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Accessibility


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Customer Service Policy Statement
Integrated Accessibility Standards Policy Statement
Integrated Accessibility Standards Multi Year Plan

Accessibility for Ontarians with disabilities Act, 2005



Customer Service Policy Statement


In accordance with the Accessibility for Ontarians with Disabilities Act, 2005, Accessibility Standard for Customer Service, Sporting Life is committed to providing a high level of customer service for all customers, vendors, contractors and other persons who wish to access its goods, services or facilities. Sporting Life is committed to providing access to its goods, services and facilities in a manner that respects the dignity and independence of individuals with disabilities and in a manner that is integrated so as to enable a person with a disability to obtain, use or benefit from our goods and services.

Sporting Life will take all reasonable steps to ensure that all customers, vendors, contractors and others with disabilities have equal opportunity to access its goods, services and facilities.


Our commitment

In fulfilling our mission, Sporting Life strives at all times to respect the dignity and independence of our customers with disabilities. We are committed to ensuring that people with disabilities are given the same opportunities in accessing our products and services, in a way that is similar to other customers. Sporting Life is committed to excellence in serving all customers including people with disabilities and we will carry out our functions and responsibilities in the following areas:

  1. Communication

    We will communicate with people with disabilities in ways that take into account their disability, while maintain their dignity, and independence and allowing for equal opportunities.

    All staff in the position entailing customer communication will receive training on how to interact with individuals with different types of disabilities.

  2. Assistive devices

    At Sporting Life, we are dedicated to serving our customers using assistive devices to obtain, use or benefit from our products and services. It is our commitment to our customers that we will train our staff to be familiar with various assistive devices that individuals with disabilities might use while accessing our products and services.

  3. Use of service animals and support persons

    Sporting Life is committed to welcoming people with disabilities who are accompanied by a service animal in the areas of our premises that are open to the public and other third parties.

    Sporting Life ensures that all staff and third parties are correctly trained on interacting with people with disabilities in accompaniment of a service animal.

    We are committed to welcoming people with disabilities who are accompanied by a support person. Any person with a disability who is accompanied by a support person will be allowed to enter Sporting Life’s premises with his or her support person. At no time will a person with a disability who is accompanied by a support person be prevented from having access to his or her support person while on our premises.

  4. Notice of temporary disruption

    Sporting Life will provide customers with notice in the event of a planned or unexpected disruption in the facilities or services usually used by people with disabilities, including escalators and elevators. This notice will contain the reason for the service disruption, the planned duration, and alternative service options that can be used for the duration of the disruption, where available.

    The disruption notice will be placed at main entrances to the store as well as immediately adjacent to the facility that is not functioning.

  5. Training for staff

    Sporting Life is committed to providing all staff who deal with customers and/or are involved in the development and implementation process of customer service policies, practices and procedures.

    Training will include the following:

    • The purposes of the Accessibility for Ontarians with Disabilities Act, 2005 and the requirements of the customer service standard.

    • How to interact and communicate with people with various types of disabilities.

    • How to interact with people with disabilities who use an assistive device or require the assistance of a service animal or a support person.

    • What to do if a person with a disability is having difficulty in accessing an area of the store or product.

    • Sporting Life’s policies, practices and procedures relating to the customer service standard.

    • Applicable staff will be trained on policies, practices and procedures that affect the way goods and services are provided to people with disabilities. Training will continue to be ongoing as changes are made to these policies, practices and procedures.

  6. Feedback process

    The ultimate goal of Sporting Life is to meet and surpass customer expectations while serving our customers with disabilities. Comments on our services regarding how well those expectations are being met are welcome and appreciated.

    Feedback regarding the way we provide goods and services to people with disabilities can be made by:

    • Email: info@sportinglife.ca

    • Speak with a Store Manager at the location in question

    • Mail feedback to:

      General Manager

      130 Merton Street
      Toronto, Ontario
      M4S 1A4

    • Faxing feedback to 416 485 7825 (Attn: General Manager)

All feedback will be directed to the General Manager, and customers can expect to hear back from us within 3 days

Complaints will be addressed according to complaint categories already established in our company’s complaint management procedures.




Integrated Accessibility Standards Policy


The following policy has been established by Sporting Life to govern the provision of services with Regulation 191/11, “Integrated Accessibility Standards” (“Regulation”) under the Accessibility for Ontarians with Disabilities Act, 2005.

These standards are developed to break down barriers and increase accessibility for persons with disabilities in the areas of information and communications and employment.

Sporting Life is governed by this policy as well as the Accessibility Standards for Customer Service Policy and the Accessibility for Ontarians with Disabilities Act, 2005 in meeting the accessibility needs of persons with disabilities.


Commitment

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

This policy will be implemented in accordance with the time frames established by the Regulation.


Accessibility Plan

Sporting Life will develop, maintain and document an Accessibility Plan outlining the Company’s strategy to prevent and remove barriers from its workplace and to improve opportunities for persons with disabilities.

The Accessibility Plan will be reviewed and updated at least once every five years, and will be posted on the Company’s website. Upon request, Sporting Life will provide a copy of the Accessibility Plan in an accessible format.


Self-Service Kiosks

Sporting Life will have consideration for accessibility when designing, procuring or acquiring our self-serve kiosks to better serve persons with disabilities. Self-service kiosks are not offered at the Company.


Training Employees and Volunteers

Sporting Life will ensure that training is provided on the requirements of the accessibility standards referred to in the Regulation and continue to provide training on the Human Rights Code as it pertains to persons with disabilities, to:

  • all its Employees;

  • all persons who participate in developing Sporting Life’s policies; and,

  • all other persons who provide goods, services or facilities on behalf of the Company

The training will be appropriate to the duties of the Employees and other persons. Employees will be trained when changes are made to the accessibility policy. New Employees will be trained during New Employee Orientation and Sporting Life will keep a record of the training it provides.


- Information and Communications Standards


Feedback

Sporting Life will continue to ensure that its process for receiving and responding to feedback is accessible to persons with disabilities by providing, or arranging for the provision of, accessible formats and communications supports, upon request


Accessible Formats and Communication Supports

Upon request, Sporting Life will provide, or will 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.

Sporting Life will consult with the person making the request in determining the suitability of an accessible format or communication support.

Sporting Life will also notify the public about the availability of accessible formats and communication supports.


Accessible Websites and Web Content

Sporting Life will ensure that our Internet websites, including web content, conform to the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0, at Level AA except where this is impracticable.


- Employment Standards


Recruitment

Sporting Life will notify its Employees and the public about the availability of accommodation for applicants with disabilities in its recruitment process.


Recruitment, Assessment or Selection Process

Sporting Life 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 a selected applicant requests an accommodation, Sporting Life will 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.


Notice to Successful Applicants

When making offers of employment, Sporting Life will notify the successful applicant of its policies for accommodating Employees with disabilities.


Informing Employees of Supports

Sporting Life will continue to inform its Employees of its policies (and any updates to those policies) used to support Employees with disabilities, including policies on the provision of job accommodations that take into account an Employee’s accessibility needs due to disability. This information will be provided to new Employees as soon as practical after commencing employment.


Accessible Formats and Communication Supports for Employees

Upon the request of an Employee with a disability, Sporting Life will consult with the Employee to provide, or arrange for the provision of, accessible formats and communication supports for information that is needed to perform his/her job, and information that is generally available to other Employees.

In determining the suitability of an accessible format or communication support, Sporting Life will consult with the Employee making the request.


Workplace Emergency Response Information

Sporting Life will provide individualized workplace emergency response information to Employees who have a disability, if the disability is such that the individualized information is necessary, and if Sporting Life is aware of the need for accommodation due to the Employee’s disability. Sporting Life will provide this information as soon as practical after becoming aware of the need for accommodation.

Where the Employee requires assistance, Sporting Life will, with the consent of the Employee, provide the workplace emergency response information to the person designated by Sporting Life to provide assistance to the Employee.

Sporting Life will review the individualized workplace emergency response information when the Employee moves to a different location in the organization, when the Employee’s overall accommodation needs or plans are reviewed.


Documented Individual Accommodation Plans

Sporting Life will maintain a written process for the development of documented individual accommodation plans for Employees with disabilities. If requested, information regarding accessible formats and communications supports provided will also be included in individual accommodation plans. In addition, the plans will include individualized workplace emergency response information (where required), and will identify any other accommodation that is to be provided.


Return to Work Process

Sporting Life maintains a documented return to work process for its Employees who have been absent from work due to a disability and who require disability-related accommodations in order to return to work. The return to work process outlines the steps Sporting Life will take to facilitate the return to work and will include documented individual accommodation plans as part of the process. This return to work process will not replace or override any other return to work process created by or under any other statute (ie., the Workplace Safety Insurance Act, 1997).


Performance Management, Career Development and Advancement & Redeployment

Sporting Life 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.


Questions about this policy

This policy has been developed to break down barriers and increase accessibility for persons with disabilities in the areas of information and communications and employment. If anyone has a question about the policy, or if the purpose of a policy is not understood, an explanation will be provided by:

Contact: Jerry Rynda, General Manager
Address: 130 Merton Street, Suite 600
Phone: 416-485-1685
E-mail: j.rynda@sportinglife.ca




Integrated Accessibility Standards Multi Year Plan


Integrated Regulation


  • Part I - General Requirements

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Section Initiative Description Compliance Date
3 Establishment of Accessibility Policies 3.(1) Every obligated organization shall develop, implement and maintain policies governing how the organization achieves or will achieve accessibility through meeting its requirements under the accessibility standards referred to in this Regulation. January 1, 2014
4 Establish Accessibility Plans 4.(1) Large organizations shall,
  1. 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;
  2. post the accessibility plan on their website, if any, and provide the plan in an accessible format upon request; and
  3. review and update the accessibility plan at least once every five years.
January 1, 2014
6 Self-Service Kiosks 6.(2) Large organizations and small organizations shall have regard to the accessibility for persons with disabilities when designing, procuring or acquiring self-service kiosks. January 1, 2014
7 Training 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,
  1. all employees, and volunteers;
  2. all persons who participate in developing the organization‘s policies; and
  3. all other persons who provide goods, services or facilities on behalf of the organization.
January 1, 2015

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  • Part II - Information and Communications Standards

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Section Initiative Description Compliance Date
11 Feedback 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 accessible formats and communications supports, upon request. January 1, 2015
12 Accessible Formats & Communication Supports 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,
  1. in a timely manner that takes into account the person‘s accessibility needs due to disability; and
  2. at a cost that is no more than the regular cost charged to other persons.
January 1, 2016
12 12.(2) The obligated organization shall consult with the person making the request in determining the suitability of an accessible format or communication support. January 1, 2016
12 12.(3) Every obligated organization shall notify the public about the availability of accessible formats and communication supports. January 1, 2015
13 Emergency Procedures, Plans or Public Safety Info 13.(1) In addition to its obligations under section 12, if an obligated organization prepares emergency procedures, plans or public safety information and makes the information available to the public, the obligated organization shall provide the information in an accessible format or with appropriate communication supports, as soon as practicable, upon request. January 1, 2012
14 Accessible Websites & Web Content 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, and shall do so in accordance with the schedule set out in this section.

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)
  • success criteria 1.2.5 Audio Descriptions (Pre-recorded).

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  • Part III - Employment Standard

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Section Initiative Description Compliance Date
22 Recruitment – General 22. Every employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes. January 1, 2016
23 Recruitment, Assessment or Selection Process 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. (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. January 1, 2016
24 Notice to Successful Applicants 24. Every employer shall, when making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities. January 1, 2016
25 Informing Employees of Supports 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. January 1, 2016
25 25.(2) Employers shall provide the information required under this section to new employees as soon as practicable after they begin their employment. January 1, 2016
25 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. January 1, 2016
26 Accessible Formats & Communication Supports for Employees 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,
  1. information that is needed in order to perform the employee‘s job; and
  2. information that is generally available to employees in the workplace.
January 1, 2016
26 26.(2) The employer shall consult with the employee making the request in determining the suitability of an accessible format or communication support. January 1, 2016
27 Workplace Emergency Response Information 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. January 1, 2012
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. January 1, 2012
27 (3) Employers shall provide the information required under this section as soon as practical after the employer becomes aware of the need for accommodation due to the employee‘s disability. January 1, 2012
27 (4) Every employer shall review the individualized workplace emergency response information,
  1. when the employee moves to a different location in the organization;
  2. when the employee‘s overall accommodations needs or plans are reviewed; and
  3. when the employer reviews its general emergency response policies.
January 1, 2012
28 Documented Individual Accommodation Plans 28.(1) Employers, other than employers that are small organizations, shall develop and have in place a written process for the development of documented individual accommodation plans for employees with disabilities. January 1, 2016
28 28.(2) The process for the development of documented individual accommodation plans shall include the following elements:
  1. The manner in which an employee requesting accommodation can participate in the development of the individual accommodation plan.
  2. The means by which the employee is assessed on an individual basis.
  3. The manner in which the employer can request an evaluation by an outside medical or other expert, at the employer‘s expense, to determine if and how accommodation can be achieved.
  4. 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.
  5. The steps taken to protect the privacy of the employee‘s personal information.
  6. The frequency with which the individual accommodation plan will be reviewed and updated and the manner in which it will be done.
  7. If an individual accommodation plan is denied, the manner in which the reasons for the denial will be provided to the employee.
  8. The means of providing the individual accommodation plan in a format that takes into account the employee‘s accessibility needs due to disability.
January 1, 2016
29 Return to Work Process 29.(1) Every employer, other than an employer that is a small organization,
  1. 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
  2. shall document the process.
January 1, 2016
29 29.(2) The return to work process shall,
  1. 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
  2. use individual documented accommodation plans, as described in section 28, as part of the process.
January 1, 2016
29 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. January 1, 2016
30 Performance Management 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. January 1, 2016
31 Career Development & Advancement 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. January 1, 2016
32 Redeployment 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. January 1, 2016

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