1. Commitment

Highbury Ford is committed to providing accessible service and ensuring our workplace, customer interactions, and communications are accessible to people with disabilities, consistent with the Accessibility for Ontarians with Disabilities Act, 2005 (AODA) and the Integrated Accessibility Standards Regulation (IASR).

We aim to identify, remove, and prevent barriers wherever reasonably possible.

2. Scope

This policy applies to all employees, job applicants, customers, and anyone acting on behalf of Highbury Ford.

3. Customer Service

We will communicate with people with disabilities in ways that consider their needs.

Service animals and support persons are welcome in areas open to the public.

If an accessibility-related service or facility is temporarily unavailable, we will provide notice.

Feedback related to accessibility can be submitted by mail or email and will be reviewed and responded to in a timely manner.

4. Information & Communication

Accessible formats or communication supports will be provided upon request, when reasonably possible and within a reasonable timeframe.

Feedback processes and publicly available information will also be accessible on request.

5. Employment

Highbury Ford will provide accommodations to job applicants and employees with disabilities, as required by the IASR and Human Rights Code.

This includes, where applicable:

• Accessibility during recruitment and hiring
• Individual accommodation plans
• Return-to-work support
• Considering accessibility needs during performance management and career development
• Providing individualized emergency response information where required

Accommodations will be provided on a case-by-case basis.

6. Training

All employees receive required AODA/IASR and Human Rights Code training.

Employees will receive a policy refresher every two years or when significant changes occur.

Training records will be maintained.

7. Multi-Year Accessibility Plan

As required by AODA, Highbury Ford maintains a multi-year accessibility plan which is reviewed at least every five years. See below for the Multi-Year Accessibility Plan.

8. Review of This Policy

This policy will be reviewed every two years or sooner if laws or practices change.

Employees must acknowledge receipt and understanding of this policy as part of their training cycle.

1. Customer Service

Goal: Provide accessible customer service to all customers.

Actions:

• Maintain AODA Customer Service training for all employees.
• Provide notice of temporary disruptions when required.
• Review customer service accessibility practices as part of our regular policy review cycle.

2. Information & Communication

Goal: Provide accessible information upon request.

Actions:

• Provide accessible formats or communication supports upon request, where reasonably possible.
• Maintain an accessible feedback process.
• Ensure our website content remains aligned with applicable AODA requirements.

3. Employment

Goal: Provide an accessible and inclusive workplace.

Actions:

• Notify job applicants that accommodations are available during hiring.
• Provide workplace accommodations for employees with disabilities as required.
• Develop and maintain individual accommodation plans and return-to-work processes when needed.
• Consider accessibility needs during performance management and career development.

4. Training

Goal: Ensure all staff understand their accessibility obligations.

Actions:

• Provide AODA/IASR and Human Rights Code training to all employees.
• Provide refresher training and policy review every two years or when practices change.
• Maintain records of completed training.

5. Review & Updates

Goal: Maintain compliance with AODA requirements.

Actions:

• Review this plan at least every five years.
• Update the plan when accessibility requirements or internal practices change.
• Make the plan publicly available and provide accessible formats upon request.