Intent

This accessibility plan outlines the strategy of IGPC Ethanol Inc. (“the Company”) to prevent and remove barriers for people with disabilities and comply with the requirements of the Integrated Accessibility Standards Regulation under the Accessibility for Ontarians with Disabilities Act, 2005.

 

Statement of Commitment

IGPC Ethanol Inc. is committed to providing an accessible environment for all customers, employees, job applicants, suppliers, and visitors who may enter our premises, access our information, or purchase our products. As an organization, we respect and comply with the requirements of the Accessibility for Ontarians 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 people 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.

Providing an accessible environment is a shared effort, and we work with the necessary parties to make accessibility for all a reality. For more detailed information on our accessibility policies, plans, and training, please contact our Human Resources team at info@igpc.ca. or by calling 519-765-2575 ext 239.

Guidelines

Accessible Employment

Hiring

Accommodations are available from the beginning of the recruitment process. Information regarding the availability of accommodation is included in all job postings. Applicants selected to participate in an assessment, or the selection process are informed that accommodation is available upon request. Where accommodation is requested, the company representative consults with the applicant and provides or arranges suitable accommodation that meets their individual needs. Successful applicants are made aware of the company’s policies for accommodating employees with disabilities when an offer of employment is made.

Accessible Workplace Information

The Company ensures that new employees are aware of the policies and support available for employees with disabilities as soon as reasonably possible after beginning employment and all employees are informed of any updates to existing policies.

Upon request, the Company provides or arranges for the provision of accessible formats and communication support for employees with disabilities regarding information needed to perform their job and other information that is generally available to all employees in the workplace. Individualized workplace emergency response information is also provided to all employees annually and as needed to ensure accuracy of information. An employee who requires workplace information in an accessible format or with communication supports should contact Human Resources by emailing info@igpc.ca or by calling 519-765-2575 ext. 239. The Company consults the employee making the request to determine the best way to provide the accessible format or communication support.

Individual Accommodations

The Company creates and documents individual accommodation plans for employees with disabilities upon request. An employee with a disability who requires an individual accommodation plan should inform Human Resources by emailing info@igpc.ca or by calling 519-765-2575 ext. 239. These plans include:

• Information regarding accessible formats and communication supports, where requested.
• Individualized workplace emergency response information, where necessary; and
• Details of any other accommodation provided.

Where an employee is absent from work due to a disability and requires accommodation to return to work, the Company develops and documents individual return-to-work plans.

Performance Management and Career Development

The accessibility needs of employees with disabilities are considered in all aspects of the employment relationship, including during performance management processes, career development or advancement opportunities. Individual accommodation plans are consulted where they exist as part of these processes.

 

Accessible Customer Service

The Company makes every reasonable effort to ensure that its policies, practices, and procedures are consistent with the principles of dignity, independence, integration, and equal opportunity by:

• Allowing visitors with disabilities to do things at their own pace when accessing our facility, as long as this does not present a health and safety risk.
• Using alternative methods of access when necessary to ensure that customers with disabilities have access to the same goods, services, and facilities in a comparable manner.
• Considering individual accommodation needs when providing goods and services; and
• Communicating in a manner that considers the customer’s disability.

Upon request, the Company provides a person with a disability with a copy of this policy, or the information contained within it, in a format that meets their accessibility needs. Requests should be directed to Human Resources by emailing info@igpc.ca or by calling 519-765-2575 ext. 239.

People with disabilities may use their own assistive devices as required when accessing goods or services or facilities. In cases where the assistive device presents a health and safety concern or where accessibility might be an issue, the Health and Safety team should be informed so that other reasonable measures can be put in place to ensure access to goods and services.

Guide Dogs and Service Animals

A customer with a disability who is accompanied by a guide dog or other service animal is welcome to access the premises and keep the animal with them unless the animal is otherwise excluded by law. “No pet” policies do not apply to guide dogs or service animals. If a customer’s guide dog or service animal is excluded by law, the Company offers alternative methods to enable the person with a disability to access goods, services, and facilities.

If it is not readily apparent that the animal is a guide dog or service animal, employees may respectfully ask whether an animal is a guide dog or service animal but must not ask the nature of the person’s disability or purpose of the animal. If they reveal the animal is not a guide dog or service animal, they should be asked to remove the animal from the premises promptly.

The customer who is accompanied by a guide dog or service animal is responsible for maintaining control of the animal at all times. If a service animal becomes out of control, causing a clear disruption or a threat to the health and safety of others, and the animal’s behaviour is not corrected by the owner, this should be reported to Human Resources immediately. Human Resources may ask them to remove their service animal from the premises.

Support Persons

If a customer with a disability is accompanied by a support person, the Company will ensure that both people may enter the premises together and that the customer is not prevented from having access to the support person. In situations where confidential information might be discussed, consent must be obtained from the customer before any potentially confidential information is mentioned in the presence of the support person.

The Company may require a person with a disability to be accompanied by a support person while on the premises if the support person is required to protect the health and safety of the person with the disability or others in the workplace and there are no other reasonable measures that can be taken to ensure this. Employees are informed of any such arrangements.

Notice of Temporary Disruptions

The Company makes every reasonable effort to provide notice of any temporary planned or unplanned disruptions to facilities or services that customers, employees, and visitors with disabilities rely on to access or use goods or services. In some circumstances, notice may not be possible.

When disruptions occur without notice, the Company will provide information by:

• Posting written notices in conspicuous places, including at the point of disruption and all entrances.
• Informing customers or visitors verbally upon arrival; or
• Posting notices on social media platforms

The following information is provided regarding the disruption, unless it is not readily available or known:

• Goods or services that are disrupted or unavailable.
• Reason for the disruption.
• Expected duration; and
• A description of alternative services or options that are available.

Employees are informed of this information as soon as reasonably possible in the event of a planned or unplanned disruption so that they can inform customers and respond to inquiries.

Customer Feedback

The Company has established a feedback process to provide the public with the opportunity to provide feedback on how goods, services, and facilities are provided to customers with disabilities. Feedback may be shared verbally (in person or by telephone) or in writing (handwritten, delivered, website, or e-mail). The Company ensures the feedback process is accessible by providing or arranging for accessible formats and communication supports. These are available both on our website and upon request.

The Company addresses feedback received case by case and takes any actions necessary to remedy any issues. Customers who wish to submit feedback should be directed to Human Resources by emailing info@igpc.ca or by calling 519-765-2575 ext. 239 or by selecting AODA Compliance on our website www.igpc.ca

 

Accessible Information and Communication

The Company strives to provide information and communications to all in a format or manner that meets their needs. The Company provides or arranges for the provision of accessible formats and communication supports for persons with disabilities, accessible on the company website, or by contacting Human Resources by emailing info@igpc.ca or by calling 519-765-2575 ext. 239.  This includes but is not limited to the feedback process and all publicly available safety and emergency information, such as evacuation procedures and floor plans. The Company also ensures that its website and web content meet the standards required by the Integrated Accessibility Standards Regulation to enable accessible information and communications online.

Exceptions

These standards do not apply to:

• Products and product labels.
• Unconvertible information or communications; or
• Information that the Company does not control through a contractual relationship.

Unconvertible Information or Communications

Information or communications are classified as unconvertible where it is not technically practicable to convert them, or the technology required to make the conversion is not readily available. If the Company. determines that information or communications are unconvertible, the Company provides the individual who made the request with an explanation as to why and a summary of the information or communications.

 

Accessible Design of Public Spaces

Outdoor Public Eating Areas

Whenever the Company constructs or redevelops outdoor public eating areas, all tables will be accessible by people using mobility aids, and the ground around the table will be reasonably level and firm and will have sufficient ground clearance.

Sidewalks and Pedestrian Walkways

All newly constructed or redeveloped non-recreational outdoor sidewalks and pedestrian walkways maintained by the Company will meet all accessibility requirements outlined in the legislative requirements.

Accessible Parking

The Company will ensure that any newly constructed or redeveloped parking facilities provide standard parking spaces and wider parking spaces with signage identifying them as accessible. Accessible parking spaces will be designated for the use of people with disabilities and will be marked with an accessible permit parking sign. The number of and location of accessible parking spaces will be determined in accordance with the legislative requirements.

 

Training

The Company provides accessibility-related training to all employees, students, agents, and contractors during orientation, with an annual renewal. Retraining is also provided in the event of changes to legislation, procedures, policies, or practices. Retraining is provided as soon as practicable to ensure compliance with the Company’s policies and procedures. Employees may be required to attend additional accessibility-related training on a case-by-case basis.

For all accessibility-related training, the Company keeps a record that includes the dates training was provided and the number of employees who attended the training.

General Human Rights Training

All IGPC employees must participate in training on accessibility standards found in the Integrated Accessibility Standards Regulation and the Human Rights Code that are appropriate for the duties they complete while at work.

 

Customer service training covers:

• A review of the purpose of the AODA.
• A review of the requirements of the customer service standards.
• Training on how to interact and communicate with people with various types of disabilities.
• Training on how to interact with people with disabilities who use assistive devices or require the assistance of a guide dog or other service animal or a support person.
• Training in how to use equipment or devices that are available on the premises or that the Company provides that may help people with disabilities.
• Training on what to do if a person with a disability is having difficulty accessing the Company’s services; and
• Policies, procedures, and practices of the Company pertaining to providing accessible customer service to customers with disabilities.