Accessibility Policy & Plan

Accessibility Policy

PURPOSE:

To create and foster a workplace environment free from barriers for individuals with disabilities.

SCOPE:

This policy applies to all associates, including, but not limited to, both temporary and full-time associates.

INTRODUCTION & STATEMENT OF COMMITMENT:

DYNA-MIG is committed to ensuring equal access and participation for people with disabilities. We are committed to treating people with disabilities in a way that allows them to maintain their dignity and independence. We believe in integration and equality of opportunity for people with disabilities.

The Company will make every effort to reasonably accommodate the individual needs of its Associates with respect to disability, family status, marital status, age, sex, sexual orientation, gender identity, gender expression, national or ethnic origin, ancestry, citizenship, race, colour, religion or pardoned conviction, up to the point of undue hardship, as described in The Ontario Human Rights Code (“The Code”).

We are committed to meeting the needs of people with disabilities in a timely manner. We will do so by removing and preventing barriers to accessibility and meeting our accessibility requirements under the Accessibility for Ontarians with Disabilities Act (“AODA”) and Ontario’s accessibility laws.


ACCESSIBLE FORMAT
:

This Accessibility Policy is posted on DYNA-MIG’s website, and is available in an alternative accessible format upon request.

MULTI-YEAR ACCESSIBILITY PLAN:

DYNA-MIG has developed a Multi-Year Accessibility Plan (the “MYAP”) that sets out DYNA-MIG’s strategy for preventing and removing accessibility barriers from our workplace, and to meet its requirements under the Integrated Accessibility Standard Regulation (“IASR”).

The MYAP will be reviewed and updated at least once every five years. DYNA-MIG reserves the right to interpret the Multi-Year Accessibility Plan in its sole discretion and to make changes as it deems appropriate from time to time without advance notice.

This MYAP is posted on DYNA-MIG’s website, and is available in an alternative accessible format upon request.


TRAINING
:

DYNA-MIG is committed to training all associates on the accessibility standards referred to in the AODA and the IASR, and on the requirements of The Code as it pertains to persons with disabilities. In particular, DYNA-MIG currently provides training to all employees regarding respect in the workplace, including antidiscrimination and anti-harassment.

We train every person as soon as practicable, as well as when changes are made to policies. Training will be included as part of orientation for all new hires. We also maintain records of this training which include both the date the training was provided, and to whom.


INFORMATION AND COMMUNICATION:

Upon request, DYNA-MIG will provide accessible formats of communication for persons with disabilities. Provisions will be made in a timely manner, and will consider the individual’s needs in alignment with their disability and accessibility requirements. We will consult with the individual to determine their information and communication needs when determining the suitability of an accessible communication format/support.

If it is determined that the information is not convertible to the proposed communication method, DYNA-MIG will provide reasoning as to why this information cannot be converted, as well as a summary of the information that could not be converted.

DYNA-MIG will continue to share accessibility information on our website and throughout the facility. We will also meet internationally-recognized Web Content Accessibility Guidelines (WCAG) 2.0 Level AA website requirements in accordance with Ontario’s accessibility laws, except where meeting the requirement(s) is not practicable.


ASSISTIVE DEVICES
:

Persons with disabilities may use assistive devices while accessing our services or facility. In the event that the assistive device causes concern for health and safety of the persons with a disability or those near by, other measures will be implemented to ensure the persons with a disability can still access our goods, services, or facility.


SERVICE ANIMALS
:

We welcome persons with disabilities to bring their service animals while accessing our goods, services or facility. For health and safety reasons, service animals are only permitted in areas that are open to our customers. Service animals are accommodated in all aspects of service provision unless the animal is otherwise excluded by law.

If it is not easily identifiable, DYNA-MIG reserves the right to ask for documentation (i.e., a letter or form) from a regulated health professional that confirms the requirement for the support person or service animal relating to their disability.


SUPPORT PERSONS
:

We welcome persons with disabilities to bring their support persons while accessing our goods, services or facility. An individual with a disability whom is accompanied by a support person will be allowed to have that person accompany them on parts of our premises that are open to our customers.

Support persons will be asked to follow the rules or requirements that are specific to the good or service that is provided. We will seek the consent of the associate before discussing confidential information in front of the support person. The support person may be asked to sign a confidentiality agreement, if applicable.


NOTICE OF TEMPORARY DISRUPTIONS
:

If there are any planned or unplanned disruptions to any assistive services, DYNA-MIG will notify associates, customers, and third parties. The information shared will include reasons for the disruption, expected duration, and whether there are any alternative supports/services that could be provided, if available.


NOTICE OF AVAILABILITY OF DOCUMENTS
:

DYNA-MIG has posted its Accessibility Policy and MYAP on the company website, as well as in other locations throughout the facility.

Upon request, DYNA-MIG will provide these documents in an accessible format. Provisions will be made in a timely manner. We will consult with the individual to determine their information and communication needs and when determining the suitability of an accessible communication format/support.


SELF-SERVICE KIOSKS
:

DYNA-MIG currently has self-service kiosks for Associates to access their Dayforce account. Upon requests, provisions can be made to ensure the kiosks are accessible to a person with a disability. Provisions will be made in a timely manner, and will consider the individual’s needs in alignment with their disability and accessibility requirements. We will consult with the individual to determine the suitability of an accessible communication format/support.


EMPLOYMENT STANDARDS

Recruitment:

DYNA-MIG is committed to ensuring that reasonable accommodations are made available to persons with disabilities during the recruitment, assessment and selection processes. In consultation with job applicants, DYNA-MIG provides reasonable accommodations upon request. In particular, DYNA-MIG:

    • Notifies job applicants about the availability of accommodations during the recruitment, assessment and selection processes;
    • Consults with job applicants to ensure reasonable accommodations are provided, taking into account individual accessibility needs; and
    • Notifies successful job applicants about its policies for supporting employees with disabilities (including policies for accommodating employees with disabilities).

DYNA-MIG will continue to ensure that reasonable accommodations are made available to persons with disabilities during the recruitment, assessment and selection processes on an ongoing basis.

Employment:

DYNA-MIG is proud to have a diverse workforce, with a safe and accessible work environment. The Company’s policies and practices are crafted with intent to foster diversity, inclusiveness and accessibility, while ensuring that the workplace is free from discrimination and harassment.

We are committed to ensuring that reasonable accommodations are made available to associates with disabilities throughout the employment relationship. In particular, DYNA-MIG:

    • Informs associates of its policies and supports available for persons with disabilities (including policies for accommodating associates with disabilities) as soon as practicable after commencing employment;
    • Notifies associates of any changes to existing policies for supporting persons with disabilities (including policies for accommodating employees with disabilities);
    • Provides accessible formats and/or communication supports to associates, upon request;
    • Consults with associates to determine the suitability of an accessible format and/or communication support;
    • Provides individualized workplace emergency response information to associates (or to any person designated to provide assistance to an employee) if necessary, and reviews this information as required;
      • DYNA-MIG will provide associates with disabilities with individualized emergency response information when necessary, and as soon as possible.
      • If an associate who receives individualized workplace emergency response information requires assistance, DYNA-MIG will obtain the associate’s consent and the information will be given to the 404 Coordinator.
      • DYNA-MIG will continue to review the individualized workplace emergency response plans when necessary (i.e., the location of the employee changes and/or there is a change in disability).
    • Develops written documentation for individual accommodation plans;
    • Develops return to work processes for associates who have been absent from work due to disability, and require reasonable accommodations to return to work; and
    • Considers the accessibility needs of associates with disabilities, and any individual accommodation plans, throughout the performance management, career development and advancement, and redeployment processes.

DYNA-MIG regularly reviews its return to work and accommodation processes to ensure the development and documentation of individual accommodation plans for employees on an ongoing basis.


DESIGN OF PUBLIC SPACES
:

DYNA-MIG will establish plans to meet the Accessibility Standards for the Design of Public Spaces when building or making major modifications to public spaces.

DYNA-MIG will take appropriate measures to prevent service disruptions to its accessible parts of its public spaces. In the event of a service disruption, we will notify affected parties of the service disruptions and alternatives available.


FEEDBACK

DYNA-MIG welcomes feedback on its accessibility policy. If you have any feedback on current or proposed AODA policies or procedures, please contact us at hr@dynamig.com.

If alternative formats are required to provide feedback, DYNA-MIG will consult with the individual and arrange for accessible formats of communication upon request.

Complaints will be addressed in a timely manner by the Human Resources Manager. DYNA-MIG will follow up accordingly, and every effort will be made to provide a response in a format that is suitable to the to the person who provided the comments.

If you have any questions or concerns regarding DYNA-MIG’s AODA policies or practices, please contact the Human Resources Manager:

Mail:  Diane McMahon, Human Resources Manager
DYNA-MIG, A Division of F&P Mfg., Inc.
275 Wright Blvd.
PO Box 1123
Stratford, Ontario, N5A 7Y1

Email: dmcmahon@dynamig.com

Phone: (519) 272-2188 ex. 211

REFERENCES

Multi-Year Accessibility Plan (HR-P-085)

Multi-Year Accessibility Plan

PURPOSE:

To establish a multi-year plan to work towards a workplace environment free from barriers for individuals with disabilities.  This policy will be reviewed every five years.

SCOPE:

This plan applies to all associates, including, but not limited to, visitors, contractors, vendors, and delivery persons.

INTRODUCTION & STATEMENT OF COMMITMENT:

DYNA-MIG is committed to ensuring equal access and participation for people with disabilities. We are committed to treating persons with disabilities in a way that allows them to maintain their dignity and independence. We believe in integration and equality of opportunity for people with disabilities.

DYNA-MIG is also committed to meeting the needs of people with disabilities in a timely manner. We are actively working towards removing and preventing barriers to accessibility, and meeting our accessibility requirements under the Accessibility for Ontarians with Disabilities Act (“AODA”) and Ontario’s accessibility laws.

DYNA-MIG is committed to training all associates on the accessibility standards referred to in the AODA and the Integrated Accessibility Standard Regulation (“IASR”), as well as on the requirements of The Ontario Human Rights Code (“The Code”) as it pertains to persons with disabilities.

We train every person as soon as practicable, as well as when changes are made to policies. We also maintain records of this training which include both the date the training was provided, and who was trained.

 

SECTION ONE: PAST ACHIEVEMENTS

Customer Service Standards:

In 2011, DYNA-MIG developed a plan to assist customers, vendors, suppliers, and/or visitors with a disability who come on company property. This plan details different accommodations that can be made, and how we plan on removing barriers to accessibility.

DYNA-MIG is proud to announce that we have never received a complaint from a customer, vendor, supplier, or visitor regarding our accessibility practices both in the facility and regarding our website. We have had suggestions in the past, which were escalated to our Human Resources Manager at the time, and changes were implemented accordingly. We value suggestions and encourage feedback when possible.


Information and Communications:

We are committed to meeting the communication needs of people with disabilities. We will consult with people with disabilities to determine their information and communication needs.

In 2014, DYNA-MIG ensured that content on the company website conformed to the WCAG 2.0, Level A website standard.

DYNA-MIG has taken the following steps to ensure existing feedback processes were accessible to people with disabilities:

    • In 2014, we reviewed the methods by which the Company currently accepts feedback to identify any barriers for individuals with disabilities;
    • By January 1, 2015, based on the review, we considered and implemented, where practicable, alternate feedback processes; and
    • By January 1, 2015, individuals who collected and responded to feedback on behalf of the Company were be trained on the requirements of the AODA in this regard, and how to respond to feedback from people with various disabilities in accessible manners.

DYNA-MIG has taken the following steps to ensure all publicly available information was made accessible, upon request:

    • By January 1, 2015, all associates were trained on the Company’s obligation to provide publicly available information in an accessible format, upon request;
    • In 2015, we reviewed and reported on information that the Company made publicly available and took steps to ensure that such information was readily available in a plain text format, where practicable;
    • By January 1, 2016, the Company posted a notice on its website advising the public who to contact in the event that they would like to request publicly available information in an alternate, accessible format.

Employment:

We are committed to fair and accessible employment practices.

In the past, we have taken steps to notify the public and associates that, when requested, we will accommodate people with disabilities during the recruitment and assessment processes and when people are hired:

    • Any posted advertisement for open positions highlights our accommodation practices and policy
    • Information was posted on our Company website highlighting our commitment to accommodation.
    • By January 1, 2015, associates were trained on the Company’s accommodation practices and policy, including who was to be contacted in the event that an associate required accommodation.  New associates were advised of this information in their orientation.
    • In 2016, we reviewed and revised our existing Return to Work process to ensure that it is compliant with the AODA’s specifications for developing individual accessibility plans and return to work policies for our employees with disabilities.

We have also ensured that the accessibility needs of associates with disabilities were taken into account for performance management, career development and redeployment processes. In addition, by January 1, 2016, as part of the performance review process we:

    • Reviewed an associate’s individual accommodation plan to understand the associate’s accommodation needs and determine whether it needed adjusting to improve his or her performance on the job.
    • Had documents related to performance management, such as performance improvement plans, available in accessible formats. This included large print for individuals with low vision, for example.
    • Provided informal and formal coaching and feedback in a manner that takes into account an associate’s disability, such as using plain language for an individual with a learning disability.

Lastly, we have taken the following steps to prevent and remove other accessibility barriers identified:

    • Ensured that construction zones met the latest standards for accessibility when construction was required.

Procurement:

We have developed a Supplier Quality Manual, which dictates that suppliers and vendors must be in compliance with all statutory laws and regulations, which would include the AODA, the Code, and the IASR.

 

Self-Serve Kiosks:

In February 2023, we implemented self-serve kiosks so that Associates could access their Dayforce accounts to obtain paystubs, and other information related to their employee file. We encouraged Associates to come to Human Resources for assistance or accommodation if they are unable to use the kiosks on their own. Further, Dayforce also has a function where Associates can use the “MyPath” help feature, which provides different types of training to accommodate different learning strategies (i.e., written instructions, a video, or a step-by-step guide that tells you where to navigate to on the screen).

We also ensured that the tables that the kiosks were sitting on could be raised or lowered, in order to ensure it was accessible for all.

 

Training:

In the past, when performing recruitment, assessment, and selection we have always informed candidates that we can provide accommodation if required. This follows through into orientation, where new hires have been informed during training that they can be accommodated if they have a disability. During orientation, new hires are given AODA training, as well as information on our modified duties and return to work program.

 

Design of Public Spaces:

In the past, we have met the Accessibility Standards for the Design of Public Spaces when we made major modifications to public spaces such as:

    • Lobby areas, office spaces, and outside patio areas.
    • Outdoor paths of travel, like sidewalks, ramps, stairs, parking lots, and curb ramps.

In the event of a service disruption, we have notified all required parties of what the service disruption entailed, the duration of the service disruption, and alternative services available.

 

SECTION TWO: STRATEGIES AND ACTIONS

Customer Service Standards:

DYNA-MIG is committed providing accessible customer service to people with disabilities. We will continue to ensure that those with disabilities are provided with the same level of service and regard as others.

We continue to develop the Accessible Customer Service plan to ensure we are doing everything we can to prevent and remove barriers to accessibility for all customers, visitors, vendors and suppliers who come on site and visit our website.

By December 22, 2023, we will review the Accessible Customer Service plan to ensure it is complaint with AODA regulations and practices.


Information and Communications:

DYNA-MIG is committed to making our information and communications accessible to people with disabilities.

By January 1, 2026, DYNA-MIG will:

    • Ensure that the Dayforce application is fully set up for Associates to use
    • Ensure that Associates are trained on how to access information via the Dayforce application, and how this application could be made accessible (i.e., using software that can read what the page is showing, showing how to enlarge writing on the screen so low-vision Associates can see better, etc.)

Currently, DYNA-MIG meets the internationally-recognized Web Content Accessibility Guidelines (WCAG) 2.0 Level AA website requirements, and this was verified in December 2023. We will continue to monitor the requirements of these guidelines and ensure our future compliance.

Employment:

DYNA-MIG is committed to fair and accessible employment practices.

We ensure that all job postings include a statement about accessibility and that accommodations are available. Currently, candidates who wish to apply to be employed with DYNA-MIG can do so through a variety of methods, including:

    • Applying online via Indeed or the company website
    • Applying via email
    • A referral (a current DYNA-MIG employee submits their resume on the candidate’s behalf), or
    • Submitting a paper copy of their resume at our facility

By January 1, 2025, DYNA-MIG will:

    • Utilize Dayforce as its main recruitment method, where candidates will be able to use MyPath to assist them in filling out their application if they require assistance
      • However, we will still ensure other forms of resume submissions are still available as a form of accommodation.

Procurement:

DYNA-MIG is committed to ensuring vendors and suppliers also follow fair and accessible employment practices.

Annually, DYNA-MIG commits itself to reviewing the Supplier Quality Manual. If changes are required to the manual, we will ensure all suppliers and vendors sign off on the new revision, agreeing to follow the new guidelines. We will refuse to partner with vendors and suppliers who cannot commit themselves to fair and accessible employment practices, and we will continue to encourage current vendors and suppliers to be inclusive in their hiring practices.

 

Self-Serve Kiosks:

DYNA-MIG is committed to incorporating accessibility features to self-serve kiosks. We will continue to consider the kiosk’s level of accessibility for people with disabilities, especially if more kiosks are implemented in the future.

By January 1, 2024, we will ensure a sign is posted near the kiosks requesting that if an accommodation is needed to use the kiosk, the Associate discusses the matter with Human Resources.

 

Training:

DYNA-MIG is committed to providing training regarding the AODA, and the Code, as it pertains to people with disabilities. We will continue to supply this training during orientation. We will also provide re-training to Associates, as necessary.

By June 1, 2024, we will ensure a Diversity Bulletin Board is posted for all Associates to see. This board will focus on celebrating the diverse culture we currently have within our facility. It will have educational information for Associates, pertaining to disability, race, gender, etc.

Annually, DYNA-MIG commits to providing training on Violence and Harassment in the Workplace. By October 1, 2024, we will ensure that this training emphasizes the link to AODA and Code regulations. We will train Associates on inclusivity for all, regardless of ability, race, gender, etc.

By January 1, 2026, DYNA-MIG will ensure training is made available for Associates via the Dayforce application. Training will come in a variety of methods (i.e., written, visual, verbal) so that it is accessible for all. It will focus on accessibility and accommodations in the workplace.

 

Design of Public Spaces:

DYNA-MIG is committed to meeting all relevant accessibility laws when building or making major changes to our facility.

By January 1, 2026, DYNA-MIG will ensure that the public parts of the facility are as accessible as possible.

 

QUESTIONS, CONCERNS, AND FEEDBACK:

If you have questions regarding this accessibility plan, please contact the Human Resources Manager for more information:

Mail: Diane McMahon, Human Resources Manager
DYNA-MIG, A Division of F&P Mfg., Inc.
275 Wright Blvd.
PO Box 1123
Stratford, Ontario
N5A 7Y1

Email: dmcmahon@dynamig.com

Phone: (519) 272-2188 ex. 211

DYNA-MIG, A Division of F&P Mfg., Inc.

Address: 275 Wright Blvd. P.O. Box 1123 Stratford, ON N5A 7Y1 Canada
Phone: (519) 272-2188 | Fax: (519) 272-0180

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