Statement of Organizational Commitment
Noreast Electronics Co. Ltd. (“Noreast”) 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.
Noreast is committed to meeting its current and ongoing obligations under the Ontario Human Rights Code respecting non-discrimination.
Noreast understands that obligations under the Accessibility for Ontarians with Disabilities Act, 2005 (AODA) and its accessibility standards do not substitute or limit its obligations under the Ontario Human Rights Code or obligations to people with disabilities under any other law.
Noreast is committed to excellence in providing an accessible work environment. Our accessible employment policies are consistent with the principles of independence, dignity, integration, and equality of opportunity for people with disabilities.
Training
We are committed to training all staff in providing a safe and accessible working environment, in conformity with Ontario’s accessibility standards and aspects of the Ontario Human Rights Code that relate to persons with disabilities.
In addition, we will train:
a) all people who participate in developing the organization’s policies.
b) all other persons who provide goods, services or facilities on behalf of the organization; and
c) all of our employees on accessibility issues related to their specific roles.
Training includes:
a) how to interact and communicate with people with various types of disabilities.
b) how to interact with people with disabilities who use an assistive device or require the assistance of a service animal or a support person.
We train every person as soon as practicable after being hired and provide training in respect of any changes to the policies. We maintain records of the training provided.
Assistive Devices
Employees with disabilities may use their personal assistive devices when performing their employment tasks.
In cases where the assistive device presents a significant and unavoidable health or safety concern or may not be permitted for other reasons, other measures will be used to ensure the person with a disability can perform their tasks.
Communication
We communicate with people with disabilities in ways that take into account their disability.
We will work with people with disabilities to determine what method of communication works for them.
Feedback Process
Noreast welcomes feedback on how we provide accessible employment conditions. Employee feedback will help us identify barriers and respond to concerns.
Feedback may be provided in the following ways:
- Written comments to General Manager, by email, mail, or hand delivery.
Noreast ensures our feedback process is accessible to people with disabilities by providing or arranging for accessible formats and communication support, on request.
Notice of Availability of Documents
Noreast notifies its employees of those documents related to accessibility, which are available upon request by posting a notice in the following location(s)/way(s):
- Website and internal Employee Notice Board
Noreast will provide these documents in an accessible format or with communication support, on request. We will consult with the person making the request to determine the suitability of the format or communication support. We will provide the accessible format in a timely manner and at no additional cost.
Information and Communications
Noreast has a process for receiving and responding to feedback and the process is accessible to persons with disabilities upon request. We 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 public safety information, in accessible formats or with communication supports:
a) in a timely manner, taking into account the person’s accessibility needs due to disability; and
b) at a cost that is no more than the regular cost charged to other persons.
We will consult with the person making the request in determining the suitability of an accessible format or communication support. If the organization determines that information or communications are unconvertible, the organization shall provide the requestor with:
a) an explanation as to why the information or communications are unconvertible; and
b) a summary of the unconvertible information or communications.
Noreast also meets internationally recognized Web Content Accessibility Guidelines (WCAG) 2.0 Level AA website requirements in accordance with Ontario’s accessibility laws.
Employment
We notify employees, job applicants and the public that accommodation can be made during recruitment and hiring. We notify job applicants when they are individually selected to participate in an assessment or selection process that accommodation is available upon request. We consult with the applicants and provide or arrange suitable accommodation. We notify successful applicants of policies for accommodating employees with disabilities when making offers of employment. We notify staff that supports and accommodation measures are available for those with disabilities as soon as practicable after they begin their employment. We provide updated information to employees whenever there is a change to existing policies on the provision of job accommodation that take into account an employee’s accessibility needs due to a disability. We will consult with employees when arranging for the provision of suitable accommodation in a manner that takes into account the accessibility needs due to disability. We will consult with the person making the request in determining the suitability of an accessible format or communication supports specifically for:
a) information that is needed in order to perform the employee’s job; and
b) information that is generally available to employees in the workplace.
Where needed, we will also provide customized emergency information to help an employee with a disability during an emergency. With the employee’s consent, we will provide workplace emergency information to a designated person who is providing assistance to that employee during an emergency. We will provide the information as soon as practicable after we become aware of the need for accommodation due to the employee’s disability. We will review the individualized workplace emergency response information:
a) when the employee moves to a different location in the organization;
b) when the employee’s overall accommodations needs or plans are reviewed; and
c) when the employer reviews its general emergency response policies.
We have a written process to develop individual accommodation plans for employees and we also have a process for employees who have been absent from work due to a disability and require disability-related accommodations in order to return to work. Our performance management, career development and redeployment processes take into account the accessibility needs of all employees.
Changes to Existing Policies
Any policies of this organization that do not respect and promote the principles of dignity, independence, integration, and equal opportunity for people with disabilities will be modified or removed. This document is publicly available.
Accessible formats are available upon request.