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ACCESSIBILITY FOR ONTARIANS WITH DISABILITIES ACT POLICY

Lorex Technology Inc. (Lorex) is committed to improving accessibility. We will put the following policies into practice as required by the Accessibility for Ontarians with Disabilities Act (AODA).

Read Lorex AODA Policy (Nov 3, 2022)

General

Lorex is committed to training staff on Ontario's accessibility laws and on accessibility aspects of the Human Rights Code that apply to persons with disabilities.

Training will be provided in a way that best suits the duties of employees, volunteers and other staff members.

Information and communications

Lorex is committed to meeting the communication needs of people with disabilities. When asked, we will provide information and communications materials in accessible formats or with communication supports. This includes publicly available information about our goods, services and facilities, as well as publicly available emergency information.

Lorex will consult with people with disabilities to determine their information and communication needs.

Employment

Lorex will notify the public and staff that we will accommodate disabilities during recruitment and assessment processes and when people are hired. If needed, we will provide customized workplace emergency information to employees who have a disability. If using performance management, career development and redevelopment processes, we will take into account the accessibility needs of employees with disabilities.

Design of Public Spaces

Lorex will meet the Accessibility Standards for the Design of Public Spaces when building of making major modifications to public spaces. Public spaces include:

  • Parking lot
  • Entrance to customer service area
  • Entrance to office

Modification to This or Other Policies

Any of our policies that do not respect and promote the dignity and independence of people with disabilities will be modified or removed.

Multi-Year Accessibility Plan

Initiative Requirement Outlined in the Act Lorex's Actions Status as of 2019 Current Status
Establishment of Accessibility Policies 3. (1) Every obligated organization shall develop, implement and maintain policies governing how the organization achieves or will achieve accessibility through meeting its requirements under the accessibility standards referred to in this regulation. Lorex has developed and implemented policies governing how it achieves accessibility and meets its legal requirements. Compliant
Accessibility Plan 4. (1) Large organizations shall,
  1. Establish, implement, maintain and document a multi-year accessibility plan, which outlines the organization's strategy to prevent and remove barriers and meet its requirements under this Regulation
  2. Post the accessibility plan on their website, if any, and provide the plan in an accessible format upon request; and
  3. Review and update the Accessibility Plan at least once every five years.
  1. Lorex established and implemented a multi-year accessibility plan in order to identify and remove barriers and meet its legal requirements.
  2. Lorex will post the accessibility plans on its external website in an accessible format.
  3. Lorex will review and update the Accessibility Plan next in January 2024
 Compliant
Training 7. (1) Every obligated organization shall ensure that training is provided on the requirements of the accessibility standards referred to in the Regulation and on the Human Rights Code as it pertains to persons with disabilities to,
  1. all employees, and volunteers;
  2. all persons who participate in developing the organization's policies; and
  3. all other persons who provide goods, services or facilities on behalf of the organization.
 All Lorex employees and contractors receive training on accessibility standards as it relates to people with disabilities. Training will be available in an accessible format as requested and training records will be kept. Compliant
PART II - Information and Communications Standards
Emergency procedures, Plans for Public Safety Information 13. (1) In addition to its obligation under section 12, if an obligated organization prepares emergency procedures, plans or public safety information and makes the information available to the public, the obligated organization shall provide the information in an accessible format or with appropriate communication supports, as soon as practicable, upon request. Lorex provides emergency procedures, plans or public safety information when requested. Compliant
Accessible Websites & Web Content 14. (2) Designated public sector organizations and large organizations shall make their internet websites and web content conform with the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0, initially at Level A and increasing to Level AA, and shall do so in accordance with the schedule set out in this section. Lorex will continue to make its website and web content conform to the World Wide Consortium Web Content Accessibility Guidelines (WCAG) 2.0, increasing to Level A and ultimately increasing to Level AA. Pending (Expected compliant date: mid 2020)
Feedback 11. (1) Every obligated organization that has processes for receiving and responding to feedback shall ensure that the processes are accessible to person with disabilities by providing or arranging for accessible formats and communications supports, upon request. Lorex has a process for receiving and responding to feedback. If requested, Lorex will make arrangements for providing this in an accessible format and communications supports. Compliant
Accessible Formats & Communication Supports 12. (1) Except as otherwise provided, every obligated organization shall upon request provide or arrange for the provision of accessible formats and communication supports for persons with disabilities,
  1. In a timely manner that takes into account the person's accessibility needs due to disability; and
  2. At a cost that is no more than the regular cost charged to other persons.
 Upon request, Lorex will provide accessible formats and communication supports for persons with disabilities in a timely manner and at no extra cost. Compliant
12. (2) The obligated organization shall consult with the person making the request in determining the suitability of an accessible format or communication support. Lorex consults with any employees requesting accessible format or communication support in a timely manner. Compliant
PART III - Employment Standards
Workplace Emergency Response Information 27. (1) Every employer shall provide individualized workplace emergency response information to employees who have a disability, if the disability is such that the individualized information is necessary and the employer is aware of the need for accommodation due to the employee's disability Lorex supports this requirement on an as needed basis. Compliant and Ongoing
27. (2) If an employee who receives individualized workplace emergency response information requires assistance and with the employee's consent the employers shall provide the workplace emergency response information to the person designated by the employer to provide assistance to the employee. With employee's consent, information is provided to the Emergency Response Staff assigned to the person requesting assistance. In the event that the assigned Emergency Response Staff is not available during the time of the incident, the person requiring assistance will identify themselves to the fire warden, manager, or any other employee in the area so an Emergency Response Staff can be assigned and assist the employee Compliant and Ongoing
27. (3) Employers shall provide the information required under this section as soon as practicable after the employer becomes aware of the need for accommodation due to the employee's disability. Lorex provides the information required as soon as it becomes aware of the need for accommodation due to the employee's disability. Compliant
27. (4) Every employer shall review the individualized workplace emergency response information,
  1. when the employee moves to a different location in the organization
  2. When the employee's overall accommodations needs or plans are reviewed; and
  3. When the employer reviews its general emergency response policies.
 Lorex supports this requirement on an as needed basis. Compliant
Recruitment - General 22. Every employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes. Lorex notifies employees and the public about the availability of accommodation for applicants with disabilities by including a statement in all internal and external job postings. Compliant
Recruitment, Assessment or Selection Process 23. (1) During a recruitment process, an employer shall 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. Lorex continues to encourage people with disabilities to participate fully in all aspects of the organization by notifying successful applicants of the Accessibility policies in place at Lorex. Compliant
23. (2) If a selected applicant requests an accommodation, the employer shall consult with the applicant and provide or arrange for the provision of a suitable accommodation in a manner that takes into account the applicant's accessibility needs due to disability. Lorex will consult with applicants and provide or arrange for the provision of a suitable accommodation in a manner that takes into account the applicant's accessibility needs due to disability. Compliant
Notice to Successful Applicants 24. Every employer shall, when making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities. Lorex verbally notifies successful applicants regarding its policies for accommodating employees with disabilities when making offers of employment Compliant
Informing Employees of Supports 25. (1) Every employer shall inform its employees of its policies used to support its 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 disability. All employees have been informed of our policies pertaining to job accommodations. Compliant
25. (2) Employers shall provide the information required under this section to new employees as soon as practicable after they begin their employment. Lorex provides information required under this act to new hires during the onboarding process Compliant
25. (3) Employers shall provide updated information to its employees whenever there is a change to existing policy on the provision of job accommodations that take into account an employee's accessibility needs due to disability. Upon a change to an existing policy, Lorex will take into account an employee's accessibility needs. Compliant
Accessible Formats & Communication Supports for Employees 26. (1) In addition to its obligations under section 12, where an employee with a disability so requests it, every employer shall consult with the employee to provide or arrange for the provision of accessible formats and communication supports for,
  1. Information that is needed in order to perform the employee's job; and
  2. Information that is generally available to employees in the workplace.
 Lorex supports this requirement on an as needed basis Compliant
26. (2) The employer shall consult with the employee making the request in determining the suitability of an accessible format or communication support. Lorex supports this requirement on an as needed basis. Compliant and Ongoing
Documented Individual Accommodation Plans 28. (1) Employers, other than employers that are small organizations, shall develop and have in place a written process for the development of documented individual accommodation plans for employees with disabilities Lorex has developed and implemented a written policy and process for Individual Accommodation Plans for employees with disabilities. Compliant In progress
28. (2) The process for the development of documented individual accommodation plans shall include the following elements:
  1. The manner in which an employee requesting accommodation can participate in the development of the individual accommodation plan.
  2. The means by which the employee is assessed on an individual basis.
  3. The manner in which the employer 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.
  4. 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, or other representative from the workplace, where the employee is not represented by a bargaining agent, in the development of the accommodation plan.
  5. The steps taken to protect the privacy of the employee's personal information.
  6. The frequency with which the individual accommodation plan will be reviewed and updated and the manner in which it will be done.
  7. If an individual accommodation plan is denied, the manner in which the reasons for the denial will be provided to the employee.
  8. The means of providing the individual accommodation plan in a format that takes into account the employee's accessibility needs due to disability.
 Lorex has a step by step process documentation plan that outlines all the elements required under the regulation. Compliant In progress
Return to Work Process 29. (1) Every employer, other than an employer that is a small organization,
  1. Shall develop and have in place a 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; and
  2. shall document the process
  1. Lorex has developed a return to work process which details the specific plans for employees returning to work following a disability related absence and who require accommodation to return to work.
  2. Lorex has documented the return to work process in place
 Compliant In progress
  1. Outline the steps the employer will take to facilities the return to work of employees who were absent because their disability required them to be away from work; and
  2. Use individual documented accommodation plans, as described in section 28, as part of the process.
  1. Lorex's return to work process outlines the steps it will take to facilitate the return to work of employees absent due to disability or a disability related leave.
  2. Lorex uses and will continue to use Individual Accommodation plans as part of the process.
 Compliant In progress
29. (3) The return to work process referenced in this section does not replace or override any other return to work process created by or under any other statute. The Return to Work Process does not replace or override any other return to work process required by other statute. Compliant
Performance Management 30. (1) An employer that uses performance management in respect of its employees shall take into account the accessibilities, as well as individual accommodation plans, when using its performance management process in respect of employees with disability. Lorex takes into consideration employees with disabilities, as well as individual accommodation plans during the performance review and management process. Compliant
Career Development & Advancement 31. (1) An employer that provides career development and advancement to its employees shall take into account the accessibility needs of its employees with disabilities as well as any individual accommodation plans, when providing career advancement to its employees with disabilities Lorex takes into consideration employees with disabilities, as well as individual accommodation plans during the career development and advancement review and management process Compliant
Redeployment 31. (1) An employer that uses redeployment shall take into account the accessibility needs of its employees with disabilities, as well as individual accommodation plans, when deploying employees with disabilities Lorex takes into consideration employees with disabilities, as well as individual accommodation plans during the deployment process. Compliant
PART IV - Transportation Standard
Transportation Sections 34 - 80 Although this standard does not apply to Lorex, Lorex will continue to monitor all transportation related regulations as outlined in AODA for future compliance. Not Applicable
PART V - Built Environment Standard
Waiting Area 80.43 (1) When constructing a new waiting area or redeveloping an existing waiting area, where the seating is fixed to the floor, a minimum of three per cent of the new seating must be accessible, but in no case shall there be fewer than one accessible seating space. Lorex has taken into consideration accessible seating space in the waiting area when planning for office renovation in 2020, and will continue to keep it accessible Compliant In Progress
(2) For the purposes of this section, accessible seating is a space in the seating area where an individual using a mobility aid can wait. Lorex has taken into consideration accessible seating space in the waiting area when planning for office renovation in 2020 where individual using a mobility aid can wait and will continue to keep it accessible. Compliant In Progress

Contact

Feedback can be made using the following methods:

  • Phone: (905) 946-8589 ext. 128
  • Mail:

    Attention Human Resources
    250 Royal Crest Court
    Markham, Ontario,
    L3R 9Y2

  • Website: https://www.lorextechnology.com
  • E-mail: hr@lorextechnology.com
  • Hours: Monday to Friday, 9am to 5pm

    Generally speaking, customers can expect a response from within five (5) business days, and Lorex will make reasonable efforts to provide a response in the same format that the feedback was received.

Accessible Formats

All of the aforementioned information are available in accessible formats upon request.