Accessibility Plan

Statement of Commitment:

Redpath is committed to providing a respectful, welcoming, accessible, and inclusive environment in the provision of services for both employees and clients alike. Redpath is committed to, and strives to ensure that, the Accessibility for Ontarians with Disabilities Act (AODA) 2005, the standards and all other relevant legislation concerning accessibility, are observed. Redpath ensures that all persons within its community are aware of their rights and responsibilities to foster an accessible and inclusive environment with and for persons with disabilities.



Accessibility Plan:

The intent of this Accessibility Plan is to record Redpath’s requirements under the Accessibility for Ontarians  with Disabilities Act (AODA).

Accessibility Requirement

Department Responsible

Due Date



Establishment of an Accessibility policy:

  • Accessibility policy developed, implemented and maintained and must include a commitment statement
  • Post policy on a bulletin board in a public area
  • Policy shall include the following:
  • Instructions on how to interact and communicate with clients and employees with various types of disabilities;
  • Instructions on how to interact with employees and clients with disabilities who use assistive devices; require the assistance of a guide dog, service animal or service dog; or require the use of a support person;
  • Instructions on how to use equipment or devices that are available at your premises or that may assist employees and clients with disabilities;
  • Instructions on what to do if an employee or client with a disability is having difficulty accessing Redpath
Human Resources Jan 1, 2014 Completed

Accessibility Plans

  • Establish, implement, maintain and document a multi-year accessibility plan
  • Assess and address current barriers to accessibility
  • Prevent and remove future barriers
  • Post the plan in public area on a bulletin board
  • Give the information to anyone who asks for it
  • Provide it in an accessible format when asked
  • Post multi-year accessibility plan on Redpath website
Human Resources Jan 1, 2014


Review and update plan every five years, minimum.

Redpath practice: updates in line with compliance reporting years, every 3 years.


  • All employees will be trained; this includes paid and unpaid positions, managers, senior leaders, directors and owners
  • All new employees will be provided training as part of their orientation
  • Accessibility for Ontarians with Disabilities Act, 2005
  • Integrated Accessibility Standards Regulation (IASR) requirements that apply to our business
  • Ontario Human Rights Code (what you have to do as it relates to disabilities)
  • Provision of goods and services to persons with disabilities
  • The use of assistive devices
  • The use of guide dogs, service animals and service dogs
  • The use of support persons
  • Notice of service disruptions
  • Customer feedback
  • Notice of availability and format of documents
  • Policies, procedures and practices surrounding the legislation
  • Training documentation shall be kept to document dates, attendees and training provided
Human Resources and Safety Jan 1, 2015 Completed

Feedback Process

  • Receiving and responding to feedback from employees and clients and ensuring the processes are accessible to persons with disabilities by providing or arranging for the provision of accessible formats and communication supports, upon request
Human Resources Jan 1, 2015 Completed

Accessible Formats and Communication Support

  • Notification to the public about the availability of accessible formats and communication supports is required
  • Upon request, provide or arrange to provide accessible formats and communication supports for persons with disabilities:
    • In a timely manner that takes into account the person’s accessibility needs
    • At a cost that is no more that the regular cost charged to other persons
  • The organization will consult with the person making the request to determine the suitability of an accessible format or communication support
Human Resources Jan 1, 2016 Completed

All websites and web content

  • Internet websites and web content conform with the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 0 Level A
  • Increase to WCAG 2.02 Level AA other than criteria 1.2.4 (captions) and 1.2.5 (pre-recorded audio descriptions)
Human Resources and Marketing

Jan 1, 2014

Jan 1, 2021




  • Let job applicants know that Redpath will accommodate disabilities during the selection process
  • Job ads modified to include the accessibility and accommodation statement “Redpath is committed to an environment that is barrier-free. If you require accommodation during the hiring process, please inform us in advance so that we can arrange reasonable and appropriate accommodation.”
  • Provide suitable accommodation that takes into account the applicant’s accessibility needs due to disability
Human Resources Jan 1, 2016 Completed

Informing employees of supports

  • Inform all employees of policies used to support employees with disabilities
  • Provide new employees the information on orientation
  • Provide updated information to employees whenever there is a change to an existing policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability
Human Resources Jan 1, 2016 Completed

Accessible formats and communication supports for employees:

  • Information to perform their job
  • Information that is generally available to employees in the workplace
Human Resources Jan 1, 2016 Completed

Workplace emergency response information

  • If an employee who receives individualized workplace emergency response information requires assistance, and with the employee’s consent, the employer shall provide this information to the person designated by the employer to provide assistance to the employee
  • Individualized workplace emergency response information shall be reviewed when the employee moves to a different location in the organization; their overall accommodations needs or plans are reviewed; or when the employer reviews its general emergency response policies
Human Resources Jan 1, 2016 Completed

Documented Individual Accommodation Plans

  • Employees requesting individual accommodation plans may participate in the development of the plan
  • Means by which the employee is assessed on an individual basis
  • The manner in which the employer can request an evaluation by an outside medical or other expert, at the employer’s expense, to assist in determining if accommodation can be achieved and, if so, how it can be achieved
  • Privacy protection of the employee’s personal information
  • Frequency with which the individual accommodation plan will be reviewed and updated, and the manner in which it will be done
  • If a plan is denied, the manner in which the reasons for the denial will be provided to the employee
  • Individual accommodation plans are in a format that takes into account the employee’s accessibility needs due to disability
Human Resources Jan 1, 2016 Completed

Return to Work Process

  • Develop and have in place a return to work process
  • 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
  • Use documented individual accommodation plans
Human Resources Jan 1, 2016 Completed
Make performance management, career development and job changes (move to another position) accessible to employees Human Resources Jan 1, 2016 Completed

Design of Public Spaces

  • Redpath is committed to an environment that is barrier free. Redpath will ensure that the design and construction of any new public spaces meets the standards set out in the AODA.
Human Resources Ongoing Ongoing

Reviewed and updated: 2021

Redpath is a private company and is not typically open to the public.  However, there are instances when members of the public, such as clients, vendors or others are invited to visit Redpath.  We will ensure that visitors are aware of their rights and responsibilities to foster an accessible and inclusive environment with and for persons with disabilities.  We strive to ensure our spaces are compliant with the AODA’s Design of Public Spaces Standards and will include these standards in the construction, renovation or replacement of public spaces.

To request this information in an accessible format or to obtain more information, please contact Human Resources for Redpath Canada Limited and Redpath Raiseboring Limited by phone at: 705-474-2461 or by email at: