CSI is committed to providing goods and services in a manner that is accessible for individuals with recognized disabilities and complying with the mandatory customer standard addressed in Ontario Regulation 429/07 (“Customer Service Standard”) under the Accessibility for Ontarians with Disabilities Act (“AODA”).
Whenever possible, individuals requesting accommodation are encouraged to submit their requests immediately following their course enrolment. This will ensure that the accommodation being requested can be arranged well in advance. If individuals are already enrolled in a course and did not previously submit a request for accommodation, requests should be submitted at least 4 weeks prior to a requested or already scheduled exam date or seminar session.Request For Accommodation
Please send form and documentation to:
Attention: Accessibility Intake Representative
200 Wellington Street, 15th Floor
Tel: 1 (866) 866-2601 (within Canada and the U.S.) or 416-364-9130
Fax: 1 (866) 866-2660 (within Canada and the U.S.) or 416-359-0486
Please allow 10 business days for a response after all required documents have been received.
We are committed to ensuring accessibility throughout the organization. We will continue to identify and remove barriers in order to create accessible spaces and services that everyone can use. Review our Multi-Year Accessibility Plan and Accessibility Policy below for more information. This accessibility plan outlines the policies and actions that Moody’s Analytics Global Education (Canada), Inc. will put in place to improve opportunities for people with disabilities.
Moody’s Analytics Global Education (Canada), Inc. is committed to providing the customers and clients with publicly available emergency information in an accessible way upon request. We will also provide employees with disabilities with individualized emergency response information when necessary.
Moody’s Analytics Global Education (Canada), Inc. provides training to employees, volunteers and other staff members on Ontario’s accessibility laws and the Human Rights Code as it relates to people with disabilities. Training is provided in a way that best suits the duties of employees, volunteers and other staff members.
Moody’s Analytics Global Education (Canada), Inc. has taken the following steps to ensure employees are provided with the training needed to meet Ontario’s accessible laws:
Moody’s Analytics Global Education (Canada), Inc. is committed to meeting the communication needs of people with disabilities. We will consult with people with disabilities to determine their information and communication needs.
We will continue to ensure that our website and web content conforms with the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0, initially at Level AA and increasing to Level AAA. Our Internet and intranet websites, technology solutions, communications materials, telephone communications and in-person interactions will be based on accessibility best practices.
Moody’s Analytics Global Education (Canada), Inc. will take the following steps to make all new websites and content on those sites conform with WCAG 2.0, Level AA by July 31, 2022:
Moody’s Analytics Global Education (Canada), Inc. will take the following steps to make all websites and content conform with WCAG 2.0, Level AAA by January 1, 2023:
Moody’s Analytics Global Education (Canada), Inc. will take the following steps to make ensure existing feedback processes are accessible to people with disabilities upon request by July 31, 2022:
Moody’s Analytics Global Education (Canada), Inc. will take the following steps to make sure all publicly available information is made accessible upon request by July 31, 2022:
Moody’s Analytics Global Education (Canada), Inc. is committed to fair and accessible employment practices.
We have taken the following steps to notify the public and staff that, when requested, Moody’s Analytics Global Education (Canada), Inc. will accommodate people with disabilities during the recruitment and assessment processes and when people are hired:
Moody’s Analytics Global Education (Canada), Inc. has taken the following steps to develop and put in place a process for developing individual accommodation plans and return-to-work policies for employees that have been absent due to a disability:
We have taken the following steps to ensure the accessibility needs of employees with disabilities needs are taken into account if Moody’s Analytics Global Education (Canada), Inc. is using performance management, career development and redeployment processes:
Moody’s Analytics Global Education (Canada), Inc. has taken the following steps to prevent and remove other accessibility barriers identified:
Moody’s Analytics Global Education (Canada), Inc. has put the following procedures in place to prevent service disruptions to its accessible parts of its public spaces.
In the event of a service disruption, we notify the public of the service disruption and alternatives available.
We are committed to making accessibility throughout the organization a reality. We continue to identify and remove barriers in order to create accessible spaces and services that everyone can use.
|2012||Customer Service Standard||Create Accessible Customer Service Policies||We have established policies on providing accessible customer service to people with disabilities
according to the standard’s requirements. We inform customers that these policy documents are available upon request on our website accessibility
policy page.We provide the document(s) in an accessible format or with communication support if requested, and
promptly and at no additional cost than what we would normally charge.
|Customer Service Standard||Consider a person’s disability when communicating with them||We make reasonable efforts to ensure that these policies are consistent with the key principles of
independence, dignity, integration and equality of opportunity. We communicate with a person with a disability in a way that considers their disability.
|Customer Service Standard||Allow assistive devices||Let people with disabilities use their personal assistive devices when accessing your goods, services
or facilities. Identify the availability, if any, of other helpful measures your organization offers for people with
disabilities to access your goods, services or facilities.
|Customer Service Standard||Allow service animals||Let people with disabilities bring their service animals with them into areas open to the public or
third parties.In situations where the animal is prohibited by another law, provide another way for the person to
access your goods, services or facilities.
|Customer Service Standard||Welcome support persons||We accommodate people with disabilities and bring their support persons with them while in
areas open to the public or third parties.
|Customer Service Standard||Inform the public when accessible facilities or services are temporarily unavailable||We inform the public when facilities or services that people with disabilities usually use
are temporarily unavailable. Such notices highlight the reason for the disruption, how long it will last
and provide any alternatives, if available.
|Customer Service Standard||Invite customers to provide feedback||We are improving our process for receiving and responding to feedback from people with disabilities,
including what action will be taken if a complaint is received. We make information about our feedback process available to the public.We ensure our feedback process is accessible by providing accessible formats or communication
|Customer Service Standard||Train your staff and others||We train all our employees and volunteers on providing accessible customer service and how to
interact with people with various types of disabilities. We keep a record of the accessible customer service training provided, including a summary of the
content, when it’s to be provided, the number of people trained and the dates.
|Information and Communications Standard||Emergency Procedures, Plans, or Public Safety Information||Provide emergency procedures, plans, or public safety information to the public in an
accessible format, on request.
|2013||Information and Communications Standard||Educational and Training Institutions – Educational and training resources and materials||We provide learning resources or material in an accessible format that takes into account their
accessibility needs. We provide student records and program information in an accessible format that takes into account
their accessibility needs.
|2014||General Requirements||Accessibility Policies||Accessibility policies have been developed that describe what we do to meet the
requirements of the regulation.
|General Requirements||Accessibility Plans||Our accessibility plan outlines the steps we will take to prevent and remove barriers to
accessibility and how the requirements of the regulation will be met.
|2015||General Requirements||Training||We provide training as per the IASR/AODA regulation requirements as it relates to a person’s duties –
and on the Ontario Human Rights Code as it relates to people with disabilities. We provide training when CSI’s accessibility policies change.
|Information and Communications Standard||Feedback Processes||We are working toward making our feedback processes accessible.||Marketing||x|
|Information and Communications Standard||Producers of Educational or Training Material||We provide accessible or conversion-ready versions of learning materials when requested.||Product||x|
|2016||Information and Communications Standard||Accessible Formats and Communication Supports||Our accessible formats and communication supports are provided promptly and at a
the cost that is not more than the regular costs charged to other people.
|Employment Standard||Informing Employees of Supports||Inform all employees, both new and existing, of their accessible employment practices. This includes,
but is not limited to, policies on providing job accommodations that consider an employee’s
accessibility needs due to disability. This will make all employees aware of how the organization will support them if they have a
disability — or should they acquire a disability later in their career.
|Employment Standard||Accessible Recruitment Process||When advertising job positions, we state that accommodations for job applicants with disabilities are
available on request. When inviting job applicants to participate in the selection process, we state that accessibility
accommodations are available on request to support their participation.When offering a job to a successful applicant, we inform them of your organization’s policies on
accommodating employees with disabilities.
|Employment Standard||Accessible Formats and Communication Supports||We consult with our employees to determine their accessibility needs and how best to
|Employment Standard||Documented Individual Accommodation Plans||We have a written process to document individual accommodation plans for employees with
|Employment Standard||Workplace Emergency Response Information||We provide individualized emergency response information for any employees with
disabilities (when necessary)
|Employment Standard||Performance Management, Career Development, and Redeployment||We ensure performance management, career development, and redeployment processes take into
account of the accessibility needs of employees with disabilities and their individual accommodation plans.
|Employment Standard||Return to Work Process||We have developed a process that supports employees who have been absent due to a
disability and require disability-related accommodations when they return to work.
|2020||Information and Communications Standard||Producers of Educational or Training Material||We provide accessible or conversion-ready versions of learning materials when requested.||Product||x|
|2022||Information and Communications Standard||Accessible Websites and Web Content||Marketing||x|