Independent Mechanical Supply INC.  

Accessibility Policy and Plan 

Commitment 

IMS is committed to providing a respectful, welcoming, accessible, and inclusive environment for all persons with disabilities in a way that is respectful of the dignity and independence of people with disabilities and in a manner,  which takes into account the person's disability and embodies the principles of integration and equal opportunity. 

IMS is committed to meeting the requirements of all existing legislation and its own policies and goals related to identifying, removing and preventing barriers to people with disabilities that might interfere with their ability to interact with the company and respecting non-discrimination. 

IMS understands that obligations under the Accessibility for Ontarians with Disabilities Act, 2005 (AODA) and its accessibility standard do not substitute or limit its obligations under the Ontario Human Rights Code or obligations to people with disabilities under any other law and ensures that all persons within its community are aware of their rights and responsibilities to foster an accessible and inclusive environment with and for persons with disabilities. 

Accountability and Responsibility 

The IMS Executive Committee is accountable and responsible for: 

• The governance of the policy. 

• Corporate liability for compliance with legislative requirements, including fiscal responsibility, human costs and human rights issues. 

• Support and promote the policy in their area of direct report and throughout the organization. 

• Drive the culture to a high level of understanding regarding disability and accommodation. 

The IMS Managers are accountable and responsible for:  

• Fostering open and constructive communication. 

• Demonstrating sensitivity to and respect confidentiality of information. 

• Raising awareness to facilitate understanding of the policy. 

• Participating and co-operating to facilitate workplace accommodation. 

The IMS Employees are accountable and responsible for: 

• Participating and cooperating with all parties to facilitate workplace accommodation. 

The IMS Health and Safety Committee are accountable and responsible for: 

• Participating and cooperating with all parties. 

• Acting as a resource for all parties and participants. 

• Supporting and educating managers in their obligations. 

Integrated Accessibility Standards Regulation Policy 

Purpose and Background 

The Integrated Accessibility Standards Regulation (Regulation 191/11) (the “IASR”) under the AODA provides standards for private sector organizations to increase accessibility for persons with disabilities specifically in the areas of: 

• Information and Communications 

• Employment 

Accessibility Plan 

In order to achieve our goals, IMS has developed a multi-year Accessibility Plan which documents IMS’s strategy and commitment to meet the applicable standards of the IASR. 

The Accessibility Plan was developed in consultation with a cross-functional team at IMS that helped to identify barriers that prevent a person with a disability from fully participating in aspects of society because of his or her disability (such as attitudinal, information or communication, technology, organizational and physical) within the stated goals of the IASR. 

The Accessibility Plan will be reviewed and updated per legislated requirements. 

Training 

IMS will ensure that timely training is provided to all necessary persons, that it aligns with the requirements of the accessibility standards referred to in the IASR, and IMS will continue to provide training on the Human Rights Code as it pertains to persons with disabilities.  

Appropriate records of training are maintained. 

Training, using the most appropriate methodologies, as appropriate, is provided to the following person(s): 

• all employees 

• all persons who work under a contractual agreement directly with IMS 

We train people as soon as practical after being hired and provide training in respect to any changes to the policies 

Training will include: 

• An overview of the Accessibility for Ontarians with Disabilities Act, 2005 and the requirements of the customer service standard  

• How to interact and communicate with people with various types of disabilities  

• How to interact with people with disabilities who use an assistive device or require the assistance of a service animal or a support person  

• How to use the equipment or devices made available on site or otherwise that may help with providing goods or services to people with disabilities.   

• What to do if a person with a disability is having difficulty in accessing IMS’s goods and services 

Information and Communication Standards 

Feedback 

IMS has a process for receiving and responding to feedback and the process is accessible to persons with disabilities upon request. We communicate with people with disabilities in ways that take into account their disability. When asked, we will provide information about our organization and its services, including public safety information, in accessible formats or with communication supports in a timely manner and at a cost that no more than the request cost charged to other persons.   

We will consult with the person making the request in determining the suitability of an accessible format or communication support. If the organization determines that information or communications are unconvertible, the organization shall provide the requestor with an explanation as to why the information or communications are unconvertible and a summary of the unconvertible information or communications.  

Accessible Formats and Communication Supports  

IMS will, upon request and consultation, provide information and communications under our control about our goods and services to people with disabilities using the appropriate accessible format or communication support wherever possible, in a timely manner and on par with the fee charged to others for the same information.  

IMS will notify the public about the availability of accessible formats and communications supports upon inquiry, on our website and at our sales counters. IMS will review and determine its current offerings of accessible formats and communications supports and will engage in an ongoing process of identifying additional accessible formats and communications supports that may be offered by IMS. 

Accessible Websites and Web Content 

IMS will meet Web Content Accessibility Guidelines (WCAG) 2.0 Level AA website requirements in accordance with Ontario’s accessibility laws. 

Employment Standards 

Recruitment 

IMS will notify its employees and external applicants about the availability of accommodation for applicants with disabilities in its recruitment process. 

Recruitment, Assessment or Selection Process 

IMS will ensure that job applicants are notified when they are individually selected to participate in the assessment or selection process and that accommodation for disabilities are made available upon request in relation to the materials or processes to be used. IMS will consult with individuals who request accommodation and will provide appropriate accommodation. 

Notice to Successful Applicants 

When presenting offers of employment, IMS will notify the successful applicant of its policies for accommodating employees with disabilities. 

Informing Employees of Supports 

IMS will ensure that employees are informed of all accessibility policies (and any updates to those policies) used to support employees with disabilities, including policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability. This information will be provided to new employees as soon as practicable after commencing employment. 

Accessible Formats and Communication Supports for Employees 

Upon request of an employee with a disability, IMS will consult with the employee to provide, or arrange for accessible formats and communication supports for information that is needed to perform his/her job, and information that is available to other employees. In order to determine the suitability of an accessible format or communication support, IMS will consult with the employee making the request. Accessible formats and communications supports regarding general workplace information will also be provided to employees with disabilities. 

Accommodation 

The Company is committed to principles of equal opportunity for all job applicants and staff members. In keeping with this policy, it does not engage in impermissible discrimination based on any prohibited ground, including an individual’s disability (perceived or real). The Company will also make reasonable accommodations that are necessary to comply with the provincial and federal laws. This means that the Company will make reasonable accommodations for the known physical or mental disability or known medical condition of an applicant or staff member, consistent with its legal obligations to do so.  

As part of its commitment to make reasonable accommodations, the Company also wishes to participate in a timely, good faith, interactive process with the disabled applicant or staff member to determine effective reasonable accommodations, if any, which can be made in response to a request for accommodations. Applicants and staff members are invited to identify reasonable accommodations that can be made to assist them to perform the essential functions of the position they seek or occupy. The Company will also, upon request, provide any necessary supports to staff members with disabilities. They should contact the Health and Safety Department as soon as possible to request the opportunity to participate in a timely interactive process. By working together in good faith, the Company hopes to implement any reasonable accommodations that are appropriate and consistent with its legal obligations. 

Feedback Process 

IMS welcomes feedback on how we provide accessible customer service. Anyone who wishes to provide feedback on the IMS provision of goods and services, or the requirement for accessible formats and/or communication, can provide feedback by calling our customer service toll-free line at 844-440-1048 customer service toll free line at 844-440-1048, or our main line 416-679-1048 and asking for Human Resources, sending an email to feedback@imechsupply.com or verbally by contacting a location manager. All feedback will be directed to Human Resources.  Response time for non-urgent feedback and inquires is 7-10 business days. Complaints will be addressed according to our organization’s regular complaint management procedures. 

Workplace Emergency Response Information 

IMS provides employees with disabilities individualized workplace emergency response information when the employee’s disability is such that the information is required and IMS has been informed of the need to accommodate the employee’s disability. 

Documented Individual Accommodation Plans 

IMS currently accommodates the needs of its employees with disabilities as required under the Ontario Human Rights Code. IMS will develop individualized accommodation plans for its employees with disabilities, as IMS is made aware. IMS will implement and maintain measures effective to maintain the privacy of its employees with disabilities. 

Return to Work Process 

IMS will maintain a documented return to work process for employees who have been absent from work due to a disability and who require disability-related accommodations and support in order to return to work. The return to work process will clearly define and outline the steps IMS will take to facilitate the return to work and will include documented accommodation plans for each individual as part of the process. The above stated return to work process will not replace, hinder or override any other return to work process created by or under any other statute (i.e., the Workplace Safety Insurance Act, 1997). 

Performance Management, Career Development and Advancement and Redeployment 

IMS will continue to consider the accessibility needs of employees with disabilities as well as individual accommodation plans, when conducting performance management reviews, providing career development and advancement to employees and when redeploying employees. 

Customer Service Policy, Practice and Procedure 

Accommodation – Customer Service 

IMS strives at all times to provide its goods and services in a way that respects the dignity and independence of people with disabilities. We are also committed to giving people with disabilities the same opportunity to access our goods and services and allowing them to benefit from the same services, in the same place and in a similar way as other customers.  

IMS is committed to excellence in serving all customers including people with disabilities and we will carry out our functions and responsibilities in the following areas: 

Assistive Devices 

People with disabilities may use their personal assistive devices when accessing our goods, services, or facilities. In cases where the assistive device presents a significant and unavoidable health or safety concern or may not be permitted for other reasons, other measures will be used to ensure the person with a disability can access our goods, services or facilities.  

Communication 

We will provide alternative communication methods and document formats upon request and will communicate with people with disabilities in ways that take into account their disability.  

Service Animals 

We are committed to welcoming people with disabilities who are accompanied by a service animal on the parts of our premises that are open to the public and other third parties. When we cannot easily identify that an animal is a service animal, our staff may ask for documentations (template, letter or form) from a regulated health professional that confirms the person needs the service animal for reasons relating to their disability. A service animal can be easily identified through visual indicators, such as when it wear a harness or a vest, or when it helps the person perform certain tasks. Please ask us for a list of regulated health professionals if needed.  

Support Persons 

We are committed to welcoming people with disabilities who are accompanied by a support person. Any person with a disability who is accompanied by a support person will be allowed to enter IMS’s premises with his or her support person. At no time will a person with a disability who is accompanied by a support person be prevented from having access to his or her support person while on our premises. 

In general, support persons are not required however, if a situation were to arrise which would require , a person with a disability to be accompanied by a support person for the health and safety reasons of: 

• The person with a disability 

• Others on the premises 

before making a decision, IMS will: 

• Consult with the person with a disability to understand their needs 

• Consider health or safety reasons based on available evidence 

• Determine that there is no other reasonable way to protect the health or safety of the person or others on the premises. 

Notice of Temporary Disruption 

In the event of a planned or unexpected disruption to services or facilities or services usually used by people with disabilities IMS will notify customers promptly. This notice will include information about the reason for the disruption, its anticipated length of time, and a description of alternative facilities or services, if available.  

The notice will be placed at all entrances to all retail locations.  

Modifications To This or Other Policies  

Any policy of IMS’s that does not respect and promote the principles of dignity, independence, integration and equal opportunity for people with disabilities in accessing our good and services will be modified or removed.  

Questions About This Policy 

This policy exists to achieve service excellence to customers with disabilities. If anyone has questions about this policy kindly contact Akiko Takagi, Head of People and Culture. 

Accessibility Plan 

IMS pledges to meet the requirements of existing legislation, ensuring the identification, removal, and prevention of barriers that might hinder interaction with the company by people with disabilities. 

Past Achievement to Remove and Prevent Barriers 

Customer Service 

We are pleased to confirm that we remain in compliance with the customer service standards outlined in the Accessibility for Ontarians with Disabilities Act (AODA) and the Integrated Accessibility Standards Regulation (IASR). 

We:  

• Implemented and maintained comprehensive training programs to ensure our team members are well-versed in interacting with individuals with disabilities. 

• Made communicating effectively a priority by offering information in accessible formats upon request. 

• Accommodate the use of assistive devices, service animals, and support persons. 

• Established and consistently updated protocols for notifying the public of any service disruptions, ensuring transparency and alternative arrangements when necessary.  

• Additionally, our feedback process remains robust, allowing us to receive, respond to, and act upon valuable input from customers regarding our services. 

Information and Communications 

We are pleased to confirm our continued commitment to and compliance with the Information and Communication Standards outlined in the Accessibility for Ontarians with Disabilities Act (AODA) and the Integrated Accessibility Standards Regulation (IASR). 

We:  

• Provide information in accessible formats and communication supports upon request. Our processes ensure that we consult with individuals making requests, tailoring our approach to meet their specific needs.  

• Have established a robust feedback process that is accessible to individuals with disabilities. 

• Have offered to provide individualized emergency response information for employees with disabilities and provide necessary accommodations to ensure the safety and well-being of all employees during emergency situations. 

Employment 

We are pleased to confirm our continued commitment to and compliance with the Employment Standards outlined in the Accessibility for Ontarians with Disabilities Act (AODA) and the Integrated Accessibility Standards Regulation (IASR). 

We: 

• Adhere to inclusive and accessible employment practices throughout the recruitment process. 

• We have added a statement on our website encouraging applicants with disabilities to apply at IMS. 

• We consistently communicate the availability of accommodations for individuals with disabilities in all public-facing job postings.  

• We notify applicants selected for interviews about the availability of accommodations and establishing processes for consultation on accommodation requests. 

• We have updated our offer letters to include a statement that if an employee requires accommodations due to a disability, they should inform IMS, and we will work with them to provide the appropriate accommodations. 

• We equip employees with with assistive technology, ergonomic workstations, and components upon request.  

• Have established policies and processes to support workplace accommodation, including documented individual accommodation  

Public Spaces 

We have met accessibility laws when building or making major changes to public spaces. Our public spaces include: 

• Accessible off-street parking 

• Service Counters 

Training 

We are pleased to confirm our ongoing commitment to and compliance with the training standards set forth by the Accessibility for Ontarians with Disabilities Act (AODA) and the Integrated Accessibility Standards Regulation (IASR). 

We:  

• Recognize the importance of providing comprehensive training to all employees, including management and those involved in policy development and approval.  

• Have provided training content that covers the requirements of the AODA, the IASR, and the Ontario Human Rights Code as they pertain to individuals with disabilities to ensure that our team is well-informed on the principles of accessibility and inclusion. 

• Employees have been trained based on AODA requirements. 

• Mandatory AODA training has been integrated into our onboarding and orientation processes for all new employees. 

• Organization training compliance check reports are run as needed. 

Strategies and Actions 

Customer Service 

We are committed to providing accessible customer service to people with disabilities. This means that we provide services and facilities to people with disability with the same high quality and timeliness as others.  

We will: 

• Continue, update and expand as necessary ongoing training sessions for employees to reinforce and expand their knowledge of interacting with customers with diverse abilities. 

• Continue to offer to provide alternative formats and accommodations into all customer communication, including emails and external correspondence. 

• Work closely with employees responsible for creating documents to ensure that accessible features are consistently included in all customer-facing materials. 

• Continue to audit information and communication channels, using feedback received to identify and address potential barriers. 

• Develop a more robust digital accessibility strategy to ensure that all online services and platforms are designed with accessibility in mind. 

Information and Communications 

We are committed to making our information and communications accessible to people with disabilities.  

We will:  

• Continue encouraging the use of the accessible feedback and request mechanism to enable people with disabilities to request accessible formats or communication supports. 

• Continue to access ways we can better embed the offer to provide alternative formats and accommodation into emails, external correspondence, and meeting invitations. 

• Continually improve the accessibility of information and communications by regularly reviewing feedback and conducting accessibility audits to identify and address accessibility barriers. 

Employment 

We are committed to fair and accessible employment practices. 

We will: 

• Continue to address and remove barriers to recruitment and employment, proactively seeking ways to create a workplace that is diverse, inclusive, and accessible. 

• Test the online recruitment portal to ensure that it meets current Web Content Accessibility Guidelines (WCAG). 

• Regularly review and update employment processes to ensure ongoing compliance with AODA and IASR standards, especially in the context of recruitment and accommodation 

Public Spaces 

When items in our public spaces are newly constructed or redeveloped we will do so in line with the general requirements in the Standards. 

We will: 

• Continue to include the review of these spaces in our Health and Safety walk throughs. 

• Implement a plan for emergency maintenance as required. 

• Continue to provide alternatives and work-around if these elements are temporarily not in working order. 

Training 

We are committed to providing training in the requirements of Ontario’s accessibility laws and the Ontario Human Rights Code as it applies to people with disabilities.  

We will: 

• Keep training content up to date with any changes to AODA, IASR, or other relevant practices, ensuring that all employees receive regular updates. 

• Explore additional ways to enhance the accessibility of training materials, such as providing them in multiple formats and incorporating multimedia with accessibility features. 

• Develop a strategy to ensure knowledge retention among employees by assessing the effectiveness of refresher training cycles and making adjustments as needed. 

• Continue to ensure that all learning products and systems within our control conform to Web Content Accessibility Guidelines (WCAG) Level A and AA to provide an inclusive learning environment. 

More Information 

For more information on this accessibility plan or for accessible format documents, please contact: 

Akiko Takagi, Head of People and Culture 

Email: akikotakagi@imechsupply.com 

Phone: 416-679-1048 ex 5243 

Our accessibility plan is publicly posted at: www.imechsupply.com