PSAC’s multi-year accessibility plan 2015-2018

AODA Feedback

Your feedback is important in assisting us to ensure that our services are accessible and improve wherever there is room for improvement.

The Public Service Alliance of Canada (PSAC) is committed to meeting the objectives and requirements of the Accessibility for Ontarians with Disabilities Act (AODA) and the two applicable Regulations:  Regulation 429/07 – Accessible Standards for Customer Service (ASCS); and Regulation 191/11  Integrated Accessibility Standards (IASR). 

We are committed to maintaining the dignity and independence of all our Union members, staff, guests and visitors.  We seek to ensure that our environment is inclusive and that each person enjoys barrier-free access to our programs, services, facilities, communications, events and employment opportunities.

This Multi-year Accessibility Plan includes the actions taken and the work under way in order to meet the requirements of the AODA and applicable regulations.  It is divided into four areas:

  1. General Provisions
  2. Information and Communications
  3. Employment
  4. Built Environment

This plan applies to the PSAC head office in Ottawa and to our six Regional Offices located in Ontario:  Ottawa, Toronto, Sudbury, Kingston, London and Thunder Bay. 

It is posted on the PSAC website in both official languages.

To provide feedback on this plan, please send an email HRLR-RTRH@psac.com

Requirements

Strategy and Deliverables

Responsibility

Status

1. GENERAL PROVISIONS

Accessibility Policies

Develop accessibility policies and make them publicly available.

We have developed and adopted the PSAC Policy on Disability Rights (2011)—which is focused on our services to Union members.

This policy is posted on the website and available in alternate formats upon request.

HRODB

Completed

The PSAC’s Organizational Accessibility Policy -- focused on the PSAC as a workplace – is under development.

In progress

Target date: 

early 2016

We have developed and adopted the PSAC Duty to Accommodate Policy (2015).

Completed

Training

Ensure all staff are trained on the Accessible Standards for Customer Service and the Ontario Human Rights Code.

All staff in Ontario are required to take the training.  PSAC has extended this training to its employees across Canada.  To date we have a completion rate of over 90% for employees in Ontario and in the rest of Canada.

HRODB

Completed

New staff are being trained on an on-going basis.

Ongoing

Records are kept of dates of training and individuals who received the training.

Ongoing

Ensure required staff are trained on the Integrated Accessibility Standards.

We have provided training on the Integrated Accessibility Standards to staff who are required to take it.  We have an 82% completion rate and are following up with those who have not yet completed the training.

HRODB

Completed

New staff required to take it are being trained on an on-going basis.

Ongoing

Records are kept of dates of training and individuals who received the training.

Ongoing

Requirements

Strategy and Deliverables

Responsibility

Status

1. GENERAL PROVISIONS – continued

Additional Commitments and Actions

Employment Equity Policy and Plan.

As an employer, PSAC voluntarily complies with the employment equity requirements in the federal Employment Equity Act. 

We have developed an Employment Equity Policy and a comprehensive Employment Equity Plan that covers persons with disabilities.  The Plan includes a number of qualitative measures to remove and prevent barriers for persons with disabilities.

The Alliance Executive Committee with the Joint Employment Equity Committee

Completed

Joint Union-Management Employment Equity Committee.

Since 1995, a Joint Employment Equity Committee – a union management committee – has had the mandate to make recommendations on equity issues, including disability issues.  The Committee addresses broader disability issues within the PSAC.

Joint Employment Equity Committee

Ongoing

Additional Education and Training on accessibility issues.

We have developed and delivered courses to our members on a range of topics including human rights and accessibility issues.

MPB and ROB

Completed

We have developed train-the-trainer tools; for example, PSAC Inclusive Facilitation Tips is a document that provides information on how to make workshops accessible for all our Union members. 

MPB

Completed

Accommodation at Union events.

We provide comprehensive accommodation measures for our Union members with disabilities at all of our national and regional events, including conferences and conventions on an as requested basis.  Union members with disabilities are often involved in the selection of the event locations to ensure their accessibility.

MPB and ROB

Completed

Requirements

Strategy and Deliverables

Responsibility

Status

2. INFORMATION AND COMMUNICATIONS

Emergency Procedures

Make emergency procedures, plans and public safety information publicly available.

Goal:  to complete a comprehensive written plan for both the PSAC headquarters and the six regional offices located in Ontario.

PSAC Holdings

HRODB, ROB

In progress

Target date: summer 2016

Accessible Formats and Communications Support

Provide for accessible formats and communications supports to persons with disabilities upon request.

We have developed a list of external resources that are available to create accessible documents when they are requested.

HRODB

Communications

Completed

We have purchased printers and photocopiers with the OCR function that allows visually impaired readers to read our materials.

Procurement

Completed

Many elected officers and staff have had their business cards done in Braille.

Communications

Completed

Union members who register for regional and national events are asked to identify any required accommodations, including receiving documentation in accessible formats.

ROB, MPB, Communications

Completed

Websites

Make all new websites and content conform with WCAG 2.0, Level A.

A third-party provider has conducted a comprehensive WCAG audit of our national website and provided the report on September 15, 2015.  We intend to follow up on any recommendations to remove noted accessibility barriers.

Communications and HRODB

Almost completed

We will follow up with an analysis of our Ontario and NCR regional websites.

ROB

In progress

Target date: spring 2016

Feedback Processes

Ensure accessible processes for receiving and responding to feedback.

The PSAC national, Ontario and NCR website homepages includes a “contact us” icon that leads to the opportunity to provide written feedback.

IT,

Communications

ROB and HRODB

Completed

Requirements

Strategy and Deliverables

Responsibility

Status

3. EMPLOYMENT

Recruitment, Assessment, Selection

Review and update existing recruitment policies, processes and procedures.

PSAC completed a comprehensive employment systems review in 2011, which covered accessibility and disability issues.

HRODB with the Joint Employment Equity Committee

Completed

An internal (HR) action plan has been developed and implemented to address and meet all of the requirements under the AODA employment standards.

HRODB

Completed

A new staffing policy is being developed that will integrate accessibility issues in recruitment and hiring processes.

HRODB

In progress

Target date:  fall 2016

Specify that accommodation is available for applicants with disabilities.

Our Duty to Accommodate Policy includes written procedures and a form for an Accommodation Request related to a staffing competition.

HRODB

Completed

The Jobs section on the PSAC home page indicates that accommodations are available upon request.

Completed

All job postings on the PSAC website specify that accommodations are available on request for candidates taking part in all aspects of the selection process.

Completed

Inform applicants and new hires of availability of accommodation.

Email communications with screened-in candidates now request that they inform us of a request for an accommodation

HRODB

Completed

The new letters of offer will be modified to advise successful applicants of existing policies for employees with disabilities and encouraging them to raise the issue with their supervisor.

In progress

Target date: January 1, 2016

Information to Employees

Inform employees and new hires of policies supporting employees with disabilities.

Our accessibility policies and any updates are sent to all staff and references to them are included in the documentation to new hires.

HRODB

Completed

When requested by an employee, consult with the employee to provide suitable accessible formats and communications supports for their job.

The PSAC’s Duty to Accommodate Policy outlines the roles and responsibilities of the employer and the employee, including consultation with employees with disabilities on the provision of supports for their work.  The Human Resources and Organizational Development Branch maintains a confidential list of employees seeking accommodations.

HRODB with individual Branches Sections and Regional Offices in Ontario

Ongoing

Workplace Emergency Response Information

Provide individualized emergency workplace info to persons with disabilities.

Goal: to integrate this requirement into the comprehensive organizational emergency preparedness plan.

All Branches Sections and Regional Offices in Ontario

In progress

Target date: January 2016

Documented Accommodation and Return to Work Plans

Put in place a written process to develop individual accommodation plans for employees with disabilities.

Our Duty to Accommodate policy includes written procedures for individual accommodation requests.

HRODB

Completed

Put in place a return to work process for employees that have been absent due to a disability.

A return-to-work process is being drafted.

HRODB

Goal:

January 2016

Career development, advancement and redeployment

Take into account the accessibility needs of employees in offering career development, advancement or redeployment opportunities.

The PSAC’s Employment Equity Plan includes numerical goals for persons with disabilities to be represented in all employment categories, including senior management, supervisors, and professionals.  Where representation gaps exist, these numerical goals will be set taking into account anticipated staffing opportunities in the next three years.  The external availability rates take into account the representation of persons with disabilities in the feeder groups.

PSAC has identified strategies, including temporary and permanent measures for removing barriers faced by equity groups, including persons with disabilities employed at the PSAC.

The newly adopted PSAC Training Policy and Guidelines include a career development stream which prioritizes training for equity groups (including employees with disabilities) in cases where there are representation gaps.

HRODB with all Branches, Sections and Regions and the Joint Employment Equity Committee

Completed

Requirements

Strategy and Deliverables

Responsibility

Status

4. BUILT ENVIRONMENT

Accessible Services, Parking, Waiting Areas

Make newly constructed indoor and outdoor waiting areas accessible.

The PSAC headquarters building is owner occupied and accessible.  Our union members with disabilities were consulted on the building accessibility issues.

PSAC Holdings

Completed

Five of our six Regional Offices are located in leased space.  The accessibility of working and public spaces are a condition of entering into a commercial lease.  The sixth regional office (in London) is on the ground floor and is accessible.

PSAC Holdings

Completed

Establish procedures for preventative and emergency maintenance of accessible public spaces.

Our goal: to develop written procedures for the PSAC headquarters building and the six regional offices located in Ontario.

PSAC Holdings

Regional Offices in Ontario

Target date: January 1, 2017

Make parking accessible.

We have 8 designated parking spaces for staff with disabilities at the PSAC head office.  The doors in and out of the indoor parking are accessible.

There are designated parking spaces at each of our Regional Offices located in Ontario.

PSAC Holdings

Completed

Make exterior paths of travel accessible.

All exterior paths to the PSAC headquarters building are accessible, as is the one to the London Regional Office.

For our five regional offices located in leased space in Ontario, the accessibility of exterior paths are a condition of entering into a commercial lease.  

PSAC Holdings

Completed

Topics: 

September 15, 2015
Share/Save