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AODA STATEMENT

GP Bikes is committed to ensuring that information about our services is accessible in accordance with the Accessibility for Ontarians with Disabilities Act (AODA). If you require a GP Bikes document in an alternate format or are in need of customer support, please submit a request through our online contact form. Once your request is received, our team will contact you to provide you with additional information on when you can expect a response, based on the document and format you are requesting.


 AODA – Statement of Commitment and Multi-Year Accessibility Plan for the Integrated Accessibility Standards Regulation (IASR)

 Statement of Commitment  

GP Bikes is committed to providing a barrier-free environment for all stakeholders including our clients/customers, employees, job applicants, suppliers, and any visitors who may enter our premises, access our information, or use our services. As an organization, we respect and uphold the requirements set forth under the Accessibility for Ontarians with Disabilities Act (2005), and its associated standards and regulations.

GP Bikes understands that we have a responsibility for ensuring a safe, dignified, and welcoming environment for everyone. We are committed to ensuring our organization's compliance by incorporating accessibility legislation into our policies, procedures, equipment requirements, training, and best practices. We will review these policies as organizational changes occur, or in anticipation of compliance deadlines. In addition, we will strive to meet the needs of individuals with disabilities in a timely and effective manner.

 Intent

This accessibility plan outlines the policies and actions that GP Bikes will put in place to improve opportunities for people with disabilities in accordance with the requirements communicated under the Integrated Accessibility Standards, Ontario Regulation 191/11.

 Progress to Date

In compliance with earlier AODA legislation, GP Bikes has taken various steps to foster an accessible organization, including:

 Multi-year Accessibility Plan

Initiative IASR Requirement Actions Commencement Compliance Deadline
1.1 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. HR responsible for working with all departments to incorporate accessibility requirements into existing policies. On-going • Reviewed July, 2020 Jan. 1, 2014
1.2 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. AODA committee headed by HR to meet ongoing until compliance deadlines have all been met Completed • Updated July, 2020 Jan. 1, 2014
1.3 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. • Training is a mandatory component of onboarding for all new hires. All existing employees have been trained. • Online training modules delivered via HR Downloads including Customer Service Training & Understanding Human Rights Training are mandatory for all employees. • Depending on job duties/responsibilities, employees are trained on other areas of IASR including Design of Public Spaces, Information/Communication and Employment Standards, etc. Completed • Ongoing training with new hires Jan. 1, 2015
Initiative IASR Requirement Actions Commencement Compliance Deadline
2.1 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. Feedback Mechanism Posted on GP Bikes Internet site, as well as ‘Information and Communication Request Form’ available in store Completed • Updated July, 2020 January 1, 2015
2.2 Accessible Formats & Communication Supports 2.2.1 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, (a) in a timely manner that takes 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.
2.2.2 The obligated organization shall consult with the person making the request in determining the suitability of an accessible format or communication support.
2.2.3 Every obligated organization shall notify the public about the availability of accessible formats and communication supports.
• HR and Marketing to review accessible formats and communication, technology supports currently available
• The ‘Information and Communication Request Form’ will include an option for the requesting party to suggest suitable formats.
• Incorporate language in marketing materials and website to advise that, in accordance with AODA, accessible format may be made available on request
Completed Jan. 1, 2016
2.3 Accessible Websites & Web Content 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. Conducted an assessment current web functionality to ensure compliance and adequate accessibility features • Ensure IT and Marketing are aware of ISAR requirements for existing web content Completed • Reviewed July, 2020 January 1, 2014 New internet websites and web content on those sites must conform with WCAG 2.0 Level A.
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).
Initiative IASR Requirement Actions Commencement Compliance Deadline
3.1 Recruitment, General Every employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes. • Review of all mechanisms for posting GP positions • Incorporated language on postings to make applicants aware that in accordance with AODA accommodation is available Completed January 1, 2016
3.2 Recruitment, Assessment or Selection Process 3.2.1 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.
3.2.2 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.
• Incorporate language in all notifications to applicants for interview (email or phone), that in accordance with AODA, accommodation is available upon request Completed Jan. 1, 2016
3.3 Notice to Successful Applicants Every employer shall, when making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities. • Incorporate in offer letter a section regarding GP Bikes accessibility policies Completed • Updated July, 2020 January 1, 2016
3.4 Informing Employees of Supports 3.4.1 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.
3.4.2 Employers shall provide the information required under this section to new employees as soon as practicable after they begin their employment.
3.4.3 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.
• Develop change and communication strategy to educate and advise GP employees on accessibility policies, plan and processes
• Accessibility policies and processes to be incorporated in onboarding process
• Develop process and strategy to communicate any policy changes
Completed January 1, 2016
3.5 Accessible Formats and Communication Supports for Employees 3.5.1 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, (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
3.5.2 The employer shall consult with the employee making the request in determining the suitability of an accessible format or communication support.
• Educate employees on the availability of and process for requesting accessible format and communication supports; in accordance with AODA
• Develop a process for consulting with employees to determine accommodation needs and a process for advising employee of solution
Completed January 1, 2016
3.6 Workplace Emergency Response Information 3.6.1 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
3.6.2 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.
3.6.3 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.
3.6.4 Every employer shall 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.
• Established process to provide people who request, or for whom GP Bikes is aware of the need for accommodation due to the employee’s disability, to receive individualized workplace emergency response information
• An Individualized Workplace Emergency Response Plan includes a mechanism to obtain consent from the person to share the information with those designated to provide assistance in the event of an emergency
• Upon request, an HR representative will work with the individual who requires accommodation, to provide Individual Workplace Emergency Response Information as soon as possible
• The Individualized Emergency Response Plan includes guidelines for when plans and information are to be reviewed due to a move, or change in accommodation needs
Completed • Updated July, 2020 January 1, 2012
3.7 Documented Individual Accommodation Plans 3.7.1 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.
3.7.2 The process for the development of documented individual accommodation plans shall include the following elements: 1. The manner in which an employee requesting accommodation can participate in the development of the individual accommodation plan. 2. The means by which the employee is assessed on an individual basis. 3. 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 accommodation can be achieved and, if so, how accommodation can be achieved. 4. 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. 5. The steps taken to protect the privacy of the employee‘s personal information. 6. The frequency with which the individual accommodation plan will be reviewed and updated and the manner in which it will be done. 7. If an individual accommodation plan is denied, the manner in which the reasons for the denial will be provided to the employee. 8. The means of providing the individual accommodation plan in a format that takes into account the employee‘s accessibility needs due to disability.
• Review of current accommodation practices • Create a procedure for the development of documented plans that will incorporate the following elements: - Manner in which employee can make request - Under which circumstances medical is required - Accommodation Plans will incorporate confidentiality requirements Completed January 1, 2016
3.8 Return to Work Process 3.8.1 Every employer, other than an employer that is a small organization, (a) 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 (b) shall document the process.
3.8.2 The return to work process shall, (a) 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 (b) use documented individual accommodation plans, as part of the process.
3.8.3 The return to work process referenced in this section does not replace or override any other return to work process created by or under any other statute.
• Develop a written process for Return to Work, noting differences in procedure for employees on non-LTD and LTD claims. Completed January 1, 2016
3.9 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. • Implement the following if introducing a PR Process in the future: - Ensure accessibility features are incorporated (i.e., forms accessible, conversations in plain text). - Ensure training or communications to managers provides awareness on effective communication strategies, timing to allow for employees to review and understand feedback prior to meeting, and reasonable accommodation Completed January 1, 2016
3.10 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. • Ensure all future developed training and professional development materials are developed with accessibility features in mind • Ensure promotion criteria, practices and processes take into account individual accommodation needs and plans in accordance with AODA Completed January 1, 2016
3.11 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. • Educate managers to ensure redeployment efforts/activities take into account the employee’s accommodation needs Completed January 1, 2016

 Closing Statements  

In accordance with the AODA and with GP Bikes’ objective of treating all people in a way that allows them to maintain their dignity and independence while creating an inclusive work environment for GPs employees to develop to their full potential, the MultiYear Accessibility plan is posted on the company website and will be reviewed and updated at least every 5 years.