KAS Staffing Ltd. (“KAS”) is committed to treating all people in a way that allows them to maintain their dignity and independence. KAS believes in integration and equal opportunity and is committed to meeting the needs of people with disabilities in a timely manner. This multi- year plan (the “Accessibility Plan”) will be reviewed at least once every five (5) years, will be posted on the company website, and will be provided in an accessible format upon request. This plan is a living document thus will be updated as necessary to ensure accessibility for all.


KAS’ Accessibility Plan outlines the organization’s vision on how it will achieve and maintain accessibility by meeting the requirements set out in the Accessibility for Ontario’s with Disabilities Act, 2005, (“AODA”) and  applicable regulations.


The scope of the company’s Accessibility Plan is to outline our organization strategy to identify, breakdown and prevent accessibility barriers that clients, associates, staff, and the public may face when interacting with us. The following plan is applicable to assignment associates, internal staff, management, and the clients KAS partners with in providing temporary staffing solutions.


Training is applicable to all staff. Training will be delivered by means of on-line education through e-learning, paper based or any other means during the application and/or onboarding process. KAS will provide training on Ontario’s accessibility laws and on the Ontario Human Rights Code as it relates to people with disabilities.

KAS will train every person as soon as practicable after being hired and provide training in respect of any changes to the Accessibility Plan. KAS will maintain records of the training provided which will include the dates on which the training was provided and the number of individuals to whom it was provided.


KAS currently doesn’t utilize self service kiosks. In the future, if this becomes applicable, KAS will commit to incorporating accessibility features/ consider accessibility for people with disabilities when designing, procuring, or acquiring same.


KAS will meet accessibility laws when building or making major changes to public spaces.

There shall be no interruption in the accessibility services offered by KAS. However, if a barrier should present itself, KAS will undertake to remove the barrier to the best of its ability. If the barrier temporarily effects business operations, KAS will notify the public of the reason for the disruption, the dates(s) of disruption, its anticipated duration and alternative office availability if applicable. This notice will be placed at all public entrances or the reception area within our premises and on the company website.


Our application process may provide barriers to people with disabilities. KAS will take necessary steps to communicate the application in an understandable manner, while utilizing tools such as support people, video training, verbal/oral application and interview processes, where appropriate. We will discuss options for accommodation with the disabled applicant and formulate an action plan that best fits their needs.

Traditionally, customers do not frequent our office; however, any of the above steps may be taken to accommodate a visit by a customer with specific needs. KAS will also take steps to communicate to our customers of the need to accommodate any KAS worker who is assigned to the client workplace.


KAS will communicate with people with a disability, considering their preferences to receive and transmit information, where possible. When accessible formats and communication support are requested, they will be provided in a timely manner that considers the person’s accessibility needs due to disability and at no cost. The options of communication may include but are not limited to telephone, emails, messenger services, text message.


KAS is committed to ensuring digital accessibility for people with disabilities. We are continually improving the user experience for everyone, and applying the relevant accessibility standards, as outlined by (WCAG) Web Content Accessibility Guidelines.


KAS will create an individual emergency plan for any assignment associate, internal staff or person with a disability who requires such a plan and will make changes to that plan when necessary.


KAS is committed to fair and accessible employment practices including but not limited to:

  • Provision of reasonable accommodation & communication support;
  • Applicants can advise us of any accommodations needed to ensure fair and equitable access, through the application and selection process;
  • Ensuring assignment job postings include contact information for applicants requiring accommodation within the application processes;
  • The employment process does not discriminate in the hiring on any prohibited grounds including disability;
  • Specified on the company website that accommodations are available for applicants with disabilities;
  • Inform applicants selected to participate in an assessment or selection process that accommodations are available during the recruitment process, upon request;
  • Upon request, consult with the applicant or employee and arrange for suitable accommodation plan that takes into account the accessibility needs due to disability;
  •  Identify accommodations (e.g. presentations with slides in large font, high contrast colours and clean layouts for the visually impaired; seating arrangements or amplification devices for those with hearing loss; fragrance free zones for scent sensitive staff);
  • Ensure that accessibility is considered when making plans for events and invite attendees to tell us if they have different needs. Consider using an accessibility checklist for events;
  • Notify the successful applicant, when making assignment offers, about KAS’ policies for supporting employees with disabilities; and,
  • Assignment offers of employment will include accommodation language.


KAS has a return-to-work process for employees with disabilities who have been absent from work due to a disability and require disability-related accommodations to return to work, including creating and/or updating their individual accommodation plan.


We are committed to providing accessibility to our offices for people with disabilities. To allow the company to continuously improve our service levels a process to receive any feedback on the provision of our services to our clients, applicant(s), employees or the general public who enter our offices with a disability has been established. This process allows the company feedback either in person, by telephone, in writing, by email or online to the Executive Vice President of Administration and Compliance at:, (905) 677- 3368 or 7045 Edwards Blvd Suite 401 Mississauga. Feedback will be acknowledged within seven (7) days of receipt and will be addressed according to the company management procedures.











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