Accessibility Policy

Carbon Steel Profiles Limited i.e. (Carbon Steel) is committed to ensuring equal access and participation for people with disabilities. We are committed to treating people with disabilities in a way that allows them to maintain their dignity and independence. We believe in integration, and we are committed to meeting the needs of people with disabilities in a timely manner. We will do so by removing and preventing barriers to accessibility and meeting our accessibility requirements under the Accessibility for Ontarians with Disabilities Act (AODA) and Ontario’s accessibility laws.

Carbon Steel is committed to meeting its current & ongoing obligations under the Ontario Human Rights Code respecting non-discrimination. Carbon Steel understands that obligations under AODA & its accessibility standards do not substitute or limit its obligations under the Ontario Human Rights Code or obligations to people with disabilities under any other law. Carbon Steel is committed to excellence in serving and providing goods, services or facilities to all customers including people with disabilities.

We are committed to training all staff and volunteers in accessible customer service, other Ontario’s accessibility standards and aspects of the Ontario Human Rights Code that relate to persons with disabilities. In addition, we will train:

• a) all people who participate in developing the organization’s policies,
• b) all other people who provide goods, services or facilities on behalf of the organization.

All employees will be trained as appropriate on the policies and procedures that affect the way we provide goods and services to people with disabilities as well as the way in which we recruit, develop, and advance people with disabilities. Training will address, as appropriate:

• a) the use of assistive devices used by or provided for use by Carbon Steel,
• b) ways to communicate that take into account a person’s disabilities,
• c) accommodation of service animals and support people on our premises,
• d) individualized workplace emergency response plans.

Training will be provided as part of a new employee’s orientation and when changes are made to these policies and procedures.

We notify employees, job applicants and the public that accommodation can be made during recruitment and hiring. We notify job applicants when they are individually selected to participate in an assessment or selection process that accommodations are available upon request. We consult with the applicants and provide or arrange suitable accommodation. We notify successful applicants of policies for accommodating employees with disabilities when making offers of employment. We notify staff that support is available for those with disabilities as soon as practicable after they begin their employment. We provide updated information to employees whenever there is a change to existing policies on the provision of job accommodation that take into account an employee’s accessibility needs due to a disability. We will consult with employees when arranging for the provision of suitable accommodation in a manner that takes into account the accessibility needs due to a disability. We will consult with the person making the request in determining the suitability of an accessible format or communication support specifically for:

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

Where needed, we will also provide customized emergency information to help an employee with a disability during an emergency. With the employee’s consent, we will provide workplace emergency information to a designated person who will provide assistance to that employee during an emergency. We will provide the information as soon as practicable after we become aware of the need for accommodation due to the employee’s disability.

We will review the individualized workplace emergency response information:

• a) when the employee moves to a different location in the organization, or
• b) when the employee’s overall accommodations needs or plans are reviewed, or
• c) when the employer reviews its general emergency response policies.

We have a written process to develop individual accommodation plans for employees.
Our performance management, career development and redeployment processes take into account the accessibility needs of all employees.

Customers who wish to provide feedback on the way that Carbon Steel provides goods and services to people with disabilities may do so by phone, fax, email or in writing. These communications should be directed to:

Carbon Steel Profiles Limited
2190 Williams Pkwy E
Brampton, ON L6S 5X7
Attn: Marie Dempsey, Human Resources
Phone: 905-799-2427 ext. 147
Fax: 905-799-1916
Email: Marie@carbon.ca

Any policies of this organization that do not respect and promote the principles of dignity, independence, integration and equal opportunity for people with disabilities will be modified or removed.

This policy will be posted on Carbon Steel’s website at www.carbon.ca and made available in alternate formats upon request and reviewed at least every 5 years.

Prepared & reviewed	Approved Authority CSPL Principal
Craig Wattier, Plant Manager	Darren McNair, President

Any policies of this organization that do not respect and promote the principles of dignity, independence, integration and equal opportunity for people with disabilities will be modified or removed.

This policy will be posted on Carbon Steel’s website at www,carbon.ca and made available in alternate formats upon request and reviewed at least every 5 years.