Canada Accessibility Policy

1. Policy Statement

The goal of the Accessibility for Ontarians with Disabilities Act (AODA) is to create a more accessible Ontario by identifying, and to the extent possible, preventing and eliminating barriers experienced by persons with a disability. In Ontario, DLA Piper (Canada) LLP strives to provide a barrier-free environment for our clients and to provide goods and services to people with disabilities in a manner that respects their dignity, and independence, assuring equality of opportunity and integration, and ensuring they receive the same high standard of service excellence that we endeavour to provide to all clients.

2. Available Documents

DLA Piper (Canada) LLP Accessibility for Ontarians with Disabilities Customer Service Policy

DLA Piper (Canada) LLP Accessibility for Ontarians with Disabilities Integrated Accessibility Standards Policy

DLA Piper (Canada) LLP Accessibility for Ontarians with Disabilities Multi-Year Accessibility Plan (2014-2019)

3. Feedback Procedure

DLA Piper (Canada) LLP values your feedback! You may provide feedback to us in one of the following ways:

  • Electronically, by visiting our website at www.dlapiper.com/en/canada.
  • By email, to [email protected]
  • In person, by visiting DLA Piper (Canada) LLP’s Toronto office and hand-delivering feedback in writing to the reception area.
  • In writing, to

DLA Piper (Canada) LLP AODA Feedback
1 First Canadian Place, Suite 6000
PO Box 367
100 King Street West
Toronto, ON M5X 1E2

DLA Piper (Canada) LLP is also prepared to provide accessible formats and communication for persons with disability supports upon request. Please contact us using any of the contact methods listed above to request accessible formats and communication supports.


Accessibility for Ontarians with Disabilities Customer Service Policy

1.             POLICY FRAMEWORK

Policy Statement

In Ontario, DLA Piper (Canada) LLP strives to provide a barrier-free environment for our clients and to provide goods and services to people with disabilities in a manner that respects their dignity and independence, assuring equality of opportunity and integration, and ensuring they receive the same high standard of service excellence that we endeavour to provide to all clients.

The goal of the AODA is to create a more accessible Ontario by identifying, and to the extent possible, preventing and eliminating barriers experienced by persons with a disability. A standard for customer service (the Standard) has been established under the AODA to ensure goods and services are, where at all possible, equally accessible to every Ontarian.

Core Principles

We endeavour to ensure that the policy and related practices and procedures are consistent with the following four core principles:

Dignity - Clients with a disability must be treated as valued clients as deserving of service as any other client.

Equality of Opportunity - Clients with a disability should be given an opportunity equal to that given to others to obtain, use and benefit from our goods and services.

Integration - Wherever possible, clients with a disability should benefit from our goods and services in the same place and in the same or similar manner as any other client. In circumstances where integration does not serve the needs of the client with a disability, goods and services will, to the extent possible, be provided in another way that takes into account the client’s individual needs.

Independence – Goods and services must be provided in a way that respects the independence of clients with a disability. To this end, we will always be willing to assist a client with a disability but will not do so without the express permission of the client.

Definition Of Terms

“Assistive Device”

Any device that is designed, made, or adapted to assist a person in performing a particular task, including physical or technical aids, such as communication devices, canes, crutches, hearing aids and wheel chairs

“Barrier”

Anything that prevents a person with a disability from fully participating in all aspects of society because of his or her disability. This includes a physical barrier, an architectural barrier, an information or communications barrier, an attitudinal barrier, a technological barrier, a policy or a practice

“Disability”

Any degree of physical disability, infirmity, malformation or disfigurement that is caused by bodily injury, birth defect or illness, a condition of mental impairment or a developmental disability, a learning disability, or a dysfunction in one of 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 plans established under theWorkplace Safety and Insurance Act, 1997

“DLA Piper (Canada) LLP”

DLA Piper (Canada) LLP, operating in Ontario

“Service Animal”

An animal that has been trained to perform tasks that assist people with disabilities and includes any animal (a) if it is readily apparent that the animal is used by the person for reasons relating to his or her disability; or (b) if the person provides a letter from a physician or nurse confirming that the person requires the animal for reasons relating to the disability

“Support Person”

In relation to a person with a disability, another person who accompanies a person with a disability to assist with communication, mobility, personal care or medical needs or with access to goods or services. 

 

Who Does this Policy Apply To?

This policy applies to DLA Piper (Canada) LLP’s operations in Ontario in respect of the provision of goods and services to individuals with disabilities. This policy applies to all persons who deal with members of the public or other third parties on behalf of DLA Piper (Canada) LLP in Ontario and who are responsible for developing DLA Piper (Canada) LLP’s policies, including employees, agents, volunteers and contractors of DLA Piper (Canada) LLP, whether such employees, agents, volunteers or contractors are engaged in a full-time, part-time, temporary, casual or reduced work arrangement (collectively, DLA Piper (Canada) LLP staff).

2. ACCESSIBILITY OF SERVICES

Communication with Persons with Disabilities

DLA Piper (Canada) LLP strives to communicate with clients with a disability in a manner that takes into account both the disability and the client’s preferred method of communication. DLA Piper (Canada) LLP can communicate with clients in writing, via telephone, email or meetings, either in person or via video conferencing. DLA Piper (Canada) LLP recognizes that not all clients will wish to communicate in the same manner. How to interact and communicate with persons with disabilities is set out in our accessibility training program for DLA Piper (Canada) LLP staff.

Assistive Devices

Clients with a disability are permitted, where possible, to use their own assistive device when on our premises for the purposes of obtaining, using or benefiting from our goods and services.

If there is a physical, technological or other type of barrier that prevents the use of an assistive device on our premises, we will first endeavour to remove that barrier. If we are not able to remove the barrier, we will ask the client how he or she can be accommodated and what alternative methods of service would be more accessible to him or her. We will make best efforts to provide an alternative means of assistance to the client with a disability.

DLA Piper (Canada) LLP staff will receive training on various assistive devices that may be used by clients with a disability while accessing our goods and services.

Service Animals

Clients with a disability may be accompanied by a service animal and keep the service animal with them on DLA Piper (Canada) LLP premises, if the public or other third parties have access to such premises and the service animal is not otherwise excluded by law. If a service animal must be excluded, we will explain to our client why this is the case and explore alternative ways to meet the client’s needs.

It is the responsibility of the client using the service animal to ensure that the service animal is kept in control at all times.

DLA Piper (Canada) LLP staff will receive training on how to interact with clients with a disability who are accompanied by a service animal.

Support Persons

Clients with a disability may be accompanied by a support person and have access to the support person on DLA Piper (Canada) LLP premises.

Where appropriate, support persons may be required to acknowledge that it is the client, and not the support person, to whom DLA Piper (Canada) LLP is providing its advice and services.

DLA Piper (Canada) LLP may require a client with a disability to be accompanied by a support person where it is necessary to protect the health or safety of the client with a disability or the health or safety of others on the premises.

DLA Piper (Canada) LLP staff will receive training on how to interact with clients with a disability who are accompanied by a support person.

Notice of Temporary Service Disruptions

DLA Piper (Canada) LLP will notify clients if there is a planned or unexpected disruption of a facility or service that clients with a disability use to access our goods and services. The notice will be posted at the Toronto office reception and/or, where possible, in the lobby of First Canadian Place. The notice will include the following information:

(a) That a facility or service is unavailable.

(b) The anticipated duration of the disruption.

(c) The reason for the disruption.

(d) Alternative facilities or services, if available.

In the event of an unexpected disruption, notice will be provided as soon as possible.

3. TRAINING AND RECORDS

DLA Piper (Canada) LLP will provide training, and ongoing training as required under the AODA, to all DLA Piper (Canada) LLP staff.

Content of Training

Training will include:

  • A review of the purposes of the AODA and requirements of the Standard
  • How to interact and communicate with clients with various types of disabilities
  • How to interact with clients with a disability who use an assistive device or require the assistance of a service animal or support person
  • How to use equipment or devices made available on our premises to assist clients with a disability to obtain, use or benefit from our goods and services
  • What to do if a client with a disability is having difficulty accessing our premises and/or services
  • The content and requirements of DLA Piper (Canada) LLP’s policies, practices and procedures relating to the Standard

Training

Training has been provided to all DLA Piper (Canada) LLP staff. New DLA Piper (Canada) LLP staff will be provided with training within 30 days of their start date.

Records of the training provided, including the training protocol, the dates on which the training is provided and the number of individuals to whom the training is provided, shall be maintained in accordance the requirements of the AODA.

4. FEEDBACK PROCEDURE

Feedback Process

DLA Piper (Canada) LLP values your feedback! Comments regarding how well client expectations are being met are welcomed and appreciated.

Feedback Delivery Channels

You may provide feedback to us in one of the following ways:

DLA Piper (Canada) LLP AODA Feedback
1 First Canadian Place, Suite 6000
P.O. Box 367
100 King Street West
Toronto, ON M5X 1E2

Additionally, clients may request for their DLA Piper (Canada) LLP contact to submit feedback on their behalf.

DLA Piper (Canada) LLP is also prepared to provide accessible formats and communication supports for persons with disabilities who wish to provide feedback to DLA Piper (Canada) LLP upon request. Please contact us using any of the contact methods listed above to request accessible formats and communication supports.

Responding to Feedback

DLA Piper (Canada) LLP’s AODA representative will respond to all feedback received as soon as is practicable and acknowledge receipt of the feedback within ten business days of receipt. A reply will be provided in the format requested by the client, by email, phone or in writing. The response will contain an acknowledgement of the receipt of the client’s feedback, and outline any further action(s) to be taken.

Where appropriate, feedback will be taken into consideration as part of the ongoing review of the AODA Customer Service standard policies and procedures.

5. NOTICE OF AVAILABILITY OF DOCUMENTS

DLA Piper (Canada) LLP’s AODA Customer Service Standard Policy and procedures will be made available to the public and clients upon request.

Notification of the availability of documents will be posted on the DLA Piper (Canada) LLP website. DLA Piper (Canada) LLP will provide documents, or the information contained in documents, required to be provided under the Standard to a client with a disability in a format that takes into account the client’s disability, upon request.


Accessibility for Ontarians with Disabilities Integrated Accessibility Standards Policy

In Ontario, the Accessibility for Ontarians with Disabilities Act, 2005 (the AODA) aims to create a more accessible Ontario by identifying and, to the extent possible, preventing and eliminating barriers experienced by people with disabilities. The Integrated Accessibility Standards regulation (the IASR) has been enacted under the AODA to establish certain general requirements as well as four accessibility standards under these headings: information and communications; employment; transportation; and the design of public spaces.

Who Does This Policy Apply To?

This policy applies to DLA Piper (Canada) LLP’s operations in Ontario and to all employees and personnel of DLA Piper (Canada) LLP, as defined below, who perform services for DLA Piper (Canada) LLP in the Province of Ontario.

Terms

The following terms as used in this Policy have the following meanings.

“Barrier” means anything that prevents a person with a disability from fully participating in all aspects of society because of his or her disability. This includes a physical barrier, an architectural barrier, information or communications barrier, an attitudinal barrier, a technological barrier, a policy or a practice.

“Contact Person” means Elizabeth Armstrong, Office Administrator, DLA Piper (Canada) LLP. Elizabeth can be reached by telephone at 416-941-5411, by fax at 416-777-7435 and by email at [email protected].

“Customer” includes the term “client”.

“Disability” means:

(a) 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;

(b) a condition of mental impairment or a developmental disability;

(c) a learning disability, or a dysfunction in one or more of the processes involved in understanding or using symbols or spoken language;

(d) a mental disorder; or

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

“DLA Piper (Canada) LLP” means DLA Piper (Canada) LLP, operating in Ontario.

“Employee” means an employee of DLA Piper (Canada) LLP (including all full-time, part-time and temporary lawyers, staff and summer/articling students), in Ontario.

“Personnel” means all DLA Piper (Canada) LLP’s employees, contractors and volunteers, in Ontario.

“We” and “Our” means DLA Piper (Canada) LLP and its personnel.

Objective of this Policy

To govern the provision of DLA Piper (Canada) LLP’s goods and services in accordance with the IASR enacted under the AODA.

These standards were developed to identify, remove and prevent barriers and increase accessibility for persons with disabilities.

DLA Piper (Canada) LLP is governed by this Policy as well as DLA Piper (Canada) LLP’s Accessibility for Ontarians with Disabilities Customer Service Policy and Accessibility for Ontarians with Disabilities Multi-Year Accessibility Plan in meeting the accessibility needs of persons with disabilities.

Policy Statements

DLA Piper (Canada) LLP 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 identifying, removing and preventing barriers to accessibility and meeting accessibility standards in accordance with the AODA.

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

GENERAL STANDARDS

Accessibility Plan (January 2014)

DLA Piper (Canada) LLP has established, implemented, maintained and documented a Multi-Year Accessibility Plan outlining DLA Piper (Canada) LLP’s strategy to identify, remove and prevent barriers and increase accessibility for persons with disabilities, in accordance with the AODA.

The Multi-Year Accessibility Plan will be reviewed and updated at least once every five years and will be posted on DLA Piper (Canada) LLP’s website. Upon request, DLA Piper (Canada) LLP will provide a copy of the Multi-Year Accessibility Plan in an accessible format.

Training Personnel and Other Persons (January 2015)

Training has been provided to all DLA Piper (Canada) LLP personnel, all persons who participate in developing DLA Piper (Canada) LLP’s policies and any other persons who provide goods, services or facilities on behalf of DLA Piper (Canada) LLP on the requirements of the accessibility standards referred to in the IASR and on the Human Rights Code as it pertains to persons with disabilities.

Personnel and such other persons will be trained when changes are made to DLA Piper (Canada) LLP’s Accessibility for Ontarians with Disabilities Integrated Accessibility Standards Policy. New personnel and such other persons will be trained as soon as practicable. The training will be appropriate to the duties of the personnel and such other persons.

DLA Piper (Canada) LLP will keep a record of the training it provides, including the dates on which the training is provided and the number of individuals to whom it is provided.

INFORMATION AND COMMUNICATIONS STANDARDS

Feedback (January 2015)

DLA Piper (Canada) LLP has taken steps to ensure that DLA Piper (Canada) LLP’s process for receiving and responding to feedback is accessible to persons with disabilities. DLA Piper (Canada) LLP has posted a statement on the DLA Piper (Canada) LLP website confirming that DLA Piper (Canada) LLP is prepared to provide, or arrange for the provision of, accessible formats and communications supports, upon request.

Accessible Formats and Communication Supports (January 2016)

Upon request, DLA Piper (Canada) LLP will provide, or will arrange for the provision of accessible formats and communication supports for persons with disabilities. DLA Piper (Canada) LLP will do so 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.

DLA Piper (Canada) LLP will consult with the person making the request in determining the suitability of an accessible format or communication support.

DLA Piper (Canada) LLP will also notify the public about the availability of accessible formats and communication supports.

EMPLOYMENT STANDARDS

Workplace Emergency Response Information (January 2012)

DLA Piper (Canada) LLP will provide individualized workplace emergency response information to employees who have a disability, if the disability is such that the individualized information is necessaryand if DLA Piper (Canada) LLP is aware of the need for accommodation due to the employee’s disability. DLA Piper (Canada) LLP will provide this information as soon as is practicable after becoming aware of the need for accommodation.

Where the employee requires assistance, DLA Piper (Canada) LLP will, with the consent of the employee, provide the workplace emergency response information to the person designated by DLA Piper (Canada) LLP to provide assistance to the employee.

DLA Piper (Canada) LLP 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 and when DLA Piper (Canada) LLP reviews its general emergency response policies

Recruitment, Assessment or Selection Process (January 2016)

DLA Piper (Canada) LLP will notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment process.

DLA Piper (Canada) LLP 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, DLA Piper (Canada) LLP 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 (January 2016)

When making offers of employment, DLA Piper (Canada) LLP will notify the successful applicant of its policies for accommodating employees with disabilities.

Informing Employees of Supports (January 2016)

DLA Piper (Canada) LLP will inform its employees of its policies (and any changes to those policies) used to support 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. DLA Piper (Canada) LLP will provide this information to new employees as soon as practicable after commencing employment.

Accessible Formats and Communication Supports for Employees (January 2016)

Upon the request of an employee with a disability, DLA Piper (Canada) LLP 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 the employee’s job, and information that is generally available to other employees.

In determining the suitability of an accessible format or communication support, DLA Piper (Canada) LLP will consult with the employee making the request.

Documented Individual Accommodation Plans (January 2016)

DLA Piper (Canada) LLP 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 (January 2016)

DLA Piper (Canada) LLP will develop and have in place 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 will outline the steps DLA Piper (Canada) LLP 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 (e.g., the Ontario Workplace Safety Insurance Act, 1997).

Performance Management, Career Development and Advancement and Redeployment (January 2016)

DLA Piper (Canada) LLP 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.

Contact for Questions

For questions related to DLA Piper (Canada) LLP’s Accessibility for Ontarians with Disabilities Integrated Accessibility Standards Policy, please contact DLA Piper (Canada) LLP’s AODA Contact Person, Elizabeth Armstrong, by telephone at +1 416 941 5411, by fax at +1 416 777 7435 or by email at [email protected].


Accessibility for Ontarians with Disabilities Multi-Year Accessibility Plan (2014-2019)

Part 1: Introduction and Background Information

DLA Piper (Canada) LLP’s Commitment to an Inclusive and Accessible Work Environment

In Ontario, DLA Piper (Canada) LLP 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 Integrated Accessibility Standards regulation (the “IASR”) enacted under the Accessibility for Ontarians with Disabilities Act, 2005 (the “AODA”).

Part 2: Accessibility at DLA Piper (Canada) LLP

Accessibility Plan

The AODA seeks to provide a fully accessible Ontario by 2025. Consistent with this objective, there are many obligations placed on organizations, including DLA Piper (Canada) LLP, to ensure their workplaces and services are fully accessible to the public and employees, including persons with disabilities.

The IASR requires every employer with 50 or more employees to develop and post a Multi-Year Accessibility Plan on their website. In accordance with the IASR, DLA Piper (Canada) LLP’s Accessibility for Ontarians with Disabilities Multi-Year Accessibility Plan outlines DLA Piper (Canada) LLP’s comprehensive strategy to prevent and remove barriers to accessibility.

The objective of the Accessibility for Ontarians with Disabilities Multi-Year Accessibility Plan is to support DLA Piper (Canada) LLP’s compliance with the AODA and the IASR and DLA Piper (Canada) LLP’s commitment to treating all people in a way that allows them to maintain their dignity and independence. We believe in integration and equal opportunity.

Part 3: DLA Piper (Canada) LLP’s Multi-Year Accessibility Plan

Part I: General Requirements

Initiative

IASR Requirements

Action

Status

Compliance Deadline

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.

• Accessibility for Ontarians with Disabilities Integrated Accessibility Standards Policy (the Policy) drafted and implemented

Complete

January 1, 2014

3(2) Obligated organizations, other than small organizations, shall include a statement of organizational commitment to meet the accessibility needs of persons with disabilities in a timely manner in their policies.

• Statement of organizational commitment included in Policy

Complete

January 1, 2014

3(3) Large organizations shall:

(a) prepare one or more written documents describing its policies and

(b) make the documents publicly available, and shall provide them in an accessible format upon request.

• Policy posted on DLA Piper (Canada) LLP's external website and internal intranet

• DLA Piper (Canada) LLP will provide copies of the Policy in an accessible format, upon request

Complete

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.

• Accessibility for Ontarians with Disabilities Multi-Year Accessibility Plan (the Plan) drafted and implemented

• Plan posted on DLA Piper (Canada) LLP 's external public website and internal intranet

• Plan will be reviewed and updated as necessary, but in any event no later than January 2019

a) Complete

b) Complete

c) Ongoing

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.

• DLA Piper (Canada) LLP will ensure that all lawyers, students and staff in the Toronto office complete an online training program on the requirements of the IASR and on the Human Rights Code as it pertains to persons with disabilities

• Training will be provided to new lawyers, students and staff in the Toronto office and other such persons as soon as practicable

Complete

 

 

 

 

Ongoing

January 1, 2015

7(5) Every large organization shall keep a record of the training provided under this section, including the dates on which the training is provided and the number of individuals to whom it is provided.

• DLA Piper (Canada) LLP will keep a record of the training provided to all lawyers, students and staff in the Toronto office

Ongoing

January 1, 2015

 

PART II – Information and Communications Standards

Initiative

IASR Requirements

Action

Status

Compliance Deadline

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.

• Individuals may provide feedback to DLA Piper (Canada) LLP in any number of ways:

o Electronically, by visiting our website at www.dlapiper.com/en/canada

o By email, to [email protected]

o In writing, by sending feedback to:

DLA Piper (Canada) LLP AODA Feedback
1 First Canadian Place, Suite 6000
PO Box 367
100 King Street West
Toronto, ON M5X 1E2

o In person, by visiting DLA Piper (Canada) LLP’s Toronto office and hand delivering feedback in writing to the reception area.

o Clients may also request that their DLA Piper (Canada) LLP contact submit feedback on their behalf.

• DLA Piper (Canada) LLP will provide other accessible formats and communications supports upon request to ensure that persons with disabilities are able to provide feedback and receive a timely response

Complete

January 1, 2015

11(3) Every obligated organization shall notify the public about the availability of accessible formats and communication supports.

• Information regarding how an individual may provide feedback to DLA Piper (Canada) LLP is available on our external public website at www.dlapiper.com/en/canada

• This includes a statement regarding the availability of accessible formats and communication supports

Complete

January 1, 2015

Accessible Formats and ommunication 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.

 

• DLA Piper (Canada) LLP strives to communicate with clients with a disability in a manner that takes into account both the disability and the client’s preferred method of communication. DLA Piper (Canada) LLP can communicate with clients in writing, via telephone, email, or meetings, either in person or via video conferencing. DLA Piper (Canada) LLP recognizes that not all clients will wish to communicate in the same manner

• DLA Piper (Canada) LLP will provide accessible formats and communication supports upon request, in a timely manner, that takes into account the client’s accessibility needs and at a cost that is no more than the regular cost charged to other clients of DLA Piper (Canada) LLP

Complete

January 1, 2016

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

• DLA Piper (Canada) LLP will consult with any individual who requests accessible formats and communications supports to determine the suitability of an accessible format or communication support

Complete

January 1, 2016

12(3) Every obligated organization shall notify the public about the availability of accessible formats and communication supports.

• Information regarding how an individual can request accessible formats and communication supports is available on our external public website at www.dlapiper.com/en/canada 

Complete

January 1, 2016

 

Part III – Employment Standard

Initiative

IASR Requirements

Action

Status

Compliance Deadline

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.

• DLA Piper (Canada) LLP will notify its employees in Ontario and the public about the availability of accommodation for applicants with disabilities in its recruitment process by including such information in any job posting, whether such posting is made internally or externally

In progress

January 1, 2016

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.

•For positions based in Ontario, when DLA Piper (Canada) LLP notifies job applicants that they have been selected to participate further in the recruitment process, DLA Piper (Canada) LLP will notify those job applicants that accommodations are available upon request in relation to the materials or processes to be used during the assessment process by including a statement to this effect in its communication to applicants

In progress

January 1, 2016

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.

•For positions based in Ontario, if a selected applicant requests an accommodation, DLA Piper (Canada) LLP will consult with the applicant and provide, or arrange for the provision of, suitable accommodation in a manner that takes into account the applicant’s accessibility needs due to disability

In progress

January 1, 2016

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.

• When making offers of employment for positions based in Ontario, DLA Piper (Canada) LLP will notify the successful applicant of its policies for accommodating employees with disabilities by including copies of its policies for accommodating employees with disabilities along with the offer letter or employment contract

In progress

January 1, 2016

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.

• DLA Piper (Canada) LLP will inform its employees of its policies used to support its employees in Ontario with disabilities by posting a statement on its internal intranet website in regards to its policies

• This will include informing DLA Piper (Canada) LLP’s employees in Ontario about policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability

• Copies of DLA Piper (Canada) LLP’s policies will be available on its internal intranet website and will be accessible by DLA Piper (Canada) LLP’s employees in Ontario

In progress

January 1, 2016

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

• DLA Piper (Canada) LLP will provide the above information to new employees in Ontario as soon as practicable after commencing employment

In progress

January 1, 2016

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.

• DLA Piper (Canada) LLP shall provide updated information to its employees in Ontario whenever there is a change to its existing policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability by updating the information on its internal intranet website

In progress

January 1, 2016

Accessible Formats and 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.

• Upon the request of an employee in Ontario with a disability, DLA Piper (Canada) LLP 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 the employee’s job and information that is generally available to other employees

In progress

January 1, 2016

26(2) The employer shall consult with the employee making the request in determining the suitability of an accessible format or communication support.

• In Ontario, when determining the suitability of an accessible format or communication support, DLA Piper (Canada) LLP will consult with the employee making the request

In progress

January 1, 2016

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.

• DLA Piper (Canada) LLP will provide individualized workplace emergency response information to employees In Ontario who have a disability, where this information is necessary and where DLA Piper (Canada) LLP is aware of the employee’s need for accommodation due to the employee’s disability

Complete

January 1, 2012

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.

• Part of the process for the provision of individualized workplace emergency response information, if employee is consent received

Complete

January 1, 2012

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.

• Part of the process for the provision of individualized workplace emergency response information.

Complete

January 1, 2012

27(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.

• Part of the process for the provision of individualized workplace emergency response information.

Ongoing

January 1, 2012

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.

• DLA Piper (Canada) LLP will develop and maintain a written process for the development of documented individual accommodation plans for employees in Ontario with disabilities

In progress

January 1, 2016

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 accommodation can be achieved and, if so, how accommodation can be achieved

4. The manner in which the employee can request the participation of a representative from his or her 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

• DLA Piper (Canada) LLP’s written process for the development of individual accommodation plans in Ontario will address:

o The manner in which an employee requesting accommodation can participate in the development of their individual accommodation plan

o The means by which the employee is assessed on an individual basis

o The manner in which DLA Piper (Canada) LLP can request an evaluation by an outside medical or other expert, at DLA Piper (Canada) LLP’s expense, in order to determine if accommodation can be achieved and, if so, how

o The manner in which the employee can request the participation of a representative from DLA Piper (Canada) LLP

o The steps taken to protect the privacy of the employee’s medical information

o How often the individual accommodation plan will be reviewed and updated, and how this update will be accomplished

o The manner in which the reasons for the denial of an individual accommodation plan will be provided to the employee and

o The means of providing the individual accommodation plan in a format that takes into account the employee‘s accessibility needs due to disability

In progress

January 1, 2016

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

• DLA Piper (Canada) LLP will develop and maintain a return-to-work process for its employees in Ontario who have been absent from work due to a disability and who require disability-related accommodations in order to return to work

• DLA Piper (Canada) LLP will document the return-to-work process

In progress

January 1, 2016

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 documented individual accommodation plans, as part of the process

• The return-to-work process will outline the steps DLA Piper (Canada) LLP will take to facilitate the employee’s return to work and will include documented individual accommodation plans as part of the process

In progress

January 1, 2016

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

• DLA Piper (Canada) LLP’s return-to-work process will not replace or override any other return to work process created by or under any other statute

In progress

January 1, 2016

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.

• DLA Piper (Canada) LLP will take into account the accessibility needs of employees in Ontario with disabilities, as well as individual accommodation plans, when conducting performance management

In progress

January 1, 2016

Career Development and 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.

• DLA Piper (Canada) LLP will take into account the accessibility needs of employees in Ontario with disabilities, as well as individual accommodation plans, when providing career development and advancement to employees

In progress

January 1, 2016

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.

• DLA Piper (Canada) LLP will take into account the accessibility needs of employees in Ontario with disabilities, as well as individual accommodation plans, when redeploying employees

In progress

January 1, 2016

 

Part 4: Closing Statements and Contact Information

In accordance with the AODA and with DLA Piper (Canada) LLP’s objective of treating all people in a way that allows them to maintain their dignity and independence while creating an inclusive work environment for DLA Piper (Canada) LLP staff to develop to their full potential, the Accessibility for Ontarians with Disabilities Multi-Year Accessibility Plan is posted on DLA Piper (Canada) LLP’s external public website and will be reviewed and updated at least every five years.

If you have any questions, or have feedback related to DLA Piper (Canada) LLP’s Accessibility for Ontarians with Disabilities Multi-Year Accessibility Plan, please contact DLA Piper (Canada) LLP’s AODA Contact Person, Elizabeth Armstrong, by telephone at +1 416 941 5411, by fax at +1 416 777 7435 or by email at [email protected].