This 2014 to 2019 accessibility plan outlines the policies and actions that Magnet Forensics Inc. will put in place to improve opportunities for people with disabilities in accordance with the requirements communicated under the Integrated Accessibility Standards, Ontario Regulation 191/11.

Statement of Commitment

Magnet Forensics’ mission is to impact people’s lives by finding the truth and empowering others to make a difference. Magnet Forensics is committed to providing a barrier-free environment for people with disabilities and creating a place where everyone wants to work. We are committed to meeting the needs of any of our customers, employees, job applicants, and other stakeholders, with disabilities in a timely manner. We are committed to doing so in a manner that respects the dignity and independence of persons with disabilities. We will do so by continuing to remove and prevent barriers to accessibility and by meeting our accessibility requirements under Ontario’s accessibility laws.

Review and Update

This document must be reviewed and updated by December 31, 2018.

Customer Service

Obligation Status and Department Ownership Compliance Date
Create, review and update Customer Service Standards policy Completed. Human Resources conducts an annual review of the policy January 1, 2012
Permit service animals and support persons on the premises and include this information in employee Customer Service Standards training Completed. Human Resources provides Customer Service Standards training to all new hires and annual compliance training with existing employees January 1, 2012
Notify customers of temporary disruption by posting information at entry points including the reason, anticipate duration and alternative ways to access the building As required. Operations will ensure notice is provided January 1, 2012
Train all staff on Customer Service Standards Completed. Human Resources provides Customer Service Standards training to all new hires and annual compliance training with existing employees. Training materials are also updated annually as required January 1, 2012
Notify customers of the methods of feedback for the services we provide Completed and as required. Human Resources, Marketing, Sales, Tech Support, Operations January 1, 2012

General Requirements

Obligation Status and Department Ownership Compliance Date
Establish Accessibility Policies Completed with ownership in Human Resources January 1, 2014
Review and update the Accessibility Policy Completed and reviewed by Human Resources every five years December 31, 2018
Establish, implement and maintain the multi-year accessibility plan Completed by Human Resources and reviewed every five years January 1, 2014
Train all staff on the Human Rights Code as it pertains to persons with disabilities Completed. Human Resources provides AODA training to new employees as they are hired and annually January 1, 2015
As requested, provide emergency procedures in an accessible format As requested. Human Resources January 1, 2016
Publicly notify the availability of accessible formats and communication supports Completed. Marketing
magnetforensics.com/accessibility/
January 1, 2016
As requested, provide accessible formats and communication supports for customers and employees As requested provided by Human Resources January 1, 2016
Ensure Web Content Accessibility Guidelines (WCAG) are compliant to ensure that websites and web content are accessible Completed. Monitored by the Marketing team on an ongoing basis to ensure compliance January 1, 2014
All documents posted on the web January 1, 2014 and beyond are made accessible Completed and as requested. Marketing January 1, 2014

Employment Standards

Obligation Status and Department Ownership Compliance Date
Review recruitment practices with respect to hiring and interviewing, as per the requirements under the employment standards Completed and ongoing. Human Resources January 1, 2016
Notify candidates and employees about the availability of accommodation for applicants with disabilities in the recruitment process Completed and ongoing. Human Resources January 1, 2016
Inform all current and new employees of policies used to support employees with disabilities Completed and ongoing. Human Resources January 1, 2016
Provide or arrange accessible formats and communication supports for employees As requested. Human Resources January 1, 2016
Provide individualized workplace emergency response information to employees who have a disability As requested. Human Resources January 1, 2012
Develop and have in place a written process for individual accommodation plans for employees with disabilities Completed. Human Resources January 1, 2016
Develop and have in place a return to work process for employees who have been absent from work due to a disability Completed. Human Resources January 1, 2016
During the performance management process, Magnet Forensicswill take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans Completed and ongoing. Human Resources and the Management team January 1, 2016
For career development and advancement, Magnet Forensics will take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans Completed and ongoing. Human Resources and the Management team January 1, 2016
At the time of redeployment, Magnet Forensics will take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans Completed and ongoing. Human Resources and the Management team January 1, 2016