Accessibility Policies

Pivotree Accessibility Policies

Accessibility in Pivotree

Pivotree has a vision to build an inclusive environment. Navigating into and around our office spaces and digital presence, accessing services and information in an appropriate format, and working in an accommodating environment are all important parts of accessibility to Pivotree.

Our Accessibility Plan details our approach to building a fully inclusive environment.

Feedback Procedure

Pivotree welcomes feedback regarding the way in which we provide services to people with disabilities. To provide feedback regarding Pivotree’s policy or on the service provided to customers with disabilities, please contact us by phone, in person, or by email.

Phone: 877-767-5577

Email: [email protected]

Address (Headquarters): 16th floor, 250 Yonge Street, Toronto ON M5B 2L7, Canada

Statement of Commitment

Pivotree 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 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 by meeting our accessibility requirements under Ontario’s accessibility laws.

Establishment of Policies

Pivotree is committed to implementing and maintaining policies that govern how the organization achieves accessibility through meeting requirements outlined in the Regulation.

Training

We are committed to training staff in Ontario’s accessibility laws and aspects of the Ontario Human Rights Code that relate to persons with disabilities.

We will train our employees on accessibility as it relates to their specific roles.

Training will include:

  • Purpose of the Accessibility for Ontarians with Disabilities Act, 2005;
  • Pivotree’s Accessibility Policies;
  • The Ontario Human Rights Code where it relates to people with disabilities;
  • How to interact and communicate with people with various types of disabilities;
  • How to interact with people who use assistive devices or require the assistance of a service animal or support person;
  • How to use equipment or devices available on-site or otherwise that may help with providing services to people with disabilities; and
  • What to do if a person with a disability is having difficulty in accessing Pivotree’s services or facilities.

Information and Communications

We will communicate with people with disabilities in ways that take into account their disability. When asked, we will provide information, in accessible formats or with communication supports. We will work with the person with a disability to determine what method of communication works for them.

Accessible Websites and Web Content

We will ensure that our internet and intranet websites and content conform with the internationally-recognized Web Content Accessibility Guidelines (WCAG) 2.0 Level AA website requirements in accordance with Ontario’s accessibility laws by January 1, 2021.

Employment

We will notify employees of our accessibility processes through email campaigns and internal information sharing meetings. We will notify our potential hires and the public that accommodations can be made during recruitment and hiring within our careers page and in person during the interview and hiring process.

We will notify internal staff through email campaigns and internal meetings that accommodation is available for those with disabilities.

Where needed, we will also provide customized emergency information to help an employee with a disability during an emergency.

Our internal processes will take into account the accessibility needs of all employees.

Individual Accommodation Plan and Return to Work Plan

We have an internal process to accommodate individual needs on request of employees. Requests can be made to your direct manager or the HR department. The Individual Accommodation Plan process will be followed.

We have a process to support employees who have been absent from work due to a disability and require disability-related accommodations to return to work, should our employees require these types of accommodations, requests will be managed through the HR department and the Return to Work Plan process will be followed.

 

Pivotree Accessibility Policy

Last Revised – July 2019