AODA Policy

Download our AODA Plan in PDF Format.


Onbelay Automotive Inc. is committed to complying with both the Ontario Human Rights Code and the Accessibility for Ontarians with Disabilities Act (AODA).


Onbelay Automotive Inc. is committed to treating all people in a way that allows them to maintain their dignity and independence. We are committed to meeting the needs of persons with disabilities in a timely manner, and will do so by preventing and removing barriers to ccessibility, and meeting accessibility requirements under the Accessibility for Ontarians with Disabilities Act.


Onbelay Automotive Inc. will develop, maintain and document an Accessibility Plan outlining the Company’s strategy to prevent and remove barriers from its workplace and preventing new ones. The Accessibility Plan will be reviewed and updated at least once every five years. Upon request, Onbelay Automotive Inc. will provide a copy of the Accessibility Plan in an accessible format.


A barrier is anything that keeps someone from fully participating in all aspects of society because of their disability. Barrers include physical barriers, but the most common are embedded into our perspectives, practices, or tucked away in our policies and procedures. Common types of barriers include:

  • Attitudinal barrier (assuming and believing every impairment is what has been heard);
  • Architectural or Structural barrier (no ramp accessibility);
  • Information or Communication barrier (making it difficult to receive or convey information);
  • Technology barrier (making it difficult to access information);
  • Systematic barrier (setting requirements for eligibility for services).


A service animal can be readily identified as a result of visual indicators such as a vest or harness worn by the animal; or a person provides documentation from a regulated health professional listing in the Integrated Accessibility Standards.

A support person is someone who is hired or chosen to help a person with a disability. This person provides transportation; guiding a person with vision loss; adaptive communication (deaf/blind); interpretation of language; note taking or reading services’ personal care assistant; provide services for speech disability.

Under the AODA act, provisions will be made to accommodate, and or assist, with a service animal or support person.


An assistive device is any device that is used, designed, made or adapted to assist people in performing a particular task. These devices enable persons with disabilities to do everyday tasks such as moving, communicating, reading or lifting. Examples of personal assistive devices include:

  • Wheelchairs / Canes / Walkers;


  • Assistive listening devices (FM systems);
  • Laptops with screen-reading software or communicating capabilities;
  • Hearing aids.

Individuals with disabilities may use their personal assistive devices when accessing our services, and/or facilities.


Best practices for communicating and interacting with persons with a disability include:

  • Be respectful;
  • Dismiss stereotypes and avoid making assumptions about a person’s disability or capabilities. Do NOT assume what a person can or cannot do.
  • Speak directly to a person with a disability and NOT the support person/companion;
  • Be patient;
  • Avoid touching or interacting with a service animal;
  • Think of the assistive device as an extension of the person’s personal space and do not touch unless you are requested to do so;
  • When you don’t know what to do, it’s always best to ask the person with the disability;
  • Provide information in a way that works best for the person with the disability;
  • Familiarize yourself with the location of accessible features, such as entrances, washrooms, etc., and make sure it is accommodating for the person.


Upon request Onbelay Automotive Inc. will provide, or arrange for the provision of accessible formats and communication supports for persons with disabilities in a timely manner that takes into account the person’s accessibility needs due to the disability.
Onbelay Automotive Inc. will consult with the person making the request in determining the suitability of an accessible format or communication support, including accommodation of a service animal, and or support person.


Onbelay Automotive Inc. will ensure that training is provided on the requirements of the accessibility standards. The training provided will take into consideration and be appropriate to the duties of those receiving the training.

Employees will be trained when changes are made to the accessibility policy. As part of the hiring practice, all training and policy documents will be included as part of Orientation for all new hires.
Records of training provided will be maintained and will include:

(i) The dates on which training was provided, and
(ii) The individuals to whom training is provided.


Onbelay Automotive Inc. has a diverse workforce, with a safe, inclusive, and accessible work environment. The Company’ policies and practices are intended to foster diversity, inclusiveness and accessibility in the Company, while ensuring that the workplace is free from discrimination and harassment. Policy and accommodations that are available are provided during the recruitment and interview process for potential candidates with disabilities. Other communication, that may be requested to accommodate the disability, can be arranged and is established between the Company and the individual.


In our recruitment process, Onbelay Automotive Inc. will advise employees and the public about the availability of accommodation for applicants with disabilities.


Onbelay Automotive Inc. will develop and maintain a documented return to work process for its employees who have been absent from work due to a disability; and who may require disability-related accommodations in order to return to work. The return-to-work process will outline the steps that Onbelay will take to facilitate the return to work including individual accommodation plans.


Onbelay Automotive Inc. will develop and implement a written process for the development of documented individual accommodation plans for employees with disabilities. When the communication about the needs of a disabled person, or employee has been established, the information in our Policies, Procedures, or other Communication will be provided in a timely manner to accommodate the needs determined, as required to perform the job or tasks assigned, in an accessible format.

Information will be relayed and accessible for review on the Onbelay Website, and feedback will be allotted.


Onbelay Automotive Inc. will provide individualized workplace emergency response information to employees with disabilities; where the disability is such that individualized information is necessary.

When Onbelay is aware of the need for accommodation, we will provide workplace emergency response information, as soon as practicable upon learning of the need for accommodation due to an employee’s disability.

Individualized emergency response information will be reviewed whenever circumstances necessitate. This will be reviewed and updated in our Emergency Response Plan as part of our regular policy review.