Accessibility for Ontarians with Disabilities
The Accessibility for Ontarians with Disabilities Act (AODA) seeks to remove barriers and ensure that people with disabilities can fully participate in daily life, in a manner that respects their dignity and independence. The Ontario Human Rights Code also expressly prohibits actions that discriminate against people with disabilities.
IMAX employees have a proud and longstanding commitment to excellence in customer service. In keeping with that commitment, and in compliance with AODA and the Ontario Human Rights Code, IMAX has an AODA Policy and comprehensive Accessible Service Plan that outlines our efforts to provide outstanding service to our visitors with disabilities. Both our Policy & Plan are available on IMAX Insider under My HR > Policies & Forms > Canada. Our Service Plan is also available publicly at imax.com/accessibility and in hard copy at our Sheridan Park reception desk. Our policy and plan are both available in multiple accessible formats, and we welcome feedback on our plan at email@example.com.
Training for employees is an important element of our Accessible Service Plan, and completion of our AODA training module, available in our Learning Management System, is required by all IMAX employees in Ontario including contract, consulting and temporary staff, and everyone executing work on behalf of the company.
IMAX welcomes questions and feedback about AODA, our Accessible Service Plan or Policy, training, or on providing service to visitors, recruits, or employees with a disability, please contact IMAX Human Resources at any time. Phone: 905.403.6500 email: HR@IMAX.com . Written requests and feedback can be addressed to: Human Resources.
2014 - 2021 Accessibility Plan
In 2005, the Government of Ontario passed the Accessibility for Ontarians with Disabilities Act (AODA), which requires that Ontario be an accessible province by 2025. In order to achieve this, the Province introduced standards outlining key focus areas and deliverables to achieve a barrier free Province. These five standards are: Customer Service; Transportation; Information and Communications; Employment and Built Environment.
This 2014 – 2021 accessibility plan (the “Plan”) outlines the policies and actions that IMAX Corporation will put in place to improve opportunities for people with disabilities.
The Plan will be reviewed annually, and updated at least once every five years.
3.0 STATEMENT OF COMMITMENT
IMAX Corporation 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 Accessibility for Ontarians with Disabilities Act.
3.1 AODA Standards:
The AODA contains accessible standards in five areas:
1. Customer Service: IMAX welcomes people with disabilities to use assistive devices, and/or service animals, and/or support persons in all parts of our premises.
2. Information and Communications: IMAX Corporation is committed to meeting the communication needs of people with disabilities through the removal of barriers in access to information.
3. Recruitment and Employment: IMAX is committed to fair and accessible employment practices including recruitment, hiring, and retention policies and practices.
4. Transportation (not currently applicable to IMAX)
5. Built Environment IMAX will meet the required accessibility standards for the when building or making major modifications to facilities.
This plan applies to the IMAX corporate facilities in Ontario only. IMAX theatres in Ontario are owned and operated independently and are not governed by this policy. Should you have concerns about accessibility at an Ontario IMAX theatre you have visited, please contact the theatre directly.
5.0 ROLES AND RESPONSIBILITIES
An Accessibility Planning Committee has been created with the following membership:
Facilities Sr. Director – is responsible for the development and maintenance of this plan.
Workplace Safety and Business Continuity Manager – is responsible for planning for disabled workers in emergency response, business continuity, and workplace safety scenarios.
Human Resources – is responsible incorporating the HR sections of the accessibility plan into their operations.
Chief Administrative Officer – Executive plan sponsor.
6.0 ACCESSIBILITY PLANNING COMMITTEE
The Accessibility Planning Committee was created to:
•Review potential barriers to people with disabilities and make recommendations for improvement;
•Review feedback received internally and externally regarding barriers to people with disabilities and respond accordingly;
•Monitor the implementation and ongoing compliance with the five standards outlined in the Accessibility for Ontarians with Disabilities Act, 2005;
•Prepare the Accessibility Plan, and following executive approval, make the plan available internally and to the public;
7.0BARRIER IDENTIFICATION AND PRIORITIZATION
This plan establishes a method to identify, measure, remove, and prevent barriers to persons with disabilities.
7.1 Barrier Identification
Potential barriers will be identified by members of the Accessibility Planning Committee. They may also be identified through feedback from employees and visitors to IMAX. Identified barriers will be logged and their status will be updated (at least) annually. This log is maintained by the Director, Facilities for use by the Accessibility Planning Committee.
7.2 Barrier Prioritization
Approved accessibility projects will be incorporated into annual capital and operating plans. Criteria for establishing priorities include the following:
• Requirement of the legislation
• Number of people affected by a barrier
• Availability of a practical solution that can be readily implemented
• Availability of a way to avoid a barrier (i.e. work around it)
• Availability of resources required to remedy a barrier (i.e., timing/phasing, factor/cost)
• Magnitude of risk posed by a barrier (i.e. estimated severity of the barrier)
• Relationship to scheduled renovations and other capital projects
• Training Plan
Customer Service Standard & Human Rights Code are included in an online AODA module completed by existing Ontario employees 2011 through 2012. New employees are trained as part of onboarding process though an online training module on the Learning Management System. Training on the modules for the Integrated Accessibility Standards are offered specific to the duties of employees, volunteers and other persons providing service on behalf of IMAX. Target Audience for each training module are as follows and are available on our intranet site at IMAX Insider>My HR>IMAX Learning Series>Accessibility Resources (Ontario):
• Employment – Managers & HR.
• Information and Communications – Managers, resources involved in building our internal/external websites & HR
• Design of public spaces – Real Estate Team
• Ontario Human Rights Code – Incorporated as part of AODA
9.0 REVIEW AND MONITORING PROCESS
The Accessibility Planning Committee will meet as required, to review and monitor progress in identifying, reviewing and removing barriers.
If you are aware of a barrier; please contact:
- Director, Facilities Management
- Human Resources
- Manager Workplace Safety and Business Continuity
The Accessibility Plan is posted on IMAX Insider. Hard copies are available upon request.
The Plan can be made available in additional accessible formats upon request.
11.1 Barrier (AODA 2005)
“Barrier” means anything that prevents a person with a disability from fully participating in all aspects of society because of his or her disability, including a physical barrier, an architectural barrier, information or communication barrier, an attitudinal barrier, a technological barrier, a policy or a practice.
11.2 Disability (from the Ontario Human Rights Code and AODA 2005)
“Disability” means: (a) any degree of physical disability, infirmity, malformation or disfigurement that is caused by bodily injury, birth defector 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;("handicap")
12.0 ASSOCIATED PROCEDURES AND FORMS
• Employee Onboarding Program
• Visitor/Contractor and Contractor Sign-In Process
• Emergency Response for Persons With Disabilities
ontario.ca/accessibility – Ontario Accessibility Laws