Statement of Commitment to Creating and Maintaining Accessibility and anAccessible Environment
Otis Canada, Inc. strives to provide its products and services in a way that respects thedignity and independence of people with disabilities.
Otis Canada, Inc. is committed to meeting the needs of people with disabilities in atimely manner and will do so by preventing and removing barriers to accessibility and bymeeting accessibility requirements under the Accessibility for Ontarians with Disabilities
Act, 2005. When providing information to or communicating with a person with adisability, we will provide the information and communication in a manner that takes into
account the person’s disability.
Otis Canada, Inc. will provide training to applicable staff about the provision ofaccessible information and communication to persons with disabilities and all those
who are involved in the development and approvals of related policies, practices andprocedures.

Integrated Accessibility Standards Policy and Multi-Year Accessibility
Plan Introduction
In 2005, the Ontario Government passed the Accessibility for Ontarians withDisabilities Act, 2005 (AODA) which aims to make Ontario accessible by 2025. To help
public, private and not-for-profit organizations identify, prevent and remove barriers toaccessibility, the AODA sets out specific accessibility standards in five areas;
Customer Service, Information and Communications, Employment, Transportation, andthe Built Environment.
In accordance with the Integrated Accessibility Standards Regulation, O. Reg. 191/11(the “Regulation”) under the AODA, Otis Canada, Inc. (“Otis Canada”) has developed amulti-year accessibility plan. This plan outlines the company’s strategy to prevent andremove barriers and to meet its requirements under the Regulation. This accessibility
plan provides a framework for the next steps that the company will take in order tocreate an accessible environment.
This Accessibility Plan will be posted on the AODA section of the company’s
website and will be made available in an accessible format, upon request. The plan
will be reviewed and updated at least once every five years.
This policy and plan should be read in conjunction with Otis Canada’s Accessible
Customer Service Policy.
Training (effective January 1, 2015)
Otis Canada will ensure that training is provided on the requirements of the accessibility
standards referred to in the Regulation and in the Human Rights Code as it pertains topersons with disabilities. Training will be provided to the following individuals:• All employees• All persons who participate in developing Otis Canada’s policies• All other persons who provide goods, services, or facilities on behalf ofOtis CanadaThis training will be appropriate to the duties of the individuals noted above.
Otis Canada will ensure that new employees, volunteers, and contractors receive thetraining as soon as possible following their hire or the commencement of their contract
with Otis Canada. Ongoing training will be provided with respect to any changes to Otis
Canada’s accessibility policies, practices, and procedures.
Otis Canada will develop a tracking form which records when the training was provided
and to whom and confirms that the participants understand their obligations under Otis
Canada’s accessibility policies.
Information and Communication Standards
Feedback (effective January 1, 2015)
Otis Canada will ensure that its processes for receiving and responding to feedback
are accessible to persons with disabilities (including employees, customers and othermembers of the public) by providing and arranging for the provision of accessible
formats and communication supports, upon request.

To achieve this objective, Otis Canada will review its current feedback processes andmake any necessary changes to ensure that the processes are fully accessible topersons with disabilities.
Accessible Formats and Communication Supports (effective January 1, 2015)
If requested, Otis Canada will provide or arrange for its public information to beavailable in accessible formats for persons with disabilities. Such accommodation will be
carried out in a timely manner and will take into account the person’s accessibility needs
due to disability and will be provided at a cost that is no more than the regular costcharged to other persons. When determining the suitability of the accessible format orcommunication support, Otis Canada will consult with the person making the request.
Otis Canada will notify the public about the availability of accessible formats andcommunication supports.
Accessible Websites and Web Content
However, effective January 1, 2014, Otis Canada will ensure that all new websites andcontent on those sites meet the specifications of WWW Consortium Web Content
Accessibility Guidelines (WCAG) 2.0, at level A (except where this requirement isimpractical). By January 1, 2021, Otis Canada will ensure that all of its websites andweb content comply with WCAG 2.0 Level AA.
To achieve this objective, Otis Canada will consult with its technical staff and review its
current web offerings.
Employment Standards
Recruitment (effective January 1, 2016)
Otis Canada will review and amend its recruitment policies to ensure that all job
applicants are notified about the availability of accommodation for persons withdisabilities. If, during the recruitment process, an individual is selected to participate inan assessment or selection process, Otis Canada will notify the selected applicant that
accommodations are available upon request. If a selected applicant requests anaccommodation, Otis Canada will consult with the applicant and provide or arrange forthe provision of a suitable accommodation in a manner that takes into account theapplicant’s accessibility needs due to disability.
Offers of Employment (effective January 1, 2016)
When making offers of employment Otis Canada will notify the successful applicant of its
policies for accommodating employees with disabilities.
Informing Employees of Supports (effective January 1, 2016)
Otis Canada will notify its employees of the policies used to support employees withdisabilities, including but not limited to policies on the provision of job accommodations
that take into account an employee’s accessibility needs due to disability. This
information will be provided to new employees as soon as possible after they commence
their employment with Otis Canada.
Accessible Formats and Communication Supports for Employees (effectiveJanuary 1, 2016)

Upon request, Otis Canada will provide or arrange for the provision of accessible
formats and communication supports for information that is needed to perform theemployee’s job as well as for information that is generally available to employees in theworkplace. When determining the suitability of the accessible format or communication
support, Otis Canada will consult with the employee making the request.
Workplace Emergency Response Information (effective January 1, 2012)
Otis Canada provides individualized workplace emergency response information toemployees who have a disability if the disability is such that the individualized
information is necessary, and Otis Canada is aware of the need for accommodation
due to the employee’s disability.
Individual Accommodation Plans (effective January 1, 2016)
Otis Canada will develop a written process for creating documented individual
accommodation plans for employees with disabilities who have requested
accommodation. This written policy will comply with the requirements of the Regulation
and will respect the employee’s privacy.
Return to Work Process (effective January 1, 2016)
Otis Canada will develop, implement, and document a return to work process for
employees who have been absent from work for a disability and who require a disability
related accommodation. In so doing, Otis Canada will outline the steps that it will take tofacilitate the employee’s return to work and, where applicable, use documented
individual accommodation plans. Any return to work process will respect other applicable
procedures regarding an employee’s return to work (e.g. WSIB).
Performance Management, Career Development, Advancement and Redeployment(January 1, 2016)
The accessibility needs of employees with disabilities, as well as any individual
accommodation plans, will be taken into account when assessing employee
performance, career development and advancement and/or redeployment.
Design of Public Space (effective January 1, 2017)
Otis Canada will satisfy its obligations under the Regulation regarding the Design ofPublic Spaces when building or making major modifications to Otis owned public
spaces, including:•••

Sidewalks, ramps, stairs, curb ramps, etc.
Accessible off-street parking
Service counters and waiting areas

Web Content Accessibility (effective January 1, 2021)
Otis Canada will satisfy its obligation to have its internet website and applicable web
content compliant with WCAG 2.0 Level AA in all required areas specified by theRegulation.

Questions
If you have any questions or concerns about this policy or Otis Canada’s accessibility
plan, please contact the human resources department at 289-556-7042.

Appendix A
Definition of Terms
Barrier – as defined by the AODA, means anything that prevents a person with adisability from fully participating in all aspects of society because of his or her disability,
including a physical barrier, an architectural barrier, an information or communications
barrier, an attitudinal barrier, a technological barrier, a policy or a practice.
Disability – as defined by the AODA and the Ontario Human Rights Code, means:(a) any degree of physical disability, infirmity, malformation or disfigurement thatis caused by bodily injury, birth defect or illness and, without limiting thegenerality 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, mutenessor speech impediment, or physical reliance on a guide dog or other animal oron 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 theinsurance plan established under the Workplace Safety and Insurance Act,
1997