AODA Multi-Year Plan

AODA - Multi-Year Accessibility Plan

Update - Date: November 1, 2023

Xtreme Bowling Entertainment and its subsidiaries (referred to as “XB) has created this multi-year plan to ensure that we are prepared to meet all requirements under the Accessibility for Ontarians with Disabilities Act, 2005, Ontario Regulation 191/11. This plan outlines and identifies the policies and processes currently in place, the policies and processes in the process of developing/implementing and the policies and processes we intend to develop/implement in response to the requirements established under the Act. XB will review and update this plan at least once every five (5) years or more frequently if required.

Questions or concerns regarding XB’s Accessibility Policy and Multi-Year Accessibility Plan are to be directed to the People and Culture team via the company’s AODA feedback process.

Deadline (Jan. 1)	ACT REQUIREMENT	ACTION	STATUS	RESPONSIBILTY
2012	Part III: Employment Standards
	27. Workplace Emergency Response Information Provide individualized workplace emergency response information to team members who have a disability. With the team member‘s consent, provide the workplace emergency response information to the person designated by the company to provide assistance to the team member. Required information will be provided as soon as is practicable after XB becomes aware of the need for accommodation due to the team member‘s disability. Individualized workplace emergency response information will be reviewed: a) when the team member moves to a different location in the company, (b) when the team members‘s overall accommodations needs or plans are reviewed, and (c) when we review our general emergency response policies.	Create emergency plans as needed.	Compliant	Managers People & Culture
2014	Part I General
	3. Establishment of Accessibility Policies • Develop, implement and maintain accessibility policies	Develop policies as require Update policies as required.	Compliant	People & Culture
	4. Accessibility Plans Establish, implement, maintain and document a multi-year accessibility plan. Post the accessibility plan on the company websites. Provide the plan in an accessible format upon request. Review and update the accessibility plan at least once every five years.	Develop plan as require Review plan every five years.	Compliant	People & Culture
	6. Self-Serve Kiosks • Consider accessibility features with self-service kiosks.		Compliant	Support Centre Managers
2014	Part II: Information and Communication Standards
	14. Accessible Websites & Web Content • Make new Manulife websites and web content conform with the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0 – Level A.	Ensure major website updates are accessible.	Compliant	Support Centre
12/2014	Part I: General
	File an Accessibility Compliance Report	File report before deadline.	Compliant	People & Culture

2015	Part I: General
	7. Training • Ensure that training is provided on the requirements of the accessibility standards referred to in the AODA regulation and the Human Rights Code as it pertains to persons with disabilities to: (a) all team members and volunteers; (b) all persons who participate in developing the company‘s policies; and (c) all other persons who provide goods, services or facilities on behalf of the company.	Continue to provide training to new team members/volunteers/etc.	Compliant	Managers People & Culture
Part II: Information and Communication Standards
	11. Feedback Ensure that the processes for receiving and responding to feedback are accessible to persons with disabilities. Provide or arrange for accessible formats and communication support upon request.	Continue to look for ways to improve feedback process.	Compliant	People & Culture Support Centre Managers
2016	Part II: Information and Communication Standards
	12. Accessible Formats & Communication Supports Upon request, provide or arrange for the provision of accessible formats and communication supports: a) in a timely manner taking into account the person‘s accessibility needs due to disability and b) at a cost that is no more than the regular cost charged to other persons. Consult with the person making the request in determining the suitability of an accessible format or communication support. Notify the public about the availability of accessible formats and communication supports.	Create accessible formats as requested.	Compliant	People & Culture Managers
Part III: Employment Standards
	22.-24 Recruitment Notify team members and the public (applicants) about the availability of accommodation for applicants with disabilities in the recruitment processes. 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. If a selected applicant requests an accommodation, consult with the applicant and provide, or arrange for the provision of a, suitable accommodation in a manner taking into account the applicant‘s accessibility needs. In offers of employment, notify the successful applicant of company policies for accommodating employees with disabilities.	Add accommodation notice to job postings. Notify applications of accommodations. Accommodate as required.	Compliant	Managers People & Culture
	25. Informing Team members of Supports Inform team members of policies used to support those with disabilities, including, but not limited to, policies on the provision of job accommodations that take into account a team member‘s accessibility needs. Provide the information to new team members as soon as is practicable after they begin their employment. Provide updated information to team members whenever there is a change to existing policies on the provision of job accommodations that take into account a team member‘s accessibility needs.	Ensure team members are aware of policies. Update team members with policy or resources changes.	Compliant	People & Culture Managers
	26. Accessible Formats & Communication Supports for Employees Consult with the team member to provide or arrange for the provision of accessible formats and communication supports for: (a) information that is needed in order to perform the team member‘s duties and (b) information that is generally available to team members in the workplace. Consult with the team member making the request in determining the suitability of an accessible format or communication support.	Determine and create accessibility formats as requested.	Compliant	Managers People & Culture
	28. Documented Individual Accommodation Plans • Have a written process for the development of documented individual accommodation plans for team members with disabilities.	Create and document individual accommodation plans as needed.	Compliant	Managers People & Culture
	29. Return to Work Process • Develop and have in place a return to work process for team members that require disability-related accommodations in order to return to work; document the process.	Create return to work process. Document process	Compliant	Managers People & Culture
	30. Performance Management • Take into account the accessibility needs of team members with disabilities, as well as individual accommodation plans, when using performance management process in respect of team members with disabilities.	Take into account disabilities and accommodation plans during performance management process.	Compliant	Managers
	31. Career Development & Advancement • Take into account the accessibility needs of team members with disabilities, as well as any individual accommodation plans, when providing career development and advancement to team members with disabilities.	Take into account disabilities and accommodation plans during career development.	Compliant	Managers
	32. Redeployment • Take into account the accessibility needs of its team members with disabilities, as well as individual accommodation plans, when redeploying employees with disabilities.	Take into account disabilities and accommodation plans during redeployment.	Compliant	Managers
2017	Part 1V.1: Design of Public Spaces Standard
	80.1 – 80.44 Public Spaces New construction and renovations will redesigned to meet accessibility standard where there is new construction and major changes to existing features including: beach access routes, outdoor public eating areas, Outdoor play spaces, Outdoor paths of travel, like sidewalks, ramps, stairs, curb ramps, rest areas and accessible pedestrian signals, Accessible parking, Service-related elements like service counters, fixed queuing lines and waiting areas	Ensure construction and renovations follow AODA standards.	Compliant	Support Centre
12/2017	Part I : General
	File an Accessibility Compliance Report	File report before deadline.	Compliant	People & Culture
2020	Part I : General
	File an Accessibility Compliance Report	File report before deadline.	Compliant	People & Culture

2021	Part II: Information and Communication Standards
	14. Accessible Websites and Web Content • Make websites and web content conform with the World Wide Web Consortium (W3C) Web Content Accessibility Guidelines (WCAG) 2.0 – Level AA (excluding success criteria 1.2.4 and 1.2.5 as outlined in the Act)	Ensure website and web content conforms with the standards.	Compliant	Support Centre
12/2023	Part I :General
	File an Accessibility Compliance Report	File report before deadline.	In progress	People & Culture