Accessibility

Accessibility Policy

 

Insight Pest Solutions is committed to providing a workplace based on diversity, inclusion, and accessibility for all persons with disabilities. We strive to create a work environment in which all individuals are treated in a fair and respectful manner, allowing them to maintain dignity and independence.

 

This policy shall apply to all employees, volunteers, visitors, or job applicants, among others conducting business and acting on behalf of Insight Pest Solutions or while in an Insight workplace. Please note that the term “employee” is used generically to refer to all groups listed above.

 

Our accessibility policy outlines Insight’s commitment to developing procedures which support a workplace that is accessible by all and fully compliant with the standards and requirements stipulated by the Accessibility for Ontarians with Disabilities Act, 2005 (AODA) and the Integrated Accessibility Standards, O. Reg. 191/11 (IASR). This shall be accomplished through the following IASR standards:

1. Information and Communications Standards

2. Transportation Standards

3. Employment Standards

Definitions Relevant to Policy (5):

 

1. Accessible Formats; commonly refers to alternatives to standard communications formats such as print and may include:

• reading written information to a person directly;

• large print;

• text transcripts of audio or visual information;

• handwritten notes instead of spoken word;

• braille; and/or

• an electronic document formatted to be accessible for use with a screen reader.

2. Barrier; anything preventing an individual with a disability from fully participating in all aspects of society because of their disability. This may include:

• a physical barrier;

• an architectural barrier;

• an informational or communications barrier;

• an attitudinal barrier; and/or

• a policy, practice and procedural barrier.

3. Disability; Under the AODA, “disability” is defined as:

“a) any degree of physical disability, infirmity, malformation or disfigurement that is caused by bodily injury, birth defect or illness and, without limiting the generality of the foregoing, includes diabetes mellitus, epilepsy, a brain injury, any degree of paralysis, amputation, lack of physical coordination, blindness or visual impairment, deafness or hearing impediment, muteness or speech impediment, or physical reliance on a guide dog or other animal or on a wheelchair or other remedial appliance or device;

b) a condition of mental impairment or a developmental disability;

c) a learning disability, or a dysfunction in one or more of the processes involved in understanding or using symbols or spoken language;

d) a mental disorder, or;

e) an injury or disability for which benefits were claimed or received under the insurance plan established under the Workplace Safety and Insurance Act.”

4. Service Animal

The IASR provides the following definition of “service animal”:

• “An animal is a service animal for a person with a disability if:

1. the animal can be readily identified as one that is being used by the person for reasons relating to the person’s disability; or

2. the person provides documentation from a regulated health professional confirming that the person requires the animal for reasons relating to the disability.”

5. Support Person

The IASR provides the following definition of “support person”:

• “A support person means, in relation to a person with a disability, another person who accompanies the person with a disability in order to help with communication, mobility, personal care or medical needs or with access to goods, services or facilities.”

Procedures & Responsibilities:

 

Management is required to:

1. review and, if required, update this policy annually to establish compliance with all applicable legislation and with a best practices approach.

2. provide every new employee with information pertaining to this, and other applicable policies

Employees are required to:

1. adhere to all organizational policies and applicable legislation.

Application:

i) IASR Information and Communication Standards

The IASR Information and Communications Standards establish requirements pertaining to how Insight Pest Solutions manages information and communications in ways that are accessible to people with disabilities.

 

 

Feedback Process:

Insight Pest Solutions encourages all feedback regarding how it provides programs, goods, and/or services to persons with disabilities. This can be provided via the following methods:

Email: employment@insightpestcanada.com

Phone: 1 (855) 489-3640 ext 103

Mail:  845 Harrington Court, Unit 3, Burlington, ON, L7N 3P3

ii) IASR Transportation Standards

The IASR Transportation Standards establish requirements pertaining to the provision of transportation services to employees with disabilities. Should Insight be required to periodically provide or arrange for transportation services for Insight-related functions, it will ensure it provides accessible transportation services (upon request) for persons with disabilities, and at no additional cost.

iii) IASR Employment Standards

The IASR Employment Standards establish requirements pertaining to accommodating employees and job applicants with disabilities throughout the job application process and the employment relationship.

 

Inquiries: Any questions pertaining to the interpretation or application of this policy should be addressed to the supervisor or, where relevant, or with Human Resources.