The Guardian Capital Group of Companies (\u201cGuardian\u201d) is committed to excellence in serving all Associates, clients, advisors and visitors to our offices and will provide accommodation where required to meet the needs of people with disabilities and in accordance with the Accessibility for Ontarians with Disabilities Act, 2005 (\u201cAODA\u201d). For more information, please see the following:<\/p>\n
Please note that accessible formats of these document are available free upon request from Guardian\u2019s Human Resources department.<\/p>\n
Feedback regarding the way Guardian provides goods and services to people with disabilities can be made in person, via telephone, e-mail or in writing via our AODA and IASR Customer Service Standards – Customer Feedback Form<\/a> (\u201cFeedback Form”), which is available on our website, to:<\/p>\n Human Resources \u00a0<\/strong><\/p>\n The Accessibility for Ontarians with Disabilities Act (\u201cAODA\u201d), which was built on the 2001 Ontarians with Disabilities Act, became law in 2005 with the aim to create a fully accessible province by 2025.\u00a0 The AODA outlines the rules that all businesses and organizations must follow to identify, remove and prevent barriers to accessibility in Ontario for people with disabilities.\u00a0 Approximately 1 in 5, or just over 22% of Canadians have a disability and that figure is expected to rise over the coming years as the population ages.\u00a0 By 2036, 47% of Canada\u2019s population is expected to be over 65 years of age1<\/sup>.<\/p>\n Under the AODA, the Integrated Accessibility Standards Regulation (\u201cIASR\u201d) was first enacted in 2011 and, as amended, now contains the following five (5) standards: the Information and Communications Standards, the Employment Standards, the Transportation Standards, the Design of Public Spaces Standards, and the Customer Service Standards (collectively, the \u201cStandards\u201d).<\/p>\n These Standards outline where and how organizations need to remove barriers for people with disabilities in relation to Information and Communications, Employment, Transportation, the Design of Public Space and Customer Service. The requirements in the Standards are not a replacement or a substitution for the requirements established under the Ontario Human Rights Code; nor do the Standards limit any obligations owed to persons with disabilities under any other legislation.<\/p>\n Throughout this Accessibility Policy (the \u201cPolicy\u201d), all persons, whether employed on a full\u2011time or part-time basis by the Company (as defined below), are referred to as “Associates”.\u00a0 The Associates, coming from all departments and levels within the organization, play an integral part in contributing to the Company\u2019s overall objectives.<\/p>\n The Guardian Capital Group of Companies may be referred to as either “Guardian” or \u201cthe Company\u201d.\u00a0 For the purpose of this Policy, the reference to Guardian or the Company will include Guardian Capital Group Limited and all the divisions and affiliated companies that provide goods, services or facilities to the public or other third parties and that have at least one employee in Ontario.<\/p>\n The Company is committed to excellence in serving all of its Associates, clients, advisors and investors, as well as visitors to our offices, members of the public and other third parties, and will provide accommodation where required in accordance with the AODA.\u00a0 Guardian is committed to meeting the needs of people with disabilities and will do so in a way that respects their dignity and independence.<\/p>\n The Company will make every reasonable effort to ensure that its policies, practices and procedures are consistent with the principles of dignity, independence, integration and equal opportunity. The Company will ensure that all persons with a disability receive the same access to opportunities and our good, services and facilities; taking into account their individual needs and communicating in a manner that accommodates the person’s disability.<\/p>\n The Company will make reasonable efforts to ensure that this Policy and any related practices or procedures are consistent with the following core principles:<\/p>\n In order to achieve Guardian\u2019s accessibility goals, and in accordance with the provisions of the IASR and the AODA, the Company has implemented and will maintain and document, a Multi-Year Accessibility Plan. This Multi-Year Accessibility Plan outlines our commitment to accessibility, provides a strategy to prevent and remove barriers, and outlines a plan to meet the requirements under the IASR. This Plan is available to all Associates and the public on Guardian\u2019s website, and will be provided in an accessible format or with communication supports, upon request.\u00a0 The Company will review and update the Multi-Year Accessibility Plan every five (5) years.<\/p>\n In accordance with the requirements of the AODA, the Company will report accessibility achievements every three (3) years by filing the required accessibility compliance report with the Ministry for Seniors and Accessibility, the Accessibility for Ontarians with Disabilities Division.<\/p>\n The Company is committed to providing an accommodating environment to all individuals, whatever their ability, and ensuring all good and services are received in an accessible and timely manner.\u00a0 The Company will communicate with a person with a disability in a manner that takes into account that person\u2019s \u00a0disability, whether the disability is visual, audible, verbal, physical, mental, intellectual, or otherwise.\u00a0 This may involve making accommodations for a person who uses an assistive device, service animal or support person, and the Company will make the following accommodative provisions:<\/p>\n The Company has established a separate Accessibility Standards for Customer Service Policy to meet the specific requirements of the Customer Service Standards outlined in the IASR, a copy of which is available upon request.<\/p>\n We will notify our Associates, clients, advisors, investors, and visitors if there is a planned or unexpected disruption in the facilities or the provision of our good and services usually used by persons with disabilities. This notice will be posted at the entrance of the applicable premises and on the Guardian website. The notice will include the following information:<\/p>\n The Company will ensure that the provision of documents and information in respect of our goods, services or facilities is available in accessible formats or with appropriate communication supports, upon request, at no additional cost and in a timely manner. A request for an accessible format of information, or for communication supports, in relation to the provision of our goods, services or facilities, may be made through our feedback process, as outlined in the Feedback Process section below.<\/p>\n The Company will consult with the person making the request in order to determine the suitability of an accessible format or communication supports. Upon so doing, the IASR gives the Company the flexibility to decide on the most appropriate accessible format or communication supports, given the needs of the person with a disability and the Company\u2019s capability to deliver.<\/p>\n As outlined in the IASR, if the Company determines that we are unable to convert the information or communications into an accessible format, the Company will provide a report to the person explaining why we are unable to do so and provide a summary of the content.<\/p>\n As outlined in the IASR, all new web content posted after 2012 on the Company\u2019s public websites, to the extent applicable, will conform to the required Web Content Accessibility Guidelines (\u201cWCAG\u201d) 2.0 Level AA protocols, with the exception of live captions and pre-recordings.\u00a0 This applies to websites and website content, including web-based applications that the Company controls directly or through a contractual relationship that allows for modification of the product, unless it is not practicable to conform due to the unavailability of commercial software or tools or both.<\/p>\n The Company will ensure that training is provided to all new and existing Associates and volunteers, and to any agent or contractor who is being retained to provide goods, services or facilities to the public or other third parties on the Company\u2019s behalf, and to all those who are involved in the development of the Company\u2019s relevant policies, practices and procedures.<\/p>\n The training will be provided as soon as possible after hiring or engagement and on commencement of new or additional duties that require training.\u00a0 Training will include the following:<\/p>\n Associates or other persons who work directly with our clients, advisors, investors or the general public in relation to the provision of our goods, services or facilities will receive further training as deemed appropriate.\u00a0 Revised training will be provided in the event of changes to legislation, procedures and\/or practices.<\/p>\n The Company will keep accurate and up to date training records. These records shall include the dates that the training was provided, and the individuals to whom the training was provided.<\/p>\n The Company has implemented accessible employment practices, as they pertain to recruitment and selection, new hire orientation, performance management and career development.\u00a0 The company responds to all requests for accommodation, including consultation with the employee\u2019s accessibility needs due to a disability and determination of the provision or arrangement of suitable accommodation. The Company will provide for an employee with a disability, upon request, accessible formats and communication supports for information that is needed in order to perform the employee\u2019s job; and information that is generally available to employees in the workplace.<\/p>\n All recruitment practices and procedures will comply with applicable accessibility standards for internal and external candidates who may have a disability. This includes identifying and removing any barriers that may exist for persons with disabilities to apply for positions and, if qualified, to participate in the interview process.\u00a0 All candidates will be advised of Guardian\u2019s commitment to accessibility in employment and to ensuring equal access to employment opportunities for all candidates, including persons with disabilities. Guardian will endeavour to provide reasonable accommodation to persons with disabilities in the recruitment process upon request.<\/p>\n If a selected candidate requests an accommodation, the Company shall consult with the candidate and provide or arrange for the provision of a suitable accommodation in a manner that takes into account the candidate\u2019s accessibility needs due to disability.<\/p>\n The purpose of these principles is to ensure consistent and equitable standards for the recruitment, assessment, and selection of prospective Associates, including persons with disabilities, to create a diverse and qualified talent pool to support current and future business needs<\/p>\n The Company is committed to the prevention and removal of barriers to people with disabilities, to the accommodation of persons with disabilities and to establish processes by which persons with disabilities may request accommodation.<\/p>\n The Company will make every effort to accommodate the needs of a person with a disability provided that person is able to perform the essential functions of their job or the duties of other available work. The Company has a written process for the development of documented individual accommodation plans for employees with disabilities, which is available to employees upon request.<\/p>\n Associates who wish to raise a potential accommodation concern shall do so by submitting a request for accommodation, in writing, to their immediate manager and Human Resources. The request shall:<\/p>\n If an Associate is absent from work due to disability and requires accommodation in order to return to work, the Company will work with the Associate to develop an individual accommodation plan for that individual, in consultation with disability benefits providers, where suitable and necessary. After identifying the most appropriate return to work accommodation, safety considerations and any transitional measures, the details will be provided in a written return to work plan.<\/p>\n The return to work plan will be monitored and reviewed regularly to ensure that it remains effective. If the accommodation is no longer appropriate, the Company will reassess the circumstances and update the plan.<\/p>\n Where an Associate requests it, the Company will consult with the Associate to arrange for the provision of accessible information and communication supports for information that is needed to perform the Associate\u2019s job, and information that is generally available to Associates in the workplace.<\/p>\n Accessibility needs of Associates and individual accommodation plans will be taken into account when managing an Associate\u2019s performance, career advancement or opportunities for redeployment.<\/p>\n In the event that the Company makes emergency procedures, plans and public safety information available to the public, it will be provided, upon request, in an accessible format or with appropriate communication supports.<\/p>\n If the Company is made aware of the need for accommodation due to an Associate\u2019s disability, the Associate will be provided with an individualized workplace emergency response plan.\u00a0 If the Associate who receives the individualized workplace emergency response information requires assistance, the Company will provide the workplace emergency response plan to the person designated to provide assistance, upon consent from the Associate.<\/p>\n The Company shall provide the information required under this section as soon as practicable after becoming aware of the need for accommodation due to the individual\u2019s disability.<\/p>\n The Company will review the individualized workplace emergency response plans if\/when the Associate moves to a different location in the organization, and\/or when the Company reviews its general emergency response policies.<\/p>\n We welcome feedback on this Policy and its implementation, as well as feedback in relation to the Company\u2019s provision of accessible customer service.\u00a0 We invite all customers to complete and provide feedback via our AODA and IASR Customer Service Standards – Customer Feedback Form<\/a> (\u201cFeedback Form”), which is available on our website. Customer feedback will help us identify barriers and respond to concerns.<\/p>\n The Feedback Form, and requests for information about the Feedback Process, can be submitted in person, via telephone,\u00a0 e-mail or in writing to:<\/p>\n
\nGuardian Capital Group Limited
\nCommerce Court West
\n199 Bay Street, Suite 2700 P.O. Box 201
\nToronto, ON M5L 1E9
\nPhone: 416-364-8341 | 1-800-253-9181
\nEmail: hr@guardiancapital.com<\/a><\/p>\nTHE GUARDIAN GROUP OF COMPANIES<\/h4>\n
ACCESSIBILITY POLICY<\/h4>\n
PURPOSE<\/h4>\n
THE POLICY\u00a0<\/strong><\/h4>\n
THE PRINCIPLES<\/h4>\n
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INTEGRATED ACCESSIBILITY STANDARDS REGULATION<\/h4>\n
Multi-Year Accessibility Plan<\/h4>\n
Reporting<\/h4>\n
Customer Service Standard<\/h4>\n
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Notice of Temporary Disruption<\/h4>\n
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Information and Communication<\/h4>\n
Web Content<\/h4>\n
Training and Record Keeping<\/h4>\n
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Employment Standards<\/h4>\n
Recruitment<\/h4>\n
Employee Support and Individual Accommodation Plans<\/h4>\n
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Return to Work Plan<\/h4>\n
Accessible Formats and Communication Supports for Employees<\/h4>\n
Performance Management & Career Development<\/h4>\n
Emergency Response Procedures<\/h4>\n
FEEDBACK PROCESS<\/h4>\n