14 5th Ave Unit 300 Orangeville, ON L9W 1G2, Canada

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Uplifting In-Home Care Services for Seniors & Other Adults Right Where You Need It. Comfort Keepers Orangeville, ON provides in home care services and senior care.


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Integrated Accessibility Standards Regulation

Integrated Accessibility Standards Regulation Policy

Table of Contents

1.0  Purpose. 3

2.0 Policy. 3

2.1 Statement of Organizational Accessibility Commitment 3

2.2 General Requirements. 3

2.3 Information and Communications Standards. 4

2.4 Employment Standards. 5

3.0 Definitions. 7

Integrated Accessibility Standards Regulation Policy

1.0  Purpose

This policy is created in accordance with the Integrated Accessibility Standards Regulation (IASR) and addresses how Compassionate Care Health Services Inc. dba Comfort Keepers Orangeville is meeting, or will meet, the Regulation requirements.

Our requirements of the IASR include:

  • The creation of a policy on how we will develop, implement and maintain policies governing how the organization achieves or will achieve accessibility
  • Creating a statement of organizational commitment to meet the accessibility needs of persons with disabilities in a timely manner
  • Making our policies available to people on our website, employee portal and in paper format on demand

2.0 Policy

2.1 Statement of Organizational Accessibility Commitment

Compassionate Care Health Services Inc. dba Comfort Keepers Orangeville is committed to supporting those with Disabilities. We have pledged to integrating the principles of the Accessibility for Ontarians with Disabilities Act, 2005 (AODA) in our every day practice by February 1, 2024. We will review these policies annually to ensure they continue to meet the needs of those with disabilities and effect any cost effective changes in a timely manner.

As an organization that actively provides assistance to those with disabilities, we are focused on that continued support, and expansion of this role into our overall organizational practices to remove barriers for clients, community partners and employees.

2.2 General Requirements

Accessibility plans

  • Our five year Accessibility Plan (the Plan) outlines how we will implement and monitor ongoing strategies to meet the requirement of the IASR
  • We will post the Plan on our website and employee portal
  • We will be welcome to consultation and feedback from clients, community partners, employees and the public and keep this feedback to include in our annual review
  • We will review the plan annually, in January, to make revisions as required by any future regulations or recommendations from our consultations and feedback

Self-service kiosks

  • We will ensure that any interactive electronic terminals used by our employees will be accessible according to IASR requirements
  • We will require that any community partners that necessitate the use of interactive electronic terminals are in compliance with the IASR


  • All employees, at every level, will be trained on the AODA and the Ontario Human Rights Code (OHRC)
  • Training will be specific to an employee’s role in the organization
  • Training will be completed
    • Upon hiring as part of new hire orientation
    • Annually as part of annual reorientation
  • Completion of training will be documented in the employee portal

2.3 Information and Communications Standards


  • We will create a written statement on our website that supports our desire for feedback
  • We will have a written form for any phone or in person based feedback
  • We will have a space on our website for any electronic feedback to be submitted
  • Feedback will be reviewed annually during our review of the Plan

Accessible formats and communication supports

  • Upon request, we will work with persons with disabilities to provide accessible formats for feedback in a manner that works mutually for the person and the Company
  • We will provide a statement on our website that lists the accessible formats and communication supports we offer

Emergency procedures, plans or public safety information

  • We will provide our Disaster and Emergency Preparedness plan in an accessible format

Accessible websites and web content

  • We will make our internet website and web content accessible by conforming to World Wide Web  Consortium Web Content Accessibility Guidelines (WCAG) 2.0 compliant at AA level

Educational and training resources and materials, etc.

  • We will provide educational or training resources, or materials, as well as student records or program requirements, where requested, in a format that is mutually agreed upon by the person and the Company

Training to educators

  • We will provide employees, that act as educators, with accessibility awareness training
  • We will keep records of this training in the employee portal

2.4 Employment Standards

Recruitment, general

  • We will include a statement of support for those needing accommodation and how to obtain it in each job posting

Recruitment, assessment or selection process

  • Upon invitation to engage in our assessment or selection process we will notify applicants that accommodations are available upon request for all aspects of the process
  • Should an applicant request accommodation, we will work with them to find a support that works best for both parties

Notice to successful applicants

  • We will include in our offers of employment that we will provide for suitable accommodation where needed and in a manner that works best for both the applicant and the Company

Informing employees of supports

  • All current employees will be informed of our policies available to support employees with disabilities
  • We will inform future employees through the aforementioned recruitment and new hire training processes
  • We will notify all employees of any future changes to our policies in a method that is accessible to them, in a timely manner

Accessible formats and communication supports for employees

  • We will provide, or arrange for the provision of, information an employee needs to do their job in an accessible format that is mutually agreeable
  • Employees requiring support will be consulted for the best mutually agreeable format(s)

Workplace emergency response information

  • Employees with a disability will be provided copies of the Disaster and Emergency Preparedness Plan in a format that is accessible to them
  • Employees working in a 3rd party location will be trained on safety procedures appropriate to that workplace in an accessible manner upon consent by the employee to disclose information to the trainer for the purposes of appropriate training
  • Third party training will be conducted as soon as is practicable
  • Any changes in the information or training needs will be reviewed with the employee when they are in a new location or when their accommodation needs change

Documented individual accommodation plans

  • We will work directly with employees to develop individual accommodation plans
  • Each accommodation plan will include
    • How the employee will be included in the development of their plan
    • How the employee will be assessed
    • The manner in which the employer can request an evaluation by an outside medical or other expert, at the employer’s expense, to assist the employer in determining if accommodation can be achieved and, if so, how accommodation can be achieved
    • The manner in which the employee can request the participation of a representative in the development of the accommodation plan
    • How the Company will protect their privacy of the employee
    • The frequency of the accommodation plan’s review and how it will be done
    • If an individual accommodation plan is denied, the manner in which the reasons for the denial will be provided to the employee
    • The format of the accommodation plan in accordance with the needs of the employee
    • How the workplace emergency response information will be provided to them
    • Any other accommodation that is to be provided

Return to work process

  • If an employee has a disability, or returns to work with a disability, we will work with them to create, and document, a return to work plan following the same principles as is found in the documented individual accommodation policy

Performance Management

  • We will take into account the accessibility needs of employees when engaging in performance management guided by any planned accommodations

Career development and advancement

  • We will take into account the accessibility needs, and any accommodation plans, of an employee with a disability when assessing opportunities for career development and advancement

3.0 Definitions

Accessible Formats may include, but are not limited to, large print, recorded audio and electronic formats, braille and other formats usable by persons with disabilities

Accommodation means the special arrangements made, or assistance provided, so that an employee with disabilities can have the same work experiences available to people without disabilities. This will  vary depending on the person’s unique needs.

Client(s) means any member of the public that hires our Company to perform services on their behalf

Communication Supports may include, but are not limited to, captioning, alternative and augmentative communication supports, plain language, sign language, and other supports that facilitate effective communications

Community Partner(s) means any other organization that we work with. This can include retirement residences, long-term care homes, contractors for government funded services, etc

Disability is:

  • Any degree of physical disability, infirmity, malformation or disfigurement that is caused by bodily injury, birth defect or illness and, without limiting the generality 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, muteness or speech impediment, or physical reliance on a guide dog or other service animal or on a wheelchair or other remedial appliance or device
  • A condition of mental impairment or a developmental disability
  • A learning disability or a dysfunction in one or more of the processes involved in understanding or using symbols or spoken language
  • A mental disorder
  • An injury or disability for which benefits were claimed or received under the insurance plan established under the Workplace Safety and Insurance Act, 1997

Employee(s) are any persons directly employed by Compassionate Care Health Services Inc. or Comfort Keepers Orangeville

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