Statement of Commitment
dbrand 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 for all. 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 meeting accessibility requirements under the Accessibility for Ontarians with Disabilities Act, 2005 (“AODA”) and Ontario's accessibility laws.
dbrand is committed to meeting its current and ongoing obligations under the Ontario Human Rights Code respecting non-discrimination. dbrand understands that obligations under the 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.
dbrand is committed to excellence in serving and providing goods, services or facilities to all customers including people with disabilities. Our accessible customer service policies are consistent with the principles of independence, dignity, integration and equality of opportunity for people with disabilities.
This policy describes how dbrand works with its employees as well as how it provides its programs, goods and services in a manner that respects the dignity, independence, integration and equal opportunity of persons with disabilities.
dbrand will review this accessibility plan every ﬁve years.
dbrand's website and web content published on our public website conform with the World Wide Web Consortium (W3C) Web Content Accessibility Guidelines (WCAG) 2.0, Level A.
Ongoing plan to add user preferences (e.g. visual contrast, reduced motion) and leverage accessibility tools (e.g. accessibility reports and automated tests for accessibility of content) to further enhance access of information on our website. Our Software Engineering team continues to stay abreast of the latest accessibility tools and best practices in relation to website accessibility.
dbrand permits persons with disabilities to use their personal assistive devices while on dbrand’s premises.
Accessible Formats and Communication Supports
dbrand is committed to communicating with persons with disabilities in ways that take into account their disability. Upon request, we will provide or arrange for publicly available information to be made available in accessible formats and / or with communication supports for persons with disabilities. The accessible format will be provided in a timely manner and we will consult with the person making the request to determine the suitability of the format or communication support.
Service Animals and Support Persons
dbrand welcomes onto its premises service animals and support persons upon whom persons with disabilities rely. We are committed to welcoming people with disabilities who are accompanied by a support person. Any person with a disability who is accompanied by a support person will be allowed to enter dbrand’s premises with their support person. At no time will a person with a disability who is accompanied by a support person be prevented from having access to their support person while on our premises. dbrand will advise the parties as soon as possible about any costs they will incur associated with having the support person.
Notice of Temporary Disruption
dbrand will notify persons with disabilities promptly in the event of a planned or unexpected disruption to services or facilities. This notice will be provided in accessible formats, and communicated verbally and in writing.
Training of Employees
dbrand will provide training to all of its employees and contractors on the requirements of accessibility standards and the Human Rights Code as it pertains to persons with disabilities. This training will be provided on an ongoing basis as policies change.
Employees will be trained on accessible customer service within 3 months after being hired. Training will include:
- The Accessibility for Ontarians with Disabilities Act, 2005;
- The Ontario Human Rights Code as it relates to people with disabilities;
- Requirements of the customer service standard;
- Requirements of the information and communications standard;
- Requirements of the employment standard; and
- dbrand’s policy related to the customer service standard and how to interact with people with disabilities.
Employees will also be trained when changes are made to our accessible customer service policies.
Managers, Human Resources, and those who are involved in the development of dbrand's policies on AODA, Integrated Accessibility Standards Regulations, and the Ontario Human Rights Code as it relates to people with disabilities.
Information and Communications
To request accommodation or assistance for any program, good, or service, contact dbrand by email at email@example.com or on our Contact Us page at dbrand.com. Employees may contact their manager and the Human Resources team for accommodation and / or assistance and if needed, an accommodation plan will be documented.
Accessible formats and communication supports are available to the public.
Upon request, dbrand will consult with the requester and provide or arrange for the provision of accessible formats and communication supports for persons with disabilities in a timely manner that takes into account the person’s accessibility needs due to disability; and at a cost that is no more than the regular cost charged to other persons.
dbrand strives at all times to provide services in a way that respects the dignity and independence of persons with disabilities. dbrand is also committed to giving people with disabilities the same opportunity to access our services and allowing them to beneﬁt from the same services, in the same place and in a similar way as other customers.
dbrand will continue to take the following steps to ensure it continues to meet AODA requirements:
- Provide training on purpose of the AODA and accessible customer service to all new employees, volunteers and others who provide services on behalf of dbrand.
- Review and update policies and standards regularly, to ensure high quality, accessible customer service.
- Review all customer feedback and take appropriate action.
The ultimate goal of dbrand is to meet and exceed customer expectations while serving customers with disabilities. Comments on our services regarding how well those expectations are being met are welcome and appreciated. dbrand encourages feedback, including complaints, regarding how it provides programs, goods and services to persons with disabilities. This can be provided by emailing us at firstname.lastname@example.org or on our Contact Us page at dbrand.com.
dbrand is committed to fair and accessible employment practices:
- Notify the public and employees that we will accommodate people with disabilities during the recruitment and assessment processes, and when candidates are hired.
- Upon request, consult with the candidate and arrange for suitable accommodation to enable them to perform all the essential duties of the position.
- Notify the successful candidate, during offers of employment, of its policies for accommodating employees with disabilities.
- Train Hiring Managers and monitor their success in telling prospective employees that accommodations are available throughout the interview process.
- Provide appropriate training to employees responsible for recruitment, assessment, selection, and on-boarding to ensure these planned actions are delivered, and accommodation requests are fulfilled in an effective and timely manner.
dbrand has developed and will take the following steps to implement a process for developing individual accommodation plans and return-to-work policies for employees who have been absent due to a disability:
- Inform employees of the availability of accommodation and return to work processes and how to access them.
- Include in all individual accommodation plans:
- the means by which the employee is assessed on an individual basis;
- how dbrand may request an evaluation by an outside medical or other expert, at the employer's expense, to assist dbrand in determining if accommodation can be achieved and, if so, how accommodation can be achieved;
- how the employee can request the participation of a representative from the workplace in the development of the accommodation plan;
- the steps taken to protect the privacy of the employee’s personal information;
- the frequency with which the individual accommodation plan will be reviewed and updated, and the manner in which it will be done;
- if an individual accommodation plan is denied, the manner in which the reasons for the denial will be provided to the employee;
- the means of providing the individual accommodation plan in a format that takes into account the employee’s accessibility needs due to disability;
- if requested, any information regarding accessible formats and communications supports provided; and
- if required, include individualized workplace emergency response information.
- Train key stakeholders in the return to work and accommodation processes to work collaboratively to develop individualized plans that consider disability.
- Use return to work and accommodation processes that consider disability, and continue to develop, monitor, and improve processes where possible.
- Include in return to work processes the steps of (1) investigating the nature of the disability and functional limitations; (2) exploring accommodation options including modiﬁcations to duties, hours or other conditions of work; (3) collaborating with the employee on steps toward a full return to work; and (4) any other steps appropriate and reasonable in the accommodation process.
- Include documented individual accommodation plans in any return to work plans.
We will take the following steps to ensure the accessibility needs of employees with disabilities are considered during dbrand's performance management, career development, advancement, and redeployment processes:
- Ensure our documentation, policies and procedures related to performance management, career development, and redeployment inform employees with disabilities of the availability of accommodation.
- Consider accessibility when making changes to our performance management, career development, and redeployment processes.
- Consider accessibility and accommodation during the performance management, career development, and redeployment of employees with disabilities.
dbrand will take the following steps to prevent and remove other accessibility barriers identified:
- Ensure Emergency Response Plan reviews incorporate accessibility considerations, including individualized emergency response plans for employees with disabilities.
- Ensure that where an employee with a disability so requests it, dbrand shall consult with the employee to provide or arrange for the provision of accessible formats and communication supports for information that is needed in order to perform the employee’s job; or supports for information that is generally available to employees in the workplace.
- Ensure accessibility is a consideration in the development or improvement of future policies, procedures and practices in our Ontario, Canada locations.
Any employee who might need help in an emergency due to a permanent or temporary disability will be provided with a customized emergency response plan that will be developed with, and communicated to the employee and those designated to help them in an emergency situation.
dbrand shall provide the customized emergency response plan as soon as practicable after the employee notiﬁes dbrand of their need for accommodation.
dbrand shall review the customized emergency response plan when the employee moves to a different location in the company, when their overall accommodations needs or plans are reviewed, and when dbrand reviews its general emergency response policies.
Modiﬁcations to This and Other Policies
dbrand is committed to ensuring that its policies, practices and procedures are consistent with and promote the core principles of dignity, independence, integration and equal opportunity. Any dbrand policy that does not respect and promote the dignity and independence of persons with disabilities will be modiﬁed or removed.
Last updated on Wed Dec 20 2023