Multi-Year Accessibility Plan

This Accessibility Plan (2014 – 2025) outlines policies and actions that FHR will put in place to improve opportunities for people with disabilities.


FHR is committed to treating all individuals in a manner that allows them to maintain their dignity and independence.  We are committed to meeting the needs of individuals with disabilities in an efficient and timely manner by preventing and removing barriers and meeting the requirements under the Ontario Accessibility for Ontarians with Disabilities Act, 2005 (“AODA”).  


FHR is committed to providing customers and clients with publicly available emergency information in an accessible way upon request. We will also provide employees with disabilities with individualized emergency response information when necessary.



FHR will provide training to employees on Ontario’s accessibility laws and on the Human Rights Code as it relates to people with disabilities.

FHR will take the following steps to ensure that employees are provided with adequate training to meet Ontario’s accessible laws by January 1, 2015.

  • Establish and ensure that appropriate training on the requirements of Integrated Accessibility Standard Regulation and the Ontario Human Rights Code is provided to all employees.
  • File and maintain a record of the training provided for offices in Ontario (Toronto and Ottawa).
  • ‍Ensure training is provided on any changes made to the policies and/or regulations.


FHR is committed to providing information and communication accessible to persons with disabilities.  We will ensure that communication and information are accessible and are in accessible formats that meet the needs of persons with disabilities.

1) FHR Website

  • FHR will take the following steps to ensure that all new websites and content conform to WCAG 2.0, Level A by January 1, 2014 and WCAG 2.0, Level AA by January 1, 2021.
  • Ensure development of all new websites and content meet Information and Communication Standards under the regulation and that partnering individuals have expertise with such technology.
  • Provide guidelines to all employees to ensure public documents and media are readily available upon request in accessible formats.

2) Feedback

  • FHR will take the following steps to ensure existing feedback processes are accessible to people with disabilities upon request by January 1, 2015 and that all publicly available information is made accessible upon request by January 1, 2016.
  • ‍Ensure that existing and new processes of providing feedback are accessible to persons with disabilities by providing or arranging accessible formats upon request and within a timely manner.
  • ‍When requested by persons with disabilities, we will consult with the person making the request to determine the suitability of the accessible format or communication support, provide or arrange the accessible format or communication support within a timely manner that takes into account the person’s accessibility needs and notify the public about the availability of accessible formats and communication supports.


FHR is committed to fair and accessible employment practices. This includes providing accessibility across all stages of the employment cycle.

FHR will take the following steps to notify the public and staff that, upon request, we will accommodate people with disabilities during the recruitment process by January 1, 2016.

  • ‍Review and if necessary, create modification to our current recruitment process.
  • ‍Specify that accommodation for persons with disabilities can be made available on our job postings and websites.
  • ‍Include that accommodation is available when scheduling an interview with persons with disabilities.
  • ‍If a selected candidate requests accommodation, consult with the applicant and arrange suitable accommodation in a manner that takes into account their accessibility needs.

FHR will take the following steps to develop and implement a process for developing individual accommodation plans and (return-to-work policies) for employees that have been absent due to a disability by January 1, 2016.

  • ‍The employee may participate in the development of the plan and will be assessed on an individual basis.
  • ‍FHR reserves the right to request an evaluation to be completed by an outside medical expert, at FHR’s expense, to assist in determining if and how accommodation can be achieved.
  • ‍Outline the frequency in which the accommodation will be reviewed and provide reasons if accommodation is denied.
  • ‍Provide individual accommodation in a format that takes into consideration the employee’s accessible needs.

We will take the following steps to ensure the accessibility needs of employees with disabilities are taken into account when using the performance management tool by January 1, 2016.

  • ‍Review, assess, and if necessary, make modifications to current procedures and policies.
  • ‍Take the needs of employees with disabilities and if applicable, their individualized accommodation plans into account when reviewing performance and managing career development.


For more information on this accessibility plan, please contact:

Phone: (416) 368-8348