Accessibility Policy

KMB Law is committed to maintaining an environment that respects the dignity and independence of persons with disabilities, including members of the firm, clients and visitors.  We are committed to giving people with disabilities the same opportunity to access our services and workplace and allowing them to benefit in a similar way as other persons.

The purpose of the Accessibility for Ontarians with Disabilities Act, 2005 (AODA) is to develop, implement and enforce accessibility standards in order to ensure that persons with disabilities have access to goods, services, facilities, accommodation, employment, buildings, structures, and premises.  KMB Law is committed to ensuring compliance with AODA.

Application:

This Policy applies to the provision of services at our offices.  This policy applies to employees, volunteers, agents, and/or contractors who deal with the public or other third parties that can act on behalf of KMB Law, including when the provision of services occurs off our premises.

Definitions:

Assistive Device: is a technical aid, communication device or other instrument that is used to maintain or improve the functional abilities of people with disabilities.  Personal assistive devices are typically devices that clients bring with them that might assist in hearing, seeing, communicating, moving, breathing, remembering, and/or reading, such as a wheelchair, walker, a personal oxygen tank, etc.

Disability:

• Any degree of physical disability, infirmity, malformation or disfigurement that is caused by bodily injury, birth defects, 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 animal, or on a wheelchair or other remedial appliance or device;
• A condition of mental impairment or a developmental disability, a learning disability, or 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 an insurance plan established under relevant provincial legislation.

Guide Dog: is a highly trained working dog that has been trained to provide mobility, safety and increased independence for people who are blind.

Service Animal/Service Dog: an animal is a service animal/service dog for a person with a disability if it is readily apparent that the animal is used by the person for reasons relating to his or her disability; or if the person provides a letter from a medical practitioner confirming that the person requires the animal for reasons relating to the disability.

Support Person: in relation to a person with a disability, is another person who accompanies him/her in order to help with communication, mobility, personal care, medical needs, or access to goods and services.

General Principles:

1. The Provisions of Goods and Services to Persons with Disabilities

We will make every reasonable effort to ensure that our policies, practices and procedures are consistent with the principles of dignity, independence, integration and equal opportunity by:

• Ensuring that all clients receive the same value and quality;
• Allowing clients with disabilities to do things in their own ways, at their own pace when accessing goods and services so long as this does not present a safety risk;
• Using alternative methods, when possible, to ensure that clients with disabilities have access to the same services, in the same place and in a similar manner;
• Taking into account individual needs when providing goods and services; and
• Communicating in a manner that takes into account the client’s disability.

2. Use of Assistive Devices

Persons with disabilities may use their own assistive devices as required when accessing services provided by KMB Law.

In cases where the assistive device presents a safety concern or where accessibility might be an issue, other reasonable measures will be used to ensure the access to services.

Our staff has received training as to how to effectively interact with clients with various types of disabilities.

3. Use of Guide Dogs, Service Animals and Service Dogs

A client with a disability that is accompanied by a guide dog, service animal or service dog will be allowed access to parts of our premises that are open to the public.

The client is responsible for maintaining care and control of the animal at all times.

If a health and safety concern presents itself, for example in the form of a severe allergy to the animal, we will make all reasonable efforts to meet the needs of all individuals.

4. Use of Support Persons

If a client with a disability is accompanied by a support person, we will ensure that both persons are allowed to enter the premises together and that the client is not prevented from having access to the support person.

In situations where confidential information might be discussed, consent will be obtained from the client, prior to any confidential information being discussed.

5. Notice of Disruption in Services

In the event of any temporary disruptions to facilities or services that clients with disabilities rely upon to access or use our services, reasonable efforts will be made to provide advance notice.  In some circumstances such as in the situation of unplanned temporary disruptions, advance notice may not be possible.

In the event that a notification needs to be posted, the notice will include information about: (i) the goods or services that are disrupted or unavailable, (ii) the reason for the disruption, (iii) its anticipated duration, and (iv) a description of alternative services or options.

When disruptions occur, we will provide notice by:

• Posting notices, when the disruption occurs, at the main entrance; or
• Contacting clients with appointments (if applicable).

6. Training

Training will be provided to all employees, volunteers, agents, contractors, and/or other third parties that act on behalf of KMB Law, and those who are involved in the development and approval of client service policies, practices and procedures.  Staff will also be trained on an ongoing basis when changes are made to these policies, practices and procedures.

Training will cover:

• A review of the purpose of AODA and the requirements of the Accessibility Standards for Client Service;
• Instruction on how to interact and communicate with people who have disabilities;
• Instruction on how to interact with people with disabilities who use assistive devices, or require the assistance of a service animal or a support person;
• Instructions on what to do if a client with a disability is having difficulty accessing KMB Law services; and
• A review of KMB Law policies, procedures and practices pertaining to providing accessible client service to clients with disabilities.

7. Client Feedback Process

KMB Law l is committed to meeting the expectations of clients.  We welcome feedback from clients on how well we are providing our services in a way that respects the dignity and independence of persons with disabilities.

Clients can submit feedback in writing or via email to:

Amy Delisle
Managing Partner
c/o KMB Law
3 Robert Speck Parkway, Suite 900
Mississauga, Ontario L4Z 2G5
adelisle@kmblaw.com
905.276.0422

Clients that provide formal feedback will receive information relating to any resulting actions based on concerns or complaints that were submitted.

8. Notice of Availability and Format of Documents

This Policy will be made available to clients upon request.

Purpose:

KMB Law is committed to addressing barriers for people with disabilities as it relates to access to information and communications, employment, transportation and the design of public spaces.  This Policy works in conjunction with the Human Rights Code (Code).

Multi-Year Accessibility Plan

KMB Law's Multi-Year Accessibility Plan outlines how we comply with AODA.  We are committed to fulfilling our requirements under AODA by reviewing and updating our plan every 5 years.

Information and Communication Standard:

Information and Communications

KMB Law will work with persons with disabilities to ensure that information and communications are accessible to them.  To facilitate this:

• Information and communications will be provided in a timely manner in formats that are accessible to persons with disabilities upon request;
• We will consult with persons with disabilities in understanding their specific information and communication needs; and
• We will notify the public about the availability of accessible formats with respect to information and communications.

In accordance with AODA, our websites and web content will conform to WCAG 2.0, at Level A, where practicable.

Emergency Information

Should the need arise to implement emergency response information, KMB Law shall provide this information to persons with disabilities in an accessible format and in a timely manner upon request.

Training will be provided to all employees, volunteers, agents, contractors, and/or other third parties that act on behalf of KMB Law on all applicable parts of the Information and Communication Standard and the Code as it relates to persons with disabilities.  This training will be provided as soon as practicable in a way that takes into account the duties performed by the applicable employee, volunteer, agent, contractor and/or other third party, as applicable.  Training records will be kept.

Employment Standard

Accessible Formats and Communications

Upon request from an employee with a disability, KMB Law will consult with the employee to provide or arrange for the provision of accessible formats or communication supports for: (i) information that is needed to perform the employee’s job, (ii) information that is generally available to other employees, and (iii) we will consult with the employee making the request to determine the suitability of accessible formats or communication supports.

Recruitment

KMB Law will notify the public and its existing members that accommodations will be available for persons with disabilities during the recruitment process for available positions.  This will include notifying those applicants who are selected to participate in the recruitment process about available accommodations, and working with those persons with disabilities on suitable accommodations, where available.  Applicants who are hired will be advised of KMB Law’s policy on accommodating employees with disabilities.

Individual Accommodation Plan

In accordance with AODA and the Code, KMB Law has prepared a process for dealing with requests for accommodation from employees with disabilities.  We will endeavour to find individual accommodation plans that take into account an employee’s specific accessibility needs.

Return to Work

KMB Law has a process in place for employees with a disability who require accommodation to enable them to return to work following a disability-related absence.  The accommodation plan will reflect the particular accessibility needs.

Performance Management, Career Development, and Redeployment

KMB Law will ensure that accessibility needs for employees with disabilities are taken into account when carrying out performance management, career development and redeployment processes.

Design of Public Spaces

KMB Law will confirm with the Design for Public Spaces standard under AODA when constructing or making modifications to spaces accessible to the public, including the reception area and meeting rooms.  We will attempt to prevent service disruptions to the accessible parts of our public spaces when possible, and take steps to address disruptions impacting on accessibility to these public spaces.

Further Information

For more information on this Policy, please contact us as follows:

Amy Delisle
Managing Partner
c/o KMB Law
3 Robert Speck Parkway, Suite 900
Mississauga, Ontario L4Z 2G5
adelisle@kmblaw.com
905.276.0422

We collect information only by lawful and fair means and not in an unreasonably intrusive way. Wherever possible, we collect your personal information directly from you, at the start of a retainer and in the course of our representation.

We may also obtain information about you from other sources, including:

• Your insurance company;
• Your real estate agent in a property transaction;
• A government agency or registry;
• Your employer, if we are acting for you, at its request; and
• Your accountant.