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Multi-Year Accessibility Plan

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LAWPRO's multi-year accessibility plan outlines the policies and actions LAWPRO will implement to provide inclusive and accessible services to all people with disabilities, as well as to improve opportunities for them.

LAWPRO is committed to treating all people in a way that allows them to maintain their dignity and independence. We are committed to meeting the needs of people with disabilities in a timely manner, and will do so by preventing and removing barriers to accessibility and meeting accessibility requirements under the Integrated Accessibility Standards Regulation ("IASR") enacted under the Accessibility for Ontarians with Disabilities Act, 2005 ("AODA").

In order to meet and sustain compliance, new measures will build accessibility into existing and new policies.

We will review and update this plan every five years.

Information will be made available in an accessible format, upon request.

The multi-year accessibility plan focuses on the steps LAWPRO will take to comply with Ontario's accessibility laws. The related initiatives not only support compliance with the existing Accessibility Standards for Customer Service, but they also help us enhance accessibility in other areas:

  • Information and Communications
  • Employment Standards, and
  • Training.

Our Overall Commitment

LAWPRO is committed to providing our services in a way that respects the dignity and independence of persons with disabilities. We are also committed to preventing, identifying and removing barriers that impede the ability of people with disabilities to access our services. These commitments will be integrated wherever possible and will ensure that persons with disabilities will benefit from the same services, in the same place and in a similar way as other customers.

LAWPRO is committed to ensuring that every employee and customer receives equitable treatment with respect to employment and services, without discrimination, and receives accommodation where required, in accordance with the provisions of the Ontario Human Rights Code and the AODA and its Regulations. LAWPRO will meet the accessibility needs of persons with disabilities in a timely manner.

Customer Service

LAWPRO is committed to excellence in serving all customers, including persons with disabilities, and it will carry out its functions in a manner which delivers an accessible customer service experience.

LAWPRO is committed to providing its services in a way that respects the dignity and independence of persons with disabilities.

We will continue to ensure compliance with the Accessible Customer Service Standard of the AODA.

Information & Communications

LAWPRO is committed to making company information and communications accessible to persons with disabilities. LAWPRO will incorporate new accessibility requirements under the information and communication standard to ensure that its information and communications systems and platforms are accessible and are provided in accessible formats that meet the needs of persons with disabilities.

1. FEEDBACK
The following will be implemented by January 1, 2015, in accordance with the IASR.

LAWPRO will ensure that existing and new processes for receiving and responding to feedback are accessible to persons with disabilities by providing or arranging for the provision of accessible formats and communication supports, upon request and in a timely manner.

2. ACCESSIBLE FORMATS AND COMMUNICATION SUPPORTS
The following will be implemented by January 1, 2016, in accordance with the IASR.

LAWPRO will:

  • As a general principle where accessible formats and communication supports for persons with disabilities are requested:
    • Provide or arrange for the provision of accessible formats and communication supports in a timely manner that takes into account the person’s accessibility needs due to disability, and at a cost no more than the regular cost charged to other persons;
    • Consult with the person making the request to determine the suitability of the accessible format or communication support;
    • Notify the public about the availability of accessible formats and communication supports.

3. ACCESSIBLE WEBSITES AND WEB CONTENT
LAWPRO will make all of its new websites and content on those sites conform with WCAG 2.0, Level A by January 1, 2014.

LAWPRO will make all of its websites and content conform with WCAG 2.0, Level AA by January 1, 2021.

Employment Standards

LAWPRO is committed to fair and accessible employment practices that attract and retain employees with disabilities. This includes identifying and removing barriers and providing accessibility across all stages of the employment cycle.

The following will be implemented by January 1, 2016, in accordance with the IASR.

1. RECRUITMENT
Recruitment, General
LAWPRO will notify employees and the public of the availability of accommodation for applicants with disabilities in the recruitment process. This will include:

  • A review and, as necessary, modification of existing recruitment policies, procedures and processes;
  • Specifying that accommodation is available for applicants with disabilities, on LAWPRO's website and on job postings.

Recruitment, assessment and selection
During the recruitment process, LAWPRO will notify job applicants, when they are individually selected to participate in an assessment or selection process, that accommodations are available upon request in relation to the materials or processes to be used in the assessment/selection process. This will include:

  • A review and, as necessary, modification of existing recruitment policies, procedures and processes;
  • Inclusion of availability of accommodation notice as part of the script in the scheduling of an interview and/or assessment;
  • If a selected applicant requests an accommodation, consult with the applicant and arrange for provision of suitable accommodations in a manner that takes into account the applicant's accessibility needs due to disability.

Notice to Successful Applicants
When making offers of employment, LAWPRO will notify the successful applicant of its policies for accommodating employees with disabilities. This will include:

  • A review and, as necessary, modification of existing recruitment policies, procedures and processes;
  • Inclusion of notification of LAWPRO's policies on accommodating employees with disabilities in offer of employment letters.

2. INFORMING EMPLOYEES OF SUPPORTS
LAWPRO will inform all employees of policies that support employees with disabilities, including, but not limited to, policies on the provision of job accommodations that take into account an employee's accessibility needs due to a disability. This will include:

  • Providing information under this section as soon as practicable after the new employee begins employment;
  • Keeping employees up to date on changes to existing policies on job accommodations with respect to disability;
  • Where an employee with a disability so requests it, LAWPRO will provide or arrange for provision of suitable accessible formats and communication supports for:
    • Information that is needed in order to perform the employee's job;
    • Information that is generally available to employees in the workplace.
  • In meeting the obligations to provide the information that is set out in the paragraph above, LAWPRO will consult with the requesting employee in determining the suitability of an accessible format or communication support.

3. INDIVIDUAL ACCOMMODATION PLANS
LAWPRO will develop and put in place a written process for the development of documented individual accommodation plans for employees with a disability, if such plans are required.

LAWPRO will ensure that the process for the development of documented individual accommodation plans includes the following elements:

  • The manner in which an employee requesting accommodation can participate in the development of the individual accommodation plan;
  • The means by which the employee is assessed on an individual basis;
  • The manner in which the employer can request an evaluation by an outside medical or other expert, at the employer's expense, to assist the employer in determining if accommodation can be achieved and, if so, how accommodation can be achieved;
  • The manner in which the employee can request the participation of a representative from their bargaining agent, where the employee is represented by a bargaining agent, or other representative from the workplace, where the employee is not represented by a bargaining agent, in the development of the accommodation plan;
  • The steps taken to protect the privacy of the employee's personal information;
  • The frequency with which the individual accommodation plan will be reviewed and updated and the manner in which it will be done;
  • If an individual accommodation plan is denied by LAWPRO, the manner in which the reasons for the denial will be provided to the employee;
  • The means of providing the individual accommodation plan in a format that takes into account the employee's accessibility needs due to disability;
  • If individual accommodation plans are established, they will include:
    • Individualized workplace emergency response information that is required;
    • Any information regarding accessible formats and communication supports that have been provided for or arranged, in order to provide the employee with:
      • Information that is needed in order to perform the employee's job;
      • Information that is generally available to employees in the workplace;
  • Any other accommodation that is to be provided to the employee.

4. RETURN TO WORK PROCESSES
LAWPRO will ensure that it has a documented return to work process for its employees who have been absent from work due to a disability and require disability-related accommodations in order to return to work. This process will outline the steps LAWPRO will take to facilitate the employee's return to work after a disability-related absence, outline the development of a written individualized return to work plan for such employees, and require the use of individual accommodation plans in the return to work process.

5. PERFORMANCE MANAGEMENT, CAREER DEVELOPMENT AND REDEPLOYMENT
LAWPRO will:

  • Take the accessibility needs of employees with disabilities and, as applicable, their individualized accommodation plans, into account when:
    • Managing performance;
    • Managing career development and advancement; and
    • Redeployment is required.

Training

LAWPRO is committed to implementing a process to ensure that all employees, volunteers, persons who provide services and facilities on LAWPRO's behalf, and persons participating in the development and approval of LAWPRO's policies, are provided with appropriate training on the requirements of the IASR and on the Ontario Human Rights Code as it pertains to persons with disabilities, and are provided with such training as soon as practicable.

The following will be implemented by January 1, 2015, in accordance with the IASR.

    LAWPRO will:
  • Determine and ensure that appropriate training on the requirements of the IASR and on the requirements of the Ontario Human Rights Code as it pertains to persons with disabilities, is provided to all LAWPRO employees, all volunteers, all persons who participate in developing LAWPRO's policies and all persons who provide goods, services or facilities on behalf of LAWPRO;
  • Ensure that the training is provided to persons referenced above as soon as practicable;
  • Keep and maintain a record of the training provided, including the dates that the training was provided and the number of individuals to whom it was provided;
  • Ensure that training is provided on any changes to the prescribed policies on an ongoing basis.

For More Information

For more information on this accessibility plan, and to receive this accessibility plan in an accessible format, please contact:

Stephen R. Freedman
General Counsel & Chief Privacy Officer
Lawyers' Professional Indemnity Company (LAWPRO)
250 Yonge St. Suite 3101, P.O. Box 3,
Toronto, Ontario M5B 2L7
Tel: (416) 596-4624
Fax: (416) 599-8341
Email: [email protected]

Version 1.1 - November 24, 2014

Key DatesMore

September 15, 2017
File your LAWPRO Risk Management Declaration by this date to qualify for the $50 premium discount on your 2018 premium for each LAWPRO-approved CPD program (to a maximum of $100) completed by this date.

On or about October 2, 2017
LAWPRO online filing of Professional Liability Insurance renewal applications for 2018 is expected to begin. If you wish to file a paper application instead of filing online, please note that paper renewal applications will not be automatically mailed out, but it is expected that you will be able to download a 2018 pre-populated paper renewal application from our website starting on or about October 2, 2017.


 

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