Lillio Accessibility Policy
Lillio is passionate about making an accessible workplace for everyone!
Lillio is passionate about making an accessible workplace for everyone! Here's our policy:
Purpose and Statement of Commitment
The goal of the Accessibility for Ontarians with Disabilities Act, 2005 (the “Act”) is to create a more accessible Ontario, by identifying and, to the extent possible, preventing and eliminating barriers experienced by a person with a disability.
The Integrated Accessibility Standards (“IAS”) has been established under the Act to ensure accessibility for every person with a disability in the areas of (i) information and communication, (ii) employment, (iii) transportation, (iv) design of public space and (v) customer service.
HiMama Inc. strives to provide an accessible environment for its employees and members of the public. HiMama is committed to developing, implementing and maintaining policies aimed at meeting the accessibility needs of persons with a disability in a timely manner.
The objective of this policy (the “Policy”) is to identify and document how HiMama seeks to achieve compliance with the requirements of the IAS and how it will continue to work toward improving accessibility for persons with a disability.
Nothing in this Policy is intended to replace or negate existing laws related to accessibility for persons with disabilities including but not limited to the Human Rights Code and the Workplace Safety and Insurance Act, 1997.
Application of the Policy
The Policy applies to:
Every person who is an employee of, or a volunteer with, HiMama.
Every person who participates in developing HiMama’s policies.
Every other person who provides goods, services or facilities on behalf of HiMama.
Definitions
“Accessible Format”: May include, but is not limited to, large print, recorded audio and electronic format, braille and any other format usable by a person with a disability.
“Assistive Device”: Any device used to assist a person in performing a particular task or tasks or to aid the person in an activity of daily living.
“Communication Support”: May include, but is not limited to, captioning, alternative and an augmentative communication support, plain language, sign language and any other support that facilitates effective communication.
“Disability” – means:
Any degree of physical disability, infirmity, malformation or disfigurement that is caused by bodily injury, birth defect or illness and, without limiting the generality of the foregoing, includes diabetes mellitus, epilepsy, a brain injury, any degree of paralysis, amputation, lack of physical coordination, blindness or visual impediment, deafness or hearing impairment, muteness or speech impediment, or physical reliance on a guide dog or other animal or on a wheelchair or other remedial appliance or device.
A condition of mental impairment or a developmental disability.
A learning disability, or a dysfunction in one or more of the processes involved in understanding or using symbols or spoken language.
A mental disorder.
An injury or disability for which benefits were claimed or received under the insurance plan established under the Workplace Safety and Insurance Act, 1997.
“Guide Dog”: A guide dog as defined in section 1 of the Blind Persons Rights’ Act is a dog trained as a guide for a person who is blind and having qualifications prescribed by the regulations under the Blind Persons’ Rights Act.
“New Internet Website”: means either a website with a new domain name or a website with an existing domain name undergoing a significant refresh.
“Performance Management”: means an activity related to assessing and improving employee performance, productivity and effectiveness, with the goal of facilitating employee success.
“Redeployment”: means the reassignment of an employee to other department or job as an alternative to layoff, when a particular job or department has been eliminated.
“Service Animal”: means an animal:
That 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.
For which the person provides documentation from a member of the following regulated health professionals confirming the person requires the animal for reasons relating to the disability:
College of Audiologists and Speech-Language Pathologists of Ontario.
College of Chiropractors of Ontario.
College of Nurses of Ontario.
College of Occupational Therapists of Ontario.
College of Optometrists of Ontario.
College of Physicians and Surgeons of Ontario.
College of Physiotherapists of Ontario.
College of Psychologists of Ontario.
College of Registered Psychotherapists and Registered Mental Health Therapists of Ontario.
“Unconvertible Information or Communication”: means information or communication that it is not technically feasible to convert, or if it is technically feasible to convert, the technology required to do so is not readily available.
“Web Content Accessibility Guidelines (WCAG)”: means the international standard for making a website and web content accessible to people with a wide-range of disabilities. The IAS requires an organization to become compliant with two levels of the WCAG - Level A and Level AA.
General Accessibility Standards
a) Communication
HiMama strives to communicate with a person with a disability in a manner that takes into account the individual’s disability.
b) Accessibility Plan
HiMama has established and implemented an Accessibility Plan to outline HiMama’s strategy to prevent and remove barriers for a person with a disability and meet the requirements of the IAS.
HiMama will maintain the Accessibility Plan in accordance with the requirements of the IAS and will review and update it at least once every five (5) years. The Accessibility Plan is posted on HiMama’s website and will be made available in an Accessible Format, upon request.
c) Training
HiMama will provide initial training, and ongoing training as required under the IAS, to all persons to whom this Policy applies.
Training will include:
A review of the purpose of the Act and requirements of the IAS.
A review of this Policy.
How to interact and communicate with persons with various types of disabilities.
How to interact with persons with a disability who use an Assistive Device or require the assistance of a Service Animal or Support Person.
c) Training
Training will include:
How to use equipment or devices made available on company premises to assist persons with a disability to obtain, use or benefit from HiMama’s goods, services and facilities.
What to do if a person with a disability is having difficulty accessing HiMama premises and/or services.
HiMama’s obligations under the Human Rights Code as they relate to a person with a disability.
HiMama will ensure training is provided to all persons to whom this Policy applies as soon as practicable after the person is hired or otherwise retained. On-going training will also occur as changes are made to the Policy.
HiMama will maintain records of the individuals to whom training is provided and when the training occurred.
Accessible Customer Service Standards
a) Assistive Devices
A person with a disability is permitted, where possible, to use their own Assistive Device when on company premises for the purposes of obtaining, using or benefiting from HiMama’s services.
If there is a physical, technological or other type of barrier that prevents the use of an Assistive Device on company premises, HiMama will make efforts to provide an alternative means of assistance to the person with a disability.
b) Accessibility at company premises
HiMama offers the following facilities and services to enable a person with a disability to obtain, use or benefit from our goods, services and facilities:
This may include:
(i) an alternate format of documents i.e., a return and exchange policy available in a handout and in large print, (ii) assistance of a staff person to complete a form, (iii) chair for waiting in line if a person’s disability prevents him or her from standing for lengthy period, (iv) improved lighting in certain areas for an individual with a vision disability.
c) Service Animal
A person with a disability may enter HiMama premises accompanied by a Guide Dog or Service Animal, and keep the Guide Dog or Service Animal with them, if the public has access to such premises and the Guide Dog or Service Animal is not otherwise excluded by law.
If a Guide Dog or Service Animal must be excluded by law, HiMama will provide the explanation for why and explore alternative ways to meet the customer’s needs.
d) Support Person
A person with a disability may enter HiMama premises with a Support Person and have access to the Support Person while on the premises.
HiMama may require a person with a disability to be accompanied by a Support Person when on the premises, but only if, after consulting with the person with a disability and considering the available evidence, HiMama determines:
A Support Person is necessary to protect the health or safety of the person with a disability or the health or safety of others on the premises; and
There is no other reasonable way to protect the health or safety of the person with a disability and the health or safety of others on the premises.
e) Notice of Temporary Service Disruption
HiMama will notify customers if there is a planned or unexpected disruption of a facility or service a person with a disability may otherwise use to access HiMama’s goods, services and facilities. The notice will be posted where it is likely to come to the attention of HiMama’s customers, such as at the entrance of HiMama’s premises and/or on the home page of HiMama’s website.
The notice will include the following information:
The facility or service that is unavailable.
The anticipated duration of the disruption.
The reason for the disruption.
Alternative facilities or services, if available.
Information and Communication Standards
a) Feedback Procedure
HiMama welcomes and appreciates feedback regarding its accessibility standards. HiMama will ensure its process for receiving and responding to feedback is accessible to a person with a disability by providing or arranging for the provision of Accessible Formats and Communications Supports, upon request.
Feedback can be provided in the following ways:
In person at HiMama Inc., 175 Bloor Street East, North Tower, Unit 200.
By telephone at 1-800-905-1876
In writing to HiMama Inc. 200-1920 Yonge Street, Toronto, ON, M4S3E2.
Electronically, either by email to accessibility@himama.com or through alternate means of providing electronic text (i.e. on a memory stick or diskette).
HiMama will notify the public of the availability of Accessible Formats and Communication Supports for feedback purposes.
Where the feedback requires HiMama to take an action or where a complaint is received, HiMama will take the necessary action in response to the feedback or complaint and will document the action taken. This documentation will be available upon request.
HiMama will make information about this feedback procedure readily available to the public and shall make it accessible to a person with a disability by providing, or arranging for the provision of Accessible Formats and Communication Supports, on request.
b) Accessible Formats and Communication Supports
Upon request, HiMama will provide or arrange for the provision of Accessible Formats and Communication Supports to make its communication or information about its goods, services and/or facilities accessible to a person with a disability. Accessible Formats and Communication Supports will be provided in a timely manner and at a cost no more than the regular cost charged to any other person.
HiMama will consult with the person making the request when determining the suitability of an Accessible Format or Communication Support. Where a request is so made, the document(s) will be provided in a timely and in a manner that takes into account the person’s accessibility needs due to disability. The document will also be provided at a cost that is no more than the regular cost charged to other persons.
HiMama will also notify the public of the availability of Accessible Formats and Communication Supports.
c) Emergency Plans, Procedures and Public Safety Information
HiMama will provide any emergency plans, procedures or public safety information that it makes available to the public in an Accessible Format or with appropriate Communication Supports upon request and as soon as practicable.
d) Accessible Websites and Web Content
HiMama will ensure, where practicable, any New Internet Website and web content on such site(s) conforms with WCAG 2.0 Level A.
By January 1, 2021 HiMama will ensure, where practicable, any website or content on that site(s) published after January 1, 2012 conforms with WCAG 2.0 Level AA to the extent required by the IAS.
When determining whether meeting the requirements of this section are practicable HiMama will consider the availability of commercial software or tools required to achieve web accessibility; and the impact meeting the requirements of this section will have on any project planned before January 1, 2012.
The commitment to provide an accessible website and web content only applies to a website and web content HiMama controls directly or indirectly through a contractual relationship allowing for modification of the website or web content at issue.
e) Documentation to be made available
This Policy and any other documentation required by the IAS shall be made available to any member of the public upon request.
Notification of the availability of this documentation will be posted at a conspicuous place on HiMama’s premises, by posting it on HiMama’s website, or by such other method as is reasonable in the circumstances.
Employment Standards
The Employment Standards only apply to employees of HiMama. They do not apply to volunteers or other unpaid individuals or contractors.
a) Recruitment, Selection and Assessment
HiMama will notify the public and employees of the availability of accommodation during the recruitment process. HiMama will notify job applicants who are individually selected to participate in an assessment or selection process that accommodation is available upon request if the applicant requires accommodation due to a disability. If an applicant requests accommodation, HiMama will 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.
b) Notice to Successful Applicants
When making an offer of employment HiMama will notify the successful applicant of HiMama’s policy on accommodating employees with a disability.
c) Informing Employees of Supports
HiMama will inform its employees of its policies on supporting an employee with a disability, including, but not limited to, its policy on the provision of job accommodation that takes into account an employee’s accessibility needs due to disability. This information will be provided to a new employee as soon as practicable after commencing employment. HiMama will provide employees with updated information whenever there is a material change to its policies on the provision of job accommodation for an employee with a disability.
d) Accessible Formats and Communication Supports for Employees
Upon the request of an employee with a disability, HiMama will provide or arrange for the provision of Accessible Formats and Communication Supports to ensure information required by the employee to perform their job and/or information generally available to an employee in the workplace is accessible to the employee with a disability.
HiMama will consult with the employee making the request to determine the suitability of any Accessible Format or Communication Support. However, HiMama reserves the right to determine the Accessible Format or Communication Support provided.
e) Workplace Emergency Response Information
HiMama will provide individualized emergency response information to any employee who requires it as a result of a disability. This information will be provided as soon as practicable after HiMama becomes aware of the employee’s need for an individualized response.
Where the employee will require assistance in an emergency, and with the employee’s consent, HiMama will designate a colleague(s) to provide such individualized assistance and will provide the colleague(s) with the employee’s individualized emergency response information.
HiMama will review the individualized workplace emergency response information when (i) the employee moves to a different work location, (ii) the employee’s overall accommodation needs or plans are reviewed, and/or (iii) HiMama reviews its general emergency response policies.
f) Individual Accommodation and Return to Work
HiMama has a written process for developing a documented individual accommodation plan for an employee with a disability. The process includes all elements required by the IAS.
Any individual accommodation plan prepared for an employee will include:
Information on Accessible Formats or Communication Supports provided to the employee.
Any individualized workplace emergency response plan developed for the employee.
Any other forms of accommodation being provided to the employee as a result of their disability.
HiMama also has a written process for any employee who may be returning to work following a disability-related leave of absence. The process includes the steps taken to facilitate the employee’s return to work and the development of any required individual accommodation plan on return.
g) Performance Management, Career Development and Advancement and Redeployment
HiMama will take an employee’s accessibility needs, and any individualized accommodation plan, into account in:
Conducting performance management.
Providing opportunities for career development and advancement.
Making redeployment decisions.
Questions about this Policy
For more information about the Policy please contact:
Andrea Bartlett
VP, People & Org Development
HiMama Multi-Year Accessibility Plan
Last Reviewed: October 2021
This plan outlines the policies and actions that HiMama will put in place to improve opportunities for people with disabilities. The Multi-year Accessibility Plan will be modified on a yearly basis to reflect HiMama’ accomplishments in improving our services for those with disabilities, and to maintain compliance with the IASR.
Statement of Commitment
The goal of the Accessibility for Ontarians with Disabilities Act, 2005 (the “Act”) is to create a more accessible Ontario, by identifying and, to the extent possible, preventing and eliminating barriers experienced by a person with a disability.
The Integrated Accessibility Standards (“IAS”) has been established under the Act to ensure accessibility for every person with a disability in the areas of (i) information and communication, (ii) employment, (iii) transportation, (iv) design of public space and (v) customer service.
HiMama strives to provide an accessible environment for its employees and members of the public. HiMama is committed to developing, implementing and maintaining policies aimed at meeting the accessibility needs of persons with a disability in a timely manner.
Customer Service Standard
Status: Complete/Ongoing
HiMama is committed to excellence in serving all customers including persons with disabilities. We have put the customer service policies into practice as required by the Accessibility for Ontarians with Disabilities Act, 2005.
Status: Complete/Ongoing
HiMama has created and put in place a customer service plan that:
Considers a person’s disability when communicating with them
Allows assistive devices in the workplace, like wheelchairs, walkers and oxygen tanks
Allows service animals
Welcomes support persons
Invites customers to provide feedback
Status: Complete
HiMama has put the customer service plan in writing, and made the plan available to the public and HiMama employees.
The plan can be found within our Accessibility Policy
The plan is available in accessible formats, if requested
Employment Standard
Accessible Emergency Information
Status: Ongoing
HiMama is committed to providing customers and clients with publicly available emergency information in an accessible way upon request. We will also provide employees with disabilities with individualized emergency response information when necessary.
Training
Status: Complete/Ongoing
HiMama provides training to employees and other staff members on Ontario’s accessibility laws and on the Human Rights Code as it relates to people with disabilities. Training will be provided in a way that best suits the duties of employees and other staff members.
HiMama will take the following steps to ensure employees are provided with the necessary training:
Make Accessibility policy and training available to all employees
Ensure all current employees and new employees have received the Accessibility Policy and training
Recruitment and Selection
Status: Complete/Ongoing
HiMama is committed to fair and accessible employment practices. We have taken the following steps to notify the public and staff that, when requested, HiMama will accommodate people with disabilities during the recruitment and assessment processes and when people are hired.
Let job applicants know that we will accommodate disabilities during the selection process.
If a job applicant requests accommodation, consult with them and make adjustments that best suit their needs.
Processes to Accommodate Employees
Status: Ongoing
HiMama will take the following steps to develop and put in place a process for developing individual accommodation plans and return-to-work policies for employees that have been absent due to a disability.
Develop individual accommodation plans and return-to-work policies for employees that have been absent due to a disability upon request.
Outline the steps we will take to help our employees return to work when they:
have been absent because of a disability, and
need some form of disability-related accommodation to return to work.
Information and Communications Standard
Status: Ongoing
HiMama is committed to meeting the communication needs of people with disabilities. We will consult with people with disabilities to determine their information and communication needs.
HiMama will continue to take the following steps to ensure all new websites and content on our websites conforms with WCAG 2.0, Level A:
Review new content and ensure it is up to date with WCAG 2.0., Level A
Make any amendments as necessary
Status: Ongoing
HiMama will take the following steps to ensure all publicly available information is made accessible upon request by January 1, 2016:
Let the public know that we will make information accessible upon request.
Consult with people who request accessible information to figure out how to meet their needs, as soon as possible.
Status: Ongoing
HiMama will take the following steps to make all websites and content conform with WCAG 2.0, Level AA by January 1, 2021:
Review new website content and ensure it is up to date with WCAG 2.0., Level AA
Make any amendments as necessary
Feedback
Status: Complete
To comply with the AODA Customer Service Standard, HiMama has put into place an accessible feedback process to receive and respond to feedback from customers and members of the public who have a disability.
HiMama has made the feedback process available to the public, and is available in accessible formats on request.
Status: Complete
HiMama has taken the following steps to ensure existing feedback processes are accessible to employees with disabilities upon request by January 1, 2015:
Create a feedback process to receive and respond to feedback from our employees.
Make the feedback process accessible in multiple formats, such as telephone, email, mail, and in-person
For more information on the feedback process, see our Accessibility Policy.
Other
HiMama will take steps to prevent and remove any other accessibility barriers as identified by the public, employees, and clients of HiMama as required and requested.
Design of Public Spaces
HiMama will meet the Accessibility Standards for the Design of Public Spaces when building or making major modifications to public spaces.
HiMama will put the following procedures in place to prevent service disruptions to its accessible parts of its public spaces in accordance with the IASR.
In the event of a service disruption, we will notify the public of the service disruption and alternatives available.
Contact Information
For more information, questions, or concerns regarding accessibility at HiMama, or to request communication in an accessible format, please contact Emily Pilon, accessibility@himama.com.
Statement of Commitment
The goal of the Accessibility for Ontarians with Disabilities Act, 2005 (the “Act”) is to create a more accessible Ontario, by identifying and, to the extent possible, preventing and eliminating barriers experienced by a person with a disability.
The Integrated Accessibility Standards (“IAS ”) has been established under the Act to ensure accessibility for every person with a disability in the areas of (i) information and communication, (ii) employment, (iii) transportation, (iv) design of public space and (v) customer service.
HiMama strives to provide an accessible environment for its employees and members of the public. HiMama is committed to developing, implementing and maintaining policies aimed at meeting the accessibility needs of persons with a disability in a timely manner.