Multi-Year Accessibility Plan 

1. Commitment Statement 

OverActive Media 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 by meeting our accessibility requirements under the Accessibility for Ontarians with Disabilities Act (AODA) and applicable regulations. 

Under the AODA and applicable regulations, the following standards are applicable to OverActive Media:  

  • Employment 
  • Information and Communications  

2. Employment 



OverActive Media is committed to fair and accessible employment practices that attract and retain employees with disabilities. This includes providing accessibility across all stages of the employment cycle. 

Action Taken

In accordance with the Integrated Accessibility Standards Regulation (IASR), OAM:  

  • Notifies employees and the public of the availability of accommodation for applicants with disabilities in the recruitment process. 
  • Reviews and modifies existing recruitment policies, procedures, and processes, as necessary.  
  • Indicates that accommodation is available for applicants with disabilities, on OAM’s website and on job postings. 
  • Notifies 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 in the assessment/selection process.  

This will include: 

  • Provision of suitable accommodations in a manner that considers the applicant’s accessibility needs due to disability, if a selected applicant requests an accommodation.  
  • When making offers of employment, OAM notifies the successful applicant of its policies for accommodating employees with disabilities.  

Workplace Emergency Response Information  


Where OAM is aware that an employee has a disability and that there is a need for accommodation, individualized workplace emergency response information will be provided to the employee as soon as practicable, if such information is necessary given the nature of the employee’s disability. 

Action Taken

The following measures were implemented by OAM:  

  • Individualized workplace emergency response information procedures have been developed for employees with disabilities, as required.  
  • Workplace Emergency Response Information plans have been prepared for employees who have disclosed a disability and who are being accommodated according to their disabilities. 
  • Where required, OAM provides assistance to specific disabled employees, with the disabled employees’ consent, to help them evacuate the workplace in case of an emergency or disaster. These plans for providing assistance have been set out in individualized emergency plans for the employees.  
  • These individualized emergency plans have been communicated to the employees’ respective managers and appropriate Health and Safety members (i.e., Building Fire Warden), on an “as needed” basis.  
  • On an ongoing and regular basis, and as per the applicable terms of the IASR, OAM will review and assess general workplace emergency response procedures and individualized emergency plans to ensure accessibility issues are addressed.  

Performance Management, Career Development and Redeployment  


OAM will 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  
  • When providing career development and advancement to its employees with disabilities  
  • When redeploying employees with disabilities.  

Action Taken

In accordance with the IASR, OAM:  

  • Reviews, assesses and, as necessary, modifies existing policies, procedures, and training to  
  • ensure compliance with the IASR;  
  • Takes the accessibility needs of employees with disabilities and, as applicable, their individualized accommodation plans, into account when:  
  • assessing performance  
  • managing career development and advancement  
  • redeployment is required  
  • Considers the accessibility needs of employees with disabilities when providing career development and advancement to its employees with disabilities, including notification of the ability to provide accommodations on internal job postings.  

Informing Employees of Supports  


In accordance with the IASR, OAM will inform all employees of policies that support 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 a disability.  

Action Taken

This includes:  

  • Informing current employees and new hires of OAM’s policies supporting employees with disabilities including, but not limited to, policies on the provision of job accommodations that take into account an employee’s needs due to disability.  
  • Keeping employees up to date on changes to existing policies on job accommodations with respect to disability.  
  • Where an employee with a disability so requests it, OAM provides or arranges for provision of suitable accessible formats and communications supports for information that is:  
  • needed in order to perform the employee’s job.  
  • generally available to employees in the workplace.  

In meeting the obligations to provide the information that is set out in the paragraph above, OAM will consult with the requesting employee in determining the suitability of an accessible format or communication support.  

3. Information and Communication 

Accessible Websites and Web Content  


OAM is committed to complying with the standards set out under the IASR to create an accessible website and create user friendly web content in order to accommodate accessibility needs. 

Action Taken

In accordance with the IASR, OAM will:  

  • Ensure AODA compliance is included in website design and planning. 
  • Make our websites and web content accessible according to the World Wide Web Consortium.  
  • Ensure Web Content Accessibility Guidelines (WCAG) 2.0. are adhered to. 

Feedback, Accessible Formats and Communications Supports  


OAM is committed to making company information and communications accessible to persons with disabilities. OAM will incorporate new accessibility requirements under the information and communication standard to ensure that its information and communications systems and platforms are accessible and are provided in accessible formats that meet the needs of persons with disabilities.  

Action Taken

In accordance with the IASR, OAM:  

  • Ensures that existing and new processes for receiving and responding to feedback are accessible to persons with disabilities by providing or arranging for the provision of accessible formats and communication supports, upon request and in a timely manner. 
  • Consults with the person making the request to determine the suitability of the accessible format or communication support. 
  • Provides or arranges for the provision of accessible formats and communication supports in a timely manner that takes into an account the person’s accessibility needs due to disability, and at a cost no more than the regular cost charged to other persons.