Accessiblity

Accessibility Policy

Effective Date: December 2017
Date Last Reviewed: December 2017
Scheduled Review Date: December 2018
Approved by: HR

STATEMENT OF COMMITMENT

Paytm Labs Inc. 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 by meeting our accessibility requirements under Ontario’s accessibility laws.

APPLICATION

This policy applies to all employees, contractors and consultants of Paytm and every person who participates in developing policies, practices, procedures of Paytm that address or have potential to impact accessibility.

RESPONSIBILITIES

  • HR will be fully responsible for this policy as well as for its administration.
  • Paytm employees will be responsible for cooperating with all parties to facilitate workplace accommodation and are required to take an active role in support of accessibility requirements as outlined in the Accessibility of Ontarians with Disability Act, 2005 (AODA). All employees who deal with members of the public or third parties on behalf of Paytm will be responsible for ensuring adherence to this policy.

POLICY

Paytm is committed to ensuring equitable and inclusive environment, to reducing and removing barriers in its environment for persons with disabilities and to providing services to persons with disabilities in a manner that reflects principles of dignity, equal opportunity, and integration, and in accordance with the requirement of Ontario’s Human Rights legislation and AODA.

To achieve this objective, Paytm will:

  • Identify barriers
  • Remove identified barriers where health and safety requirement permit
  • Provide training to all employees in accordance with AODA to promote this Policy’s objective

Paytm will establish, implement, maintain and document a multi-year Accessibility Plan outlining its strategy to prevent and remove barriers and meet its requirements under the Integrated Accessibility Standards Regulation (Regulation 191/11). Paytm will post its accessibility plan on its websites, and provide the plan in an accessible format upon request. Paytm will review and update its accessibility plan once every five years.

DEFINITIONS 

  • Accessible Formats

May include, but are not limited to: large print, recorded audio and electronic formats, Braille and other formats usable by persons with disabilities.

  • Assistive Device

Any tool, technology, or equipment that facilitates the performance of everyday tasks by a person with a disability. Examples of assistive devices include, but are not limited to wheelchairs, walkers, hearing aids, oxygen tanks, and communication boards.

  • Barriers

Barriers are obstacles that limit access and prevent people with disabilities from fully participating in society:

a)     Attitudinal barrier – people with disabilities being treated differently than people without disabilities;

b)     Information and communication barriers – person with a disability cannot easily receive and/or understand information that is available to others;

c)     Systematic barriers –  in policies, practices, and procedures and result in people with disabilities being treated differently than others or sometimes excluded altogether

d)     Physical and architectural barriers

Technological barriers – technology or the way it is used does not meet the needs of people with disabilities.

  • Communication Supports

May include, but are not limited to, captioning, alternative and augmentative communication supports, plain language, sign language and other supports that facilitate effective communications.

  • Disability

AODA and Ontario Human Rights Code define broadly disability as:

a)     Any degree of physical disability, infirmity, malformation or disfigurement that is caused by bodily injury, birth defect or illness and includes but is not limited to:

  1. Diabetes mellitus;
  2. Epilepsy;
  3. A brain injury;
  4. Any degree of paralysis or amputation;
  5. Lack of physical co-ordination;
  6. Blindness or visual impediment;
  7. Deafness or hearing impediment;
  8. Muteness or speech impediment;
  9. Physical reliance on a guide dog or other animal or on a wheelchair or other remedial appliance or device.

b)     A condition of mental impairment or a developmental disability;

c)     A learning disability, or a dysfunction in one or more of the processes involved in understanding or using symbols or spoken language;

d)     A mental disorder;

e)     An injury or disability for which benefits were claimed or received under the insurance plan established under the Workplace Safety and Insurance Act, 1997.

  • Guide Dog

A dog trained as a guide for a blind person that also meets the conditions and qualifications prescribed by Guide Dogs, RRO 1990, Reg 58.

  • Service Animal

Any animal accompanying a person with a disability, so long as:

a)     it is readily apparent that the animal is used by the person for reasons relating to his or her disability; or

b)     the person provides a letter from a physician or nurse confirming that the person requires the animal for reasons relating to the disability.

  • Support Person

A person who accompanies a person with a disability in order to help with communication, mobility, personal care or medical needs or with access to goods or services.

ASSISTIVE DEVICES

Paytm is committed to serving persons with disabilities who use assistive devices in order to obtain, use or benefit from the goods and services provided by Paytm. Assistive devices, such as, but without limitations, wheelchairs, are permitted at the Paytm’s location. Paytm will ensure that employees are trained and familiar with the use of any available assistive devices. Employees will be aware of the assistive devices available to a person who identifies that they require an assistive device in order to access Paytm’s services.

ACCESSIBLE FORMATS AND COMMUNICATION SUPPORTS

Except as otherwise provided by the AODA, Paytm shall, upon request, and in consultation with the person making the request, provide or make arrangements to provide accessible formats and communication supports for persons with disabilities. Accessible formats and communication supports shall be provided in a timely manner, taking into account the person’s accessibility needs and at a cost that is no more than the regular cost charged to other persons.

This does not apply to products and product labels, unconvertible information or communications and information that Paytm does not control directly or indirectly through a contractual relationship. If it is determined that information or communications are unconvertible, the department shall provide the person requesting the information or communication with:

  • an explanation as to why the information or communications are unconvertable;
  • a summary of the unconvertible information or communications

Additionally, Paytm will provide training as required by AODA on communication with people with disabilities.

SERVICE ANIMALS AND GUIDE DOGS

Employees, contractors, and consultants shall accommodate the use of service animals by people with disabilities who are accessing Paytm services or goods unless the animal is otherwise excluded by law.

Service animals and guide dogs accompanying persons with disabilities are welcome on Paytm’s premises that are open to the public unless the animal is otherwise excluded by law.

Additionally, there may be circumstances where allowing a service animal to accompany a person with a disability on Paytm’s premises might compromise the health and safety of another person (e.g. severe allergies to dogs). In such circumstances, Paytm will consider all relevant information in order to arrive at an arrangement that is suitable under the circumstances, taking into account the needs of each person.

If it is not apparent that an animal accompanying a person with a disability is a service animal, Paytm may require the person to produce a letter from a physician or a nurse to verify the animal’s role.

SUPPORT PERSONS

Where a person with a disability accessing Paytm goods or services is accompanied by a support person, Paytm employees, contractors, and consultants shall ensure that both persons are permitted to enter the premises together and shall ensure that the person with a disability can access the support person while on the premises.

Generally, the presence of a support person will only be required in situations where there is a significant health and safety risk that cannot be mitigated by other means.

NOTICE OF TEMPORARY DISRUPTION

Paytm will promptly notify all customers about any disruptions to services or facilities for people with disabilities. This notice will be posted in a conspicuous place and will include information about the reason for the disruption and its anticipated length, as well as information on available alternative services or facilities. The notice will be placed on the Health and Safety Board as well as on Paytm’s website.

TRAINING

Paytm will provide training to employees and other prescribed individuals in accordance with the

requirements of AODA. Training will occur on an ongoing basis and whenever changes are made to the relevant policies, practices, and procedures. Training will be provided to each person as soon as practicable after he/she is assigned applicable duties.

Training will include the following elements:

  • The requirements of the Ontario Human Rights Code as it pertains to persons with disabilities;
  • An overview of the AODA 2005, and the requirements of the customer service standard;
  • Paytm’s accessible customer service plan;
  • 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 equipment and devices to provide accessible customer service for people with disabilities; and
  • What to do if a person with a disability is having difficulty in accessing Paytm’s goods and services.

RECRUITMENT 

Paytm shall post information about the availability of accommodations for applicants with disabilities in its recruitment process. Job applicants who are individually selected for an interview and/or testing shall be notified that accommodations for material to be used in the process are available, upon request. Paytm shall consult with any applicant who requests an accommodation in a manner that takes into account the applicant’s disability. Successful applicants shall be notified about Paytm’s policies for accommodating employees with disabilities as part of their offer of employment.

PERFORMANCE MANAGEMENT, CAREER DEVELOPMENT AND ADVANCEMENT & REDEPLOYMENT

Paytm will take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when conducting performance management, providing career development and advancement of employees, or when redeploying employees.

EMPLOYEE SUPPORTS

Paytm will inform employees of the 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. Paytm will provide this information to new employees as soon as practicable after they begin their employment and provide updated information to all 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.

ACCESSIBLE FORMATS AND COMMUNICATION SUPPORTS FOR EMPLOYEE

Upon an employee’s request, Paytm shall consult with the employee to provide or arrange for the provision of accessible formats and communication supports for:

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

Paytm will consult with the employee making the request in determining the suitability of an accessible format or communication support.

WORKPLACE EMERGENCY RESPONSE INFORMATION

If an employee’s disability is such that workplace emergency response information is necessary and Paytm is aware of the need for accommodation, this information shall be provided to employees. In addition, this information shall be provided, with the employee’s consent, to the person designated to provide assistance. The information shall undergo review when the employee moves to a different location, when the employee’s overall accommodation needs or plans are reviewed and when Paytm reviews its general emergency response plan.

DOCUMENTED INDIVIDUAL ACCOMMODATION PLANS

A written process for the development and maintenance of documented individual accommodation plans shall be developed for employees with disabilities. If requested, these plans shall include information regarding accessible formats and communications supports. If requested, the plans shall include individualized workplace emergency response information.

RETURN TO WORK PROCESS

Paytm shall have in place a documented return to work process for employees returning to work due to disability and requiring disability-related accommodations. This return to work process shall outline the steps that Paytm shall take to facilitate the return to work.

FEEDBACK PROCESS

We welcome customer feedback on our efforts to ensure accessible customer service to people with disabilities. We invite customers to speak to HR or to contact us by:

  • Telephone: 647-360-8096
  • Email: labs.hr@paytm.com
  • Mail:
    ATTN: Human Resources Department

Paytm Labs Inc.

220 Adelaide Street

Toronto, ON M5H 1W7

  • In person:
    Paytm Labs Inc.220 Adelaide Street

Toronto, ON M5H 1W7

All customer feedback will be reviewed by Naqiyah Rampuri and replies will be provided within 14 days, or as soon as practicable. Additionally, any complaints related to the provision of customer service for people with disabilities can be addressed by HR.

POLICY MODIFICATIONS

Paytm will modify or repeal any policy that is inconsistent with the principles set out in AODA or the Accessibility Standards for Customer Service.

REFERENCE DOCUMENTS

  • Accessibility for Ontarians with Disabilities Act, 2005 (AODA)
  • AODA’s Integrated Accessibility Standards Regulation (Regulation 191/11)
  • Ontario Human Rights Code
  • Ontarians with Disabilities Act, 2001

 

 

 

 

Multi-Year Accessibility Plan

Effective Date: December 2017
Date Last Reviewed: December 2017
Scheduled Review Date: December 2021
Approved by: Director, Human Resources and Communications

 

 

Statement of Commitment

Paytm Labs Inc. (Paytm) 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 by meeting our accessibility requirements under Ontario’s accessibility laws.

Intent

This 2017 to 2022 accessibility plan outlines the policies and actions that Paytm will continue or put in place to improve opportunities for people with disabilities in accordance with the requirements communicated under the Integrated Accessibility Standards, Ontario Regulation 191/11

Action

Compliance Date

Responsibility

Status

Part 1 – General Requirements

  • Establish Accessibility Policy and Multi-Year Accessibility Plan
  • Provide training to all staff on the Integrated Accessibility Standards Regulation and Ontario Human Right Code
Accessibility Policy Dec 15, 2017 Human Resources Complete
Develop and implement the Accessibility Policy including the Statement of Commitment
Make the Policy available in an accessible format upon request
Review and update the Policy as required
Multi-Year Accessibility Plan Dec 15, 2017 Human Resources Complete
Develop and maintain Multi-Year Accessibility Plan
Make the Plan available in an accessible format upon request (website)
Review and update the Plan at least every five (5) years Plan to be reviewed and update by Dec. 15, 2022
Training on the Integrated Accessibility Standard Regulation and Ontario Human Rights Code Dec 31, 2017 Human Resources Complete
As soon as practical, provide training to employees, volunteers, those who participate in developing Paytm’s policies, to all persons who provide service on behalf of Paytm
Update training as required
Keep records of the dates of the training and individuals who received the training

Part 2 – Information and Communications Standards Requirements

  • Establish feedback process
  • Provide accessible formats and communication supports
  • Establish emergency procedures, plans or public safety information
  • Provide accessible websites and web content
Feedback process Dec 15, 2017 & Ongoing Human Resources
Establish process for receiving and responding to feedback that is accessible and meets the requirements of IASR
Notify the public about the availability of the Feedback Process
Accessible formats and communication supports Dec 15, 2017 & Ongoing Human Resources
Upon request, to the extent practicable, provide for provision of accessible formats and communication supports for persons with disabilities
Consult with person making the request to determine suitability of accessible format of communication support
Put a statement on our website that we shall, upon request, provide or arrange for the provision of accessible formats and communication supports for person with disabilities as soon as practicable
Emergency procedures, plans or public safety information Dec 15, 2017 Human Resources Compete
Emergency procedures, plans, or public safety information, that is publically available, shall be provided in an accessible format or with appropriate communication supports, upon request in timely manner at a cost that is no more than the regular cost charged to other persons
Accessible website and web content Jan 1, 2019 Human Resources, Web Development team
Websites and web content to conform to WCAG 2.0 Level A initially and increasing to WCAG 2.0 Level AA by January 1, 2021 to the extent practicable other than criteria 1.2.4 (captions) and 1.2.5 (pre-recorded audio description)

Part 3 – Employment Standards Requirements

  • Accessible recruitment, assessment and selection processes
  • Informing employees of supports
  • Accessible formats and communication supports for employees
  • Workplace emergency response
  • Individual accommodation plans and return to work processes
  • Accessible performance management and career development
Recruitment, assessment and selection processes Dec 15, 2017 and Ongoing Human Resources
Review and update existing recruitment policies, procedures and processes
Specify that accommodation is available for applicants with disabilities on the website and job postings
Inform applicants about the availability of accommodations: when called for an interview, during the selection process, at the time of the job offer and as soon as practicable after the new employee begins
If selected applicant requests accommodation, consult with the applicant and arrange for provision of suitable accommodation in a timely manner that takes under consideration the applicant’s accessibility needs
Informing employees of supports Dec 15, 2017 and Ongoing Human Resources
Inform current employees and new hires as soon as practicable after they begin employment of policies supporting employees with disabilities
Keep employees up to date on changes to policies/procedures relating to accommodation
Accessible formats and communication supports for employees Dec 15, 2017 and Ongoing Human Resources
When requested by an employee with disability, Paytm shall consult with the employee and provide or arrange for provision of suitable accessible formats and communication supports needed to perform the employee’s job
Workplace emergency response Dec 15, 2017 and Ongoing Human Resources Complete
Develop individualized workplace emergency response information procedures for employees with disabilities
Individual accommodation plans and return to work processes Dec 15, 2017 and Ongoing Human Resources Complete
Create a written process for the development of documented individual accommodation plans and return to work plans for employees with disabilities
Include in the process and plans all of the required elements in accordance with the provisions of the IASR
Accessible performance management and career development Dec 15, 2017 and Ongoing Human Resources
Review and update existing policies, procedures and processes
Take the accessibility needs of employees with disabilities and, as applicable, individual accommodation plans, into account as part of performance management processes, when assessing performance and providing career development