Accessibility Report
Universal Coach Line Ltd.
UCL Accessibility Report
General:
Universal Coach Line Ltd. is committed to making our workplace, services, and operations accessible to everyone, including persons with
disabilities. This accessibility plan outlines the steps we are taking under the Accessible Canada Act (ACA) and the Accessible Canada Regulations (ACR).
We are committed to identifying, removing, and preventing barriers in all priority areas defined by the ACA.
Send your feedback to: HSE & Compliance Manager. Contact methods:
Email: tammy@universalcoach.ca
Phone: (604) 322-7799
Mail: 11560 Eburne Way #128, Richmond, BC V6V 2G7
Alternate formats available:
We will provide our accessibility plan and feedback process description in alternate formats upon request.
- Braille formats: within 90 days
- Audio formats: within 45 days
- Print, large print, or electronic formats: within 20 days
CONSULTATIONS
We consulted with our staff and reviewed internal policies and processes as part of this plan. No formal consultations were conducted with external persons with disabilities or organizations during this reporting period.
EMPLOYMENT
Barriers Identified:
- Limited inclusive language in job postings.
- Lack of formal accessibility training for supervisors.
- No consistent process for requesting accommodations.
Actions & Timelines:
- All job postings now include a statement about our commitment to accessibility and how to request accommodations (Implemented Q3 2025).
- All managers and supervisors will complete accessibility training by December 2025.
- A formal accommodation request form will be added to onboarding packages by December 2025.
Progress: As of May 2025, we have hired our first employee who is hearing impaired. Workplace adjustments were made to support their inclusion and communication needs.
BULDT ENVIRONMENT
Barriers Identified:
- No visual alarm systems for hearing-impaired individuals.
Actions & Timelines:
- A consultation will take place with the hearing impaired employee to see if visual alarms are required in all buildings by December 2025.
INFORMATION AND COMMUNICATION TECHNOLOGIES
Barriers Identified:
- Inaccessible online training materials for screen reader users.
- No closed captioning on internal training videos.
Actions & Timelines:
- All training materials will be reviewed and converted to accessible formats by April 2026.
- All new training videos produced after October 2025 will include closed captioning.
COMMUNICATION (NON-ICT)
Barriers Identified:
- Internal forms use complex language.
- No communication protocols for hearing-impaired employees.
Actions & Timelines:
- Internal HR forms will be rewritten in plain language by October 2025.
- A consultation with the hearing impaired employee will take place to discuss communication protocol for employees with hearing impairments if required, it will be developed by December 2025.
PROCUREMENT OF GOODS, SERVICES AND FACILITIES
Barriers Identified:
- Accessibility not considered in vendor selection.
- No formal checklist for accessible event venues.
Actions & Timelines:
- Accessibility requirements will be included in procurement policy by January 2026.
- An accessibility checklist will be created and used for all offsite events starting March 2026.
DESIGN AND DELIVERY OF PROGRAMS AND SERVICES
Barriers Identified:
- Inconsistent accessibility considerations in service design.
- No employee feedback mechanism for identifying service delivery barriers.
Actions & Timelines:
- Accessibility will be a required part of any new service launch as of January 2026.
- An internal suggestion form will be added to the HR portal by September 2025.
TRANSPORTATION
Barriers Identified:
- Not all of current fleet vehicles equipped with wheelchair lifts.
Actions & Timelines:
- One additional fully wheelchair-accessible vehicle will be added to the fleet by December 2026.
CONCLUSION
Universal Coach Line Ltd. will regularly monitor our progress and hold leadership accountable to the goals outlined in this plan. Feedback is encouraged and will be used to guide continuous improvement. We will publish our next progress report in July 2026, and we remain committed to building a culture of accessibility and inclusion in all aspects of our operations.
Whistler Skylynx
Whistler Skylynx Accessibility Report
General:
Universal Coach Line Ltd. is committed to making our workplace, services, and operations accessible to everyone, including persons with disabilities. This accessibility plan outlines the steps we are taking under the Accessible Canada Act (ACA) and the Accessible Canada Regulations (ACR).
We are committed to identifying, removing, and preventing barriers in all priority areas defined by the ACA.
Send your feedback to: HSE & Compliance Manager. Contact methods:
128 - 11560 Eburne Way
Richmond, B.C. V6V 2G7
(p) 604 326-1616
(e) info@yvrskylynx.com
www.yvrskylynx.com
Alternate formats available:
We will provide our accessibility plan and feedback process description in alternate formats upon request.
- Braille formats: within 90 days
- Audio formats: within 45 days
- Print, large print, or electronic formats: within 20 days
CONSULTATIONS
We consulted with our staff and reviewed internal policies and processes as part of this plan. No formal consultations were conducted with external persons with disabilities or organizations during this reporting period.
EMPLOYMENT
Barriers Identified:
- Limited inclusive language in job postings.
- Lack of formal accessibility training for supervisors.
- No consistent process for requesting accommodations.
Actions & Timelines:
- All job postings now include a statement about our commitment to accessibility and how to request accommodations (Implemented Q3 2025).
- All managers and supervisors will complete accessibility training by December 2025.
- A formal accommodation request form will be added to onboarding packages by December 2025.
Progress: As of May 2025, we have hired our first employee who is hearing impaired. Workplace adjustments were made to support their inclusion and communication needs.
BULDT ENVIRONMENT
Barriers Identified:
- No visual alarm systems for hearing-impaired individuals.
Actions & Timelines:
- A consultation will take place with the hearing impaired employee to see if visual alarms are required in all buildings by December 2025.
INFORMATION AND COMMUNICATION TECHNOLOGIES
Barriers Identified:
- Inaccessible online training materials for screen reader users.
- No closed captioning on internal training videos.
Actions & Timelines:
- All training materials will be reviewed and converted to accessible formats by April 2026.
- All new training videos produced after October 2025 will include closed captioning.
COMMUNICATION (NON-ICT)
Barriers Identified:
- Internal forms use complex language.
- No communication protocols for hearing-impaired employees.
Actions & Timelines:
- Internal HR forms will be rewritten in plain language by October 2025.
- A consultation with the hearing impaired employee will take place to discuss communication protocol for employees with hearing impairments if required, it will be developed by December 2025.
PROCUREMENT OF GOODS, SERVICES AND FACILITIES
Barriers Identified:
- Accessibility not considered in vendor selection.
- No formal checklist for accessible event venues.
Actions & Timelines:
- Accessibility requirements will be included in procurement policy by January 2026.
- An accessibility checklist will be created and used for all offsite events starting March 2026.
DESIGN AND DELIVERY OF PROGRAMS AND SERVICES
Barriers Identified:
- Inconsistent accessibility considerations in service design.
- No employee feedback mechanism for identifying service delivery barriers.
Actions & Timelines:
- Accessibility will be a required part of any new service launch as of January 2026.
- An internal suggestion form will be added to the HR portal by September 2025.
TRANSPORTATION
Barriers Identified:
- Not all of current fleet vehicles equipped with wheelchair lifts.
Actions & Timelines:
- One additional fully wheelchair-accessible vehicle will be added to the fleet by December 2026.
CONCLUSION
Universal Coach Line Ltd. will regularly monitor our progress and hold leadership accountable to the goals outlined in this plan. Feedback is encouraged and will be used to guide continuous improvement. We will publish our next progress report in July 2026, and we remain committed to building a culture of accessibility and inclusion in all aspects of our operations.
