RFA Mortgage Corporation's Multi-Year Accessibility Plan

3. (1) Every obligated organization shall develop, implement and maintain policies governing how the organization achieves or will achieve accessibility through meeting its requirements under the accessibility standards referred to in this regulation.

RFA has developed and implemented policies governing how it achieves accessibility. The Policy includes a Statement of Commitment.

Complete and ongoing

4. (1) Large organizations shall:

• a. Establish, implement, maintain and document a multi-year accessibility plan, which outlines the organization’s strategy to prevent and remove barriers and meet its requirements under this Regulation
• b. Post the accessibility plan on their website, if any, and provide the plan in an accessible format upon request; and
• c. Review and update the Accessibility Plan at least once every five years.

• RFA established and implemented a multi-year accessibility plan to identify and remove barriers and meet its legal requirements.
• RFA posted the accessibility plan on its website. The plan will be available in accessible format, upon request.
• RFA will review and update the Multi-Year Accessibility plan next in 2028 and every 5 years thereafter unless an earlier review is required due to amendments to AODA or IAS or due to changes in RFA policies.

Complete and ongoing

7. (1) Every obligated organization shall ensure that training is provided on the requirements of the accessibility standards referred to in the Regulation and on the Human Rights Code as it pertains to persons with disabilities to,

• a. all employees, and volunteers;
• b. all persons who participate in developing the organization’s policies; and
• c. all other persons who provide goods, services or facilities on behalf of the organization.

RFA provides periodic training on accessibility standards to all existing employees, contractors and volunteers.

New Employees receive training as part of the onboarding process.

Human Resources maintains records of the training provided.

Complete and ongoing

13. (1) In addition to its obligation under section 12, if an obligated organization prepares emergency procedures, plans or public safety information and makes the information available to the public, the obligated organization shall provide the information in an accessible format or with appropriate communication supports, as soon as practicable, upon request.

RFA does not make this information available to the public. RFA has internal procedures for emergency relatec information.

Not Applicable

14. (2) Designated public sector organizations and large organizations shall make their internet websites and web content conform with the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0, initially at Level A and increasing to Level AA, and shall do so in accordance with the schedule set out in this section.

RFA's website and web content conform to the World Wide Consortium Web Content Accessibility Guidelines (WCAG) 2.0 Level AA as outlined by the IAS.

Complete and ongoing

11. (1) Every obligated organization that has processes for receiving and responding to feedback shall ensure that the processes are accessible to person with disabilities by providing or arranging for accessible formats and communications supports, upon request.

RFA provides notification about the availability of accessible formats and communications support along with the process for receiving and responding to feedback on its website.

Complete and ongoing

12. (1) Except as otherwise provided, every obligated organization shall upon request provide or arrange for the provision of accessible formats and communication supports for persons with disabilities,

• a. in a timely manner that takes 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.

Upon request, RFA will provide accessible formats and communication supports for persons with disabilities in a timely manner and at no extra cost.

Complete and ongoing

12. (2) The obligated organization shall consult with the person making the request in determining the suitability of an accessible format or communication support.

RFA does and will continue to consult with the person making the request in determining the suitability of an accessible format or communication support.

Complete and ongoing

12. (3) Every obligated organization shall notify the public about the availability of accessible formats and communication supports.

RFA will notify the public about the availability of accessible formats and communication supports.

Complete and ongoing

27. (1) Every employer shall provide individualized workplace emergency response information to employees who have a disability, if the disability is such that the individualized information is necessary and the employer is aware of the need for accommodation due to the employee’s disability.

Individualized response plans created for employees with disabilities.

Complete and ongoing

27. (2) If an employee who receives individualized workplace emergency response information requires assistance and with the employee’s consent the employers shall provide the workplace emergency response information to the person designated by the employer to provide assistance to the employee.

With employee’s consent, RFA provides information to the Emergency Response Staff assigned to the person requesting assistance. In the event that the assigned Emergency Response Staff is not available during the time of the incident, the person requiring assistance will identify themselves to the fire warden, manager, or any other employee in the area so an Emergency Response Staff can be assigned and assist the employee.

Complete and ongoing

27. (3) Employers shall provide the information required under this section as soon as practicable after the employer becomes aware of the need for accommodation due to the employee’s disability.

RFA provides the information required as soon as it becomes aware of the need for accommodation due to the employee’s disability.

Complete and ongoing

27. (4) Every employer shall review the individualized workplace emergency response information,

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

RFA reviews annually the individualized workplace emergency response information.

Complete and ongoing

22. Every employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes.

RFA continues to develop and implement employment practices to encourage people with disabilities to participate fully in all aspects of the organization by:

• Notifying candidates about the availability of accommodations for applicants with disabilities by including a statement in all internal and external job postings;
• Identifying and removing workplace barriers;
• Inclusive employment practices for recruitment, retention and employee development;
• Notifying successful applicants of the Accessibility policies in place at RFA.
• Continuously reviewing standards and best practices related to accessible employment.

Complete and ongoing

23. (1) During a recruitment process, an employer shall 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.

RFA continues to develop and implement employment practices to encourage people with disabilities to participate fully in all aspects of the organization by notifying successful applicants of the Accessibility policies in place at RFA.

Complete and ongoing

23. (2) If a selected applicant requests an accommodation, the employer shall consult with the applicant and provide or arrange for the provision of a suitable accommodation in a manner that takes into account the applicant’s accessibility needs due to disability.

RFA will consult with applicants and provide or arrange for the provision of a suitable accommodation in a manner that takes into account the applicant’s accessibility needs due to disability.

Complete and ongoing

24. Every employer shall, when making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities.

RFA notifies successful applicants regarding its policies for accommodating employees with disabilities when making offers of employment.

Complete and ongoing

25. (1) Every employer shall inform its employees of its policies used to support its 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 disability.

RFA informs employees of its policies and any updates to those policies used to support employees with disabilities, including policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability. This information will be provided to new employees as soon as is practicable after commencing employment.

Complete and ongoing

25. (2) Employers shall provide the information required under this section to new employees as soon as practicable after they begin their employment.

Training provided to all employees on AODA. New employees are required to complete online training as per RFA’s onboarding process.

Complete and ongoing

25. (3) Employers shall provide updated information to its employees whenever there is a change to existing policy on the provision of job accommodations that take into account an employee’s accessibility needs due to disability.

Upon a change to an existing policy, RFA will take into account an employee’s accessibility needs.

Complete and ongoing

26. (1) In addition to its obligations under section 12, where an employee with a disability so requests it, every employer shall consult with the employee to provide or arrange for the provision of accessible formats and communication supports for,

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

Upon the request of an employee with a disability, RFA will consult with the employee in order to provide or arrange accessible formats and communication supports for information that is needed to perform the employee’s job and for information that is generally available to other employees. RFA will also consult with the employee making the request in determining the suitability of an accessible format or communication support.

Complete and ongoing

The employer shall consult with the employee making the request in determining the suitability of an accessible format or communication support.

Upon request of an employee with a disability, RFA will consult with the employee making the request in determining the suitability of an accessible format or communication support.

Complete and ongoing

28. (1) Employers, other than employers that are small organizations, shall develop and have in place a written process for the development of documented individual accommodation plans for employees with disabilities.

Individualized response plans created for employees with disabilities.

Complete and ongoing

28. (2) The process for the development of documented individual accommodation plans shall include the following elements:

• 1. The manner in which an employee requesting accommodation can participate in the development of the individual accommodation plan.
• 2. The means by which the employee is assessed on an individual basis.
• 3. The manner in which the employer can request an evaluation by an outside medical or other expert, at the employer’s expense, to determine if and how accommodation can be achieved.
• 4. The manner in which the employee can request the participation of a representative from their bargaining agent, where the employee is represented by a bargaining, or other representative from the workplace, where the employee is not represented by a bargaining agent, in the development of the accommodation plan.
• 5. The steps taken to protect the privacy of the employee’s personal.
• 6. The frequency with which the individual accommodation plan will be reviewed and updated and the manner in which it will be done.
• 7. If an individual accommodation plan is denied, the manner in which the reasons for the denial will be provided to the employee.
• 8. The means of providing the individual accommodation plan in a format that takes into account the employee’s accessibility needs due to disability.

RFA has a process documentation plan that outlines all the elements required under the regulation.

Complete and ongoing

29. (1) Every employer, other than an employer that is a small organization,

• a. shall develop and have in place a return to work process for its employees which have been absent form work due to a disability and require
• b. disability-related accommodations in order to return to work; and
• c. shall document the process.

RFA has a return to work process which details the plan for employees returning to work following a disability related absence and who require accommodation to return to work. An individualized plan is created for employees with disabilities.

Complete and ongoing

29. (2) The return to work process shall,

• a. Outline the steps the employer will take to facilities the return to work of employees who were absent because their disability required them to be away from work; and
• b. Use individual documented accommodation plans, as described in section 28, as part of the process.

• RFA’s return to work process outlines the steps it will take to facilitate the return to work of employees absent due to disability or a disability-related leave.
• RFA uses and will continue to use Individual Accommodation plans as part of the process.

Complete and ongoing

29. (3) The return to work process referenced in this section does not replace or override any other return to work process created by or under any other statute.

The Return to Work Process does not replace or override any other return to work process required by other statute.

Complete and ongoing

30. (1) An employer that uses performance management in respect of its employees shall take into account the accessibilities, as well as individual accommodation plans, when using its performance management process in respect of employees with disability.

RFA takes into consideration employees with disabilities, as well as individual accommodation plans during the performance review and management process.

Complete and ongoing

31. (1) An employer that provides career development and advancement to its employees shall take into account the accessibility needs of its employees with disabilities as well as any individual accommodation plans, when providing career advancement to its employees with disabilities.

RFA takes into consideration employees with disabilities, as well as individual accommodation plans during the career development and advancement review and management process.

Complete and ongoing

32. (1) An employer that uses redeployment shall take into account the accessibility needs of its employees with disabilities, as well as individual accommodation plans, when deploying employees with disabilities.

RFA takes into consideration employees with disabilities, as well as individual accommodation plans during the deployment process.

Complete and ongoing

The Transportation Standard (Section 33-80) requires transportation service providers to make the features and equipment on routes and vehicles accessible to passengers with disabilities.

RFA is not involved in the transportation of people, and therefore, this standard is not applicable

Not Applicable

Exterior Paths of Travel (Section 80.21 -80.31) Ensure that any exterior paths of travel, such as outdoor sidewalks and walkways, ramps, stairs and curb ramps that it constructs or redevelops and intends to maintain meet the technical requirements of the Design of Public Places Standards.

RFA does not own the building in which it is a tenant, and therefore this standard is not applicable.

Not applicable

Obtaining Services (Section 80.40-80.43) Ensure that The Company meets the requirements of the Design of Public Places Standards in respect of the following:

• All newly constructed service counters.
• All newly constructed fixed queuing guides.
• All newly constructed or redeveloped waiting areas.

RFA has not newly constructed or redeveloped any service counters, fixed queuing guidelines or waiting areas but is aware of the requirements of the Design and Public Spaces Standards should it do so in the future.

Ongoing

80.44 In addition to the accessibility plan requirements set out in section 4, obligated organizations shall ensure that their multi-year accessibility plan includes the following:

• 1. Procedures for preventative and emergency maintenance of the accessible elements in public spaces.
• 2. Procedures for dealing with temporary disruptions when accessible elements required are not in working order.

RFA is aware of the maintenance requirement should it newly develop or reconstruct any public spaces covered by the Design of Public Spaces Standards in the future.

Ongoing

Customer Service Standards (Section 80.45-80.51). The Customer Service Standards sets out requirements for service providers to make their goods, services and facilities accessible for customer or patrons with disabilities.

Please refer to RFA’s Customer Service Policy.

Complete and ongoing