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Yamaha Motor Canada Ltd./YAMAHA MOTOR FINANCE CANADA LTD. ("YAMAHA")
ACCESSIBILITY
YYamaha Motor Canada Ltd. (YMCA) is committed to providing people with disabilities an equal opportunity to give feedback and access any information they may need. As well as, providing an environment in which all individuals have access to services provided by YMCA.
YMCA has implemented policies to meet the requirements of the Accessibility for Ontarians with Disabilities Act, 2005 (AODA) to identify, remove barriers and increase accessibility for people with disabilities in the areas of information, communication and employment.
YMCA’s Accessibility Policy (including YMCA’s policies on the use of service animals and support persons, temporary disruptions, feedback and customer service training) are available upon request.
YMCA is committed to providing information and communications in an accessible format. YMCA will upon request, provide or arrange for accessible formats and communication supports for persons with disabilities, in a timely manner that takes into account the person’s accessibility needs due to a disability, at no additional cost. YMCA will consult with the person making such a request to determine their accessibility needs and the appropriate supports or formats.
YMCA welcomes and encourages job applications from people with disabilities. Accommodations are available upon request.
Feedback Procedure:
Individuals may provide feedback to Yamaha Motor Canada in the following ways:
By email, to [email protected]
By phone, 416-498-1911
In writing, by sending or hand delivering feedback to the Yamaha Motor Canada head office at the following address:
Attention: Regulatory Affairs Department
480 Gordon Baker Road
Toronto, ON M2H 3B4
480 Gordon Baker Road
Toronto, ON M2H 3B4
Yamaha Motor Canada Ltd.
In person, by visiting the Yamaha Motor Canada Ltd. head office and hand delivering feedback in writing to the reception desk.
Multi-Year Accessibility Plan (2020-2025)
Yamaha shall keep record of the training provided to all employees.
By email, to [email protected]
By phone, 416-498-1911
In writing, by sending or hand delivering feedback to the Yamaha Motor Canada head office at the following address:
Attention: Compliance Department
Yamaha Motor Canada Ltd.
480 Gordon Baker Road
Toronto, ON M2H 3B4
In person, by visiting the Yamaha Motor Canada Ltd. head office and hand delivering feedback in writing to the reception desk.
Yamaha will provide other accessible formats and communication supports upon request to ensure that persons with disabilities are able to provide feedback and receive a response.
Accessible Formats & Communication Supports
AODA IASR Requirement 12 (1) states that 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 that the regular cost charged to other persons.
Requirement 12 (2) states that the obligated organization shall consult with the person making the request in determining the suitability of an accessible format or communication support.
Yamaha will provide accessible formats and communication support to persons with disabilities upon request, in a timely manner that considers the person’s accessibility needs. Yamaha will provide accessible formats and communication supports at a cost that is no more than the regular cost charged. Yamaha will consult with any individual who requests accessible formats and communication supports to determine the appropriateness of an accessible format or communication support.
Accessible Websites & Web Content
AODA IASR Requirement 14 (2) states that 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.
Yamaha’s website will conform with WCAG 2.0 Level AA, except for those requirements specifically excluded from the IASR. Yamaha will perform bi-annual audit checks to ensure that our website conforms with WCAG 2.0 Level AA, except for those requirements specifically excluded from the IASR.
Part 3 – Employment Standards
Recruitment General
AODA IASR Requirement 22 states that every employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes.
Yamaha will notify all employees and the public about the availability of accommodation for applicants with disabilities in its recruitment process by including accessibility information in all job postings both internally and externally.
Recruitment, Assessment or Selection Process
AODA IASR Requirement 23 (1) states that during a recruitment process, an employer shall notify job applicant 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. Requirement 23 (2) states that 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.
When Yamaha makes an offer of employment, the successful applicant will be notified of our policies for accommodating employees with disabilities.
Informing Employees of Supports
AODA IASR Requirement 25 (1) states that 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 takes into account an employee’s accessibility needs due to disability. Requirement 25 (2) states that employers shall provide the information required under this section to new employees as soon as practicable after they begin their employment. Requirement 25 (3) states that employers shall provide updated information to its employees whenever there is a change to existing policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability.
New employees will be provided with access to Yamaha’s intranet site along with access to all policies posted on Yamaha’s intranet site as soon as practicable after commencing employment. Yamaha will provide updated information to its employees whenever there is a change to its existing policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability by updating the information on Yamaha’s intranet site.
Accessible Formats and Communication Supports for Employees
Upon request by an employee with a disability, Yamaha will consult with the employee to provide or arrange for accessible formats and communication supports for information that is needed to perform the employee’s job and information that is generally available to all employees. Yamaha will consult with the employee making the request to determine the suitability of the accessible format or communication support.
Workplace Emergency Response Information
AODA IASR Requirement 27 (1) states that 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. Requirement 27 (2) states that if an employee who receives individualized workplace emergency response information requires assistance and with the employee’s consent, the employer shall provide the workplace emergency response information to the person designed by the employer to provide assistance to the employee. Requirement 27 (3) states that 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. Requirement 27 (4) states that 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 place or plans are reviewed; and c) when the employer reviews its general emergency response policies.
Yamaha will provide individualized workplace emergency response information to employees who have a disability, where the information is necessary and where Yamaha is aware of the employee’s need for accommodation due to the employee’s disability.
Return to Work Process
AODA IASR Requirement 29 (1) states that 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 who have been absent from work due to a disability and require disability-related accommodations in order to return to work; and b) shall document the process. Requirement 29 (2) states that the return to work process shall, a) outline the steps the employer will take to facilitate the return to work of employees who were absent because their disability required them to be away from work; and b) use documented individual accommodation plans, as part of the process. Requirement 29 (3) states that 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.
Yamaha will develop and maintain a return to work process for its employees who have been absent from work due to a disability and who requires a disability-related accommodation in order to return to work. All return to work process will be documented. The return to work process will outline the steps taken to facilitate the employee’s return to work and will include documented individual accommodation plan. The return to work process will not replace or override any other return to work process created by or under any other statues.
Performance Management
AODA IASR Requirement 30 (1) states that an employer that uses performance management in respect of its employees shall 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.
During performance management Yamaha will consider the accessibility needs of employees with disabilities, as well as individual accommodation plans.
Career Development & Advancement
AODA IASR Requirement 31 (1) states that 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 development and advancement to its employees with disabilities.
When providing career development and advancement, Yamaha will consider the accessibility needs of employes with disabilities as well as individual accommodation plans.
Redeployment
AODA IASR Requirement 32 (1) states that an employer that uses redeployment shall take into account the accessibility needs of its employees with disabilities, as well as individual accommodation plans, when redeploying employees with disabilities.
When redeploying Yamaha will take into account the accessibility needs of employees with disabilities as well as individual accommodation plans.
Part 4 – Built Environment Standards
Design of Public Spaces Standards
AODA IASR Requirement 80.2 (1) states that except as otherwise specified, this part applies to public spaces that are newly constructed or redeveloped on and after the dates set out in the schedule in section 80.5 (3) For large organization, January 1, 2017.
When undertaking a major renovation of a public space, Yamaha will meet with its contractors and developers in order to ensure that the Built Environment Standards is being complied with.
The following improvements have been made at Yamaha’s head office:
• Automatic front entry doors;
• Reception area is a barrier free entrance;
• Touchless soap & hand sanitizer dispensers; and
• Visual/audible fire safety devices and smoke alarms.
When undertaking a major renovation of a public space Yamaha will meet with its contractors and developers in order to ensure that the Built Environment Standards is being complied with.
Yamaha will ensure that persons with disabilities have safe paths of travel through facilities, office areas, and washroom among others. When undertaking a major renovation of a public space Yamaha will meet with its contractors and developers in order to ensure that the Built Environment Standards is being complied with.
Yamaha Motor Canada Ltd. is committed to an accessible work environment.
Yamaha’s multi-year accessibility plan is to ensure that accessible services are available to both Employees and Customers with disabilities. Enquiries, questions, or complaints regarding Yamaha’s multi-year accessibility plan should be referred to:
Attention: Compliance Department
Yamaha Motor Canada Ltd.
480 Gordon Baker Road
Toronto, ON M2H 3B4
by phone at (416) 498-1911
and or by email to: [email protected]
Yamaha Motor Canada Ltd/Yamaha Motor Finance Canada Ltd. (“Yamaha”) is dedicated to an inclusive and accessible work environment. Yamaha is committed to treating persons with disabilities in a way that allows them to maintain their dignity and independence. In 2005, the government of Ontario passed the Accessibility for Ontarians with Disabilities Act (the “AODA”). The AODA’s 4 core principals are:
1. Independence
2. Dignity
3. Integration
4. Equality of Opportunity
1. Independence
2. Dignity
3. Integration
4. Equality of Opportunity
The Integrated Accessibility Standards Regulations (“IASR”) under the AODA requires that Yamaha establishes, implements, maintains, and documents a multi-year accessibility plan which outlines Yamaha’s strategy to prevent and remove barriers for persons with disabilities in a timely manner. Under the IASR, the following accessibility standards set certain requirements that are applicable to Yamaha:
• Information and Communications
• Training
• Employment
• Customer Service
• Information and Communications
• Training
• Employment
• Customer Service
Part 1 – General Requirements
Training
AODA IASR Requirement 7 (1) states that everyone obligated organization shall ensure that training is provided on the requirements of the accessibility standards referred to in this Regulation and on the Human Rights Code as it pertains to person with disabilities to:
(a) All employees, and volunteers;
(b) All persons who participate in developing the organization’s policies;
(c) All other persons who provide goods, services or facilities on behalf of the organization.
Training
AODA IASR Requirement 7 (1) states that everyone obligated organization shall ensure that training is provided on the requirements of the accessibility standards referred to in this Regulation and on the Human Rights Code as it pertains to person with disabilities to:
(a) All employees, and volunteers;
(b) All persons who participate in developing the organization’s policies;
(c) All other persons who provide goods, services or facilities on behalf of the organization.
Yamaha will ensure that all current full-time, part-time and contract employees as required by the IASR in all Canadian locations receives training on the requirements of the IASR and on the Human Rights Code as it pertains to persons with disabilities. Training will be delivered in an E-Learning method through Yamaha Education Center. Training will be included in Yamaha’s new employee on-boarding. Training materials will be available for all Yamaha’s dealer network and can be used for their staff training.
AODA IASR Requirement 7 (5) states that every large organization shall keep a record of the training provided under this section, including the dates on which the training is provided and the number of individuals to whom it is provided.
Yamaha shall keep record of the training provided to all employees.
Part 2 – Information and Communications Standards
Feedback
AODA IASR Requirement 11 (1) states that every obligated organization that has processes for receiving and responding to feedback shall ensure that the processes are accessible to persons with disabilities by providing or arranging for accessible formats and communication support, upon request.
Feedback
AODA IASR Requirement 11 (1) states that every obligated organization that has processes for receiving and responding to feedback shall ensure that the processes are accessible to persons with disabilities by providing or arranging for accessible formats and communication support, upon request.
Individuals may provide feedback to Yamaha Motor Canada in the following ways:
By email, to [email protected]
By phone, 416-498-1911
In writing, by sending or hand delivering feedback to the Yamaha Motor Canada head office at the following address:
Attention: Compliance Department
Yamaha Motor Canada Ltd.
480 Gordon Baker Road
Toronto, ON M2H 3B4
In person, by visiting the Yamaha Motor Canada Ltd. head office and hand delivering feedback in writing to the reception desk.
Yamaha will provide other accessible formats and communication supports upon request to ensure that persons with disabilities are able to provide feedback and receive a response.
Accessible Formats & Communication Supports
AODA IASR Requirement 12 (1) states that 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 that the regular cost charged to other persons.
Requirement 12 (2) states that the obligated organization shall consult with the person making the request in determining the suitability of an accessible format or communication support.
Yamaha will provide accessible formats and communication support to persons with disabilities upon request, in a timely manner that considers the person’s accessibility needs. Yamaha will provide accessible formats and communication supports at a cost that is no more than the regular cost charged. Yamaha will consult with any individual who requests accessible formats and communication supports to determine the appropriateness of an accessible format or communication support.
Accessible Websites & Web Content
AODA IASR Requirement 14 (2) states that 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.
Yamaha’s website will conform with WCAG 2.0 Level AA, except for those requirements specifically excluded from the IASR. Yamaha will perform bi-annual audit checks to ensure that our website conforms with WCAG 2.0 Level AA, except for those requirements specifically excluded from the IASR.
Part 3 – Employment Standards
Recruitment General
AODA IASR Requirement 22 states that every employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes.
Yamaha will notify all employees and the public about the availability of accommodation for applicants with disabilities in its recruitment process by including accessibility information in all job postings both internally and externally.
Recruitment, Assessment or Selection Process
AODA IASR Requirement 23 (1) states that during a recruitment process, an employer shall notify job applicant 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. Requirement 23 (2) states that 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.
When notifying job applicants that they have been selected to participate further in the recruitment process, Yamaha will notify those job applicants that accommodations are available upon request. If a selected applicant requests an accommodation, Yamaha will consult with the applicant and provide or arrange for the provision of suitable accommodation in a manner that takes into account the applicant’s accessibility needs.
Notice to Successful Applicants
AODA IASR Requirement 24 states that every employer shall, when making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities.
When Yamaha makes an offer of employment, the successful applicant will be notified of our policies for accommodating employees with disabilities.
Informing Employees of Supports
AODA IASR Requirement 25 (1) states that 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 takes into account an employee’s accessibility needs due to disability. Requirement 25 (2) states that employers shall provide the information required under this section to new employees as soon as practicable after they begin their employment. Requirement 25 (3) states that employers shall provide updated information to its employees whenever there is a change to existing policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability.
Yamaha will advise all employees of its policies used to support its employees with disabilities by posting on Yamaha’s intranet.
New employees will be provided with access to Yamaha’s intranet site along with access to all policies posted on Yamaha’s intranet site as soon as practicable after commencing employment. Yamaha will provide updated information to its employees whenever there is a change to its existing policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability by updating the information on Yamaha’s intranet site.
Accessible Formats and Communication Supports for Employees
AODA IASR Requirement 26 (1) states that in addition to its obligations under section 12, where an employee with a disability so request 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. Requirement 26 (2) states that the employer shall consult with the employee making the request in determining the suitability of an accessible format or communication support.
Upon request by an employee with a disability, Yamaha will consult with the employee to provide or arrange for accessible formats and communication supports for information that is needed to perform the employee’s job and information that is generally available to all employees. Yamaha will consult with the employee making the request to determine the suitability of the accessible format or communication support.
Workplace Emergency Response Information
AODA IASR Requirement 27 (1) states that 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. Requirement 27 (2) states that if an employee who receives individualized workplace emergency response information requires assistance and with the employee’s consent, the employer shall provide the workplace emergency response information to the person designed by the employer to provide assistance to the employee. Requirement 27 (3) states that 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. Requirement 27 (4) states that 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 place or plans are reviewed; and c) when the employer reviews its general emergency response policies.
Yamaha will provide individualized workplace emergency response information to employees who have a disability, where the information is necessary and where Yamaha is aware of the employee’s need for accommodation due to the employee’s disability.
Return to Work Process
AODA IASR Requirement 29 (1) states that 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 who have been absent from work due to a disability and require disability-related accommodations in order to return to work; and b) shall document the process. Requirement 29 (2) states that the return to work process shall, a) outline the steps the employer will take to facilitate the return to work of employees who were absent because their disability required them to be away from work; and b) use documented individual accommodation plans, as part of the process. Requirement 29 (3) states that 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.
Yamaha will develop and maintain a return to work process for its employees who have been absent from work due to a disability and who requires a disability-related accommodation in order to return to work. All return to work process will be documented. The return to work process will outline the steps taken to facilitate the employee’s return to work and will include documented individual accommodation plan. The return to work process will not replace or override any other return to work process created by or under any other statues.
Performance Management
AODA IASR Requirement 30 (1) states that an employer that uses performance management in respect of its employees shall 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.
During performance management Yamaha will consider the accessibility needs of employees with disabilities, as well as individual accommodation plans.
Career Development & Advancement
AODA IASR Requirement 31 (1) states that 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 development and advancement to its employees with disabilities.
When providing career development and advancement, Yamaha will consider the accessibility needs of employes with disabilities as well as individual accommodation plans.
Redeployment
AODA IASR Requirement 32 (1) states that an employer that uses redeployment shall take into account the accessibility needs of its employees with disabilities, as well as individual accommodation plans, when redeploying employees with disabilities.
When redeploying Yamaha will take into account the accessibility needs of employees with disabilities as well as individual accommodation plans.
Part 4 – Built Environment Standards
Design of Public Spaces Standards
AODA IASR Requirement 80.2 (1) states that except as otherwise specified, this part applies to public spaces that are newly constructed or redeveloped on and after the dates set out in the schedule in section 80.5 (3) For large organization, January 1, 2017.
When undertaking a major renovation of a public space, Yamaha will meet with its contractors and developers in order to ensure that the Built Environment Standards is being complied with.
The following improvements have been made at Yamaha’s head office:
• Automatic front entry doors;
• Reception area is a barrier free entrance;
• Touchless soap & hand sanitizer dispensers; and
• Visual/audible fire safety devices and smoke alarms.
Exterior Paths of Travel, Ramps
AODA IASR Requirement 80.24 (1) states that where an exterior path of travel is equipped with a ramp, the ramp must meet the following requirements:
1) the ramp must have a minimum clear width of 900 mm.
2) the surface of the ramp must be firm and stable.
3) the surface of the ramp must be slip resistant.
4) the ramp must have a maximum running slope of no more than 1:15.
5) the ramp must be provided with landings that meet the following requirements: i) Landing must be provided; a) at the top and bottom of the ramp, b) where there is an abrupt change in direction of the ramp, and c) at horizontal intervals not greater than 9 meters apart.
6) where a ramp has openings in its surface, i) the openings must not allow passage of an object that has a diameter of more than 20 mm, and ii) any elongated openings must be oriented approximately perpendicular to the direction of travel.
AODA IASR Requirement 80.24 (1) states that where an exterior path of travel is equipped with a ramp, the ramp must meet the following requirements:
1) the ramp must have a minimum clear width of 900 mm.
2) the surface of the ramp must be firm and stable.
3) the surface of the ramp must be slip resistant.
4) the ramp must have a maximum running slope of no more than 1:15.
5) the ramp must be provided with landings that meet the following requirements: i) Landing must be provided; a) at the top and bottom of the ramp, b) where there is an abrupt change in direction of the ramp, and c) at horizontal intervals not greater than 9 meters apart.
6) where a ramp has openings in its surface, i) the openings must not allow passage of an object that has a diameter of more than 20 mm, and ii) any elongated openings must be oriented approximately perpendicular to the direction of travel.
When undertaking a major renovation of a public space Yamaha will meet with its contractors and developers in order to ensure that the Built Environment Standards is being complied with.
Exterior Paths of Travel
AODA IASR Requirement 80.21 (1) states that this part applies to newly constructed and redeveloped exterior paths of travel that are outdoor sidewalks or walkways designed and constructed for pedestrian travel and are intended to serve a functional purpose and not to provide a recreational experience. Requirement 80.22 states that obligated organizations, other than small organizations, shall ensure that any exterior paths of travel that they construct or redevelop and intend to maintain meet the requirements set out in this part.
Yamaha will ensure that persons with disabilities have safe paths of travel through facilities, office areas, and washroom among others. When undertaking a major renovation of a public space Yamaha will meet with its contractors and developers in order to ensure that the Built Environment Standards is being complied with.
Yamaha Motor Canada Ltd. is committed to an accessible work environment.
Yamaha’s multi-year accessibility plan is to ensure that accessible services are available to both Employees and Customers with disabilities. Enquiries, questions, or complaints regarding Yamaha’s multi-year accessibility plan should be referred to:
Attention: Compliance Department
Yamaha Motor Canada Ltd.
480 Gordon Baker Road
Toronto, ON M2H 3B4
by phone at (416) 498-1911
and or by email to: [email protected]