Ravine Vineyard Estate Winery - Legal

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Accessibility for Persons with Disabilities

Ravine Vineyard believe in integration, equal opportunity and is committed to treating all people in a way that allows them to maintain their dignity and independence while enjoying our property. We are committed to meeting the needs of people with disabilities in a timely manner and will do so by preventing and removing barriers to accessibility while meeting accessibility requirements under the Accessibility for Ontarians with Disabilities Act.

Feedback Process: The ultimate goal of Ravine Vineyard is to meet and surpass customer expectations while serving customers with disabilities. Comments on our services regarding how well those expectations are being met are welcome and appreciated. This feedback helps us to improve and serve all guests in the best way possible.

Feedback regarding the way Ravine Vineyard provides goods and services to people with disabilities will be directed to the General Manager. Suggestions and feedback can be made by:

Telephone: 905-262-2240
Mail: 1366 York Road, St Davids, Ontario, L0S 1P0
Email: info@ravinevineyard.com
or other reasonable method

AODA ACCESSIBILITY POLICY

This accessibility plan outlines the policies and procedures that Ravine Vineyard Estate Winery (hereafter referred to as Ravine) has put in place to improve opportunities for people with disabilities and incorporates the Company’s previously implemented Customer Service Policy.

STATEMENT OF COMMITMENT

Ravine is committed to treating all people in a way that allows them to maintain their dignity and independence. Ravine is committed to meeting the needs of people with disabilities in a timely manner and will do so by preventing and removing barriers to accessibility and meeting the accessibility requirements under the Accessibility for Ontarians with Disabilities Act, 2005 (AODA) and its regulations.

CUSTOMER SERVICE POLICY

PROVIDING SERVICES TO PERSONS WITH DISABILITIES

Ravine is committed to excellence in providing services to all customers of the Company and their representatives, including persons with disabilities.

ASSISTIVE DEVICES

We will ensure that our associates are trained and familiar with various assistive devices that may be used by customers with disabilities while accessing our services.

BILLING

We are committed to providing accessible invoices to all of our customers. Invoices will be provided in alternative formats upon request. We will answer any questions customers may have about the content of the invoice in person, by telephone and via support persons.

COMMUNICATION

We will communicate with persons with disabilities in ways that take into account their disability. We train all associates how to interact and communicate with people with various types of disabilities.

SERVICE ANIMALS

We welcome people with disabilities and their service animals. Service animals are allowed on the parts of our premises that are open to the public.

SUPPORT PERSONS

People with disabilities who are accompanied by a support person are welcome on our premises. A person with a disability who is accompanied by a support person will be allowed to have that support person accompany him or her and shall be permitted to have access to his or her support person at all times.

PREVENTATIVE AND EMERGENCY MAINTENANCE

Ravine will endeavor to prevent service disruptions to the accessibility of its public spaces. To reduce the risk of service disruptions, Ravine will inspect the accessibility of its public spaces during its monthly JHSC inspection by a certified member. When any deficiencies are noted that may impact accessibility, Ravine will take steps to correct the deficiency within a reasonable period of time.

NOTICE OF TEMPORARY DISRUPTION

In the event of a planned or unexpected disruption to our services or facilities usually used by customers with disabilities, Ravine will notify customers promptly. This clearly posted notice will include information about the reason for the disruption, its anticipated length of time, and a description of alternative facilities or services, if available.

The notice will be posted on our company’s website and, where appropriate, will be posted in an alternate location such as a main entrance and/or reception area.

TRAINING

Ravine will provide training to all associates who deal with the public and/or other third parties who deal with the public on behalf of our company. Training will also be provided to any person who is involved in the development and approval of the Company’s policies, and procedures governing the provision of services to customers or third parties.

Training will be provided to new members of the company during their orientation period.

Training will include:

An overview of the Accessibility for Ontarians with Disabilities Act, 2005 and the requirements of the customer service standard.
Ravine's plan related to the customer service standard
How to interact and communicate with persons with various types of disabilities.
How to interact with persons with disabilities who use an assistive device or require the assistance of a service animal or a support person.
How to use equipment or devices, where provided, available on-site or otherwise that may help with providing goods or services to persons with disabilities.
What to do if a person with a disability is having difficulty in accessing Ravine’s services. Members of the Company will also be trained when changes are made to our customer service plan.

Members of the Company will also be trained when changes are made to our customer service plan. Training records will be made and maintained in accordance with the requirements of the Accessibility Standards for Customer Service (O. Reg. 429/07).

FEEDBACK

The ultimate goal of Ravine is to meet and exceed customer expectations while serving customers with disabilities. Customers or others who wish to provide feedback on the way Ravine provides services to persons with disabilities can provide feedback directly to the staff member whom they received services.

This policy exists to achieve service excellence to customers with disabilities. Questions or feedback about this policy will be directed to the Company’s General Manager. Customers can expect to hear back from the Company within ten (10) business days of providing feedback. Any complaints about services provided to persons with disabilities will be addressed according to our Company’s regular complaint management procedure.

MODIFICATIONS TO THIS OR OTHER POLICIES

Any policy of Ravine that does not respect and promote the principles of dignity, independence, integration and equal opportunity of persons with disabilities will be modified or removed.

AVAILABILITY OF DOCUMENTS

Upon request, Ravine will provide or arrange for the provision of accessible formats and communication supports for persons with disabilities in a timely manner that takes into account the person’s accessibility needs due to their disability. Ravine will consult with the person making the request in determining the suitability of an accessible format or communication support.

ACCESSIBILITY POLICIES AND PLAN UNDER THE INTEGRATED ACCESSIBILITY STANDARDS

ACCESSIBLE EMERGENCY INFORMATION

Upon request, Ravine will provide publicly available emergency information to customers in an accessible way.

Ravine will provide individualized emergency response information to any associates with a disability, if the disability is such that the individualized information is necessary, and Ravine has been made aware that the accommodation is required due to the disability.

Individualized workplace emergency response information will be evaluated when the individual moves to a different location, when the overall accommodations needs or plans are reviewed, and when Ravine reviews its general emergency response policies.

TRAINING

In addition to the training provided to Ravine’s associates under the Accessibility Standards for Customer Service, we will provide training on the Integrated Accessibility Standards (O. Reg. 191/11) and on the Human Rights Code as it relates to people with disabilities. Training will be provided in a way that best suits the actual duties of the associates, volunteers and other third parties.

KIOSKS

Should Ravine design, procure or acquire any self-service kiosks on or after January 1, 2014, the accessibility for persons with disabilities will be considered. Ravine will ensure that any associates involved in the procurement or acquisition are apprised of the need to consider accessibility features when choosing the appropriate self-service kiosk.

INFORMATION AND COMMUNICATIONS

Ravine is committed to meeting the communication needs of people with disabilities. When requested, Ravine will consult with people with disabilities to determine their information and communication needs.

Should Ravine launch a new internet website or significantly refresh an existing internet website on or after January 1, 2017, Ravine will ensure that the website and all content that has been posted since January 1, 2012, will conform to WCAG 2.0, Level A.

By January 1, 2018 - Ravine will take the following steps to ensure the existing feedback processes are accessible to people with disabilities upon request:

Identify all existing feedback processes and will review for accessibility.
Should any barriers to accessibility be identified, take steps to remove those barriers

By January 1, 2019 - Ravine will ensure that all of its publicly available information is made accessible upon request. When a request for an accessible format or for communication supports is received, Ravine will:

Consult with individuals making requests to determine their accessibility needs to determine a suitable format or support.
Provide the requested information in a timely manner, and.
Provide the information at regular cost (if any).

By January 1, 2021 - Ravine will take the following steps to ensure its internet websites and all content posted on those sites (since January 1, 2012) conform with WCAG 2.0, Level AA:

Audit all websites and content for Level AA compliance.
Implement the necessary changes to ensure the website and web content conforms to all applicable standards.

DESIGN OF PUBLIC SPACES

Ravine is committed to fair and accessible employment practices and will implement all employment- related standards under the Integrated Accessibility Standards by January 1, 2016.

Ravine will develop standard language to be included in all job postings, whether published publicly or internally, to notify our associates and the public of our commitment to accommodate applicants with disabilities in the recruitment process.

Ravine will notify job applicants when they are individually selected to participate further in an assessment or selection process that accommodations are available upon request in relation to the materials or processes to be used. If the selected applicant requests an accommodation, Ravine will consult with the applicant and provide suitable accommodation in a manner that takes into account the applicant’s accessibility needs due to a disability.

When making offers of employment, Ravine will notify the successful applicant of its policies for accommodating associates with disabilities.

Ravine will take the following steps to develop and put in place a process for developing individual accommodation plans and return-to-work policies for associates that have been absent due to a disability:

Review all existing accommodation and return-to-work policies and practices;
Revise existing policies and practices to take into account all factors set out in the Integrated Accessibility Standards;

When undertaking any performance management, career development and redeployment processes, Ravine will ensure that the accessibility needs of all associates with disabilities needs are taken into account. This will include a review of any individual accommodation plans that are currently in place.

Where an individual identifies any accessibility barriers, Ravine will take steps to remove the barriers identified.

Ravine will meet Accessibility Standards for the Design of Public Spaces when building or making major modifications to public spaces. Due to the nature of our business, public spaces will typically include only service-related elements like service counters, fixed queuing lines and waiting areas. Ravine will meet these standards by January 1, 2017.

Ravine will endeavor to prevent service disruptions to the accessible parts of its public spaces. To reduce the risk of service disruptions, Ravine will periodically inspect the accessible portions of its public spaces. When any deficiencies are noted that may impact accessibility, Ravine will take steps to correct the deficiency within a reasonable period of time.

In the event of a service disruption, we will notify the public of the service disruption and alternatives available.

DIGITAL ACCESSIBILITY POLICY

Ravine Vineyard Estate Winery (Ravine) recognizes the need to develop a website that is useable and accessible by all people.

Our guests are at the heart of everything we do, and we understand that our products, and many of our interactions with our guests take place online. To make those experiences work for everyone we endeavor to create, procure, and design a website with accessibility in mind. To the maximum extent practicable, Ravine strives to:

Create, procure, and update, products, services and websites in compliance with Web Content Accessibility Guidelines (WCAG) 2.1 AA (or best practice at the time) and to build in accessibility by design.

Provide information to customers as we are able, about our level of compliance.

Respond to inquiries and complaints regarding difficulty accessing a Ravine product, service, or website due to accessibility issues with due speed.

Our team is available to assist with questions related to the accessibility of Ravine products and experiences. If you have questions, concerns or comments related to digital accessibility please contact info@ravinevineyard.com.

MULTI-YEAR ACCESSIBILITY PLAN 2024-2029

Introduction:

The goal of the Accessibility for Ontarians with Disabilities Act, 2005, 2005 (AODA) is to make Ontario accessible by 2025. The Integrated Accessibility Standards Regulations (IASR) under the AODA require that effective January 1, 2014, Ravine Vineyard Estate Winery (Ravine) establishes, implements, maintains and documents a multi-year accessibility plan to outline our strategy to prevent and remove barriers for persons with disabilities and to meet its requirements under the IASR.

Ravine introduced its first accessibility plan in compliance with the AODA – Customer Service Standard in 2012. People interacting with persons with disabilities on behalf of Ravine are asked to keep in mind the four core principles of accessible service:

Honouring someone’s Independence means recognizing when a person is able to do things on his or her own without unnecessary help or interference from others.
Showing consideration for someone’s Dignity means providing service in a way that allows the individual to maintain self-respect and the respect of other persons
We aim for Integration so that service can be provided in a way that allows all individuals to benefit from the same services, in the same place, and in the same or similar way as others, unless an alternate measure is necessary.
We strive for Equality by providing service to individuals in such a way that they have an opportunity to access goods or services equal to that given to others.

This multi-year plan outlines Ravine’ strategy to prevent and remove barriers to address the current and future requirements of the AODA. It highlights a number of accomplishments Ravine has achieved over the last few years in terms of barrier removal, and active steps taken to prevent barriers. This list is not exhaustive but documents the organization’s demonstration of efforts in the removal and prevention of barriers to access for persons with disabilities.

This evolving document is a snapshot of current guidelines and retains a progressive approach towards activities that forecast full implementation of the AODA standards by 2025. This Plan will be updated regularly to reflect progress made towards full compliance with the AODA.

Areas of access to be addressed:

In 2005, the provincial government enacted the AODA. The goal of AODA is to make Ontario fully accessible to persons with disabilities by 2025.

Under AODA, the following accessibility standards establish certain requirements that are applicable to Ravine:

Customer Service Standard
Integrated Accessibility Standards Regulation (IASR)
General Requirements
Employment
Information and Communication Systems

As each of the above standards of the AODA are codified as regulations, creating legal obligations for Ravine, the Multi-Year Accessibility Plan will compare its accomplishments in enhancing accessibility with the formal requirements of each standard. In accordance with the requirements, Ravine will:

Establish, review and update this plan.
Post this plan at www.ravinevineyard.com
Report as required on the progress of the implementation of this plan.
Provide this plan in an accessible format, upon request.
Review and update this plan at least once every five years.

As of September 2012, the Customer Service Standard (O.Reg. 429/07) and the Integrated Accessibility Standards Regulation (Or. Reg. 191/11) have been finalized into regulation, and Ravine has met its primary obligations under those regulations, namely the provision of mandatory training for those engaged in the provision of services to members of the public. Efforts continue in order to achieve compliance with the Information and Communications and the Employment aspects of the IASR through the development of tools and resources to provide accessible materials and training initiatives to support these Standards as well as digital accessibility compliance with respect to our website.

Our Statement of Commitment:

As an organization, we are committed to understanding the needs of all customers and to meeting legislative requirements as they relate to customers, our business, and our employees.

To comply with the AODA, we have implemented policies and procedures to treat all customers and employees with dignity and respect. We are dedicated to identifying and removing barriers so that we promote a safe and accessible environment for our customers, employees, suppliers, job applicants, visitors, and all others who enter our premises, do business with us, access our company website, or communicate with us. We are also committed to giving persons with disabilities the opportunity to access our goods and services in the same place and in a similar way as other customers, and to accommodating applicants and employees to provide equal access to employment opportunities.

Accessibility Standards for Customer Service

The Accessibility Standards for Customer Service (O. Reg. 429/07) became applicable to Ravine on January 1, 2012. Ravine has written policies and procedures governing the provision of its goods and services to persons with disabilities. The policies and procedures are available to all customers upon request. Ravine offers feedback processes for customers to share their experiences with us, provides training to employees who interact with customers, and completes compliance reports as required. View our policy for providing access to goods and services to people with disabilities here: /Legal/Accessibility

Integrated Accessibility Standards

Pursuant to the Integrated Accessibility Standards, O. Reg. 191/11, the deadlines for standards outlining compliance for information and communication will become applicable to Ravine beginning on January 1, 2014, with additional compliance requirements in January 2021.

Access to information from an online product or website

Ravine strives to make its website accessible to all users, where practicable. To meet the requirements in Part II of the Integrated Accessibility Standards we are actively working within the mandated timelines to increase the accessibility and usability of our website, and in doing so, to adhere to many of the principles, guidelines, success criteria and techniques as defined in the World Wide Web Consortium Web Content Accessibility Guidelines 2.1 (WCAG 2.1).

Our efforts to make our websites and content meet AODA and WCAG 2.1 guidelines to improve accessibility are ongoing, and we will make every effort to incorporate accessibility features where possible and practicable into new material added to our website. As further detailed in this Multi-Year Plan, Ravine has instituted a dedicated program to audit, assess and remediate our website specifications that are subject to AODA digital accessibility compliance. We encourage anyone who experiences difficulties accessing information to contact our team at info@ravinevineyard.com. In cases where information is not available in an accessible format, reasonable efforts will be used to provide customers with an accessible alternative or assistance in acquiring the information they need.

Ravine supports customers with disabilities by providing an alternate version of the information available in an online product, where practicable, upon request. To request an alternate version of information, please contact info@ravinevineyard.com. Please note that not all information may be available in an alternate format.

Accessibility Compliance:

Customer Service Standard – O. Reg. 429/07 – Establishment of Policies, Practices, and Procedures

Policies and Practices must be compatible with the following principles:

Respect for dignity and independence
Integration
Equality

Completion Status

Policy on Accessibility approved Fall 2011. This policy reflects Ravine’s commitment to fostering, creating and maintaining a barrier-free environment for all individuals. Further, the policy provides Guidelines on specific accessibility considerations in accordance with AODA. The guidelines developed in line with the AODA Customer Service standard include principles and protocols with respect to the following:

Use of Assistive Devices
Service Animals and Support Persons
Notice of Temporary Disruptions in Service
Providing Feedback and Complaints

Policy and practices posted to Ravine website - /Legal/Accessibility

The notice will be posted on our company’s website and, where appropriate, will be posted in an alternate location such as a main entrance and/or reception area.

Digital Accessibility Policy launched and posted to Ravine website - /Legal/Accessibility

Policy and practices reviewed annually based on changes to internal workflows

Training:

Customer Service training must be provided for:

Those who interact with members of the public on behalf of the Company
Persons who participate in developing Ravine’s policies, practices and procedures governing the provision of goods or services to members of the public or other third parties.

Completion Status

Training developed and facilitated for affected employees - December 31/2011; training provided through onboarding processes as required.
All training tracked and recorded - ongoing.
AODA Awareness and Customer Service Training is available and tracked within external training platform.

Feedback Processes:

Establish an accessible process for receiving and responding to feedback about the manner in which Ravine provides goods or services to persons with disabilities. The information about the process will be readily available to the public.

Completion Status:

Feedback process for customers established and posted to site /Legal/Accessibility by December 31/2011.
Process revised in Q1 2021, Ravine website updated with updated feedback process and contact information.

AODA Compliance Date:
January 1, 2012

Integrated Accessibility Standards Regulation – O. Reg. 191/11 – Part I – General – Establishment of Accessibility policies:

s. 3(1) Every obligated organization shall develop, implement, and maintain policies governing how the organization achieves or will achieve accessibility through meeting its requirements referred to in this Regulation.

Completion Status:

Developed and posted – November 2013
Ravine’s Accessibility Policies are available at: /Legal/Accessibility

AODA Compliance Date:
January 1, 2014

Training:
s. 7(1) Every obligated organization shall ensure that training is provided on the requirements of the accessibility standards referred to in this Regulation and on the Human Rights Code as it pertains to persons with disabilities to:

all employees, and volunteers;
all persons who participate in developing the organization’s policies; and
all other persons who provide goods, services or facilities on behalf of the organization.

Completion Status:

AODA Awareness training developed and facilitated for all employees – November 2013; training provided through onboarding processes for all new hires.
All training tracked and recorded via external company- ongoing.
AODA Awareness and Customer Service Training materials available for employees on Ravine’s internal training platform
Publicly posted information can be found at /Legal/Accessibility

AODA Compliance Date:
January 1, 2015

Integrated Accessibility Standards Regulation, O. Reg. 191/11 – Part II – Information and Communication Standards:
s. 11 (1) Every obligated organization that has processes for receiving and responding to feedback shall ensure that the processes are accessible to persons with disabilities by providing or arranging for the provision of accessible formats and communications supports, upon request.

Completion Status:

Feedback process for customers established and posted to Accessibility site on /Legal/Accessibility by December 31/2011.

AODA Compliance Date:
January 1, 2015

Accessible formats and Communication Supports:

s. 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,

in a timely manner that takes into account the person’s accessibility needs due to disability; and
at a cost that is no more than the regular cost charged to other persons.

s. 12 (2) The obligated organization shall consult with the person making the request in determining the suitability of an accessible format or communication support.

s. 12 (3) Every obligated organization shall notify the public about the availability of accessible formats and communication supports.

Completion Status:
In our Statement of Commitment: /Legal/Accessibility

AODA Compliance Date:
January 1, 2016

Accessible websites and web content:

s. 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.

Completion Status:

Efforts to make our websites and content meet AODA and WCAG 2.0 guidelines to improve accessibility are ongoing as we add new products or experiences, and we will make every effort to incorporate accessibility features where possible and practical into new material added to ourwebsite.

With launch of the new website in 2022 all content conforms with WCAG 2.0 Level AA, other than, success criteria 1.2.4 Captions (Live), and
success criteria 1.2.5 Audio Descriptions (Pre-recorded).

AODA Compliance Date:
January 1, 2014 – new internet websites and web content on those sites must conform with WCAG 2.0 Level A.
January 1, 2021 – all internet websites and web content must conform with WCAG 2.0 Level AA, other than,

success criteria 1.2.4 Captions (Live), and
success criteria 1.2.5 Audio Descriptions (Pre-recorded).

Integrated Accessibility Standards Regulation, O. Reg. 191/11 – Part III – Employment Standards:
s. 22 Every employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes.

Completion Status:
Standard accommodation statement included in all Ravine job postings to make applicants (internal/external) aware that in accordance with AODA accommodation is available. “Ravine is committed to providing access, equal opportunity and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities.
To request reasonable accommodation, please make a request via email to hr@ravinevineyard.com.

AODA Compliance Date:
January 1, 2016

Recruitment, assessment or selection process:

s. 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.

s. 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.

Completion Status:
s. 23 (1)

Incorporate language in all notifications to applicants for interview (email and phone) that in accordance with AODA, accommodation is available upon request.
“Ravine welcomes and encourages applications from people with disabilities. Accommodations are available upon request for candidates taking part in all aspects of the selection process.”
We will create a “How to” for hiring managers to communicate with potential hires.

s. 23 (2)

Develop scripts for “how to” engage in conversations to solicit and handle accommodation requests – provide to hiring managers.
Review recruitment process to ensure barriers may be removed or accessible features provided, upon request in accordance with AODA.

AODA Compliance Date:
January 1, 2016

Notice to successful applicants:

s. 24 Every employer shall, when making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities.

Completion Status:
Incorporate in offer letter a section regarding Ravine’s accessibility policies and where to access additional information on Ravine internal and external internet. Hiring managers, when making offers of employment, will notify the successful applicant of our policies for accommodating employees with disabilities.

Ravine is committed to creating and maintaining a barrier-free work environment to allow the full participation of all persons. To this end, Ravine will, where it is possible and reasonable to do so, alter existing policies or practices, adopt new policies or practices, make adjustments to the worksite, or re-assign employees unable to perform the duties of their job to alternate work assignments based on business requirements. Further information regarding Ravine’s Accommodation policy can be found in the Ravine Vineyard Associate Guide.

AODA Compliance Date:
January 1, 2016

Informing employees of supports:
s. 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.

s. 25 (2) Employers shall provide the information required under this section to new employees as soon as practicable after they begin their employment.

s. 25 (3) Employers shall provide updated information to its employees whenever there is a change to existing policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability.

Completion Status:
2013 – Accommodation policy defined as part of corporate policies; policies and information available at: /Legal/Accessibility
2013 – communicated as part of onboarding process when employees receive the Ravine Vineyard Associate Guide.

AODA Compliance Date:
January 1, 2016

Accessible formats and communication supports for employees:

s. 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,
(a) information that is needed in order to perform the employee’s job; and
(b) information that is generally available to employees in the workplace.

s. 26 (2) The employer shall consult with the employee making the request in determining the suitability of an accessible format or communication support.

Completion Status:
Accommodation Policy was introduced November 2013.
When an employee with a disability so requests it, Ravine will provide or arrange for provisions of suitable accessible formats and communication supports for:

Information that is needed in order to perform the employee’s job;
Information that is generally available to employees in the workplace.

In order to meet this obligation, we will consult with the requesting employee to determine the suitability of an accessible format or communication support.

AODA Compliance Date:
January 1, 2016

Workplace emergency response information:

s. 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.

s. 27 (2) If an employee who receives individualized workplace emergency response information requires assistance and with the employee’s consent, the employer shall provide the workplace emergency response information to the person designated by the employer to provide assistance to the employee.

s. 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.

s. 27 (4) Every employer shall review the individualized workplace emergency response information,
(a) when the employee moves to a different location in the organization;
(b) when the employee’s overall accommodations needs or plans are reviewed; and
(c) when the employer reviews its general emergency response policies.

Completion Status:
Accommodation Policy introduced November 2013.
In situations where we are aware that an employee has a disability and that there is a need for accommodation, individualized workplace emergency response information will be provided to the employee as soon as practicable if such information is necessary give the nature of the employee’s disability. Their individualized emergency response plans are maintained in HR and are:

Communicated to the employee’s respective manager, JHSC and General Manager, where the employee’s consent has been obtained, and on an as needed basis.
Reviewed and assessed on an ongoing and regular basis to ensure that accessibility issues are addressed.

Ravine will provide individualized workplace emergency response information to each employee who requires an accommodation or if Ravine is aware of the need for an accommodation.
Ravine reviews individualized workplace emergency response information when required.
Annual updates/review by employees. Accommodation includes a buddy system.

AODA Compliance Date:
January 1, 2016

Documented individual accommodation plans:

s. 28 (1) Employers shall develop and have in place a written process for the development of documented individual accommodation plans for employees with disabilities.

s. 28 (2) The process for the development of documented individual accommodation plans shall include the following elements:

The manner in which an employee requesting accommodation can participate in the development of the individual accommodation plan.
The means by which the employee is assessed on an individual basis.
The manner in which the employer can request an accommodation can be achieved.
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 agent, or other representative from the workplace, where the employee is not represented by a bargaining agent, in the development of the accommodation plan.
The steps taken to protect the privacy of the employee’s personal information.
The frequency with which the individual accommodation plan will be reviewed and updated and the manner in which it will be done.
If an individual accommodation plan is denied, the manner in which the reasons for the denial will be provided to the employee.
The means of providing the individual accommodation plan in a format that takes into account the employee’s accessibility needs due to disability.

Completion Status:
Our Accommodation Policy includes steps that we take to accommodate an employee with a disability and to facilitate an employee’s return to work after absenteeism due to disability.
Our Accommodation Policy includes steps that we take to document individual accommodation plans and include the following:

The manner in which an employee requesting accommodation can participate in the development of the individual accommodation plan.
The means by which the employee is assessed on an individual basis.
The manner in which the employer can request an accommodation can be achieved.
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 agent, or other representative from the workplace, where the employee is not represented by a bargaining agent, in the development of the accommodation plan.
The steps taken to protect the privacy of the employee’s personal information.
The frequency with which the individual accommodation plan will be reviewed and updated and the manner in which it will be done.
If an individual accommodation plan is denied, the manner in which the reasons for the denial will be provided to the employee.
The means of providing the individual accommodation plan in a format that takes into account the employee’s accessibility needs due to disability.

Ravine has also created a comprehensive return to work package which is reviewed with the manager and employee to ensure a smooth transition/ return to work process that supports the employee’s ongoing recovery.

AODA Compliance Date:
January 1, 2016

Return to work process

s. 29 (1) Every employer, other than an employer that is a small organization,

(a) 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
(b) shall document the process.

s. 29 (2) The return to work process shall,
(a) outline the steps the employer will take to facilitate the return to work of employees who were absent because their disability required them to be away from work; and
(b) use documented individual accommodation plans, as described in section 28, as part of the process.

s. 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.

Completion Status:
Our Return to Work process includes steps that we take to document individual return to work plans and include the following:

Documentation of the process.
Outlines the steps the employer will take to facilitate the return to work of employees who were absent because their disability required them to be away from work and uses documented individual accommodation plans, as described in section 28, as part of the process.

AODA Compliance Date:
January 1, 2016

Performance management

s. 30 (1) An employer that uses performance management in respect of its employees shall take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when using its performance management process in respect of employees with disabilities.

Completion Status:
We will take into account accessibility needs of employees with disabilities, as well as individual accommodation plans:

When using our performance management process in respect of employees with disabilities, as well as individual accommodation plans;
When providing career development and advancement to our employees with disabilities

AODA Compliance Date:
January 1, 2016

Career development and advancement:

s. 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 development and advancement to its employees with disabilities.

Completion Status:
Ravine will take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when conducting performance management, providing career development and advancement to employees, or when redeploying employees.

AODA Compliance Date:
January 1, 2016

Redeployment:

s. 32 (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 redeploying employees with disabilities.

AODA Compliance Date:
January 1, 2016

Accessibility Plans:

s. 4(1) Designated private sector organizations shall,
(a) 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;
(b) post the accessibility plan on their website, if any, and provide the plan in an accessible format upon request; and
(c) review and update the accessibility plan at least once every five years.

Completion Status:

Updates to Multi-Year Accessibility Plan posted to /Legal/Accessibility 2022.

Questions or Feedback:
As we continue to improve our website and add new products and experiences, we will update our Multi-Year Accessibility Plan.

If you have questions or feedback about the accessibility of any of our information, product or services, or if you require an alternate format of a specific product or content from one of our websites, please contact our team by email at info@ravinevineyard.com. Your feedback will help us improve the experience for all customers.

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