Prism Software's Integrated Accessibility Policy

Last Updated: April 2021

The following policy has been established by Prism Software to strive at all times to commit to the goals and requirements in the Section 508 of the Rehabilitation Act of 1973, as amended (Sec. 508), the Americans with Disabilities Act of 1990, as amended (ADA), and the Accessibility for Ontarians with Disabilities Act, 2005 (AODA). We are dedicated to fostering a community that welcomes and is responsive to the needs of those with disabilities.

Accessibility Plan

Prism Software’s Accessibility Plan will be reviewed and updated at least once every year and will be posted on the company’s website. Upon request, Prism will provide a copy of the Accessibility Plan in an accessible format.


Prism will ensure training is provided on the accessibility standards referred to in the Regulations and on the Human Rights Code as it pertains to persons with disabilities. We will keep a record of the training provided under this section as outlined by the Regulation.
The training will be appropriate to the duties of the employees. Employees will be trained when changes are made to the accessibility policy. New employees will be trained as part of the established onboarding practices. Prism will keep a record of the training it provides.

Communication Standards

Prism will provide or arrange for the provision of accessible formats and communication supports for persons with disabilities, upon request. We are committed to consulting the person making the request in determining the suitability of an accessible format or communication support.


Prism will ensure that its process for receiving and responding to feedback is accessible to persons with disabilities by providing, or arranging for the provision of, accessible formats and communications supports, upon request.

Website and Web Content

Prism will work to ensure that our websites and its content confirm to the requirements of the Regulation, except where this is impracticable.

Employment Standards and Recruitment

Prism will notify job applicants when they are selected to participate in an assessment to participate further in the selection process that accommodations are available upon request in relation to the materials or processes being used. If the selected applicant requests an accommodation, we will consult with the applicant and arrange for the provision of a suitable accommodation.

Notice to Successful Applicants

Prism will notify the successful applicant of its policies for accommodating employees with disabilities.

Informing Employees of Supports

Prism will continue to inform its employees of its policies (and any updates to those 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. This information will be provided to new employees as soon as practicable after commencing employment.

Workplace Emergency Response Information

Prism will provide individualized workplace emergency response information to employees who have a disability, if the disability is such that the individualized information is necessary, and if Prism is aware of the need for accommodation to the employee’s disability.
Prism will review the individualized workplace emergency response information when the employee moves to a different location in the organization, when the employee’s overall accommodations needs or plans are viewed.

Documented Individual Accommodation Plans

Prism will have in place a written process for the development of documented individual accommodation plans for employees with disabilities. The accessibility formats and communication and will comply with all elements listed in the Regulation.

Return to Work Process

Prism will maintain a documented return to work process for its employees who have been absent from work due to a disability and who require disability=related accommodations in order to return to work. The return-to-work process will document the steps Prism will take to facilitate the return to work and will include documented individual accommodation plans as part of the process.

Performance Management, Career Development and Advancement and Redeployment

Prism will take into account the accessibility needs of employees with disabilities when using our performance management process.


This information will be available to the public in accordance with the Regulation, and will be provided, upon request, in a timely manner.


If anyone has a question about the policy, or if the purpose of a policy is not understood, an explanation will be provided by contacting