Commercial Cleaning Services
Multi-Year Accessibility Plan
2020-2025
Introduction
The goal of the Accessibility for Ontarian with Disabilities Act (AODA) is to make Ontario accessible by 2025. In 2005, the Ontario Government introduced phased-in legislation, which sets out accessibility standards to help organizations identify, prevent and remove barriers to accessibility. This Multi-Year Accessibility Plan will be reviewed and updated as our goals and objectives are met and continue to develop.
Statement of Commitment
Commercial Cleaning Services (CCS) recognizes that strength as an organization comes from inclusion and diversity. To that end, we are committed to creating an accessible workplace that enables employees, clients, and stakeholders to be treated with dignity, respect, and independence. CCS has created policies and procedures to ensure compliance with AODA and to meet the needs of persons with disabilities in accessing our services and employment opportunities. As CCS continues to work towards a culture of inclusivity, we will continuously seek information and input from employees, customers and stakeholders to prevent and remove barriers to accessibility. This Multi-Year Accessibility Plan will be updated as goals are met and reviewed at least once every five years.
Related Policies
AODA Integrated Accessibility Standard Regulation PolicyAccessibility for Customer Service PolicyEmployment Equity and Diversity PolicyEarly and Safe Return to Work PolicyEarly and Safe Return to Work Case Management Standard
Multi-Year Accessibility Plan: Integrated Accessibility Standards
Part I – General Requirements
| Section | Initiative | Description | Action | Status | Compliance Date |
| 3 | Establishment of Accessibility Policies | 3. Every obligated organization shall develop, implement and maintain policies governing how the organization achieves or will achieve accessibility through meeting its requirements under the accessibility standards. | Policy was created and approved by Director, Health and Safety | Complete | January 1, 2014 |
| 4 | Accessibility Plans | 4. Large organizations shall establish, implement, maintain, and document a multi-year accessibility plan, which outlines the organization’s strategy to prevent and remove barriers, and review and update the accessibility plan at least once every five years. | Plan was created, approved and posted on website | Complete | November 23, 2022 |
| 7 | Training | 7. Every obligated organization shall ensure that training is provided on the requirements of the accessibility standards referred to in this Regulation and on the Human Rights Code as it pertains to persons with disabilities to, (a) all employees (b) all persons who participate in developing the organization‘s policies; and (c) all other persons who provide goods, services or facilities on behalf of the organization. | AODA Training is provided to employees when hired as part of Health and Safety Awareness and Orientation Training or if legislation is updated | Ongoing | January 1, 2015 |
| 86 | Accessibility Reports | 86.1 Large organizations shall file the Accessibility Report every three years following the report that was due on December 31, 2014. | Accessibility Report filed | Complete | June 23, 2021 |
Part II – Information and Communication Standards
| Section | Initiative | Description | Action | Status | Compliance Date |
| 11 | Feedback | 11. Every obligated organization that has processes for receiving and responding to feedback shall ensure that the processes are accessible to persons with disabilities by providing or arranging for accessible formats and communications supports, upon request. | CCS ensures that processes for receiving feedback are accessible to people with disabilities, by providing accessible formats or communication supports upon request. | Complete | January 1, 2015 |
| 12 | Accessible Formats & Communication Supports | 12. Every obligated organization shall, upon request, provide or arrange for the provision of accessible formats and communication supports for persons with disabilities | CCS will continue, upon request, to provide or arrange for the provision of accessible formats for persons with disabilities.CCS will continue to notify the public that accessible formats and communication supports are available. | Complete | January 1, 2016 |
| 13 | Emergency Procedures, Plans or Public Safety Info | 13. Every obligated organization must make emergency procedures, plans or public safety information available to the public upon request. | The CCS emergency procedure/plan or public safety information will be made available in an accessible format upon request. | Complete | January 1, 2012 |
| 14 | Accessible Websites & Web Content | 14. Large organizations shall make their internet websites and web content conform with the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0, initially at Level A and increasing to Level AA. | CCS website currently meets the Web Contents Accessibility Guidelines (WCAG) 2.0.By January 1, 2025, the CCS website will comply with WCAG 2.0 Level AA guidelines. | In Progress |
Part III – Employment Standard
| Section | Initiative | Description | Action | Status | Compliance Date |
| 22 | Recruitment, General | 22. Every employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes. | CCS will continue to notify the public that accessible formats and communication supports are available during the recruitment process. | Complete | January 1, 2016 |
| 23 | Recruitment, Assessment or Selection Process | 23. Every employer shall notify applicants who have been invited to participate in a recruitment, assessment, or selection process that accommodations are available. | CCS will continue to notify applicants who are invited to participate in the recruitment and selection process that accommodations are available upon request.Applicants requesting accommodation will be consulted in order to ensure accommodation provided meets their individual accessibility needs. | Complete | January 1, 2016 |
| 24 | Notice to Successful Applicants | 24. Every employer shall, when making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities. | CCS will continue to notify successful applicants of policies for accommodating disabilities. | Complete | January 1, 2016 |
| 25 | Informing Employees of Supports | 25. Every employer shall inform employees – both existing and new hires – of its policies used to support employees with disabilities, and whenever there is a change. | CCS will continue to inform all employees of policies for supporting employees with disabilities through onboarding and orientation training. | Complete | January 1, 2016 |
| 26 | Accessible Formats & Communication Supports for Employees | 26. Where an employee with a disability requests it, every employer shall consult with the employee to provide or arrange for the provision of accessible formats and communication supports for information that is needed in order to perform the employee’s job and information that is generally available to all employees. | Upon request, CCS will consult with an employee to determine which accessible formats or communications supports they require to perform their duties, in a timely manner, and taking into account their individual accessibility needs.An individual accommodation plan will be completed and the accessible formats and/or communication supports that will be provided will be noted in the plan. | Complete | January 1, 2016 |
| 27 | Workplace Emergency Response Information | 27. Every employer shall provide individualized workplace emergency response information to employees who have a disability, if the disability is such that the individualized information is necessary and the employer is aware of the need for accommodation due to the employee’s disability. | Upon request, CCS will provide individualized emergency response information and prepare for the specific needs the employee with disabilities may have. | Complete | January 1, 2012 |
| 28 | Documented Individual Accommodation Plans | 28. Employers shall develop and have in place a written process for the development of documented individual accommodation plans for employees with disabilities. | CCS has a written process for the development of documented individual accommodation plans for employees with disabilities. | Complete | January 1, 2016 |
| 29 | Return to Work Process | 29. Every employer shall develop and have in place 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; and shall document the process. | CCS has a written process in place for employees who have been absent from work due to a disability and require disability related accommodation in order to return to work. | Complete | January 1, 2016 |
| 30 | Performance Management | 30. An employer that uses performance management in respect of its employees shall take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when using its performance management process in respect of employees with disabilities. | CCS will continue to take individual accessibility needs of employees with disabilities into account as well as individual accommodation plans when applying performance management. | Complete | January 1, 2016 |
| 31 | Career Development and Advancement | 31. An employer that provides career development and advancement to its employees shall take into account the accessibility needs of its employees with disabilities as well as any individual accommodation plans, when providing career development and advancement to its employees with disabilities. | CCS will continue to take individual accessibility needs of employees with disabilities into account as well as individual accommodation plans when considering career development and advancement opportunities. | Complete | January 1, 2016 |
| 32 | Redeployment | 32. An employer that uses redeployment shall take into account the accessibility needs of its employees with disabilities, as well as individual accommodation plans, when redeploying employees with disabilities. | CCS takes into account the accessibility needs of employees with disabilities and their accommodation plan with redeploying an employee. | Complete | January 1, 2016 |