, visual impediment, deafness or hearing impairment, muteness or speech impediment, or physical reliance on a guide dog or other animal or on a wheelchair or other remedial appliance or device;
- A condition of mental impairment or a developmental disability;
- A learning disability, or a dysfunction in one or more processes involved in learning or understanding or using symbols or spoken language;
- A mental disorder; or
- An injury or disability for which benefits were claimed or received under the insurance plan under the Workplace Safety and Insurance Act, 1997.
Multi-Year Accessibility Plan
The Multi Year Accessibility Plan was developed in accordance with the Accessibility for Ontarians with Disabilities Act (AODA) and it outlines a strategy to prevent and remove barriers and address the current and future requirements of the AODA.
| Action | Recommended Compliance Date | Responsibility | Status | |
| Part I – General
This section of the Regulation requires us to:
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Accessibility Policies
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January 1, 2022 | Human Resources | Complete. | |
Training
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May 1st, 2022 | Human Resources | In Progress of sourcing training for employees | |
| File an Accessibility Compliance Report | December 31, 2021 | Human Resources | Filing will be completed by the end of the calendar year | |
| Part II – Information and Communication Standards
This section of the Regulation includes requirements related to:
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Feedback Processes
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January 1st, 2022 | Human Resources | Measures are in place | |
Accessible Format and Communication Supports
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January 1, 2022 | Human Resources | Upon request we can accommodate accessibility needs | |
Emergency Procedures, plans or public safety information
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January 1, 2022 | Facilities | In progress | |
| Part III – Employment Standards
This section of the Regulation includes requirements related to:
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Recruitment, Assessment, Selection
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January 1, 2022 | Human Resources | Complete | |
Communicate Accessibility Policies
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May 1st, 2022 | Human Resources | In Progress, training to be implemented and shared with new hires | |
Accessible formats and communication supports for employees
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January 1, 2022 | Human Resources | Available upon request | |
Workplace emergency response information (self-identify form)
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January 1, 2022 | Human Resources | Employees fill out employee equity forms | |
Performance management, career development, advancement and redeployment
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January 1, 2022 | Human Resources | Complete | |