MLSE INTEGRATED ACCESSIBILITY POLICY
The following policy has been established by Maple Leaf Sports & Entertainment Partnership. (“MLSE”) to govern the provision by MLSE and its related entities of services with Regulation 191/11, “Integrated Accessibility Standards” (the “Regulation”) under the Accessibility for Ontarians with Disabilities Act, 2005 (“AODA”).
These standards are developed to break down barriers and increase accessibility for persons with disabilities in the areas of information and communications and employment.
MLSE is governed by this policy as well as the venue specific Customer Service Policies and the AODA in meeting the accessibility needs of persons with disabilities.
This document sets out MLSE’s policy on how we will achieve accessibility generally, as well as in employment, information and communication.
MLSE is committed to meeting the accessibility needs of persons with disabilities in a timely manner and consistent with the principles of dignity, independence, integration, and equal opportunity. We will do so by preventing and removing barriers to accessibility and meeting accessibility requirements under the AODA.
This policy applies to all employees, managers, and customers of MLSE and will be implemented in accordance with the time frames established by the Regulations and as documented within the MLSE Multi-Year Accessibility Plan to be posted on MLSE’s website and updated from time to time (the “Plan”).
Multi-year Accessibility Plan
The Plan outlines our strategy to prevent and remove barriers and to meet the requirements outlined in the Regulation.
The Plan will be posted on our website, and available in an accessible format upon request.
The Plan will be reviewed and updated at least once every five years.
The Plan will include prospective accessibility strategies on the following areas:
MLSE will provide role specific training to employees, volunteers and other staff members on Ontario’s accessibility laws and on the Human Rights Code as they relate to people with disabilities. Training will be provided in a manner appropriate to the duties and roles of particular employees, volunteers and other staff members.
MLSE will have regard to accessibility for persons with disabilities when designing, procuring, or acquiring self-service kiosks.
Information and Communications
MLSE will put into place strategies to meet the communication needs of people with disabilities. The strategies will include:
• Providing information and communication in accessible formats or with communication supports upon request, including emergency procedure, plans or public safety information.
• Upon request, providing accessible formats and communication supports for persons with disabilities in a timely manner taking into account the person’s accessibility needs, and at no greater cost than the cost charged to other persons.
• Consulting with the person making the request when determining the suitability of an accessible format or communications support.
• Notifying the public about the availability of accessible formats and communication supports.
• Developing accessible processes for receiving and responding to feedback.
If the requested information or communication is not convertible, MLSE will provide an explanation as to why the information and communication are not convertible and a summary of such information and communication.
MLSE controlled websites and web content currently conform to the World Wide Consortium Web Content Accessibility Guidelines (WCAG 2.0) Level A, and MLSE is working towards conforming to WCAG 2.0 Level AA by January 1, 2021.
MLSE values all its employees and an inclusive and accessible workplace. In keeping with this commitment, MLSE will put in place the following strategies:
• Notifying employees, job applicants, and members of the public about the availability of accommodation for applicants with disabilities in the recruitment, assessment and selection processes.
• Notifying applicants selected that if selected MLSE will consult with the applicant and provide or arrange for accommodation in a manner which takes in to account the applicant’s accessibility needs.
• Notifying successful applicants of MLSE’s employee accommodation policies.
• Notifying employees as soon as is practicable after starting employment and upon changes to policies on supporting employees with disabilities, including accommodation.
• Consulting with an employee who requests accessible formats and communication supports for information needed to perform the job (information that is generally available to employees in the workplace).
• Consulting with an employee on the suitability of an accessible format or communication support.
• Providing individualized workplace emergency response information if needed.
• Providing documented individual employee accommodation plans.
• Developing and implementing a documented return to work process for employees absent due to disability and who require accommodation.
• Taking into account the accessibility needs and individual accommodation plans of employees during the performance management, career development and advancement, and redeployment processes.
This policy has been developed to break down barriers and increase accessibility for persons with disabilities in the areas of information and communications and employment.
This policy will be posted on MLSE’s website and is available in alternative format upon request.