FCSRC is committed to supporting the full inclusion of individuals living with disabilities, and we are committed to always providing service in a way that preserves dignity and autonomy. To learn more about this commitment, please review our policy below, and our Multi-year FCSRC-AODA Plan.
Family and Children’s Services of Renfrew County Accessibility for Ontarians with Disabilities (AODA) Policy:
It is the policy of Family and Children’s Services of Renfrew County (FCSRC) to support the full inclusion of persons with disabilities as set out in the Canadian Charter of Rights and Freedoms; Ontario Human Rights Code; the Ontarians with Disabilities Act (ODA), 2001; and the Accessibility for Ontarians with Disabilities Act (AODA), 2005.
FCSRC is committed to offering quality service to each member of the community and to always providing service in a way that respects the dignity and independence of people with disabilities. FCSRC is also committed to open communication and to ensuring that persons with disabilities have equal opportunity access.
The purpose of this policy is to provide a framework through which FCSRC can achieve service excellence for people with disabilities and the building of a fully inclusive community.
Disability is defined, per Section 2 of the Accessibility for Ontarians with Disabilities Act, 2005, S.O. 2005, c. 11 and the Human Rights Code, R.S.O. 1990, c. H.19, as follows:
“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 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, or
- an injury or disability for which benefits were claimed or received under the insurance plan established under the Workplace Safety and Insurance Act, 1997.”
Service Animals are defined, per Section 4(9) of the Accessibility Standards for Customer Service, O. Reg. 429/07, as follows: “an animal is a service animal 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 physician or nurse confirming that the person requires the animal for reasons relating to the disability.”
Support Person is defined, per Section 4(8) Accessibility Standards for Customer Service, O. Reg. 429/07, as follows: “a support person means, in relation to a person with a disability, another person who accompanies him or her in order to help with communication, mobility, personal care or medical needs or with access to goods or services.”
Procedure for Providing Goods and Services to People with Disabilities:
FCSRC respects and celebrates the diversity of people in our community. We are committed to excellence in serving our diverse community, including persons with disabilities, and we will carry out our service goals in the following areas:
A perquisite (perk) refers to a privilege that is provided to an individual or to a group of individuals, provides a personal benefit, and is not generally available to others.
This policy applies to any person including, but not limited to, appointees, board members, elected officials and employees.
This policy does not apply to provisions of collective agreements, insured benefits, items generally available on a non-discriminatory basis for all or most employees, health and safety requirements, employment accommodations made for human rights and/or accessibility considerations, or expenses covered under the policy and procedures on travel, meals, and hospitality.
A perk is not allowable if it is not a business-related requirement. To be allowable, a perk must be a business-related requirement for the effective performance of an individual’s job.
The following perks are not allowed under any circumstances:
- Club memberships for personal recreation or socializing purposes, including, but not limited to, fitness clubs, golf clubs or social clubs
- Season tickets to cultural or sporting events
- Clothing allowances not related to health and safety or special job requirements
- Access to private health clinics
- Professional advisory services for personal matters, such as tax or estate planning
This policy will be reviewed on a periodic basis to ensure that there is appropriate governance and that everyone who has authority for approvals understands the organization’s policy regarding perks.
Proper record-keeping practices will be maintained for verification and audit purposes.
A perk is allowable only in limited and exceptional circumstances where it is demonstrated to be a business-related requirement for the effective performance of an individual’s job, and requires approval of the Executive Director or the Board Chair if the perk is in regard to the Executive Director.
Summary information about perks will be made publicly available on an annual basis.