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Integrated Accessibility Policy

STATEMENT OF COMMITMENT

Stryve Digital Marketing is committed to ensuring equal access and participation for people with disabilities. We are committed to treating people with disabilities in a way that allows them to maintain their dignity and independence. We believe in integration and we are committed to meeting the needs of people with disabilities in a timely manner. We will do so by removing and preventing barriers to accessibility and meeting our accessibility requirements under the accessibility laws.

PURPOSE

The purpose of this policy is to provide a framework through which Stryve can meet the needs of people with disabilities in accordance with provincial and federal legislation.

SCOPE

The scope of this policy includes our commitment to accessibility in our customer service and employment standards.

CUSTOMER SERVICE STANDARD

Stryve is committed to providing inclusive customer service experiences for our customers and others seeking the services we provide.  All Stryvers are expected to comply with the spirit and intent of this policy when providing services to our community or otherwise representing or conducting business on behalf of Stryve.

EMPLOYMENT STANDARD:

Stryve is committed to providing a welcoming, respectful and inclusive environment to our employees and community members with disabilities.  Our employment standard will incorporate regulatory requirements and best practices throughout the employment relationship.

DEFINITIONS

Stryve has adopted the following definitions for key terms related to accessibility policies.

ACCESSIBILITY

The term accessibility means giving people of all abilities opportunities to participate fully in everyday life. It is used to describe how widely a service, product, device, or environment is available to as many people as possible. Accessibility can be seen as the ability to access and benefit from a system, service, product or environment.

BARRIER

Barriers are obstacles that limit access and prevent people with disabilities from fully participating in society. Most barriers are not intentional. Barriers usually arise because the needs of people with disabilities are not considered from the beginning.

DISABILITY

Ontario’s accessibility law adopts the definition for disability that is in the Ontario Human Rights Code. It defines disability broadly:

  • “any degree of physical disability, infirmity, malformation or disfigurement that is caused by bodily injury, birth defect or illness and, without limiting the generality of the foregoing, includes diabetes mellitus, epilepsy, a brain injury, any degree of paralysis, amputation, lack of physical co-ordination, blindness or visual impediment, deafness or hearing impediment, muteness or speech impediment, or physical reliance on a guide dog or other animal or on a wheelchair or other remedial appliance or device,
  • a condition of mental impairment or a developmental disability,
  • a learning disability, or a dysfunction in one or more of the processes involved in understanding or using symbols or spoken language,
  • a mental disorder, or
  • an injury or disability for which benefits were claimed or received under the insurance plan established under the Workplace Safety and Insurance Act, 1997.”
EMPLOYEE

Employee refers to any person Stryve pays wages or salary, has control over their assigned work and the right to control their own work.  This includes full time, part time, seasonal and contract employees. For the purpose of this policy, it also includes interns.

SERVICE ANIMAL

An animal is a service animal for a person with a disability if:

  • it is readily identifiable that the animal is used for reasons related to the person’s disability (such as a guide dog or other animal wearing a vest or harness); or
  • the person with the service animal provides documentation from a regulated health professional confirming the need for the animal because of a disability.
SUPPORT PERSON

Support Persons are any person, whether a paid professional, volunteer, family member, or friend, who accompany a person with a disability in order to help with communications, personal care or medical needs, while accessing goods or services.

POLICY STATEMENT – CUSTOMER SERVICE STANDARD

Stryve is committed to meeting its current and ongoing obligations under the Ontario Human Rights Code respecting non-discrimination.  Stryve understands that obligations under the Accessibility for Ontarians with Disabilities Act, 2005 (AODA) and its accessibility standards do not substitute or limit its obligations under the Ontario Human Rights Code or obligations to people with disabilities under any other law.  Stryve is committed to complying with both the Ontario Human Rights Code and the AODA, and to excellence in serving all customers including people with disabilities. This means that we will provide goods and services to people with disabilities with the same high quality and timeliness as others.

Our accessible customer service policies are consistent with the principles of independence, dignity, integration and equality of opportunity for people with disabilities.

ASSISTIVE DEVICES

People with disabilities may use their personal assistive devices when accessing our goods, services or facilities.

In cases where the assistive device presents a significant and unavoidable health or safety concern or may not be permitted for other reasons, other measures will be used to ensure the person with a disability can access our goods, services or facilities, upon request.

We will ensure that our staff are trained and familiar with various assistive devices we have on site or that we provide that may be used by customers with disabilities while accessing our goods, services or facilities.

COMMUNICATION

We will communicate with people with disabilities in ways that take into account their disability, upon their request.  We will work with the person with a disability to determine what method of communication works for them, including communicating via email instead of via phone.

SERVICE ANIMALS

We welcome people with disabilities and their service animals. Service animals are allowed on the parts of our premises that are open to the public.  If a service animal is excluded by law, we will suggest appropriate alternatives and provide assistance to ensure that the person is able to access, obtain, use or benefit from our goods, services or facilities where possible.

SUPPORT PERSONS

A person with a disability who is accompanied by a support person will be allowed to have that person accompany them on our premises.

NOTICE OF TEMPORARY DISRUPTION

In the event of a planned or unexpected disruption to services or facilities for customers with disabilities, Stryve will notify customers promptly. This clearly posted notice will include information about the reason for the disruption, its anticipated length of time, and a description of alternative facilities or services, if available.

TRAINING

Stryve will provide accessible customer service training to:

  • all employees and independent contractors
  • anyone involved in developing our policies
  • anyone who provides goods, services or facilities to customers on our behalf

Staff will be trained on accessible customer service upon hire.

Training will include:

  • purpose of the Accessibility for Ontarians with Disabilities Act, 2005 and the requirements of the customer service standard
  • Stryve’s policies related to the customer service standard
  • how to interact and communicate with people with various types of disabilities
  • how to interact with people with disabilities who use an assistive device or require the assistance of a service animal or a support person
  • how to use the equipment or devices available on-site or otherwise that may help with providing goods, services or facilities to people with disabilities
  • what to do if a person with a disability is having difficulty in accessing Stryve’s goods, services or facilities

Staff will also be trained when changes are made to our accessible customer service policies.

POLICY STATEMENT – EMPLOYMENT STANDARD

Stryve is committed to fair and accessible employment practices in a manner consistent with the principles of dignity, independence, integration and equal opportunity.

HIRING

We will notify employees, potential hires and the public that accommodations can be made during recruitment and hiring.

WORKPLACE INFORMATION

We will notify staff that supports are available for those with disabilities. We will put in place a process to develop individual accommodation plans for employees.

Where needed, we will also provide customized emergency information to help an employee with a disability during an emergency.

TALENT AND PERFORMANCE MANAGEMENT

Our performance management, career development and redeployment processes shall take into account the accessibility needs of all employees.

COMMUNICATE ACCESSIBILITY POLICIES

When requested by an employee with a disability, we will consult with the employee and arrange for an accessible format and communication support for information that is required for an employee to perform their job and for information that is readily available to employees in the workplace.

FEEDBACK PROCESS ON ACCESSIBILITY PRACTICES

Stryve welcomes feedback on how we provide accessible service to people with disabilities. Feedback will help us identify barriers and respond to concerns.

Customers and employees can submit feedback in the following ways:

Mail: 137 Glasgow Street, Unit 440, Kitchener, ON  N2G 4X8
E-mail: accessibility@stryvemarketing.com
Phone: 519 747 0044

All feedback with respect to the delivery of services or employment practices to persons with disabilities will, including complaints, will be responded to in a timely manner.

NOTICE OF AVAILABILITY OF DOCUMENTS

Stryve will notify the public that documents related to accessible customer service and employment are available upon request by posting a notice on our website.

Stryve will provide this document in an accessible format or with communication support, on request. We will consult with the person making the request to determine the suitability of the format or communication support. We will provide the accessible format in a timely manner and, at no additional cost.

MODIFICATIONS TO THIS OR OTHER POLICIES

Any policies of Stryve that do not respect and promote the principles of dignity, independence, integration and equal opportunity for people with disabilities will be modified or removed.

Accommodation Policies

ACCOMMODATION ON THE BASIS OF DISABILITY

Stryve Digital Marketing will provide reasonable accommodation to all applicants and employees with disabilities. We will endeavor to make reasonable accommodation, as required by law, to known physical or mental limitations of a qualified applicant or employee with a disability, unless the accommodation would impose undue hardship on our operation.

All accommodation requests will be taken seriously. No person will be penalized for making an accommodation request.

ACCOMMODATION ON THE BASIS OF RELIGION

Stryve Digital Marketing is proud to have a diverse workforce and is committed to providing accommodation to facilitate the practice of religious observances, including, but not limited to religious holidays which extend beyond the Statutory Holidays recognized by Stryve.

We will accommodate requests for religious accommodation unless doing so would cause undue hardship to the company.

Stryvers are responsible for informing People Operations in writing if a policy or practice does not align with his/ her religious beliefs or if they require a religious accommodation.  Requests must be made with 4 weeks’ notice where possible, or as soon as a need is identified. Stryvers must work with the People Operations Lead to find a reasonable accommodation. Employees may be asked to provide reasonable information to legitimize the request.

People Operations is responsible for assessing the accommodation request in a timely manner.  Managers will work with employees to find a reasonable accommodation that balances the employee’s needs and Stryve’s business requirements.  Managers may not question the sincerity of religious beliefs.