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Northfield Components Inc. (sample) Accessibility Policy

Under the Accessibility for Ontarians with Disabilities Act, 2005 (AODA) and the Integrated Accessibility Standards (O. Reg. 191/11). Approved by President on November 14, 2026. Next review: November 2031.

1. Statement of commitment

Northfield Components Inc. (sample) is committed to treating all people in a way that allows them to maintain their dignity and independence. We believe in integration and equal opportunity. We are committed to meeting the needs of people with disabilities in a timely manner, and will do so by preventing and removing barriers to accessibility and by meeting our accessibility requirements under the AODA.

2. Scope

This policy applies to all employees, volunteers and anyone who provides goods, services or facilities on behalf of Northfield Components Inc. (sample) in Ontario. Accessibility coordinator: HR Manager, accessibility@example.com.

3. Customer service

3.1 Providing goods, services and facilities

We provide our goods, services and facilities in a way that respects the dignity and independence of people with disabilities, gives them the same opportunity to access them as others, and allows them to benefit from them in the same place and similar way, unless an alternative measure is necessary.

3.2 Assistive devices

People with disabilities may use their own assistive devices to access our goods, services and facilities. Our reception has a portable ramp and a clipboard-height counter on request.

3.3 Service animals

We welcome people with disabilities and their service animals on the parts of our premises open to the public. If a service animal is not easily identifiable, we may ask for documentation from a regulated health professional confirming the person needs the animal for reasons relating to their disability. Where an animal is excluded by law (for example, food preparation areas), we will explain why and offer another way to provide the service.

3.4 Support persons

A person with a disability who is accompanied by a support person will be allowed to bring that person onto our premises. We do not charge admission, so no support person fees apply. We may require a support person only where it is necessary to protect the health or safety of the person or others, after consulting with the person and considering available evidence.

3.5 Notice of temporary disruptions

If a facility or service that people with disabilities rely on is temporarily unavailable (for example, an elevator or accessible washroom), we will post a notice at the location and on our website stating the reason, expected duration and any alternatives. A notice template is attached as Appendix B.

4. Training

We train every employee and volunteer, everyone who develops our policies, and everyone who provides goods, services or facilities on our behalf, on the AODA Integrated Accessibility Standards and the Ontario Human Rights Code as they relate to people with disabilities, and on accessible customer service. Training is given as soon as practicable after someone starts, and again when this policy changes. Appendix A lists the training by role.

We keep a written record of the training we provide, including the dates training was provided and the number of people trained.

5. Information and communications

5.1 Feedback

We welcome feedback on how we provide accessible service. Feedback can be given by email to accessibility@example.com, by phone at our main line, in person at reception, or by mail. We make sure the feedback process is accessible by providing or arranging accessible formats and communication supports on request. We acknowledge feedback within 5 business days.

5.2 Accessible formats and communication supports

On request, we provide or arrange accessible formats and communication supports for people with disabilities in a timely manner, taking into account the person's accessibility needs, at no more than the regular cost. We consult with the person to decide what is suitable. We notify the public that accessible formats and communication supports are available.

5.3 Emergency and public safety information

Where we prepare emergency procedures, plans or public safety information and make it available to the public, we provide it in an accessible format or with communication supports on request.

5.4 Website and web content

Our public website and web content published after January 1, 2012 will conform to WCAG 2.0 Level AA, except success criteria 1.2.4 (live captions) and 1.2.5 (pre-recorded audio descriptions), and except where this is not practicable. Our current status and fixes are recorded in our multi-year accessibility plan.

6. Employment

6.1 Recruitment

We notify employees and the public that accommodations are available for applicants with disabilities in our recruitment process. When we invite applicants to an interview or assessment, we tell them accommodations are available on request and consult with anyone who asks. When we make an offer of employment, we tell the successful applicant about our policies for accommodating employees with disabilities.

6.2 Informing employees of supports

We inform employees of our policies supporting employees with disabilities, including job accommodation policies, as soon as practicable after they start and whenever those policies change.

6.3 Accessible formats for employees

When an employee with a disability asks, we consult with them to provide accessible formats and communication supports for information they need to do their job and information generally available to employees.

6.4 Workplace emergency response information

Where we are aware that an employee has a disability and individualized workplace emergency response information is necessary, we provide it as soon as practicable, share it (with consent) with anyone designated to help, and review it when the employee moves locations, when their overall accommodation needs or plans are reviewed, and when we review our general emergency response policies. A form is attached as Appendix C.

6.5 Individual accommodation plans

We have a written process for developing documented individual accommodation plans for employees with disabilities. The process is set out in Appendix D.

6.6 Return to work

We have a documented return-to-work process for employees who have been absent because of a disability and need disability-related accommodations to return. The process is set out in Appendix E. It does not replace any return-to-work process under other legislation.

6.7 Performance management, career development and redeployment

We take into account the accessibility needs of employees with disabilities, and any individual accommodation plans, when we manage performance, provide career development and advancement, and redeploy employees.

7. Procurement, kiosks and public spaces

We consider accessibility for people with disabilities when designing, procuring or acquiring self-service kiosks. Where we build or significantly change public spaces covered by the Design of Public Spaces Standards, we meet those standards.

8. Availability of this policy

This policy is available to the public on our website and at reception, and in an accessible format on request.

Appendix A: Training by role

Appendix B: Temporary disruption notice

Notice: [service or facility] is temporarily unavailable from [date/time] to [expected date/time] because [reason]. Alternatives: [alternative]. Questions: [contact]. We apologize for the inconvenience.

Appendix C: Individualized workplace emergency response information

Appendix D: Individual accommodation plan process

1. The employee or manager raises an accommodation need. The employee may have a bargaining agent or other workplace representative take part.
2. HR Manager meets the employee to understand their needs. We may request an evaluation by an outside medical or other expert, at our expense, to help determine whether and how accommodation can be achieved.
3. We agree the accommodation in writing, including any accessible formats, individualized emergency response information, and who is responsible.
4. Personal information is kept confidential and shared only as needed to implement the plan.
5. The plan is reviewed every 12 months, or sooner if needs change. If accommodation is denied, we give the employee the reasons in writing.

Appendix E: Return-to-work process

1. Keep in contact with the employee during the absence, with their consent.
2. Before return, meet to review restrictions and the accommodations needed, using any medical information provided.
3. Write a return-to-work plan (duties, hours, accommodations, check-in dates), using the individual accommodation plan process above.
4. Review the plan at agreed check-ins and adjust as needed.