Accessibility Policy - Bulldog Fire & Security

Accessible Customer Service Policy (AODA)

Intent

Bulldog Fire and Security is committed to providing accessible customer service in accordance with the Integrated Accessibility Standards Regulation under the Accessibility for Ontarians with Disabilities Act, 2005. This policy sets out the standards for the provision of goods, services, and facilities to the public.

Statement of Commitment

Bulldog Fire and Security is committed to providing an accessible environment for all clients, employees, job applicants, suppliers, and visitors who may enter our premises, access our information, or use our services. As an organization, we respect and comply with the requirements of the Accessibility for Ontarians with Disabilities Act, 2005, and its associated regulations. We strive to provide an accessible and welcoming environment for everyone by identifying and removing barriers in our workplace and ensuring that new barriers are not created. The company ensures that persons with disabilities are provided with equal opportunities. We are committed to meeting the needs of individuals with disabilities in a timely and integrative manner that respects their dignity and independence.

Definitions

Guide dog: A dog trained as a guide for a blind person that has completed a training program at a designated training facility set out in the Guide Dogs Regulation.
Service animal: An animal is a service animal for a person with a disability if:

The animal can be readily identified as one that is being used by the person for reasons relating to the person’s disability, as a result of visual indicators, such as the vest or harness worn by the animal; or
The person provides documentation from a designated regulated health professional colleges confirming that the person requires the animal for reasons relating to the disability.

Support person: In relation to a person with a disability, another person who accompanies them in order to help with communication, mobility, personal care, medical needs, or access to goods, services, and facilities.

Guidelines

Bulldog Fire and Security makes every reasonable effort to ensure that its policies, practices, and procedures are consistent with the principles of dignity, independence, integration, and equal opportunity by:

Allowing customers with disabilities to do things in their own ways and at their own pace when accessing goods, services, and facilities, as long as this does not present a health and safety risk;
Using alternative methods of access when necessary to ensure that customers with disabilities have access to the same goods, services, and facilities in a similar manner;
Taking into account individual accommodation needs when providing goods and services; and
Communicating in a manner that takes into account the customer’s disability, and applicable codes and standards.

Upon request, the company provides a person with a disability with a copy of this policy, or the information contained within it, in a format that meets their accessibility needs. Requests should be directed to the General Manager.

Persons with disabilities may use their own assistive devices as required when accessing goods or services or facilities. In cases where the assistive device presents a health and safety concern or where accessibility might be an issue, the General Manager should be informed so that other reasonable measures can be put in place to ensure the access of goods and services.

Guide Dogs and Service Animals

A customer with a disability who is accompanied by a guide dog or other service animal is welcome to access to premises that are open to the public and keep the animal with them unless the animal is otherwise excluded by law. “No pet” policies do not apply to guide dogs or service animals. If a customer’s guide dog or service animal is excluded by law, Fire Monitoring of Canada Inc. offers alternative methods to enable the person with a disability to access goods, services, and facilities.

If it is not readily apparent that the animal is a guide dog or service animal, employees may respectfully ask whether an animal is a guide dog or service animal but must not ask the nature of the person’s disability or purpose of the animal. If they reveal the animal is not a guide dog or service animal, they should be asked to remove the animal from the premises promptly.

The customer who is accompanied by a guide dog or service animal is responsible for maintaining control of the animal at all times. If a service animal becomes out of control, causing a clear disruption or a threat to the health and safety of others, and the animal’s behaviour is not corrected by the owner, this should be reported to the General Manager who may ask them to remove their service animal from the premises.

Support Persons

If a customer with a disability is accompanied by a support person, Bulldog Fire and Security will ensure that both persons may enter the premises together and that the customer is not prevented from having access to the support person. In situations where confidential information might be discussed, consent must be obtained from the customer before any potentially confidential information is mentioned in the presence of the support person.

The company may require a person with a disability to be accompanied by a support person while on the premises if the support person is required to protect the health and safety of the person with the disability or others in the workplace and there are no other reasonable measures that can be taken to ensure this. The company consults with the person with the disability and assess available evidence before making such a decision. Employees are informed of any such arrangements.

Notice of Temporary Disruptions

Bulldog Fire and Security makes all reasonable efforts to provide notice of any temporary disruptions to facilities or services that customers with disabilities rely on to access or use goods or services. In some circumstances, notice may not be possible.

When disruptions occur without notice, the company informs customers by:

Posting written notices in conspicuous places, including at the point of disruption and all entrances;
Informing customers verbally upon arrival; and
on Bulldog’s website and social media

The following information is provided regarding the disruption, unless it is not readily available or known:

Goods or services that are disrupted or unavailable;
Reason for the disruption;
Expected duration; and
A description of alternative services or options that are available.

Employees are informed of this information as soon as reasonably possible in the event of a disruption so that they can inform customers and respond to inquiries.

Training

Training is provided to employees, volunteers, those who participate in the development of company policies, and any other person who provides goods, services, or facilities on behalf of the company.

Training covers the following:

A review of the purpose of the Accessibility for Ontarians with Disabilities Act, 2005;
A review of the requirements of the customer service standards;
Instructions on how to interact and communicate with people with various types of
disabilities;
Instructions on how to interact with people with disabilities who use assistive devices or require the assistance of a guide dog or other service animal or a support person;
Instructions on how to use equipment or devices that are available at our premises or that we provide that may help people with disabilities;
Instructions on what to do if a person with a disability is having difficulty accessing our services; and
Policies, procedures, and practices of the company pertaining to providing accessible customer service to customers with disabilities.

Bulldog Fire and Security provides training as soon as practicable. Training is provided to new employees, volunteers, agents, and contractors on orientation. Revised training is provided in the event of changes to legislation, procedures, policies, or practices.

The company keeps a record of training that includes the dates training was provided and the number of employees who attended the training. Where required, retraining is provided to ensure compliance with the company’s policies and procedures.

Customer Feedback

Bulldog Fire and Security has established a feedback process to provide the public with the opportunity to provide feedback on how goods, services, and facilities are provided to customers with disabilities. Feedback may be shared verbally (in person or by telephone) or in writing (handwritten, delivered, website, or e-mail).

The company addresses feedback received on a case-by-case basis and takes any actions necessary to remedy any issues. Customers who wish to submit feedback should be directed to the General Manager.

Accessible Employment Policy (AODA)

Intent

Bulldog Fire and Security provides accessible employment in accordance with the Accessibility for Ontarians with Disabilities Act, 2005, and its associated regulations. This policy sets out the company’s commitment to standards for accessible employment. It does not apply to volunteers or other individuals who are not paid.

Statement of Commitment

Definitions

Accessible formats: Includes but not limited to large print, recorded audio and electronic formats, braille, and other formats usable by persons with disabilities.
Communication supports: Includes but not limited to captioning, alternative and augmentative communication supports, plain language, sign language, and other supports that facilitate effective communication.
Redeployment: The reassignment of an employee to another department or job in the company.

Guidelines

Hiring

Accommodations are available from the beginning of the recruitment process. Information regarding the availability of accommodations is included in all job postings. Applicants selected to participate in an assessment or the selection process are informed that accommodations are available upon request. Where an accommodation is requested, the company consults with the applicant and provides or arranges for suitable accommodation that meets their individual needs. Successful applicants are made aware of the company’s policies for accommodating employees with disabilities when an offer of employment is made.

Accessible Workplace Information

Bulldog Fire and Security ensures that new employees are aware of the policies and supports available for employees with disabilities as soon as reasonably possible after beginning employment and all employees are informed of any updates to existing policies. The company has the following policies to support employees with disabilities:

Accessible Customer Service Policy
Human Rights Policy

Upon request, the company provides or arranges for the provision of accessible formats and communication supports for employees with disabilities regarding information needed to perform their job and other information that is generally available to all employees in the workplace. Individualized workplace emergency response information is also provided to an employee with a disability where necessary. An employee who requires workplace information in an accessible format or with communication supports should contact The General Manager. The company will consult with the employee making the request to determine the best way to provide the accessible format or communication support.

Individual Accommodations

Bulldog Fire and Security creates and documents individual accommodation plans for employees with disabilities upon request. An employee with a disability who requires an individual accommodation plan should inform the General Manager. These plans include:

Information regarding accessible formats and communication supports, where requested;
Individualized workplace emergency response information, where necessary; and
Details of any other accommodation provided.

Where an employee is absent from work due to a disability and requires accommodations to return to work, the company will develop and document individual return-to-work processes.

Performance Management and Career Development

The accessibility needs of employees with disabilities are considered in all aspects of the employment relationship, including during performance management processes, career development or advancement opportunities, and in the event of redeployment. Individual accommodation plans are consulted, where they exist, as part of these process.

Accommodation Policy

Intent

Bulldog Fire and Security is committed to providing an inclusive and barrier-free environment. The company provides accommodation up to the point of undue hardship for needs arising from the prohibited grounds of discrimination under the Human Rights Code of Ontario. This policy outlines the accommodation process and the responsibilities of different parties in that process.

Definitions

Bona fide occupational requirement (BFOR): Job requirements that are adopted for a purpose or goal that is rationally connected to the functions of the position; adopted in good faith, in the belief that they are necessary to fulfil the purpose or goal; and are reasonably necessary to accomplish the purpose or goal.
Undue hardship: Occurs when providing an accommodation would cause excessive costs for the organization and outside sources of funding are unavailable or insufficient, or where the accommodation would create a health or safety hazard.

Guidelines

Bulldog Fire and Security provides accommodations for individuals up to the point of undue hardship where processes or work must be modified or adjusted to address the needs of the individual based on a prohibited ground of discrimination under the Human Rights Code of Ontario. The prohibited grounds of discrimination are:

Age
Ancestry
Citizenship
Colour
Creed
Disability (mental or physical)
Ethnic origin
Family status
Gender expression
Gender identity
Marital status
Place of origin
Race/colour
Record of offences
Sex
Sexual orientation
Accessibility in Employment

Accommodations are made available from the beginning of the recruitment and selection process. Applicants are informed that accommodations are available upon request.

The accommodation process may begin in one of three ways:

An employee or job applicant requests accommodation;
The company becomes aware that an accommodation may be required; or
An authorized third party requests accommodation on behalf of an employee or candidate.

Requests for accommodation should be submitted to the General Manager. These requests do not need to be in writing and do not require the individual to identify or disclose personal details beyond what is necessary for the accommodation request. The company takes all requests for accommodation seriously and responds in a timely manner. Individuals who request accommodation are not subject to any reprisal or threat of reprisal for making such a request.

Where a supervisor or manager becomes aware that an accommodation may be required, the duty to inquire is engaged. A private meeting is held with the employee to determine whether there are any unmet needs related to a prohibited ground and whether accommodations are necessary.

Individual Accommodation Plans

Once the need for accommodation is identified, the General Manager consults with the employee or candidate to determine what type of accommodation is needed and develops an individual accommodation plan. Information beyond what was provided in the initial accommodation request may be required to determine appropriate accommodations; however, only information that is necessary to confirm and arrange the accommodation is requested. Employees are expected to cooperate in the accommodation process and provide any information required to support the accommodation request in a timely manner.

Interim accommodation measures may be provided, at the discretion of the company, while formal accommodations are being developed and implemented.

An individualized accommodation plan is created in collaboration with the General Manager, the individual who requires accommodation, any applicable healthcare professionals, and third-party experts as required. Accommodations may be temporary or permanent based on the requirements of the individual.

The company examines all options and proposes the accommodation that provides equal opportunity, benefits, and privileges to what others experience, that is inclusive, and that respects dignity and individual needs of the employee or candidate. The accommodation provided may not necessarily be the individual’s preferred accommodation, but their preferences are taken into consideration.

The company makes every reasonable effort to accommodate employees in their current position. Where all options for accommodation have been exhausted in their current role, employees may be offered an alternate role.

If the company proposes an accommodation and the employee has concerns that it will not meet their needs, they should immediately communicate their concerns to the General Manager. Further discussions may be held if reasonable concerns are raised. If an employee cannot identify their concerns about the accommodation or declines a reasonable offer of accommodation proposed by the company, the company has fulfilled their duty to accommodate and is not obligated to provide an alternative option.

Once the proposed accommodation is agreed upon, the accommodation plan is documented in writing and signed by both the individual requesting accommodation and the General Manager.

All information gathered related to the accommodation process, including the accommodation plan, is kept confidential and shared only as necessary to provide the accommodation.

BFORs and Undue Hardship

If Bulldog Fire and Security. cannot accommodate an individual’s needs without experiencing undue hardship or due to a BFOR, the company will explain its reasoning to the individual. Where the company cannot provide full accommodation, the company may be able to provide partial accommodation.

Monitoring

Accommodation plans are monitored and reviewed regularly. If any changes to the workplace affect the individual’s accommodation, they are informed of this promptly and the accommodation is adjusted as needed.

Bulldog Fire and Security recognizes that accommodation needs may change over time or require adjustment. Individuals on an accommodation plan should inform the company if their needs change, or if their accommodation is not working effectively, so that adjustments can be made.