Corporate Accessibility Policy

Hot Zone Training Consultants Inc. embraces the requirements of the Accessibility for Ontarians with Disabilities Act (AODA) and is committed to providing access and support to all employees, clients, trainees and visitors by having a barrier-free learning and working environment to enable learning and employment success.

The corporate policy applies to all employees, clients, client employees, members of the Board of Directors, volunteers and contractors. Hot Zone Training Consultants Inc. will use reasonable efforts to ensure its policies, practices and procedures address the AODA Standards in our daily operations, and that they are consistent with the principles of independence, dignity, integration and equal opportunity.

To achieve our accessibility goals, we will endeavour to:

• Establish policies, procedures and standards that integrate the above principles;
• Train our employees, volunteers and others who are involved in developing policies, practices, and procedures on the requirements of the Accessibility Standards; the Human Rights Code; and the provision of our goods, services, or facilities;
• Incorporate accessibility when procuring goods and services;
• Provide notice when our facilities or services are temporarily disrupted, provide alternative accessible routes;
• Provide accessible feedback processes so people with disabilities can provide feedback on our goods, services and facilities and we can respond directly;
• When requested, provide accessible formats and communication supports in a timely manner, at no additional cost;
• When requested, provide emergency procedures, plans, and public safety information in accessible format or with appropriate communication supports;
• Make our website and web content accessible;
• Provide records, program information and requirements, educational materials, training resources and library materials, in an accessible format, when requested;
• Train our Trainers and Consultants with accessibility awareness related to accessible program or course delivery and instruction;
• Notify employees and the public about the availability of accommodation during our recruitment and selection processes and provide suitable accommodation, when requested;
• Notify new and existing employees about accommodation policies and advise them when these policies change;
• Provide accessible formats and communication supports to employees when requested;
• Provide individualized workplace emergency response information to employees with disabilities and review the information whenever the employee moves to a different location, the employee’s needs change or when reviewing emergency policies;
• Develop comprehensive accommodation plans and, or return to work plans and processes to facilitate an employee’s return to work;
• Take into account an employees’ accessibility needs during the performance management process, career development, advancement process, redeployment and job changes; and,
• Have preventative and emergency maintenance systems in place to ensure our facilities are well maintained.

Patrick Rodgerson
Operations Director