Accessibility Policy
Background
Husky TechnologiesTM (“Husky”) is committed to excellence in serving all customers, including people with disabilities, and to complying with all requirements of the Accessibility for Ontarians with Disabilities Act, 2005 (“Act”).
Purpose
The purpose of this accessibility policy is to ensure Husky continues to provide excellence in customer service and provide a safe work environment in which every team member is treated with respect and dignity.
Customer Service Standards
Husky has created policies that set out our commitment to excellence in customer service for all people, including those with disabilities. Husky’s policy covers the use of assistive devices, service animals as well as support persons. We have made this policy available to our customers as well as invite feedback from our customers. We have trained our current team members on this policy, as well as provide this training for incoming team members.
Husky will continue to review and update its policies so as to maintain excellence in customer service as well as comply with all requirements of the Act.
Team Members
Husky provides a safe work environment in which each and every team member is treated with respect and dignity. Husky has a number of policies in place to ensure that it complies with the requirements under the Act and Ontario Human Rights Code (related to disabilities). Husky has procedures in place to assist team members who need assistance during an emergency and teach and train team members on workplace safety as well as ensure that these policies and procedures are available to all team members.
Husky will continue to update its policies and procedures to ensure that it continues to offer a safe work environment in which each and every team member is treated with respect and dignity, and to communicate any changes to its team members.
Policies
Husky is committed to excellence in customer service and providing a safe workplace in which each team member is treated with respect and dignity. In support of this, Husky has put this commitment in writing in the form of a commitment statement. Husky has created the Providing Services to People with Disabilities and the Workplace Violence, Harassment, Anti-Discrimination Policy to outline what is expected of all Husky team members. Husky has also created this accessibility policy and plan to outline what Husky is currently doing, and what it intends to do going forward to meet the requirements under the Act.
Each of these items will be updated as required.
Self-Service Kiosks
Husky will strive to ensure that self-service kiosks operates include accessibility features. Husky will review this requirement as required and/or requested.
Website Accessibility
Husky has conformed to the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0 Level A in 2014.
Husky has conformed to the WCAG 2.0 Level AA (other than providing captions on live videos or audio description for pre-recorded videos) as of January 1, 2021.
Husky will provide more specific details on its efforts in this area as they become available as an attached schedule to this plan.
Training
Husky has trained our current team members on its accessibility policy, as well as provided this training for all incoming team members.
Husky will continue to provide training to incoming team members as well as provide access to the training material to existing team members to review at any time on our learning platform.
Husky will also train its team members on any changes to the policy when required.
Feedback
Husky team members and third parties who wish to provide feedback on the way Husky provides services to people with disabilities have many options to provide this feedback to Husky. Each person has the option to send feedback by e-mail to our HR Shared Services team at hrsserv@husky.ca. They have the option to call the Shared Services team by telephone. They also have the option to meet one of our HR Shared Services team members in person. The HR Shared Services teamwill consider the feedback and involve other teams as necessary. If appropriate in the circumstances inform the person providing the feedback of the steps Husky will take to address their concerns. Feedback can also be provided via our whistleblower program through the IntegrityLine which is a confidential service where team members can anonymously report any concerns.
Husky will continue to review how we accept feedback and consider new channels as necessary.
Making Hiring Accessible
Husky fosters an environment of mutual respect, free of discrimination and harassment and encourages creativity and teamwork. Husky is committed to hiring the best candidate for open positions at the company based on this same principal. Husky has dedicated team members who review and maintain the hiring processes for the company and who are committed to continuing to make the hiring process accessible to all candidates.
Husky currently informs all applicants that it is committed to providing equal employment opportunity and respect, value and welcome diversity in its workplace. Husky’s recruiters are available to discuss any questions any candidate may have in respect of working at Husky.
Husky has committed to meeting the specific hiring requirements under the Act. Husky will provide more specific details on its efforts in this area as they become available.
Workplace Emergency Response
Husky is committed to ensuring the safety of employees with disabilities is met by providing them with individualized emergency response information, when necessary and by request.
Review
Husky will review this plan when an update is required, but not less than once every 2 years to ensure the plan is being followed and any gaps are discussed and corrected. The policy and plan will be reviewed by the Husky AODA Committee.
Accessibility Plan
Husky TechnologiesTM strives to meet the needs of its employees and customers with disabilities and is working hard to remove and prevent barriers to accessibility.
Our organization is committed to fulfilling our requirements under the Accessibility for Ontarians with Disabilities Act. This accessibility plan outlines the steps we are taking and have already taken to meet those requirements and to improve opportunities for people with disabilities and play its role in making Ontario an accessible province for all Ontarians.
|
Action Item |
Status |
Date |
|
Establish and maintain a policy that governs how the organization will meet the accessibility requirements in IASR and make it publicly available. |
Completed / Ongoing |
January 1, 2014 |
|
Husky has conformed to the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0 Level A in 2014.
|
Completed |
January 1, 2014 |
|
Processes for developing individual accommodation plan and return-to-work plans documented. |
Completed |
January 1, 2016 |
|
Online training tool for AODA training module |
Completed |
September 1, 2020 |
|
Create a Husky AODA Committee which includes members from different areas of the business. |
Completed |
September 1, 2020 |
|
Husky has conformed to the WCAG 2.0 Level AA |
Completed |
January 1, 2021 |
|
Update Badge processes to flag those who have identified as having a disability in our system so that if we get move forms for them, we can re-evaluate their plan and make sure they continue to be accommodated |
Completed |
2023 |
|
Review our recruiting and hiring practices. Find ways for selected applicants to share their accommodation requests and create a request form. |
Completed |
2023 |
This document is available in alternate formats upon request.