• Develop, implement and maintain required accessibility policies
• Statement of commitment
• Make policies available to the public

• Accessibility Policy
• Accessible Customer Service Policy
• Information and Communications Standard Policy
• Employment Standard Policy

And a Statement of Commitment - AODA (Accessibility).

• Newsletters
• Emails
• Memos
• Websites
• Bulletin boards
• Staff meetings
• One-on-one conversations

• Any information necessary for employees to perform their jobs (e.g., job descriptions and manuals).
• General information available to all employees at work (e.g., company newsletters, organization-wide memos, and bulletins regarding company policies and health and safety information).

Emergency information must be made accessible and a plan must be developed to help employees with disabilities during an emergency.

• Who uses a wheelchair can safely exit a building in the event of a fire
• With a hearing disability, who cannot hear an alarm, will be notified in the event of an emergency
• With a visual disability will identify and navigate emergency escape routes
• With an invisible disability, such as a heart condition that prevents them from using stairs, will evacuate a building during an emergency

Topper's Pizza Franchising Company will provide all emergency information in accessible formats as requested. In addition, as soon as becoming aware of the request, an individualized emergency plan will be developed based on the employee's accessibility needs using the “Individualized Employee Emergency Response Information Form” and the “Worksheet for Individual Emergency Response Plan” which can both be found on Teams in the HR folder. With the employee's consent, this information will be shared with the employees direct manager and Lynn Faroqi, HR Advisor as the people designated to help the employee in an emergency.

• The employee changes work locations
• You review the employee's overall accommodation needs
• You review the organization's general emergency response policies

• Hold formal or informal performance reviews
• Promote or move them to a new job

• Making documents available in accessible formats (for example, large print for people with low vision)
• Providing feedback and coaching in a way that is accessible to them (for example, allowing someone with a learning disability to record the conversation)
• Providing the accommodations they need to successfully learn new skills or take on more responsibilities

• Providing or arranging for accessible formats to give persons with disabilities the required channels for giving, receiving and responding to feedback.
• Upon request, providing accessible communication supports. For example, if feedback is given or received through written methods, providing alternative methods such as text-to-screen softwares, allowing employees to give or receive feedback via verbal communication, etc.

• How an employee participates in the development of their individual accommodation plan
• How an employee is assessed on an individual basis
• How an employee can ask for a representative from the workplace to participate in the development of the accommodation plan (as applicable)
• How Topper's Pizza Franchise Company, as an employer, can request assistance from an outside expert, at your expense
• The steps you will take to protect the privacy of the employee's personal information
• How and when you will provide the employee with their personalized accommodation plan
• The schedule for when and how the plan will be reviewed and updated
• How you will tell an employee that their individual accommodation plan has not been accepted
• How you will provide the plan in an accessible format

Topper's Pizza Franchise Company will develop individual Accessibility plans using the “Individual Accommodation Plan” template and policy along with a “Return to work Plan” policy. The employee will be engaged throughout the development of the plans. All plans will be stored in the employees HR file on Teams and each individual plan will be stored within the employee's file.

• documents in larger fonts
• verbal and written communication
• one to one meetings
• documents in braille
• use of a sign language interpreter
• and any other accommodation that is requested

This requirement does not replace or override any other return-to-work process made under any other law (e.g., WSIA).

Topper's Pizza Franchising Company will develop a return to work process for employees who require disability-related accommodations upon their return to work and will share the plan with both the employee and the employee's direct manager via email and a meeting (as needed).

Businesses or nonprofits with 20 or more employees are required to submit an accessibility compliance report every three years.

Topper's Pizza Franchise Company has submitted an Accessibility Compliance report for the 2023 reporting deadline. Topper's Pizza Franchise Company will be required to submit another report in 2026. The Accessibility Compliance Reports are stored on Teams in the HR folder, and Lynn Faroqi, HR Advisor, is responsible for creating, submitting, and documenting them.

• All employees and volunteers (paid and unpaid, full-time, part-time and contract positions) as soon as possible after joining the organization
• Anyone involved in developing your organization's policies (including managers, senior leaders, directors, board members and owners)
• Anyone who provides goods, services or facilities to clients/customers on your organization's behalf

• the purpose of the Accessibility for Ontarians with Disabilities Act
• an overview of the requirements of the customer service standard
• your organization's policy on providing accessible customer service
• how to interact with people with various types of disabilities
• how to interact with people who use an assistive device or require the assistance of a service animal or support person
• information on how to use any equipment or devices available in your organization to help provide goods, services or facilities to people with disabilities (for example, screen readers, lifts, TTY phone line)
• what to do if a person with a disability is having difficulty accessing your organization's goods, services or facilities
• the accessibility standards and the Ontario Human Rights Code as it relates to people with disabilities
• any changes or updates to the organization's accessibility policies
• any accessibility training pertaining to the employees responsibilities or job duties

Training records will be documented and maintained within the Teams HR folder and Lynn Faroqi, HR Advisor is responsible for administering and monitoring the training.