AODA - Integrated Accessibility Standard
Revised: October 20, 2023
Purpose
Under the AODA, Ontario Regulation 191/11, entitled, Integrated Accessibility Standards Regulation, came into force July 1, 2011. The regulation establishes accessibility standards for information and communications, employment, and transportation. The Company is included in the regulation’s definition of an “obligated organization.”
Scope
This policy will apply to the Company customers; employees; volunteers; applicants for employment with the Company who may require employment accommodation through the recruitment, assessment, selection, and hiring process; visitors; contractors and subcontractors by the Company; any other thirdparty providing goods, services or facilities on the Company’s behalf.
Responsibility
It is the responsibility of all applicable management, staff and
volunteers working on behalf of the Company to follow and carry
out the procedures outlined in this policy.
All applicable management, staff and volunteers will be made
aware of and trained to better understand the purpose and intent
behind this policy and to implement the procedures effectively.
Policy
Our organization has made a commitment to accessibility for everyone who uses our services because this makes good business sense, and to meet our legal obligations. The Company has an important responsibility for ensuring a safe, dignified, and welcoming environment for everyone. We are committed to ensuring our organization’s compliance with accessibility legislation by incorporating policies, procedures, training for employees, and best practices. We will review these policies and practices on a regular basis. Our commitment to making our organization accessible to everyone includes the integration of accessibility legislation with our policies, procedures, programs, and training.
We are committed to reviewing and incorporating the following information with our employees, where applicable:
- Legislation regarding the Human Rights Code and the Accessibility for Ontarians with Disabilities Act, 2005
- Integrated Accessibility Standards for Information and Communications, Employment, and Transportation
- Standards for the Built Environment
- Accessible employment practices such as recruitment, assessment, and selection
- Developing emergency response plans and individual workplace accommodation plans for employees with disabilities
- Customer service standards
- Accessible communication supports and information formats (both digital and non-digital)
- Communicating with people with various forms of disabilities
- Accessible websites and web content
- Assistive devices, mobility aids, service animals and support persons
- Notices of service disruptions (temporary or long-term)
- The Company’s relevant policies and procedures regarding accessibility
- Reporting procedures
- Training procedures
Feedback Process
The Company will maintain a feedback process to allow members of
the public to comment about the manner in which the Company
provides goods or services to persons with disabilities.
Feedback from the public is welcomed as it may identify areas
that require change and encourage continuous service
improvements.
The Company will inform members of methods available for giving
feedback and will ensure these methods are accessible to persons
with disabilities. This includes the option to provide feedback
through an alternate method and/or with communication supports
upon request. Every effort will also be made to provide the
response in a format that is accessible to the person who
provided the feedback.
If a negative complaint is received, the Company will address
the concerns in a timely manner. The Company will respond using
communication methods that take the disability into account.
All feedback will be kept confidential and only used to improve
a service.
Members of the public may submit their comments or concerns in
person at the Company location or by
any of the following methods:
Tel: 905-669-5400
Email: hr@degservices.ca
Mail: 30 Floral Parkway, Concord, ON, L4K 4R1, Attention HR
Department.
Purpose
The purpose of this policy is to address the accessibility requirements of Ontario Regulation 429/07 Accessibility standards for Customer Service under the Accessibility for Ontarians with Disabilities Act, 2005. The Company is committed to conform to all aspects of this Act. The company also recognizes that the key principles of accessibility are independence, dignity, integrity and equality.
Definitions
Disability
As defined by the Accessibility for Ontarians with
Disabilities
Act, 2005 and the Ontario Human Rights Code.
Person with Disability
Any individual that is affected with a disability as defined
under the Ontario Human Rights Code.
Barrier
As defined by the Accessibility for Ontarians with
Disabilities Act, 2005. A barrier is anything that prevents a
person with a disability from fully participating in all
aspects of society because of his or her disability, including
physical barrier, an architectural barrier, any information or
communication barrier, an attitudinal barrier, a technological
barrier, a policy, procedure or a practice.
Assistive Device
Is an auxiliary aid such as technical aids, communication
aids, cognition aids, personal mobility aids and medical aids
that are used to increase, maintain, or improve the functional
abilities of people with disabilities to access and benefit
from goods and services offered by the Company.
Service Disruption
Any planned or unplanned disruption of services that are
provided by the Company and are used by and made available to
persons with disabilities to be able to access the Company
facilities, goods or services.
Scope
This policy will apply to all applicable management and employees of the Company, including volunteers, agents, contractors, third parties or any other individuals who interact with the public or other third parties, who represent or act on behalf of the Company in any manner.
Responsibility
It is the responsibility of all applicable management, staff
and volunteers working on behalf of the Company to follow and
carry out the procedures outlined in this policy.
All applicable management, staff and volunteers will be made
aware of and trained to better understand the purpose and
intent behind this policy and to implement the procedures
effectively.
Assistive Devices
Persons with disabilities may use their own assistive devices
to access or benefit from the Company goods or services,
unless those assistive devices are prohibited due to health
and safety or privacy issues.
It is the responsibility of the disabled person to ensure that
his or her assistive device is operated in a safe and
controlled manner at all times.
Communication
The Company will endeavor to communicate with persons with disabilities in ways that take into account their disability. This means that staff will communicate in a means that enables persons with disabilities to communicate effectively for the purposes of requesting/obtaining goods or services.
Service Animals
Persons with disabilities are permitted to be accompanied by
their service animal in all premises that are open to the
public, when accessing goods or services by the Company,
unless the animal is otherwise excluded from entering the
premises governed by other laws.
In the event the service animal is prohibited from entering
the premises due to other law enforcement, the Company shall
ensure that other measures are available to enable the person
with a disability to obtain and benefit from the Company goods
or services.
If it is not readily apparent that the service animal is a
service animal, the person with a disability may be required
to provide proof. Proof can be from a physician or nurse
confirming that the person requires the animal for reasons
relating to his or her disability or documentation that shows
the employee is certified as a service animal handler.
It is the responsibility of the disabled person to ensure that
the service animal is kept under control at all times.
Support person
Persons with disabilities are permitted to be accompanied by a
support person on the Company premises that are open to the
public, to enable the person with a disability to obtain and
benefit from the Company goods or services.
On rare occasions, the Company may determine that a support
person is required to protect the health and safety of the
person with disability or that of others on the premises. In
these cases, an explanation must be provided and
documented.
When support persons are required for Company meetings,
events, or activities, the Company will arrange for and cover
the costs for the necessary support persons to be present.
Notice of Disruption
In the event an actual or anticipated disruption to
facilities, services or systems that are relied upon by
persons with disabilities to access the Company goods or
services, a notice of disruption shall be provided in
advance.
Such notice will include:
a) Reason for the temporary disruption
b) Anticipated duration of the temporary disruption
c) Description of alternate facilities or services, if
available; and
d) Contact information
Training
The Company is committed to establishing and providing
Customer Service Standard accessibility training to all
applicable managers, employees, volunteers, interns, students
and all those involved in the development of policies,
practices and procedures as well as those dealing with members
of the public or other third parties on behalf of the
Company.Training will also be provided to anyone that provides
goods, services or facilities on behalf of our organization.
The training should include, but not limited to:
a) The purpose of the Accessibilities of Ontarians with
Disabilities Act, 2005, the requirements of
Ontario Regulation 429/07
Accessibility Standards for Customer Service, and the
standards referred to in the Integrated Accessibility
Standards.
b) Human Rights Code as it pertains to persons with
disability.
c) How to interact and communicate with persons with various
types of disability
d) How to interact with persons with disabilities who use an
assistive device or require the assistance of a guide dog or
other service animal or the assistance of a support person
e) How to use assistive communication devices or other devices
available on the Company premises or otherwise provided by the
Company that may help with the provision of goods or services
to a person with disability
f) What to do if a person with a particular disability is
having difficulty accessing the Company goods or services
g) The Company AODA policies, procedures and practices.
New staff as well as those who take on new duties that involve
interaction with the public or other third parties will
receive training as part of their orientation. Training shall
be provided to each person as soon as possible after he or she
is assigned duties.
Training will be provided on an ongoing basis as changes occur
to the Company policies, practices and procedures governing
the goods or services to persons with disabilities.
The Company will keep detailed records of the training
provided for reporting purposes.
Alternate Format
The Company is committed to providing accommodation to persons
with disabilities where appropriate.
If the Company is required to provide a document to a person
with a disability, the Company will keep into account that
person’s disability and provide the document in an appropriate
format. The Company will consult with the individual making
the request to determine the suitability of the accessible
format or communication support.
The person with a disability and the Company will agree on the
appropriate format to be used.
See Accessible Formats and Communication Supports under
Information and Communications Standards for more details.
Notice of Availability
The Company is committed to making this policy and any other documents required by Ontario Regulation 429/07 available to any party upon request.
Purpose
This policy is intended to meet the requirements of the
Integrated Accessibility Standards, Ontario Regulation 191/11
for the Information and Communications Standard set forth
under the Accessibility for Ontarians with Disabilities Act,
2005. This policy applies to the provision of information and
communication services and materials for people with
disabilities.
All information and communication materials and services
provided by the Company shall follow the principles of
dignity, independence, integration and equal opportunity.
Scope
This policy shall apply to all employees, volunteers, and any third party that deals with members of the public.
Definitions
Accessible Formats – include
but not limited to large print, recorded audio and electronic
formats, braille and other formats usable by persons with
disabilities.
Communication Supports –
include but not limited to captioning, alternative and
augmentative communication supports, plain language, sign
language and other supports that facilitate effective
communications.
Conversion Ready – an
electronic or digital format that facilitates conversion into
an acceptable format. Extranet Website – a controlled
extension of the intranet, or internal network of an
organization to outside users over the Internet.
Information – includes data,
facts and knowledge that exists in any format, including text,
audio, digital or images, and conveys meaning.
Internet Website – a collection
of related Web pages, images, videos or other digital assets
that are addressed relative to a common Uniform Resource
Identifier (URI) and are accessible to the public.
Intranet Website – an
organization’s internal website that is used to privately and
securely share any part of the organization’s information or
operational systems within the organization and includes
extranet websites.
Kiosk – an interactive
electronic terminal, including a point-of-sale device, for
public use that allows users to access one or more services or
products.
Support Person – in relation to
a person with a disability, another person who accompanies the
person with a disability in order to help with communication,
mobility, personal care or medical needs or with access to
goods, services or facilities.
Web Content Accessibility Guidelines
– refers to the World Wide Web Consortium Recommendation,
dated December 2008, entitled “Web Content Accessibility
Guidelines (WCAG) 2.0.”
General Requirements
General requirements that apply across all of the three
standards, Information and Communications, Employment and
Transportation are outlined as follows.
Establishment of Accessibility Policies and Plans
The Company will develop, implement and maintain policies
governing how it will achieve accessibility through these
requirements. The Company is responsible for including a
statement of its commitment to meeting the accessibility needs
of persons with disabilities in a timely manner in its
policies. This will be achieved through documentation in the
Company’s policies and making these documents publicly
available, in an accessible format upon request.
The Company will establish, implement, maintain and document a
multi-year accessibility plan outlining its strategy to
prevent and remove barriers and meet its requirements under
the IASR regulation. The Company may post its accessibility
plan on their website, if any, and provide the plan in an
accessible format upon request. The Company will review and
update its accessibility plan once every five years. Annual
status reports will be prepared to report on the progress of
steps taken to implement the Company’s accessibility plan. If
requested, the report shall be created in an accessible
format.
Procuring or Acquiring Goods and Services, or
Facilities
The Company will incorporate accessibility criteria and
features when procuring or acquiring goods, services or
facilities. The only exception is in cases where it is
impracticable to do so.
Training Requirements
The Company will provide training for its employees and
volunteers regarding the IASR and the Ontario Human Rights
Code. Training will be provided for individuals who are
responsible for developing the Company’s policies, and all
other persons who provide, goods, services or facilities on
behalf of the Company.
Self-Serve Kiosks
The Company will incorporate accessibility features when
designing, procuring or acquiring self-service kiosks. The
Company will always be aware of the accessibility features of
self-service kiosks for persons with disabilities.
Accessible Formats and Communication Supports
The Company will provide or arrange for the provision of
accessible formats and communication supports for persons with
disabilities in a timely manner taking into account the
person’s accessibility needs when customizing individual
requests, at no additional cost. If the Company is unable to
meet the request in a timely manner, the Company will provide
an explanation to the requestor or, where required, an
alternate method for meeting the request.
The Company will consult with the person with disability to
determine accessibility needs when an individual requests an
accessible format and communication support.
The Company will inform the public about the availability of
accessible formats and communications upon request, by placing
notifications (on the Company websites and in the AODA Manuel
at the front and back reception).
In specific circumstances, the Company may not be able to meet
the request for an accessible format or communication support,
such as when information is not convertible as it is
technically not feasible to convert it, or the technology or
services needed to covert the information are not readily
available. In these cases, an explanation will be provided to
the individual making the request and provide a summary of the
unconvertible information.
Emergency Procedure, Plans or Public Safety Information
The Company will publicly provide emergency procedures, plans
or safety information in accessible formats upon request.
Copies of these are also maintained by the front reception.
Accessible Websites and Web Content
All departments governed by the Company will make its web
content conform to the Web Content Accessibility Guidelines
(WCAG) 2.0, which are international standards to making
websites and web content accessible to users with
disabilities. Web content includes any information which
resides on an internet or intranet web sites.
Exceptions
The Information and Communications Standard does not apply to
products and product labels; unconvertible information or
communications; or information that the organization does not
control directly or indirectly through a contractual
relationship. If the organization determines that information
or communications are unconvertible, the organization should
provide the person requesting information or communication
with the following:
a. An explanation as to why the information or communications
are unconvertible;
b. A summary of the unconvertible information or communication
Purpose
The purpose of this policy is to create a statement of commitment policy that provides a framework within which accessibility plans and initiatives are to be created in order to move the organization towards the goal of improved accessibility for people with disabilities, specifically with regard to the employment standard in the Integrated Regulation.
Scope
This policy applies to all applicants, prospective employees and employees, and all facilities of the Company. However, it does not apply to volunteers and other non-paid employees.
Responsibility
It is the responsibility of the managers, immediate
supervisors, and department leaders to ensure that all
employees follow the guidelines set out in this policy.
Each manager, immediate supervisor, and department leader is
responsible to ensure all employees are trained under the
employment standards of the Integrated Regulation and this
policy, as well as the Company’s employment practices and
procedures.
Management staff and other staff members who have
responsibility for recruitment and selection and/or
supervising the work of employees of the Company will ensure
that the provisions in this policy are implemented.
Staff of the Human Resource Department will ensure that the
provisions of this procedure are incorporated in their
practices.
Procedures
Recruitment, assessment and selection process
The Company will ensure that in its recruitment policies the
employees and the public are made aware that it will provide
accommodation for applicants with disabilities in its
recruitment, assessment and selection process, where
applicable.
The Company’s job postings and advertisements will provide
guidance on how people with disabilities can approach the
organization if accommodations are required during any stage
of the recruitment process.
If applicants request
accommodation the Company will consult with the applicant and
provide suitable accommodation in a manner that takes into
account that applicants accessible needs due to disability.
Supports for Employees
The Company will inform employees of its policy of supporting
employees with disabilities and procedures that provide for
job accommodations.
The Company will make this information available as soon as
practicable to new employees and will provide updated
information as policies are revised.
The Company will provide updated information to employees
whenever there is a change to policies, taking into account
all accessibility needs.
Accessible Formats and Workplace Information
Where an employee with a disability so requests, the Company
will consult with the employee to provide or arrange for
accessible formats and communication supports in relations to
workplace information. This includes:
a) Any information
employees need to perform the job
b) General information that is available to all employees at
work
The Company will consult with the employee to determine the
suitability of an accessible format or communication.
Workplace emergency response information
The Company will ensure that individualized workplace
emergency response information is provided to employees who
have a disability provided that the disability is such that
individualized information is necessary and the organization
has been made aware of the need for accommodation, this
information provided as soon as it is possible.
If an employee who receives individualized workplace emergency
response information requires assistance, the Company will,
with the consent of the employee, provide such information to
the person designated to provide assistance to the
employee.
The Company’s individualized emergency response information
may include how an employee with:
a) a wheelchair can
safely exit a building in the event of a fire
b) a hearing disability, who cannot hear an alarm, will be
notified in the event of an emergency
c) a visual disability, will identify and navigate emergency
escape routes
d) an invisible disability (ex. Heart condition and unable to
use stairs) will evacuate a building during an emergency
The emergency response information is shared with the people
designed to help (with the employee’s consent) and should be
reviewed when the employee changes work locations, when
reviewing overall accommodation needs and when reviewing the
Company’s general emergency response policies.
Individual Accommodation Plans
The Company will have a written process in place for the
development of documented individual accommodation plans for
employees with disabilities. The Company’s written process
will address:
a) How the employee requesting accommodation can participate
in the development of the individual accommodation plan
b) The means by which the employee is assessed on an
individual basis
c) How the Company can request an evaluation by an outside
medical or other expert, at the Company’s expense, to assist
in determining if accommodation can be achieved and, if so,
how it can be achieved
d) How the employee can request to have a representative of
their bargaining unit, or another workplace representative if
the employee is not a member of a bargaining unit, participate
in the development of the accommodation plan
e) The steps taken to protect the privacy of the employee’s
personal information.
f) The frequency with which the individual accommodation plan
will be reviewed and updated and how this will be done.
g) How the reasons for denying an individual accommodation
plan will be provided to an employee if accommodation is
denied
h) How the Company will ensure that the individual
accommodation plan is provided in a format that takes into
account the employee’s accessibility needs due to a
disability
The plan will include providing workplace information in an
accessible format if requested and providing individualized
workplace emergency response information, the company will
also identify any other accommodation that is to be provided.
Return-to-work process
The return-to-work process required under the AODA does not
replace or override any other return-to-work process created
as a result of any other statutory obligations under the
Workplace Safety and Insurance Act and requires the Company to
develop, out in place and document a return-to-work process
for its employees who have been absent from work due to a
disability and require disability-related accommodations in
order to return to work. The process will include:
a) An outline of the steps the company will take to facilitate
the return to work of employees who were absent because their
disability required them to be away from work.
b) The use of documented individual accommodation plans as
part of the process
c) Accessibility awareness training for all staff involved in
program or course design, delivery and instruction related to
these responsibilities.
Performance management process
In administering performance management processes in respect of employee with disabilities, the Company will take into account the accessibility needs of employees with disabilities as well as individual accommodation plans. Accommodation will be provided when holding formal or informal performance reviews.
Career development and advancement
Where the Company provides career development and advancement
to its employees, the Company will take into account the
accessibility needs of employees with disabilities as well as
any individual accommodation plans.
The Company will provide accommodations when required for
employees to successfully learn new skills or take on more
responsibilities. Feedback and coaching will also be provided
in a way that accessible to employees with disabilities. It
will also be given during promotions and/or move to a new job.
Redeployment
Where the Company has a redeployment process in place, it will take into account the accessibility needs of employees with disabilities as well as any individual accommodation plans during the redeployment process.
Training for staff
The Company will provide training on this policy, practices
and procedures, the employment standards under the Integrated
Regulation and the Human Rights Code as it pertains to the
duty to accommodate to all employees with disabilities.
Training will be provided to all employees, volunteers, those
involved in the development and approvals of company policies,
practices and procedures, as well as any other person who
provides goods, services or facilities on the Company’s
behalf.
Modification to this and other policies
The Company is committed to developing employment policies
that respect and promote the dignity and independence of
people with disabilities. Therefore, no changes will be made
to this policy before considering the impact on applicants,
prospective employees and employees with disabilities.
Any employment policy of the Company that does not respect and
promote the dignity and independence of applicants,
prospective employees and employees with disabilities will be
modified or removed.
This policy is available in an alternative format upon
request.
Record Keeping
The Company will maintain accurate records of training
delivered to staff and make these records available for
inspection as may be required.
Policy
This 2023-2027 accessibility plan outlines the policies and actions that the Company will put in place to improve opportunities for people with disabilities.
Purpose
The purpose of this policy is to create a multi-year accessibility plan that outlines the organization’s strategy to prevent and remove barriers and meet its requirements under the Integrated Accessibility Standard. This plan will meet the needs of customers and employees with disabilities, and provide a mechanism for planning, reviewing and evaluating the implementation of the AODA Accessibility Standards.
Scope
This policy applies to all customers and employees of the Company.
Responsibility
It is the responsibility of the Company to comply with all items under the Integrated Accessibility Standard for AODA.
Multi-year Accessibility Plan
The Company is committed to treating all people in a way that
allows them to maintain their dignity and independence. The
Company believes in integration and equal opportunity. The
Company is 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 multi-year plan will be reviewed and updated at a minimum
of once every five years.
Accessible Emergency Information
The Company is committed to providing customers and clients
with publicly available emergency information in an accessible
way upon request. The Company will provide employees with
disabilities with individualized emergency response
information when necessary.
Implementation Phase: Completed, see Standard for Employment
for Individualized emergency response information.
Training
The Company will continue to provide ongoing 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 will be provided in a way
that best suits the duties of employees, volunteers and other
staff members.
The Company will ensure employees are provided with the
training needed as per its requirements under the Act.
The Company will maintain records of the dates when training
was provided and the individuals to whom it was provided.
Implementation Phase: Completed , see Customer Service
Standard.
Information and Communications
The Company is committed to meeting the communication needs of
people with disabilities. The Company will consult with people
with disabilities to determine their information and
communication needs.
The Company is working toward updating its website and content
on the web to conform with Web Content Accessibility
Guidelines (WCAG) 2.0, Level AA by 2025.
The Company will continue to take the following steps:
- Assess current formats of company communication on the
Company’s website and test for accessibility.
- Consider accessibility requirements when creating new forms
of communication.
- Ensure members are aware of how to participate in providing
and receiving a response to feedback.
- Assess and review the communication needs of people with
visual, hearing, learning, and cognitive disabilities and the
barriers to communication that exist in the organization.
- Notify the public about the availability of accessible
formats and communication supports
- Consult with the individual when alternative accessible
formats and communication supports are requested
- Make website accessible on mobile devices
Implementation Phase: In progress
Employment
The Company is committed to fair and accessible employment
practices.
The Company will include the requirements under the employment
standard in it’s the multi-year plan, including the
following:
- Workplace emergency response information
- Assessment of barriers in employment
- Support information for new employees
- Accessible formats and communication
- Documenting individualized plans
- Performance assessment, career development, advancement and
deployment
Implementation Phase: In progress
Workplace emergency response information
The Company will provide individualized workplace emergency
response information to employees who have disclosed a
disability.
With the employee’s consent, The Company will provide the
workplace emergency response information to the person
designated by the employer to provide assistance to the
employee.
Implementation Phase: Completed, See Employment Standards.
Performance management process
In administering performance management processes in respect of employee with disabilities, the Company will take into account the accessibility needs of employees with disabilities as well as individual accommodation plans. Accommodation will be provided when holding formal or informal performance reviews.
Assessment of barriers in employment
The Company will identify, remove and prevent barriers in employment by evaluating existing policies and procedures as well as the overall workplace.
Recruitment, Assessment and Selection
The Company will continue to promote employment opportunities
for the designated groups including persons with disabilities.
The Company will ensure that in its recruitment policies the
employees and the public are made aware that it will provide
accommodation for applicants with disabilities in its
recruitment, assessment and selection process, where
applicable. The Company’s job postings and advertisements will
provide guidance on how people with disabilities can approach
the organization if accommodations are required during any
stage of the recruitment process.
The Company will consult with any applicant who requests an
accommodation in a manner that takes into account the
applicant’s disability.
Implementation Phase: Ongoing
Support information for new employees
The Company will inform employees of policies and supports for
employees with disabilities as soon as practicable after new
employees begin employment. The Company will provide AODA
training during orientation and will continue to provide
training when amendment(s) to policies are made.
The Company will continuously review recruitment policies, job
descriptions, processes, and communications, and amend them as
required by the Integrated Accessibility Standards.
Implementation Phase: Ongoing
Accessible formats and communication
- Information needed in order to perform the employee’s job;
- Information that is generally available to all employees in the workplace.
Documenting individualized plans
The Company will develop a written process for developing
individual accommodation plans for employees with
disabilities.
The Company will develop and implement a return-to-work
process for employees absent due to disabilities who require
accommodation to return to work.
Implementation timeframe: Complete and updated in
Standard for Employment
Performance assessment, career development, advancement, and redeployment
The Company will continue to ensure that its procedures
consider the accessibility needs of employees with
disabilities and their individual accommodation plans:
- When assessing their performance
- In managing their career development and advancement
- When redeploying them
Implementation phase: Completed
Design of Public Spaces
The Company will work toward meeting the Accessibility
Standards for the Design of Public spaces when building or
making major modifications to public spaces. The Company will
comply with the provisions of the applicable Building Code,
when undertaking construction of new premises or renovations
to existing premises.
In the event of a service disruption, the Company will notify
the public of available alternatives.
Implementation phase: In progress
Self-Service Kiosks
If the company designs, procures, or requires new self-service kiosks in the future it would make it accessible to employees and or clients with disabilities.
For More Information
For more information on this accessibility plan,
Please contact the Human Resource Department
Phone 905-669-5400
Email hr@degservices.ca
Accessible formats of this document are available free upon
request from:
Human Resource Department