This policy applies to the provision of accessible employment services for persons with disabilities, in accordance with O. Reg. 191/11 Integrated Accessibility Standards (IASR) under the Accessibility for Ontarians with Disabilities Act, 2005 (AODA).
All employment services provided by OverActive Media Corp. will follow the principles of dignity, independence, integration, and equal opportunity.


Accessible formats: Include but are not limited to large print, recorded audio and electronic formats, braille, and other formats usable by persons with disabilities.
Communication supports: Include but are not limited to captioning, alternative and augmentative communication supports, plain language, sign language and other supports that facilitate effective communications.
Conversion-ready: An electronic or digital format that facilitates conversion into an acceptable format.


General Requirements

The following general requirements apply to the two standards: employment and information and communications.

Establishment of Accessibility Policies and Plans

OverActive Media Corp. will:

  • develop, implement, and maintain policies governing how it will achieve accessibility through these requirements.
  • include a statement of its commitment to meeting the accessibility needs of persons with disabilities in a timely manner in its policies. These documents will be made publicly
  • establish, implement, maintain, and document a multi-year accessibility plan outlining its strategy to prevent and remove barriers and meet its requirements under the IASR.
    Accessibility plans will be made available in an accessible format upon request.
  • review and update its accessibility plan once every five years and will establish, review, and update our accessibility plans in consultation with persons with disabilities or an advisory committee.

Training Requirements

OverActive Media Corp. will provide training on the IASR accessibility requirements and Ontario’s Human Rights Code as they pertain to individuals with disabilities. This applies to all employees, volunteers, and individuals who participate in developing OverActive Media Corp. policies.
Training will be provided as soon as is reasonably practicable. Training will be provided regularly
to new employees and as changes to OverActive Media Corp.’s accessibility policies occur.

Accessible Formats and Communication Supports

Unless deemed unconvertible, OverActive Media Corp. will provide or arrange for the provision of accessible formats and communication supports for persons with disabilities upon request.
Accessible formats and communication supports will be provided in a timely manner and at no additional cost to the individual.
OverActive Media Corp. will account for the person’s accessibility needs when customizing individual requests and will consult with the individual making the request to ensure suitability.
OverActive Media Corp. will make the availability of accessible formats and communication supports publicly known.
Accessible Formats and Communication Supports for Employees
OverActive Media Corp. will ensure that employees are aware of our policies for employees with disabilities and any changes to these policies as they occur. If an employee with a disability requests it, OverActive Media Corp. will provide or arrange for the provision of accessible formats and communication supports for the following:

  • Information needed in order to perform their job; and
  • Information that is generally available to all employees in the workplace.

OverActive Media Corp. will consult with the employee making the request to determine the best way to provide the accessible format or communication support.

Emergency Procedures, Plans or Public Safety Information

OverActive Media Corp. will ensure that all publicly available safety and emergency information, such as evacuation procedures and floor plans, are provided in an accessible format or with appropriate communication supports upon request.

Workplace Emergency Response Information

Where required, OverActive Media Corp. will create individual workplace emergency response information for employees with disabilities. This information will account for the unique challenges created by the individual’s disability and the physical nature of the workplace and will be created in consultation with the employee.

This information will be reviewed when:

  • the employee moves to a different physical location in the organization;
  • the employee’s overall accommodation needs or plans are reviewed; or
  • OverActive Media Corp. reviews general emergency response policies.

Recruitment, Assessment, and Selection

OverActive Media Corp. will notify employees and the public about the availability of accommodation for job applicants who have disabilities. Applicants will be informed that these accommodations are available upon request for the interview process and for other candidate selection methods. Where an accommodation is requested, OverActive Media Corp. will consult with the applicant and provide or arrange for suitable accommodation. Successful applicants will be made aware of OverActive Media Corp.’s policies and supports for accommodating people with disabilities.

Documented Individual Accommodation Plans

OverActive Media Corp. must develop and have in place written processes for documenting individual accommodation plans for employees with disabilities. The process for the development of these accommodation plans should include specific elements, including:

  • how the employee can participate in the development of the plan;
  • how the employee is assessed individually;
  • how an employer can request an evaluation by an outside medical expert or other experts at the employer’s expense to determine whether accommodation can be achieved, or how it can be achieved;
  • how an employee can request the participation of a representative from their bargaining agent or, if the employee is not represented by a bargaining agent, another representative from the workplace in the creation of the accommodation plan;
  • the steps taken to protect the privacy of the employee’s personal information;
  • how and how often the individual accommodation plan should be reviewed or updated;
  • how the reasons for the denial of an individual accommodation plan will be provided to the employee; and
  • the means of providing the accommodation plan in an accessible format, based on the employee’s accessibility needs.

The individual accommodation will also:

  • include information regarding accessible formats and communication supports upon request;
  • where needed, include individualized workplace emergency response information; and
  • outline all other accommodation provided.

Performance Management and Career Development and Advancement

OverActive Media Corp. will consider the accessibility needs of employees with disabilities when implementing performance management processes, or when offering career development or advancement opportunities. Individual accommodation plans will be consulted as required.

Return to Work

OverActive Media Corp. will develop and implement return-to-work processes for employees who are absent from work due to a disability and require disability-related accommodations in order to return to work. The return-to-work process outlines the steps OverActive Media Corp. will take to facilitate the employee’s return to work and will use documented individual accommodation plans as outlined by the regulation.


The accessibility needs of employees with disabilities will be considered in the event of redeployment. Individual accommodation plans will be consulted as required.

Accessible Websites and Web Content

OverActive Media Corp. will ensure that our website and web content conform to the Web Content Accessibility Guidelines (WCAG) as outlined in the IASR and will refer to the legislation for specific compliance deadlines and requirements.


The Information and Communications Standards do not apply to:

  • products and product labels;
  • unconvertible information or communications; or
  • information that the organization does not control either directly or indirectly through a contractual relationship.

Unconvertible Information or Communications

If it is determined in consultation with the requesting party that information or communications are unconvertible, OverActive Media Corp. will ensure that the individual who made the request is provided with an explanation and a summary of the information.

OverActive Media Corp. will classify information or communications as unconvertible where:

  • it is not technically practicable to convert; or
  • the technology required to make the conversion is not readily available.


This policy will be reviewed regularly to ensure that it reflects OverActive Media Corp.’s current
practices and legislative requirements