Accessibility Policy | Jahn Engineering Ltd.

ACCESSIBILITY POLICY

Jahn Engineering 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 and Ontario’s accessibility laws.

President (March 25, 2026)

ACCESSIBILITY FOR ONTARIANS WITH DISABILITIES ACT, 2005 (AODA)

INTEGRATED ACCESSIBILITY STANDARD REGULATION

ONTARIO REGULATION 191/11 – IASR

1.0 ACCESSIBILITY POLICY – GENERAL

The organization has developed, implemented, and maintains a written Accessibility Policy in accordance with the Integrated Accessibility Standards Regulation (IASR).

The Accessibility Policy outlines the organization’s commitment to providing accessible goods, services, and employment practices to people with disabilities in a timely manner. The policy addresses applicable accessibility standards, including information and communications, employment, customer service, and the design of public spaces, where applicable.

Note: The policy is reviewed periodically and is available in accessible formats upon request.

2.0 REFERENCES

The following legislation and regulations are applicable to this Accessibility Policy Manual:

Accessibility for Ontarians with Disabilities Act, 2005 (AODA)
S.O. 2005, c. 11
Integrated Accessibility Standards Regulation (IASR)
Ontario Regulation 191/11, made under the Accessibility for Ontarians with Disabilities Act, 2005
Ontario Human Rights Code
R.S.O. 1990, c. H.19
Customer Service Standard
Ontario Regulation 429/07 (as incorporated into the Integrated Accessibility Standards Regulation)

Note: Where amendments to the above legislation or regulations occur, this policy shall be reviewed and updated accordingly.

3.0 TERMS AND DEFINITIONS

For the purposes of this Accessibility Policy Manual, the following terms and definitions apply:

Accessibility: The practice of providing people of all abilities with opportunities to participate fully in everyday life through the removal and prevention of barriers.

Accessible Formats: Alternative ways of providing information that are usable by people with disabilities, which may include, but are not limited to, large print, electronic documents, plain language, audio formats, or other formats as agreed upon with the individual.

Barrier: Anything that prevents a person with a disability from fully participating in society, including physical, architectural, information or communication, attitudinal, technological, or policy‑related barriers.

Communication Supports: Services or devices that facilitate effective communication with people with disabilities and may include, but are not limited to, captioning, assistive listening devices, plain language, or other supports as needed.

Disability: Has the same meaning as defined under the Accessibility for Ontarians with Disabilities Act, 2005 and includes, but is not limited to:

Physical disabilities
Sensory disabilities, including vision or hearing impairments
Mental health disabilities
Learning disabilities
Developmental disabilities
Injuries or conditions for which benefits were claimed or received under the Workplace Safety and Insurance Act

Employee: Any individual employed by Jahn Engineering Ltd. and/or JE Fixture & Tool, including full‑time, part‑time, temporary, or contract workers.

Integrated Accessibility Standards Regulation (IASR): Ontario Regulation 191/11 enacted under the Accessibility for Ontarians with Disabilities Act, 2005, which establishes requirements for accessibility in information and communications, employment, transportation, and the design of public spaces.

Organization: Refers to Jahn Engineering Ltd. and JE Fixture & Tool operating under the name Jahn Engineering.

Service Animal: An animal that is used by a person with a disability and is readily identifiable as such through visible indicators or supported by documentation where required by law.

Support Person: An individual who accompanies a person with a disability to assist with communication, mobility, personal care, medical needs, or access to goods, services, or facilities.

Workplace Emergency Response Information: Information provided to employees with disabilities outlines individualized procedures to ensure their safety during an emergency.

4.0 TRAINING

The organization ensures that all employees, individuals involved in policy development, and people providing goods or services on behalf of the organization receive training on the requirements of the IASR and the Ontario Human Rights Code as it pertains to persons with disabilities.

Training records are maintained and include the dates training was completed, the number of individuals trained and the subject matter covered.

Training is provided as soon as practicable and refreshed when accessibility policies are updated.

5.0 ACCESSIBLE FEEDBACK PROCESS

The organization maintains an accessible feedback process that allows members of the public to provide feedback regarding the way goods, services, or facilities are provided to persons with disabilities.

Feedback may be submitted via email, telephone, or in person. The organization informs the public that accessible formats and communication supports are available upon request and will be provided in a timely manner.

6.0 ACCESSIBLE FORMATS & COMMINICATION SUPPORTS

Upon request, the organization provides or arranges for accessible formats and communication supports to ensure effective communication with people with disabilities.

The organization consults with the individual making the request to determine the most suitable accessible format or communication support. Accessible formats may include electronic documents, large print, or alternative methods of communication, depending on availability and individual needs.

Information about the availability of accessible formats and communication supports is communicated to the public through organizational policies and communications.

7.0 EMERGENCY PROCEDURES, PLANS, AND PUBLIC SAFETY INFORMATION

Where the organization prepares emergency procedures, plans, or public safety information and makes such information publicly available, the organization will provide the information in an accessible format or with appropriate communication supports upon request.

The organization defines “as soon as practicable” as providing accessible emergency information as quickly as reasonably possible once the request is received, typically within 24 to 48 hours, depending on the nature of the request.

If a person with a disability were to request emergency information in an accessible format, the organization would consult with the individual and provide the information accordingly.

8.0 RECRUITMENT – GENERAL

The organization notifies employees and the public about the availability of accommodation for applicants with disabilities during the recruitment process.

Job postings include a statement advising that accommodations are available upon request for candidates participating in all aspects of the recruitment process.

9.0 RECRUITMENT – ASSESSMENT OR SELECTION PROCESS

During recruitment, when job applicants are selected to participate in an assessment or selection process, the organization notifies applicants that accommodations are available upon request.

If an applicant requests accommodation, the organization consults with the applicant and arranges for suitable accommodation that considers the applicant’s accessibility needs due to disability.

10.0 INFORMING EMPLOYEES OF SUPPORTS

The organization informs employees of its policies used to support employees with disabilities, including policies related to job accommodations and accessible workplace supports.

This information is provided to new employees as part of the onboarding process and communicated to existing employees when policies are updated.

11.0 ACCESSIBLE FORMATS & COMMUNICATION SUPPORTS FOR EMPLOYEES

Upon request, the organization provides or arranges for accessible formats and communication supports for employees with disabilities for information required to perform their job and for information generally available to all employees.

The organization consults with the employee to determine suitable formats or supports based on individual accessibility needs.

12.0 WORKPLACE EMERGENCY RESPONSE INFORMATION

Where an employee with a disability requires individualized workplace emergency response information and assistance, the organization will provide such information as soon as practicable.

The organization would obtain the employee’s consent before sharing emergency response information with a person designated to assist the employee in an emergency.

13.0 DOCUMENTED INDIVIDUAL ACCOMMODATION PLANS

The organization has a documented process for developing individual accommodation plans for employees with disabilities.

The process includes individual assessment, consultation with the employee, implementation of accommodation measures, protection of employee privacy, and regular review and update of accommodation plan as required.

14.0 WAITING AREAS

The organization has reviewed its premises in relation to waiting areas with seating.

The organization confirms that waiting areas with fixed seating were not newly constructed or redeveloped on or after January 1, 2017.

As a result, the requirements under IASR section 80.43 do not apply at this time.

15.0 NOTICE OF TEMPORARY DISRUPTION OF ACCESSIBLE SERVICES

In the event of a planned or unplanned disruption to facilities, goods, or services that people with disabilities rely on to access the organization’s premises or services, Jahn Engineering Ltd. and JE Fixture & Tool will provide notice of the disruption.

The notice will include the reason for the disruption, the anticipated duration of the disruption, and a description of alternative facilities or services, if available.

Notices of disruption will be communicated through appropriate means such as posted notices, direct communication, or other reasonable methods depending on the nature and duration of the disruption.

16.0 SERVICE ANIMALS

The organization is committed to welcoming people with disabilities who are accompanied by a service animal. Service animals are permitted to accompany individuals with disabilities on premises accessible to the public, except where prohibited by law.

Where it is not readily apparent that an animal is a service animal, documentation or confirmation may be requested as permitted by applicable legislation.

17.0 SUPPORT PERSONS

The organization is committed to welcoming persons with disabilities who are accompanied by a support person.

A person with a disability who requires a support person will be allowed to have that person accompany them on the organization’s premises.

The organization does not charge admission or participation fees. Should fees apply in the future, this information will be communicated in advance.

18.0 RETURN-TO-WORK PROCESS

The organization maintains a documented return-to-work process for employees who are absent from work due to disability-related reasons and who require accommodation to return to work.

The process supports employees returning to work following injury or illness and integrates individual accommodation plans where appropriate. This process does not replace obligations under the Workplace Safety and Insurance Act, 1997

19.0 PERFORMANCE MANAGEMENT

The organization considers the accessibility needs of employees with disabilities and individual accommodation plans when conducting performance management activities, including evaluations, feedback, recognition, and disciplinary processes.

20.0 CAREER DEVELOPMENT AND ADVANCEMENT

Accessibility needs and individual accommodation plans are considered when providing career development, training, mentoring, and advancement opportunities.

21.0 REDEPLOYMENT

In redeployment situations, the organization considers accessibility needs and individual accommodation plans when identifying alternative positions. Redeployment does not include voluntary employee movements.

22.0 MULTI-YEAR ACCESSIBILITY PLAN

Where required, the organization maintains a documented multi-year accessibility plan outlining strategies to prevent and remove barriers and meet accessibility requirements. The plan is reviewed at least every five years and is available in accessible formats upon request.

23.0 WEBSITE AND WEB CONTENT ACCESSIBILITY

Where applicable, the organization ensures websites and web content required under legislation conform to WCAG 2.0 Level AA. Accessible formats and communication supports are available upon request.

24.0 SELF-SERVICE KIOSKS

The organization does not currently use self-service kiosks. Should kiosks be introduced, accessibility will be considered in their design, procurement, and implementation in accordance with applicable regulations.