This accessibility plan outlines the strategy of Safyre Labs to prevent and remove barriers for people with disabilities and comply with the requirements of the Integrated Accessibility Standards Regulation under the Accessibility for Ontarian's with Disabilities Act, 2005.
 
Statement of Commitment
Safyre Labs is committed to providing an accessible environment for all clients, employees, job applicants, suppliers, and visitors who may enter our premises, access our information, or use our services. As an organization, we respect and comply with the requirements of the Accessibility for Ontarian's with Disabilities Act, 2005, and its associated regulations. We strive to provide an accessible and welcoming environment for everyone by identifying and removing barriers in our workplace and ensuring that new barriers are not created. The company ensures that persons with disabilities are provided with equal opportunities. We are committed to meeting the needs of individuals with disabilities in a timely and integrative manner that respects their dignity and independence.

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Our plan shows how we will play our role in making Ontario an accessible province for all Ontarian's. 

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The Plan is reviewed and updated at least once every 5 years.

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We train every person as soon as practicable after being hired and provide training in respect of any changes to the policies. 

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We maintain records of the training provided including the dates on which the training was provided and the number of individuals to whom it was provided. 

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Multi-year Accessibility Plan
This plan is in effect until  June 1, 2026.

If you have any questions or concerns about this plan or its initiatives, or if you want to receive a copy of the plan in a different accessible format, please contact the HR Department. 1-866-610-8482 x 309

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Integrated Accessibility Standards

General

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Establishment of Accessibility Policies

We have made a public statement of commitment and implemented an Accessible Customer Service Policy to ensure that people with disabilities are given the same opportunity to access and benefit from our goods and services, in the same place and in a similar way as other customers.

Establishment of Multi Year Accessibility Plan

We have implemented a 5-year plan to make ourselves accessible for both our employees and customers.   

The plan can be provided in accessible formats upon request to the HR department. 

The plan will be reviewed and amended as required every 5 years. 

 

Training 

We provide training to all employees, volunteers and others who deal with the public or other third parties on behalf of Safyre Labs, and to all individuals who are involved in the development and approval of the customer service policies, practices, and procedures.   


Training must be completed during the employee orientation process.  


Training includes:  

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•  A review of the applicable accessibility legislation and the requirements of the Customer Service Standard. 

• Information on how to interact and communicate with people with various types of disabilities.

• Information on how to interact with people with disabilities who use an assistive device or require the assistance of a guide dog or other service animal or the assistance of a support person.  

• Information on how to use the equipment or assistive devices that are available on our premises or that we otherwise provide that may help with the provision of goods and services to people with disabilities.  

• What to do if a person with a disability is having difficulty in accessing our goods and services.
  

• Safyre Labs policies, practices and procedures governing the provision of goods or services to people with disabilities.  


Training records are kept, including the dates when the training is delivered, the number of employees to whom the training was provided and their names. 

 

Customer Service Standards

An Accessible Customer Service Policy was implemented to ensure that people with disabilities are given the same opportunity to access and benefit from our goods and services, in the same place and in a similar way as other customers. 

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We have developed and delivered training to all staff, volunteers, and individuals completing work on behalf of Safyre Labs who may provide assistance to the public. All new employees or contractors are trained as part of the onboarding process. 

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We have made public a process for receiving and responding to feedback from customers with disabilities. The feedback process includes multiple means of receiving feedback, including by phone and email. 

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Information and Communication Standards

Should we launch a new internet website or significantly refresh an existing internet website, we will ensure that the website and all content on that website that has been posted is accessible. We are continually working to improve and we will ensure that the website and all content on that website conforms to the Web Content Accessibility Guidelines 2.0, Level A. 

In order to ensure all of our internet websites, and all content posted on those websites conforms to the WCAG 2.0 Level AA we will:
 

• Audit all websites and content for Level AA compliance.

• Implement the necessary changes to bring the websites and web content into conformance with applicable Level AA requirements. 


 

Feedback

We will take the following steps to make sure existing feedback processes are accessible to people with disabilities upon request:

• A process for receiving and responding to accessible feedback requests has been developed and communicated to all relevant employees, contractors and volunteers. Currently Safyre Labs can facilitate requests via phone and email. Contact us at 1-866-610-8482 x309 or email us at [email protected]

• As feedback may be received by various departments and personnel at Safyre Labs, including customer service, training on how to receive and respond to accessible feedback requests has been developed and delivered. 

• Receiving and responding to feedback is included in all new hire orientations where the position frequently receives and responds to requests. 

• All other employees, contractors and volunteers will be notified as to the internal party to whom they should direct any accessible feedback requests. 


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Accessible Formats and Communication Supports 

Planned Action/Ongoing and Action Taken:

 

​​We will ensure that all of our publicly available information is made accessible upon request. Where a request for an accessible format or for communication support is received, we will:

• Consult with the individual making the request to determine their accessibility needs and what would be suitable format or support.

• Provide the requested information in a timely manner.

• Provide the information at regular cost (if any).


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Emergency Information

Public safety information that is prepared by Safyre Labs and made available to the public will be made available in an accessible format or with appropriate communication supports, as soon as practicable, upon request. 

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Employment Standards

Workplace Emergency Response Information 

In situations where we are aware that an employee has a disability and that there is a need for accommodation, individualized workplace emergency response information are provided to the employee as soon as practicable if such information is necessary given the nature of the employee's disability. These individualized emergency response plans are:

• Communicated to the employee’s respective manager and HR, where the employee’s consent has been obtained and on an as needed basis. 

• Reviewed and assessed on an ongoing and regular basis to ensure that accessibility issues are addressed.


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Recruitment General 

Employees and the public will be notified of the availability of accommodation for applicants with disabilities in the recruitment process. This will include:

• A review and modification of existing recruitment policies, procedures and processes. 

• Specifying on job postings that accommodation is available for applicants with disabilities. 


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​Recruitment, Assessment and Selection 
Job applicants will be notified when they are individually selected to participate in an assessment or selection process that accommodations are available upon request in relation to the materials and processes to be used in the assessment or selection process. This will include: 


• A review and, as necessary, modification of existing recruitment policies, procedures and processes.

• If a selected applicant requests an accommodation, consult with the applicant and arrange for provision of suitable accommodation in a manner that takes into account the applicant’s accessibility needs.

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Notice to Successful Applicants

Action Taken: 

When making offers of employment, we will notify the successful applicant of our policies for accommodating employees with disabilities. This will include:

• A review and, as necessary, modification of existing recruitment policies, procedures and processes. 

• Inclusion of notification of Safyre Labs policy on accommodating employees with disabilities in employment offer letters. 


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​Informing Employees of Supports 

All employees will be informed of policies that 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 a disability. This will include:

• Keeping employees up to date on changes to existing policies on job accommodations with respect to disability.

• Providing information under this section as soon as practicable after the new employee begins employment.

• Informing current employees and new hires of Safyre Labs policies on supporting employees with disabilities.




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​Accessible Formats and Communication Supports for Employees

Where an employee with disability requests, we will provide or arrange for provision of suitable accessible formats and communication supports for:

• Information that is generally available to employees in the workplace.

• Information that is needed in order to perform the employee’s job.


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In order to meet this obligation, the requesting employee will be consulted to determine the suitability of an accessible format or communication support.   

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Documented Individual Accommodation Plans / Return to Work Process

Our existing processes include steps that we take to accommodate an employee with a disability and to facilitate an employee’s return to work after absenteeism due to disability.

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We will review and assess the existing processes to ensure that they include a method for the development of documented individual accommodation plans for employees with a disability, if such plans are required.

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We will ensure that the process for the development of documented individual accommodation plans includes the following elements, in accordance with the provisions of the IASR:

• The manner in which the employee requesting accommodation can participate in the development of the plan.

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

• The manner in which we can request an evaluation by an outside medical or other expert to assist us in determining if and how accommodation can be achieved.

• The steps taken to protect the privacy of the employee’s personal information.

• The frequency in which individual accommodation plans will be reviewed and updated and the manner in which this will be done.

• If an individual accommodation plan is denied, the manner in which the reasons for the denial will be provided to the employee.

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


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For Individual accommodation plans that are established, we will ensure that they include:

• Individualized workplace emergency response information.

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​Any information regarding accessible formats and communication supports that have been provided for or arranged to provide employee will include:

• Information that is needed in order to perform the employee’s job.

• Information that is generally available to employees in the workplace.

• Any other accommodation that is to be provided to the employee. 

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​Performance Management, Career Development and Redeployment

 

We will take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans:

• When using our performance management process in respect of employees with disabilities.

• When providing career development and advancement to our employees with disabilities.

• When redeploying employees with disabilities.

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Design of Public Spaces Standards (Accessibility Standards for the Built Environment)

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Safyre Labs will incorporate accessibility into the Company’s public spaces that are newly constructed or redeveloped on and after January 1, 2017. We will ensure that we follow the requirements stated under the Design of Public Spaces Standards (Accessibility Standards for the Built Environment). 

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