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Radiant Wheels Canada: 800.663.6331

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AODA - Accessibility for Ontarians with Disabilities Act

Click here ​for our multi-plan

Click here ​for our Accessible Customer Service Plan

Accessibility for Ontarians with Disabilities Policy

The Accessibility for Ontarians with Disabilities Act ("AODA"), aims to create a more accessible province for all residents and visitors in Ontario. The AODA's Integrated Accessibility Standards Regulation (IASR) covers a number of matters, including standards for information and communications, employment and customer service. These standards clarify organizations' responsibilities to identify, remove, and prevent barriers so that persons with disabilities have more opportunities to fully participate in everyday life. 

 

1.     Integrated Accessibility Standards

This Policy is intended to meet the requirements of the Integrated Accessibility Standards Regulation ("IASR"), and to address those standards identified as applicable to the Company, specifically the:

  • Information and Communication Standards;
  • Employment Standards; and
  • Customer Service

     
    The AODA uses the Ontario Human Rights Code definition of "disability" which is:
  • 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 co-ordination, blindness or visual impediment, 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;
  • a condition of mental impairment or a developmental disability;
  • a learning disability, or a dysfunction in one or more of the processes involved in understanding or using symbols or spoken language;
  • mental disorder; or
  • An injury or disability for which benefits were claimed or received under the insurance plan established under the Workplace Safety and Insurance Act, 1997.

a.     Established Policies, Practices and Procedures

The Company has established policies, practices and procedures to adapt to the needs of individuals with disabilities, ensuring that such individuals are given equal opportunities of access.

b.    Multi-Year Accessibility Plan

The Company has developed a multi-year accessibility plan, which outlines the Company's strategy to prevent current and future barriers to accessibility and meet its requirements under the AODA and the IASR.  The Company posts the accessibility plan on its website and will provide the plan in an accessible format upon request. The plan will be reviewed and updated at least once every five years.

 

c.     Training

The Company will provide AODA training to all employees.  Specifically, training covers the following areas:

  • The purposes of the Accessibility for Ontarians with Disabilities Act, 2005 and the requirements of IASR;
  • The Company's AODA policies and procedures relating to the provision of services to persons with disabilities. 
  • How to interact and communicate with people with various types of disabilities
  • How to interact with people with disabilities who use an assistive device or require the assistance of a service animal or a support person
  • What to do if a customer with a disability is having difficulty accessing our services.

     

2.     Information and Communications Standard

The Information and Communication Standard seeks to ensure that persons with disabilities have access to sources of information that many of us rely on every day. The Company will have materials and communications available in formats that are accessible to people with disabilities.

 

a.     Accessible Formats and Communication

The Company shall upon request provide or arrange for the provision of accessible formats and communication supports for individuals with disabilities, and will do so in a timely manner that takes into account the individual's accessibility needs due to disability.  The Company shall consult with the person making the request to determine what format or communication support would meet the individual's particular needs.

 

b.    Accessible Websites and Web Content

The Company's Internet website and related web content shall conform with the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0 Level AA by January 1, 2021.

 

c.     Public Safety Information

Publicly available emergency and public safety information will be provided in an accessible format or with appropriate communication supports on request as soon as practicable.

 

3.     Employment Standard

The Company considers accessibility at all stages of the recruitment, assessment, and selection process, including advertising, interviewing, hiring, and starting, regardless of whether the applicants are external or internal to the Company.

 

a.     Recruitment

The Company provides notification about the availability of accommodation for applicants with disabilities during the recruitment processes.  This information may be included in the job posting, website or communicated directly to the potential applicants.  

 

When an applicant is selected for an interview, the Company will advise the applicant that accommodation is available. If an accommodation is requested, the Company will work with the applicant to find an appropriate accommodation. 

 

The Company will notify all successful applicants about the company's policies for accommodating employees with disabilities.

 

The Company will inform employees about the policies in place to accommodate employees with disabilities as soon as possible after employment begins.   Employers must also keep all employees informed of any changes to their accessibility policies.

 

b.    Individual Accommodation Plans

Individual accommodation plans include:

  • how the employee requesting accommodation is to participate in developing the plan
  • how the employee is assessed on an individual basis
  • how the Company can request an evaluation by an outside medical or other expert, at the employer's expense, to determine if and how accommodation can be achieved
  • how the employee can request the participation of a representative in the development of the plan
  • steps to be taken to protect the employee's privacy
  • how often the plan will be reviewed and updated, and how this will be done
  • if the request is denied, how the reasons will be conveyed to the employee, and
  • how the plan is to be provided to the individual in an accessible format

 

c.     Emergency Response Information

The Company provides individualized workplace emergency response information to employees who have a disability, if the disability is such that the individualized information is necessary and the Company is aware of the need for accommodation due to the individual's disability.

 

The Company reviews individualized workplace emergency response information,

  • when the individual moves to a different location in the organization;
  • when the employee's overall accommodation needs or plans are reviewed; and
  • When the Company reviews its general emergency response policies.

     

d.    Return to Work

The Company has a documented return to work process for employees who have been absent from work due to a disability and require disability-related accommodations in order to return to work.  The return to work process outlines the steps the Company takes to facilitate the employee's return to work and will use the individual accommodation plan.   Where appropriate, the Company will discuss with the returning employees how much information about their disability they are comfortable sharing with their coworkers.

 

This process, however, does not replace or override any other return to work process created by or under any other applicable law or regulation.

 

e.     Performance Management

Any performance management the Company uses in respect of its employees takes into account the accessibility needs of individuals with disabilities, as well as individual accommodation plans.

 

f.      Career Development and Advancement

The Company takes into account the accessibility needs of its employees with disabilities, as well as any individual accommodation plans, when providing career development and advancement opportunities to individuals with disabilities.

 

g.    Redeployment

The Company takes into account the accessibility needs of its employees with disabilities, as well as individual accommodation plans, when redeploying individuals with disabilities.

 

4.     Customer Service Standard

The Company is committed to excellence in serving all customers including people with disabilities.  Services will be provided in a manner that is based upon the principles of dignity, independence, integration and equal opportunity to all customers.

 

a.     Assistive devices

The Company will accommodate the use of personal assistive devices needed to access services.  It should be noted that it is the responsibility of the person with a disability to ensure that his or her assistive device is operated in a safe and controlled manner at all times.

 

b.    Communication

The Company will communicate with people with disabilities in ways that take into account their disability.

 

c.     Service Animals

If a person with a disability is accompanied by a service animal, the Company shall ensure that the person is permitted to enter the premises with the animal and to keep the animal with him or her unless the animal is otherwise excluded by law from the premises. If a service animal is excluded by law from the premises, the Company shall ensure that other measures are available to enable the person with a disability to obtain, use or benefit from the services. 

 

d.    Support Persons

A person with a disability who is accompanied by a support person will be allowed to have that person accompany them on Company premises.

 

The Company may require a person with a disability to be accompanied by a support person when on the premises, however the Company will first consult the person with a disability and consider whether a support person is essential to protect the health and safety of that person or others on the premises and there is no other reasonable way to protect the health and safety of that person or others on the premises.

 

e.     Notice of temporary disruptions

In the event that a planned or unexpected service disruption occurs that would limit a person with a disability from gaining access to the Company's facilities or services, the Company will make the disruption known to customers in the following ways:

  • A notice of the service disruption will be posted in the area where the service disruption is located or
  • A notice will be posted on the Company website at www.wheelsgroup.com

     

    Notices will include information about the reason for the disruption, its anticipated duration, and a description of alternative facilities or services, if available. 

     

f.      Feedback

Feedback regarding the way the Company provides services to people with disabilities can be made in person, by telephone, by email, or by mail to:

 

Radiant Wheels

Attention: HR

1280 Courtneypark Dr. E, Mississauga, L5T 1N6

Email: hr@wheelsgroup.com           

Phone: 905 602 2700 and ask for HR

 

Feedback will be used to improve. The author of the feedback will be provided with a response in the format in which the feedback was received.  On request, the Company will provide or arrange for accessible formats and communication supports.  The response will outline actions deemed appropriate, if any.