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About Accessibility at the granite club

Accessibility Standards for Customer Service - January 1, 2012

  • Introduction
    • In accordance with the Accessibility for Ontarians with Disabilities Act, 2005, Accessibility Standard for Customer Service, the Granite Club is dedicated to ensuring that our services are accessible and offer the same opportunity and benefit to all Members and Guests. We are also committed to ensuring that our services are provided in a manner that respects the dignity and independence of people with disabilities.

      Documents outlining the Granite Club's Accessibility Standards for Customer Service including policies, practices and procedures, are available upon request with the Member Services Duty Manager.
  • Communication
    • The Granite Club will communicate with people with disabilities in ways that take into account their disability. We understand that communication styles vary and that not all persons with the same disability use the same communication modalities. The Granite Club makes every effort to ensure that our employees take this into consideration and, when not sure, to always ask our Members and Guests how best to communicate with them.

      In addition, we train employees to communicate over the telephone in clear and plain language and to speak slowly. We will offer to communicate by email if telephone communication is not suitable to their communication needs or is not available.
  • Use of Service Animals and Support Persons
    • The Granite Club is committed to welcoming people with disabilities who are accompanied by a service animal on the parts of our premises that are open to the public. We ensure that all employees are properly trained in how to interact with people with disabilities who are accompanied by a service animal.

      The Granite Club is also committed to welcoming people with disabilities who are accompanied by a support person. Any Member or Guest with a disability who is accompanied by a support person will be allowed to enter the Granite Club’s premises with his or her support person. At no time will a Member or Guest with a disability who is accompanied by a support person be prevented from having access to his or her support person while on our premises.
  • Assistive Devices
    • The Granite Club is committed to serving Members and Guests with disabilities who use assistive devices to obtain, use or benefit from our services. We ensure our employees are trained and familiar with various assistive devices such as canes, wheelchairs, etc. that may be used by Members and Guests with disabilities while accessing our services.
  • Notice of Temporary Disruption
    • The Granite Club will provide Members and Guests with notice in the event of a planned or unexpected disruption in the facilities or services usually used by people with disabilities. This notice will include information about the reason for the disruption, its anticipated duration, and a description of alternative facilities or services, if available.
  • Employee Training
    • To make certain that our provision for services are accessible, the Granite Club provides training to employees and others who deal with our Members and Guests. The training includes the following:
      • The purposes of the Accessibility for Ontarians with Disabilities Act, 2005, and the requirements of the customer service standard
      • How to interact and communicate with people with various types of disabilities
      • How to interact with people who use an assistive device or require the assistance of a service animal or a support person
      • What to do if a person with a disability is having difficulty in accessing our services and The Granite Club’s policies, practices, and procedures relating to the AODA customer service standard
  • Feedback Process
    • The Granite Club is committed to exceeding expectations while serving Members and Guests with disabilities. Comments on our services are welcome and appreciated. Members and Guests can submit feedback to:

      Contact: Mary Elizabeth Sullivan, Chief Operating Officer & General Manager
      Address: 2350 Bayview Avenue, Toronto ON  M2L 1E4
      Phone: 416-510-6663
      Email: coo@graniteclub.com
      Website: GraniteClub.com

      Members or Guests who wish to provide feedback can complete an onsite Member feedback form or speak with the Manager on Duty.

      Members or Guests who provide formal feedback will receive acknowledgement of their feedback, along with any resulting actions based on concerns or complaints that were submitted.


INTEGRATED ACCESSIBILITY STANDARDS POLICY

  • Introduction
    • The following policy has been established by the Granite Club to govern the provision of services with Regulation 191/11, “Integrated Accessibility Standards” (“Regulation”) under the Accessibility for Ontarians with Disabilities Act, 2005.

      These standards are developed to break down barriers and increase accessibility for persons with disabilities in the areas of information and communications and employment.

      The Granite Club is governed by this policy as well as the Accessibility Standards for Customer Service Policy and the Accessibility for Ontarians with Disabilities Act, 2005 in meeting the accessibility needs of persons with disabilities.

      Commitment

      The Granite Club 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. We are committed to meeting the needs of persons 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.

      This policy will be implemented in accordance with the time frames established by the Regulation.

      Accessibility Plan 

      (This plan can be found below under "INTEGRATED ACCESSIBILITY STANDARDS MULTI-YEAR PLAN")

      The Granite Club will develop, maintain and document an Accessibility Plan outlining the Club’s strategy to prevent and remove barriers from its workplace and to improve opportunities for persons with disabilities.

      The Accessibility Plan will be reviewed and updated at least once every five years, and will be posted on the Club’s website. Upon request, the Granite Club will provide a copy of the Accessibility Plan in an accessible format.

      Self-Service Kiosks

      The Granite Club will have consideration for accessibility when designing, procuring or acquiring our self-serve kiosks to better serve persons with disabilities. Self-service kiosks are not offered at the Club.

      Training Employees and Volunteers

      The Granite Club will ensure that training is provided on the requirements of the accessibility standards referred to in the Regulation and continue to provide training on the Human Rights Code as it pertains to persons with disabilities, to:
      - all its Employees;
      - all persons who participate in developing Granite Club’s policies; and,
      - all other persons who provide goods, services or facilities on behalf of the Club

      The training will be appropriate to the duties of the Employees and other persons. Employees will be trained when changes are made to the accessibility policy. New Employees will be trained during New Employee Orientation. The Granite Club will keep a record of the training it provides.
  • Information and Communication Standards
    • Feedback

      The Granite Club will continue to ensure that its process for receiving and responding to feedback is accessible to persons with disabilities by providing, or arranging for the provision of, accessible formats and communications supports, upon request

      Accessible Formats and Communication Supports

      Upon request, the Granite Club will provide, or will 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.

      The Granite Club will consult with the person making the request in determining the suitability of an accessible format or communication support.

      The Granite Club will also notify the public about the availability of accessible formats and communication supports.

      Accessible Websites and Web Content

      The Granite Club will ensure that our Internet websites, including web content, conform to the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0, at Level AA except where this is impracticable.
  • Employment Standards
    • Recruitment

      The Granite Club will notify its Employees and the public about the availability of accommodation for applicants with disabilities in its recruitment process.

      Recruitment, Assessment or Selection Process

      The Granite Club will notify job applicants, when they are individually selected to participate further in an assessment or selection process that accommodations are available upon request in relation to the materials or processes to be used.
       
      If a selected applicant requests an accommodation, the Granite Club 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 due to disability.

      Notice to Successful Applicants

      When making offers of employment, the Granite Club will notify the successful applicant of its policies for accommodating Employees with disabilities.

      Informing Employees of Supports

      The Granite Club will continue to inform its Employees of its policies (and any updates to those policies) used to support Employees with disabilities, including policies on the provision of job accommodations that take into account an Employee’s accessibility needs due to disability. This information will be provided to new Employees as soon as practicable after commencing employment.

      Accessible Formats and Communication Supports for Employees

      Upon the request of an Employee with a disability, the Granite Club will consult with the Employee to provide, or arrange for the provision of, accessible formats and communication supports for information that is needed to perform his/her job, and information that is generally available to other Employees.

      In determining the suitability of an accessible format or communication support, the Granite Club will consult with the Employee making the request.

      Workplace Emergency Response Information

      The Granite Club will provide individualized workplace emergency response information to Employees who have a disability, if the disability is such that the individualized information is necessary, and if the Granite Club is aware of the need for accommodation due to the Employee’s disability. The Granite Club will provide this information as soon as practicable after becoming aware of the need for accommodation.

      Where the Employee requires assistance, the Granite Club will, with the consent of the Employee, provide the workplace emergency response information to the person designated by the Granite Club to provide assistance to the Employee.

      The Granite Club will review the individualized workplace emergency response information when the Employee moves to a different location in the organization, when the Employee’s overall accommodation needs or plans are reviewed.

      Documented Individual Accommodation Plans

      The Granite Club will maintain a written process for the development of documented individual accommodation plans for Employees with disabilities.

      If requested, information regarding accessible formats and communications supports provided will also be included in individual accommodation plans.

      In addition, the plans will include individualized workplace emergency response information (where required), and will identify any other accommodation that is to be provided.

      Return to Work Process

      The Granite Club maintains a documented return to work process for its Employees who have been absent from work due to a disability and who require disability-related accommodations in order to return to work.

      The return to work process outlines the steps the Granite Club will take to facilitate the return to work and will include documented individual accommodation plans as part of the process.

      This return to work process will not replace or override any other return to work process created by or under any other statute (ie., the Workplace Safety Insurance Act, 1997).

      Performance Management, Career Development and Advancement & Redeployment

      The Granite Club will take into account the accessibility needs of Employees with disabilities, as well as individual accommodation plans, when conducting performance management, providing career development and advancement to Employees, or when redeploying Employees.
  • Questions About this Policy
    • This policy has been developed to break down barriers and increase accessibility for persons with disabilities in the areas of information and communications and employment. If anyone has a question about the policy, or if the purpose of a policy is not understood, an explanation will be provided by:

      Contact: Mary Elizabeth Sullivan, Chief Operating Officer & General Manager
      Address: 2350 Bayview Avenue, Toronto ON  M2L 1E4
      Phone: 416-510-6663
      Email: coo@graniteclub.com


INTEGRATED ACCESSIBILITY STANDARDS MULTI-YEAR PLAN

  • Part I - General Requirements
    • Section
      Initiative
      Description Compliance Date
      3
      Establishment of Accessibility Policies  3.(1) 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.   January 1, 2014
      Accessibility Plans      4.(1) 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. 
      January 1, 2014 
      Self-Serve Kiosks      6.(2) Large organizations and small organizations shall have regard to the accessibility for persons with disabilities when designing, procuring or acquiring self-service kiosks.  January 1, 2014 
      Training  7.(1) 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. 
      January 1, 2015 
  • Part II - Information and Communication Standards
    • Section
      Initiative
      Description Compliance Date
      11
      Feedback      11.(1) 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. January 1, 2015
      12  Accessible Formats & Communication Supports   12.(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.

      12.(2) The obligated organization shall consult with the person making the request in determining the suitability of an accessible format or communication support.

      12.(3) Every obligated organization shall notify the public about the availability of accessible formats and communication supports.
      January 1, 2016
      13 Emergency Procedures, Plans or Public Safety Info 13.(1) In addition to its obligations under section 12, if an obligated organization prepares emergency procedures, plans or public safety information and makes the information available to the public, the obligated organization shall provide the information in an accessible format or with appropriate communication supports, as soon as practicable, upon request. January 1, 2012
      14  Accessible Websites & Web Content 14.(2) Designated public sector organizations and 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. January 1, 2014
      All web content 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). 
  • Part III - Employment Standards
    • Section
      Initiative
      Description Compliance Date
      22
      Recruitment – General
      22. Every employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes.
      January 1, 2016
      23
      Recruitment, Assessment or Selection Process
      23. (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.

      23. (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.
      January 1, 2016
      24
      Notice to Successful Applicants
      24. Every employer shall, when making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities.
      January 1, 2016
      25
      Informing Employees of Supports
      25.(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.

      25.(2) Employers shall provide the information required under this section to new employees as soon as practicable after they begin their employment.

      25.(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.
      January 1, 2016
      26  Accessible Formats & Communication Supports for Employees 
      26. (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.

      26. (2) The employer shall consult with the employee making the request in determining the suitability of an accessible format or communication support. 
      January 1, 2016 
      27
      Workplace Emergency Response Information  27.(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.

      27 (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.
          
      27. (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.
              
      28. (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.
      January 1, 2012 
      28
      Documented Individual Accommodation Plans  28.(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.

      28. (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 and 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.
      January 1, 2016 
      29
      Return to Work Process  29.(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.        
         
      29. (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 individual documented accommodation plans, as described in section 28, as part of the process.
              
      29. (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. 
      January 1, 2016 
      30  Performance Management  30.(1) 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.  January 1, 2016 
      31
       
      Career Development & Advancement  31.(1) 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.  January 1, 2016 
      32  Redeployment      32.(1) 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.  January 1, 2016