RSM Canada Accessibility Policy and Multi-Year Accessibility Plan
This accessibility plan outlines the policies and actions that RSM Canada (the “Firm”) has and will put in place to improve opportunities for people with disabilities in accordance with the Integrated Accessibility Standards under the Accessibility for Ontarians with Disabilities Act (“AODA”). In addition to this policy and plan, the Firm also has a separate policy regarding accessible customer service.
Statement of Commitment
The Firm 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 people with disabilities in a timely manner, and will do so by preventing and removing barriers to accessibility and meeting accessibility requirements under the AODA and the Integrated Accessibility Standards.
Accessible Emergency Information
The Firm is committed to providing the customers and clients with publicly available emergency information in an accessible way upon request. We will also provide employees with disabilities with individualized emergency response information if we are made aware of the need for accommodation.
The Firm has provided, and will continue to provide, training to employees, permanent, contract, co-ops, volunteers and other staff members who provide goods, services or facilities on behalf of the Firm, on Ontario’s accessibility laws and on the Human Rights Code as it relates to people with disabilities. Training will be provided in a way that best suits the duties of the applicable employees, volunteers and other staff members.
Training will be provided within 3 weeks after staff commence their duties or as soon as practicable, and on an ongoing basis when changes are made to policies pursuant to the Integrated Accessibility Standards. A record of this training will be kept, including the dates on which training is provided and the number of individuals to whom it is provided. Employees will be required to sign off that they have completed this mandatory training.
The Firm has taken, and will continue to take, reasonable steps to ensure that its existing feedback processes are accessible to people with disabilities upon request. Our website contains an accessibility feedback link and feedback can also be accepted by email or in person, or via the telephone.
Information and Communications
The Firm is committed to meeting the communication needs of people with disabilities.
We will take reasonable steps to ensure that all publicly available information controlled by the Firm is provided in an accessible way upon request. The Firm will also consult with the person making the request to determine his or her information and communication needs.
The Firm will notify the public about the availability of accessible formats and Firm supports by posting a notice on the Firm’s website. The Firm’s AODA policies and procedures will be made available to the public upon request
The Firm will take reasonable steps to ensure that all new websites controlled by the Firm, and content on those sites published after January 1, 2012, conform with WCAG 2.0, Level A, except where meeting the requirement is not practicable.
We will also take reasonable steps to ensure that all websites controlled by the Firm, and content on those sites published after January 1, 2012 (other than live captions and pre-recorded audio descriptions), conform with WCAG 2.0, Level AA by January 1, 2021, except where meeting the requirement is not practicable.
The Firm is committed to fair and accessible employment practices.
We will take reasonable steps to implement the following actions:
- The Firm will notify the public and staff that, when requested, we will accommodate people with disabilities during the recruitment and assessment processes and when people are hired. All job postings will state that accommodations for job applicants with disabilities are available upon request.
- The Firm will develop and put in place a process for developing individual accommodation plans and return-to-work policies for employees with disabilities, including working with employees and medical professionals if needed to ensure we are accommodating the needs of the individual.
- The Firm will accommodate people with disabilities during their employment in accordance with the requirements of the ADOA, Integrated Accessibility Standards, and Human Rights Code. Any staff with a disability is asked to contact Human Resources regarding any accommodations required. Our Human Resource team will work collaboratively to develop individual accommodation plans.
- The Firm will ensure the accessibility needs of employees with disabilities needs are taken into account if the Firm is using performance management, career development and redeployment processes.
The Firm will also take reasonable steps to prevent and remove other accessibility barriers that are identified.
Design of Public Spaces
The Firm will meet the Design of Public Spaces Standards when building or making major modifications to public spaces.
We will also put reasonable procedures in place to prevent service disruptions to accessible parts of these public spaces and to deal with temporary disruptions when accessible elements required under the Integrated Accessibility Standards are not in working order.
In the event of a service disruption, the Firm will notify the public of the service disruption and alternatives available.
For more information
For more information on this accessibility policy and plan, please contact our Accessibility officer at:
11 King St W #700
Toronto, ON M5H 4C7, Canada
Attention: Accessibility officer
Accessible formats of this document are available free upon request.