Multi-Year Accessibility Plan

Version: 1.0
Last updated: November 26, 2021

This multi-year plan was prepared in compliance with Ontario Regulation 191/11 under the Accessibility for Ontarian with Disabilities Act, 2005 (“AODA”), as amended.

Our Commitment

Resolver is committed to treating all people in a way that allows them to maintain their dignity and independence. We believe in integration and equal opportunity. We are committed to meeting the needs of people with disabilities in a timely manner and will do so by preventing and removing barriers to accessibility and meeting accessibility requirements under the Accessibility for Ontarians with Disabilities Act.

The Integrated Accessibility Standards Regulation (“IASR”) sets out the applicable standards for accessibility in five specific areas.The standards for the following areas are the most relevant to Resolver:

  1. Training
  2. Information & Communication
  3. Employment


Resolver is committed to providing training on the requirements of IASR and the Human Rights Code as it pertains to persons with disabilities.

In accordance with the IASR, this training will be provided to all employees and persons participating in the development and approval of Resolver’s policies.

Resolver will take the following steps to ensure employees are provided with necessary training:

  • Post our Accessibility Policy and training guide on our internal website
  • Ensure all current employees and new employees have received Accessibility training and have access to the Accessibility Policy

Resolver will keep and maintain a record of training provided, including the dates that the training was provided and the number of individuals to whom it was provided.

Compliance Date: November 1, 2021

Next Compliance Review Date: July 4, 2022


Resolver is committed to making company information and communications accessible to persons with disabilities. Resolver will incorporate new accessibility requirements under the information and communication standards to ensure that its communications systems and platforms are accessible and information is provided, upon request, in accessible formats that meet the needs of persons with disabilities.

  1. Feedback, Accessible Formats and Communications Supports
    Resolver has taken the following steps to make sure the existing feedback process continues to be accessible to people with disabilities:

    • Provide multiple methods of communicating with Resolver including phone, email, and a webform based ticketing system in the case of the Resolver Support Program
    • Specify in the Accessibility Policy that alternate communication methods can be arranged upon request
    • Encourage people with feedback to contact:
  2. Accessible Websites and Web Content
    Resolver will take the following steps to ensure all website content confirm with WCAG 2.0), Level AA by doing the following:

    • Review new website content and ensure it is up to date with WCAG 2.0, Level AA
    • Make any amendments necessary
    • Design upcoming website updates in compliance with WCAG 2.0 Level AA

Compliance Date: WCAG 2.0 Level AA – November 1, 2021
Next Compliance Review Date: WCAG 2.0 Level AA — July 4, 2022


  1. Recruitment
    Resolver is committed to fair and accessible employment recruiting practices that attract and retain employees with disabilities.

    Resolver will notify employees and the public of availability of accommodation for applicants with disabilities in the recruitment process. This will include specifying that accommodation is available for applicants with disabilities, on Resolver’s website and job postings.

    Resolver will notify job candidates and employees that upon request we will make accommodations for public and staff with disabilities during the recruitment and assessment processes and when people are hired.

    Compliance Date: November 1, 2021

  2. Documented Individual Accommodation Plans/Return to Work Process
    Resolver’s existing policies and practices include steps that Resolver will take to accommodate employees with disabilities and to facilitate employees’ return to work after absence due to disability. Resolver has an accommodation process for development of documented individual plans for employees with disabilities where such plans are required.

    Compliance Date: November 1, 2021

  3. Individual Emergency Response Information
    Resolver will provide employees who have disabilities with individualized emergency response information if the disability is such that this accommodation is necessary, and Resolver is aware of the need for accommodation. Resolver will also make emergency response information accessible as required.

    If an employee requires assistance, Resolver will consult with the employee requiring assistance to develop an appropriate plan in the event of a workplace emergency. With the employee’s consent, Resolver will provide the workplace emergency response information to the individual(s) designated to provide assistance in the event of an emergency.

    Resolver will review individual emergency response information i) when an employee moves to a new location within the organization; ii) as part of an overall review of an employee’s accommodation plan; or iii) when Resolver reviews its general emergency response policies.

    Resolver will ask new employees as part of their on-boarding process if they require any assistance during a workplace emergency. Resolver will also ask employees on an annual basis if they may require assistance during a workplace emergency.

    Compliance Date: November 1, 2021

    Next Compliance Review Date: January 4, 2022

  4. Performance Management
    Resolver will take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when using its performance management, providing career development and advancement, and redeploying employees with disabilities.

    Compliance Date: November 1, 2021


For more information on this accessibility plan or to provide feedback, please contact the Talent Team at

Accessible formats of this document are available upon request.

Next Compliance Review Date: July 4, 2022

Creation Date: September 29, 2021

Last Revision Date: November 26, 2021