AODA Compliance.

Accessibility for Ontarians with Disabilities Act (AODA)

Customer Service Policy & Multi-Year Accessibility Plan

Business Name: JustLabour Temporary Help
Review Date: May 21, 2026

1. Statement of Commitment

JustLabour Temporary Help is committed to ensuring equal access and participation for people with disabilities. We are committed to treating people with disabilities in a way that allows them to maintain their dignity and independence. We believe in integration and we are committed to meeting the needs of people with disabilities in a timely manner. We will do so by removing and preventing barriers to accessibility and meeting our accessibility requirements under the Accessibility for Ontarians with Disabilities Act and Ontario’s accessibility laws.

 JustLabour Temporary Help is committed to meeting its current and ongoing obligations under the Ontario Human Rights Code respecting non-discrimination.

 JustLabour Temporary Help understands that obligations under the Accessibility for Ontarians with Disabilities Act, 2005 (AODA) and its accessibility standards do not substitute or limit its obligations under the Ontario Human Rights Code or obligations to people with disabilities under any other law.

 JustLabour Temporary Help is committed to excellence in serving and providing goods, services or facilities to all customers including people with disabilities.

 Our accessible customer service policies are consistent with the principles of independence, dignity, integration and equality of opportunity for people with disabilities.

JustLabour Temporary Help will strive to provide accessible services to all clients, job candidates, employees, visitors, and members of the public.

2. Purpose

The purpose of this policy and accessibility plan is to outline how JustLabour Temporary Help will identify, remove, and prevent barriers for persons with disabilities and ensure compliance with applicable accessibility legislation in Ontario.

This policy applies to all employees, management, temporary staff, and any individual acting on behalf of JustLabour Temporary Help.

3. Accessible Customer Service Policy

Providing Accessible Services

JustLabour Temporary Help is committed to excellence in serving all clients and candidates, including persons with disabilities.

We will:

  • Communicate with individuals with disabilities in ways that consider their disability;

  • Provide equal access to staffing and employment services;

  • Ensure that individuals with disabilities can access our services in a respectful and professional manner;

  • Make reasonable efforts to accommodate accessibility needs whenever requested up to the point of undue hardship.

Assistive Devices

People with disabilities may use their personal assistive devices when accessing our goods, services or facilities.

 In cases where the assistive device presents a significant and unavoidable health or safety concern or may not be permitted for other reasons, other measures will be used to ensure the person with a disability can access our goods, services or facilities.

These measures may include the use of fax machine, email, text messaging, writing a letter, or having a support person come in and advocate on behalf of the individual.

 We ensure that our staff are trained and familiar with various assistive devices we have on site or that we provide that may be used by customers with disabilities while accessing our goods, services or facilities.

 All staff in the JustLabour Temporary Help office are trained how to use the devices listed within the first month of work. These devices are used on a daily basis by all employees, so their knowledge grows each day they are used.

Service Animals

Service animals are welcome in all publicly accessible areas of our office unless otherwise prohibited by law.

A service animal can be easily identified through visual indicators, such as when it wears a harness or a vest, or when it helps the person perform certain tasks.

If it is not readily apparent that the animal is a service animal, staff may request documentation from a regulated health professional that confirms the person needs the service animal for reasons relating to their disability.

If a service animal is excluded by law, JustLabour Temporary Help will make reasonable alternative arrangements to provide services.

A regulated health professional is defined as a member of one of the following colleges:

  • College of Audiologists and Speech-Language Pathologists of Ontario

  • College of Chiropractors of Ontario

  • College of Nurses of Ontario

  • College of Occupational Therapists of Ontario

  • College of Optometrists of Ontario

  • College of Physicians and Surgeons of Ontario

  • College of Physiotherapists of Ontario

  • College of Psychologists of Ontario

  • College of Registered Psychotherapists and Registered Mental Health Therapists of Ontario

Support Persons

Persons with disabilities who are accompanied by a support person are permitted to enter our premises together.

At no time will a person with a disability be prevented from having access to their support person while on our premises.

Where confidential information may be discussed, consent will be obtained from the individual before proceeding in the presence of the support person.

Notice of Temporary Disruptions

If there is a temporary disruption to facilities or services used by persons with disabilities, JustLabour Temporary Help will provide notice whenever possible.

Notices may include:

  • The reason for the disruption;

  • The anticipated duration;

  • Alternative facilities or services, if available.

Notices may be posted at the office entrance, on our website, or communicated directly where appropriate.

4. Accessible Environment

JustLabour Temporary Help operates from a ground-floor office location in Scarborough, Ontario.

Our office location includes:

  • Street-level access directly beside the road;

  • No stairs required for entry;

  • Barrier-reduced access for clients, candidates, and visitors;

  • Accessible pathways into the office whenever reasonably practicable.

We are committed to identifying and removing barriers to accessibility as they arise.

5. Information and Communication Standards

JustLabour Temporary Help will provide accessible formats and communication supports upon request and in a timely manner, taking into account the individual’s accessibility needs.

Examples may include:

• Providing documents and information in the following ways; faxing, emailing, text messaging, telephone, speaking in person, writing a letter, or working with a support person

  • Using clear and accessible communication methods;

  • Assisting with alternative communication arrangements where required.

Individuals requesting accessible formats or communication supports will not be charged additional fees.

6. Employment Accessibility Standards

Recruitment and Hiring

JustLabour Temporary Help is committed to fair and accessible employment practices.

We will:

  • Notify applicants that accommodations are available during the recruitment process;

  • Provide suitable accommodations upon request during interviews and assessments;

  • Notify successful applicants of workplace accommodation policies.

 JustLabour Temporary Help is committed to making hiring decisions that are unbiased and based on skillsets, qualifications and previous work experience. The interview process focuses on experience and skills and will not discriminate against candidates who have a disability or require an accommodation. Qualified candidates are communicated to our customer and all final hiring decisions are made by our customer.  

Employee Supports

JustLabour Temporary Help will inform employees of policies used to support employees with disabilities, including workplace accommodations.

Where required, individualized accommodation plans may be developed in accordance with applicable legislation.

Workplace Emergency Response Information

Where applicable, individualized workplace emergency response information will be provided to employees with disabilities who require assistance during emergencies.

Return-to-Work Process

JustLabour Temporary Help will maintain a documented return-to-work process for employees absent due to disability-related reasons and requiring disability-related accommodations.

JustLabour Temporary Help will provide workplace accommodations up to the point of undue hardship. Undue hardship may occur where it is established that no forms of reasonable accommodation exist, or where the creation of accommodation would create a health and safety hazard or cause unreasonable costs for the organization.

Where a necessary accommodation is found to cause undue hardship on the organization, the company will work to find a compromise that meets the needs of the employee and the organization to the greatest extent possible.

7. Training

JustLabour Temporary Help will provide accessibility training to:

  • All employees;

  • Managers and supervisors;

  • Temporary staff;

  • Individuals involved in developing company policies;

  • Any person providing services on behalf of the company.

Training will include:

  • The purposes of the AODA;

  • Requirements of the Accessibility Standards;

  • The Ontario Human Rights Code as it relates to disabilities;

  • How to interact and communicate with persons with various disabilities;

  • How to interact with persons using assistive devices, service animals, or support persons;

  • Procedures for providing accessible customer service.

Training will be provided:

  • As soon as practicable after hiring;

  • Whenever policies or accessibility requirements change.

Records of training will be maintained as required by law.

8. Feedback Process

JustLabour Temporary Help welcomes feedback on how we provide accessible customer service. Customer feedback will help us identify barriers and respond to concerns.

 Members of the public can provide feedback by calling, faxing, emailing, text messaging, writing letters, or working with a support person advocating on the person’s behalf.

 All feedback will be directed to the Branch Manager. Customers can expect to hear back within 3 business days.

Contact Information:
Name/Department: Brad Root - Branch Manager
Phone: 416-759-3000
Email: justlabour@rogers.com

Accessible communication formats will be provided upon request.

9. Multi-Year Accessibility Plan

Objective

JustLabour Temporary Help is committed to improving accessibility and preventing barriers for persons with disabilities.

This accessibility plan outlines our ongoing strategy to meet accessibility requirements under the AODA.

Current Accessibility Measures

Customer Service

  • Accessible customer service policy implemented;

  • Staff training on accessibility obligations;

  • Procedures for accommodating service animals and support persons.

Physical Accessibility

  • Ground-floor office with no stair access required;

  • Direct street-level accessibility.

Employment Accessibility

  • Accommodation available during hiring and employment;

  • Accessible recruitment practices in place.

Communication Accessibility

  • Accessible communication supports available upon request.

Ongoing Commitments (2026–2031)

JustLabour Temporary Help will continue to:

  • Review accessibility policies annually;

  • Improve accessibility practices where barriers are identified;

  • Train new employees on accessibility requirements;

  • Respond promptly to accessibility feedback;

  • Maintain compliance with Ontario accessibility legislation.

10. Availability of Documents

This policy and accessibility plan will be made available on our website, in our office, and to the public upon request.

Accessible formats of these documents will be provided upon request.

11. Policy Review

This policy and multi-year accessibility plan will be reviewed periodically and updated as necessary to ensure ongoing compliance with Ontario accessibility legislation.