FP CANADA™ ACCESSIBILITY POLICY
Accessible formats or communication supports are available upon request.
FP Canada is committed to developing, implementing, and enforcing accessibility standards to achieve accessibility for Ontarians with disabilities. The Accessibility for Ontarians with Disabilities Act, 2005 (AODA) requires organizations to identify, remove and prevent barriers for people with disabilities in key areas of daily living.
All FP Canada employees must comply with the AODA and with this Policy.
“accessibility standard” is a rule that persons and organizations have to follow to identify, remove and prevent barriers
“accessible formats” may include, but are not limited to, large print, recorded audio and electronic formats, braille and other formats usable by persons with disabilities
“barrier” means anything that prevents a person with a disability from fully participating in all aspects of society because of his or her disability, including a physical barrier, an architectural barrier, an information or communications barrier, an attitudinal barrier, a technological barrier, a policy or a practice; (“obstacle”)
“communication supports” may include, but are not limited to, captioning, alternative and augmentative communication supports, plain language, sign language and other supports that facilitate effective communications
“communications” means the interaction between two or more persons or entities, or any combination of them, where information is provided, sent or received
- 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 co-ordination, 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,
- 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, or
- an injury or disability for which benefits were claimed or received under the insurance plan established under the Workplace Safety and Insurance Act, 1997; (“handicap”)
“information” includes data, facts and knowledge that exists in any format, including text, audio, digital or images, and that conveys meaning. (“information”)
1. General Accessibility Policy
Statement of Organizational Commitment
FP Canada 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 for Ontarians with Disabilities Act and Ontario’s accessibility laws.
FP Canada is committed to meeting its current and ongoing obligations under the Ontario Human Rights Code respecting non-discrimination.
FP Canada understands that obligations under the Accessibility for Ontarians with Disabilities Act, 2005 (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.
FP Canada maintains a Multi-Year Action Plan outlining strategies to prevent and remove barriers to comply with the Regulation. The plan will be reviewed and updated at least every five years.
The accessibility plan is posted on FP Canada’s public website and will be made available in an accessible format or with communication supports, upon request.
FP Canada is committed to training all employees, volunteers, individuals who participate in the development of FP Canada’s policies, and all other individuals who provide goods, services, or facilities on behalf of FP Canada on the requirements of the AODA and the Ontario Human Rights Code, as it pertains to people with disabilities. The training will be appropriate to the duties of the individual.
FP Canada trains every person as soon as practicable after being hired and provides training in respect of any changes to the policies.
FP Canada maintains records of the training provided including the dates on which the training was provided and the number of individuals to whom it was provided.
Changes to Existing Policies
Any policies of this organization that do not respect and promote the principles of dignity, independence, integration and equal opportunity for people with disabilities will be modified or removed.
2. Accessible Information and Communications Policy
The Accessible Information and Communications standard outlines requirements for organizations to create, provide, and receive information and communications that are accessible for people with disabilities.
FP Canada has a process for receiving and responding to feedback related to accessible information and communications (see Section 5) and the process is accessible to persons with disabilities upon request.
Information and Communications
FP Canada communicates with people with disabilities in ways that take into account their disability. When asked, we will provide information about our organization and its services, including public safety information, in accessible formats or with communication supports:
- in a timely manner, taking 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.
Accessible Formats and Communications Supports
FP Canada will consult with the person making the request in determining the suitability of an accessible format or communication support. If FP Canada determines that information or communications are unconvertible, FP Canada shall provide the requestor with:
- an explanation as to why the information or communications are unconvertible; and
- a summary of the unconvertible information or communications.
FP Canada notifies the public about the availability of accessible formats and communication supports on its public website.
Accessible Websites and Web Content
FP Canada will endeavor to build digital properties that include and serve the needs of people with disabilities in order not to cause further barriers to their experience.
Public-facing websites, including web pages, linked documents, images, videos and other digital assets, will be designed in accordance with the requirement under the AODA in reference to compliance with Web Content Accessibility Guidelines (WCAG) 2.0, Level AA (ISO/IEC 40500).
At FP Canada, the compliance level for web content will begin at WCAG 2.0 Levels A and AA in 2021, with a plan to maintain or extend compliance, in accordance with the principles of the AODA and as outlined in the multi-year plan.
If FP Canada prepares emergency plans or procedures and makes the information available to the public, FP Canada will provide the information in an accessible format or with appropriate communication supports, as soon as practicable, upon request.
3. Accessible Customer Service Policy
The Accessible Customer Service standard outlines requirements for removing barriers for people with disabilities so they can access goods, services, and/or facilities.
FP Canada has a process for receiving and responding to feedback related to accessible customer service (see Section 5) and the process is accessible to persons with disabilities upon request.
FP Canada 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 applies to FP Canada employees who deal with the public or other third parties, as well as those persons involved on behalf of FP Canada in developing policies, procedures, and practices pertaining to the provision of goods and services to the public or other third parties, whether they do so as employees, volunteers, agents or otherwise.
FP Canada will make reasonable efforts to:
- provide goods, services or facilities in a manner that respects the dignity and independence of persons with disabilities;
- integrate the provision of goods, services or facilities to persons with disabilities with the provision of goods, services or facilities to others, unless an alternate measure is necessary, whether temporarily or on a permanent basis, to enable a person with a disability to obtain, use or benefit from the goods, services or facilities;
- give persons with disabilities an opportunity equal to that given to others to obtain, use and benefit from the goods, services or facilities; and
- communicate with a person with a disability in a manner that takes into account the person’s disability.
FP Canada will strive to provide reasonable accommodations while maintaining the integrity of its examinations and education programs. For information on FP Canada’s examination testing accommodation processes, refer to the Guide to the CFP Examination or the Guide to the QAFP Examination. For information on the FP Canada Institute’s education program accommodation processes, refer to the FP Canada Institute Student Handbook.
FP Canada will communicate with people with disabilities in ways that take into account their disability and will make reasonable efforts to have the person with a disability understand both the content and intent of communications.
We will work with the person with disabilities to determine what method of communication works for them.
People with disabilities may use their personal assistive devices when accessing our goods, services or facilities.
In cases where the assistive device presents a significant and unavoidable health or safety concern or may not be permitted for other reasons, other measures will be used to ensure the person with a disability can access our goods, services or facilities.
FP Canada will take steps to ensure that appropriate individuals are familiar with commonly used assistive devices that may be used by customers with disabilities while accessing our goods, services or facilities.
We welcome people with disabilities and their service animals. Service animals are allowed on the parts of our premises that are open to the public and third parties.
A person with a disability who is accompanied by a support person is welcome on FP Canada premises with his or her support person.
Notice of Temporary Disruption
In the event of a planned or unexpected disruption to services or facilities for customers with disabilities, FP Canada will notify customers promptly. This clearly posted notice will include information about the reason for the disruption, its anticipated length of time, and a description of alternative facilities or services, if available. If the disruption is unexpected, the notices will be provided as soon as the anticipated disruption becomes known to FP Canada.
Accessible customer service training includes:
- the purpose of the Accessibility for Ontarians with Disabilities Act, 2005 and the requirements of the Customer Service Standards;
- our policies related to the Customer Service Standards;
- how to interact and communicate with people with various types of disabilities;
- how to interact with people with disabilities who use an assistive device or require the assistance of a service animal or a support person;
- how to use the equipment or devices that may help with providing goods, services or facilities to people with disabilities; and
- what to do if a person with a disability is having difficulty in accessing our organization’s goods, services or facilities.
Training will be appropriate to the duties of the individual. FP Canada trains every person as soon as practicable after being hired and provides training in respect of any changes to the policies.
Notice of Availability and Format of Documents
FP Canada notifies the public that documents related to accessible customer service, are available upon request on its public website.
FP Canada will provide these documents 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.
4. Accessible Employment Policy
The Accessible Employment standard requires that employers must make their workplace and employment practices accessible to potential or current employees with disabilities.
FP Canada has a process for receiving and responding to feedback related to accessible employment (see Section 5) and the process is accessible to persons with disabilities upon request.
Recruitment and Selection Process
FP Canada notifies employees, job applicants and the public that accommodations can be made during recruitment and hiring. FP Canada notifies job applicants when they are individually selected to participate in an assessment or selection process that accommodations are available upon request. FP Canada consults with the applicants and provides or arranges for suitable accommodation.
FP Canada notifies successful applicants of policies for accommodating employees with disabilities when making offers of employment.
FP Canada notifies staff that supports are available for those with disabilities as soon as practicable after they begin their employment. FP Canada provides updated information to employees whenever there is a change to existing policies on the provision of job accommodation that take into account an employee’s accessibility needs due to a disability.
Individual Accommodation Plans
FP Canada will work with employees to develop individual accommodation plans (IAP), as required.
FP Canada will consult with employees when arranging for the provision of suitable accommodation in a manner that takes into account the accessibility needs due to disability. FP Canada will consult with the person making the request in determining the suitability of an accessible format or communication supports specifically for:
- information that is needed in order to perform the employee’s job; and
- information that is generally available to employees in the workplace
- Employees requiring an accommodation should advise their manager or Human Resources. If the employee advises their manager, the Manager will contact Human Resources.
- Employees will participate in developing an IAP with Human Resources. Employees will provide information and documentation regarding the functional limitations and accommodation request.
- FP Canada will consider the accommodation request, and determine what, if any, accommodation will be provided. Third party expertise may be consulted where appropriate, at FP Canada’s expense, to assist in assessing potential accommodations.
- Human Resources will document the accommodation requirements in an IAP, including any workplace emergency response information that may be required. IAPs will be kept as confidential as possible.
- Human Resources is responsible to ensure the accommodation requirements outlined in the IAP are in place.
- Human Resources and the employee will review IAPs annually, or upon any change in the employee’s disability-related needs.
- IF FP Canada determines that accommodation is not required or if FP Canada cannot accommodate the employee without undue hardship, the employee will be provided with the reasons for this decision.
Workplace Emergency Response Information
Where needed, FP Canada will also provide customized emergency response information to help an employee with a disability during an emergency. With the employee’s consent, FP Canada will provide workplace emergency response information to a designated person who is providing assistance to that employee during an emergency.
FP Canada will provide the information as soon as practicable after we become aware of the need for accommodation due to the employee’s disability.
FP Canada will review the individualized workplace emergency response information:
- when the employee moves to a different location in the organization;
- when the employee’s overall accommodations needs or plans are reviewed; and
- when the employer reviews its general emergency response policies.
Return to Work Process
FP Canada’s Human Resource Policy Manual outlines the process for employees who have been absent from work due to a disability and require disability-related accommodations in order to return to work.
Performance Management, Career Development and Redeployment
FP Canada’s performance management, career development and redeployment processes take into account the accessibility needs of all employees.
5. Feedback Processes
FP Canada welcomes feedback on how we provide accessible information and communications, customer service and employment. Feedback will help us identify barriers and respond to concerns.
Feedback may be directed to:email@example.com
Human Resources 375 University Avenue – 902
All feedback, including complaints, will be directed to Human Resources. If a complaint is submitted, an FP Canada staff member will contact the individual and work to resolve the complaint. If a resolution cannot be reached, staff will guide the individual through the escalation path. If the individual is still not satisfied with the suggested resolution, they may submit a complaint to the FP Canada Fairness Commissioner.
FP Canada ensures the feedback process is accessible to people with disabilities by providing or arranging for accessible formats and communication supports, upon request.