Integrated Accessibility Statement of Commitment

OLFA is committed to ensuring equal access and participation for people with disabilities. We are committed to treating people with disabilities in a way that allows them to maintain their dignity and independence. We believe in integration, and we are committed to meeting the needs of people with disabilities in a timely manner. We will do so by removing and preventing barriers to accessibility and meeting our accessibility requirements under the accessibility laws.

Purpose

The purpose of this policy is to provide a framework through which OLFA can meet the needs of people with disabilities in accordance with provincial and federal legislation.

Scope

The scope of this policy includes our commitment to accessibility in our customer service and employment standards.

Customer Service Standard

OLFA is committed to providing inclusive customer service experience for our customers/ clients and others seeking the services we provide.  All OLFA team members are expected to comply with the spirit and intent of this policy when providing services to our community or otherwise representing or conducting business on behalf of OLFA. 

Employment Standard

OLFA is committed to providing a welcoming, respectful and inclusive environment to our employees and community members with disabilities.  Our employment standard will incorporate regulatory requirements and best practices throughout the employment relationship.

Definitions

OLFA has adopted the following definitions for key terms related to accessibility policies:

Accessibility

The term accessibility means giving people of all abilities opportunities to participate fully in everyday life. It is used to describe how widely a service, product, device, or environment is available to as many people as possible. Accessibility can be seen as the ability to access and benefit from a system, service, product or environment.

Barrier

Barriers are obstacles that limit access and prevent people with disabilities from fully participating in society. Most barriers are not intentional. Barriers usually arise because the needs of people with disabilities are not considered from the beginning.

Disability

Ontario’s accessibility law adopts the definition for disability that is in the Ontario Human Rights Code. It defines disability broadly:

1. "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 impediment, muteness or speech impediment, or physical reliance on a guide dog or other animal or on a wheelchair or other remedial appliance or device,

2. a condition of mental impairment or a developmental disability,

3. a learning disability, or a dysfunction in one or more of the processes involved in understanding or using symbols or spoken language,

4. a mental disorder, or

5. an injury or disability for which benefits were claimed or received under the insurance plan established under the Workplace Safety and Insurance Act, 1997."

Employee

Employees refer to any person OLFA pays wages or salary, has control over their assigned work and the right to control their own work.  This includes full-time, part time, seasonal and contract employees.  For the purpose of this policy, it also includes interns.

Service Animal

An animal is a service animal for a person with a disability if:

1. it is readily identifiable that the animal is used for reasons related to the person’s disability (such as a guide dog or other animal wearing a vest or harness); or

2. the person with the service animal provides documentation from a regulated health professional confirming the need for the animal because of a disability.

Support Person

Support Persons are any person, whether a paid professional, volunteer, family member, or friend, who accompany a person with a disability in order to help with communications, personal care or medical needs, while accessing goods or services.

Accessibility Feedback Process 

OLFA welcomes feedback on how we provide accessible service to people with disabilities. Feedback will help us identify barriers and respond to concerns. Clients and employees can submit feedback in the following ways:

Mail: OLFA North America Inc.

2115 South Service Road West, Box #3

Oakville, Ontario

L6L-5W2

Canada 

E-mail: accessibility@OLFAhandtools.com

Phone: 1-833-663-6532 ext 201

 All feedback with respect to the delivery of services or employment practices to persons with disabilities, including complaints, will be responded to in a timely manner.

Notice of Availability of Documents

OLFA will notify the public that documents related to accessible customer service and employment are available upon request by emailing accessibility@OLFAhandtools.com.  

OLFA will provide this document in an accessible format or with communication support, on request. We will consult with the person making the request to determine the suitability of the format or communication support. We will provide the accessible format in a timely manner and, at no additional cost.

Modifications to This or Other Policies

Any policies of OLFA that do not respect and promote the principles of dignity, independence, integration and equal opportunity for people with disabilities will be modified or removed.

Accommodation on the Basis of Disability

OLFA will provide reasonable accommodation to all applicants and employees with disabilities. We will endeavor to make reasonable accommodation, as required by law, to known physical or mental limitations of a qualified applicant or employee with a disability, unless the accommodation imposes undue hardship on our operation. 

All accommodation requests will be taken seriously. No person will be penalized for making an accommodation request.

Employment Standard Accessibility Statement

OLFA is committed to fair and accessible employment practices in a manner consistent with the principles of dignity, independence, integration and equal opportunity.

Hiring

We will notify employees, potential hires and the public that accommodation can be arranged during recruitment and hiring.

Workplace Information

We will notify staff that support is available for those with disabilities. We will put in place a process to develop individual accommodation plans for employees.

Where needed, we will also provide customized emergency information to help an employee with a disability during an emergency.

Talent and Performance Management

Our performance management, career development and redeployment processes shall take into account the accessibility needs of all employees.

Communicate Accessibility Policies

When requested by an employee with a disability, we will consult with the employee and arrange for an accessible format and communication support for information that is required for an employee to perform their job and for information that is readily available to employees in the workplace.