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CHOICE HOTELS CANADA INC.
ACCESSIBILITY POLICY

This page is specific to Choice Hotels Canada. For information related to accessibility in other regions, please change the website language and country from site navigation menu.

Statement of Commitment

Choice Hotels Canada Inc. (the “Company”) is committed to meeting the accessibility needs of people with disabilities in a timely manner and will do so by preventing and removing barriers to accessibility and meeting accessibility requirements under the Accessibility for Ontarians with Disabilities Act, 2005 (the “AODA”). In that regard, the Company has established an accessibility policy and a multi-year accessibility plan to meet its obligations under Regulation 191/11, “Integrated Accessibility Standards” (the “IASR”) under the AODA.

The Company’s vision for accessibility is that people with disabilities, visible or invisible, are given the same opportunity as others to obtain and benefit from services offered by the Company. The Company’s goal is to make reasonable efforts to provide services in such a way that the key principles of independence, dignity, integration and equality of opportunity for persons with disabilities are respected.

Application

This policy applies to all employees, volunteers and agents of the Company who interact with the Company’s current and prospective employees, volunteers, agents, students, parents, suppliers, and any other people accessing the Company’s services. This policy is available to the public and will be provided in an accessible format upon request.

Multi-Year Accessibility Plan

The Company’s Multi-Year Accessibility Plan, attached as Appendix “A”, outlines the Company’s strategies for preventing and removing barriers and meeting its requirements under the IASR. The Company will post the plan on its website and will provide it in an accessible format upon request. The plan will be reviewed and updated at least once every five years.

Training

The Company will ensure that training is provided as required by the IASR to all employees, and volunteers, all persons who provide goods, services or facilities on the Company’s behalf, and all persons who participate in developing the Company’s policies, on the requirements of the accessibility standards referred to in the IASR and on the Human Rights Code as it pertains to persons with disabilities. Training will be provided as soon as practicable. If any changes are made to this policy or the requirements, training will be provided to include those changes. The Company shall maintain a record of the dates when training was provided and the number of individuals to whom it was provided. The Company shall ensure that others that provide goods, services or facilities on behalf of the organization have had training.

Information and Communications Standards

Feedback Processes
The Company will ensure that its processes for receiving and responding to feedback are accessible to persons with disabilities by providing or arranging for the provision of accessible formats and communication supports upon request. The Company will notify the public about the availability of accessible formats and communication supports.

Accessible Formats and Communication Supports
The Company will, upon request, provide or arrange for accessible formats and communication supports for persons with disabilities in accordance with the IASR as follows:

  1. In a timely manner that takes into account the person’s accessibility needs due to a disability;
  2. At a cost that is no more than the regular cost charged to other persons;
  3. In consultation with the person making the request to determine suitability of an accessible format or communication support.

The Company will notify the public about the availability of accessible formats and communication supports.

Unconvertible Information or Communications
If the Company determines that information or communications are unconvertible, the Company will provide the person requesting the information or communication with,

  1. an explanation as to why the information or communications are unconvertible; and
  2. a summary of the unconvertible information or communications.

Information or communications are unconvertible if,

  1. it is not technically feasible to convert the information or communications; or
  2. the technology to convert the information or communications is not readily available.

Emergency Information
If the Company prepares emergency procedures, plans or public safety information and makes the information available to the public, the Company shall provide the information in an accessible format or with appropriate communication supports, as soon as practicable, upon request.

Website Accessibility
Where practicable and where the Company controls the websites and web content directly or through a contractual relationship, the Company will make any new internet website, and web content on those sites conform with the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0 initially at Level A and increasing to Level AA. By January 1, 2021 all internet website and web content backdated to 2012 will conform with WCAG 2.0 Level AA.

Employment Standards

The Company will comply with the requirements of the Employment Standards in the IASR. The Employment Standards apply in respect of employees, and not volunteers or other non-paid individuals.

Recruitment
The Company will notify employees and the public about the availability of accommodations for applicants and employees in its recruitment processes.

During the recruitment process, when job applicants are individually selected to participate in an assessment or selection process they will be notified that accommodations are available upon request. If a selected applicant requests accommodation, the Company will consult with the applicant and provide or arrange for a suitable accommodation, taking into account the individual’s needs.

The Company will notify successful applicants of its policies for accommodating employees with disabilities, when making offers of employment to a successful applicant.

Employee Notification
The Company shall inform its employees of its policies used to support employees with disabilities, including but not limited to, policies on the provision of job accommodations that take into account an employee’s accessibility needs due to a disability. Such information will be provided as follows:

  1. To new employees as soon as practicable after they begin their employment;
  2. To existing employees whenever there is a change to existing policies on the provision of job accommodations that take into account an employee’s accessibility needs due to a disability.

Accessible Formats and Communication Supports
Upon request by an employee with a disability, the Company will consult with the employee to provide or arrange for the provision of accessible formats and communication supports for:

  1. Information that is needed in order to perform the employee’s job; and
  2. Information that is generally available to employees in the workplace.

The Company will consult with the employee making the request in determining the suitability of an accessible format or communication support.

Individual Accommodation Plans (IAP)
The Company has developed a written process for developing a documented individual accommodation plan for employees with a disability. The process includes the following elements:

  1. The manner in which an employee requesting accommodation can participate in the development of the individual accommodation plan.
  2. The means by which the employee is assessed on an individual basis.
  3. The manner in which the employer can request an evaluation by an outside medical or other expert, at the employer’s expense, to assist the employer in determining if accommodation can be achieved and, if so, how accommodation can be achieved.
  4. The manner in which the employee can request the participation of a representative from their bargaining agent, where the employee is represented by a bargaining agent, or other representative from the workplace, where the employee is not represented by a bargaining agent, in the development of the accommodation plan.
  5. The steps taken to protect the privacy of the employee’s personal information.
  6. The frequency with which the individual accommodation plan will be reviewed and updated and the manner in which it will be done.
  7. If an individual accommodation plan is denied, the manner in which the reasons for the denial will be provided to the employee.
  8. The means of providing the individual accommodation plan in a format that takes into account the employee’s accessibility needs due to disability.

If requested, individual accommodation plans will include any information regarding accessible formats and communication supports provided, and if required, will include individualized workplace emergency response information. They will also identify any other accommodation to be provided.

Return to Work
The Company has in place a return to work process for employees who have been absent from work due to a disability and require disability-related accommodation in order to return to work. The process is documented and outlines the steps that the Company will take to facilitate the return to work. Individual accommodation plans will be used in the return to work process as appropriate.

Performance Management, Career Development and Advancement and Redeployment
Performance management processes related to assessing and improving employee performance, productivity and effectiveness will take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans.

The Company will take into account the accessibility needs of its employees with disabilities as well as any individual accommodation plans when providing career development and advancement to its employees. Career development and advancement includes providing additional responsibilities within an employee’s current position, the movement of an employee from one job to another which may provide greater responsibility, compensation and/or place the employee at a higher level in the organization, or any combination of these.

If the Company has the need to reassign employees to other departments or jobs within the organization as a result of job elimination, the Company will take into account the accessibility needs of employees with disabilities as well as individual accommodation plans.

Workplace Emergency Response Information
The Company shall provide individualized workplace emergency response information to employees who have a disability.

If the disability is such that the individualized information is necessary and the employer is aware of the need for accommodation due to the employee’s disability. If the employee who receives individual workplace emergency response information requires assistance and with the employee’s consent, the Company shall provide the workplace emergency information to the person designated by the Company to provide assistance to the employee.

This will be done as soon as practicable after becoming aware of the need for accommodation due to the employee’s disability.

The Company will review the individualized workplace emergency response information when the employee moves to a different location in the organization, when overall accommodations needs or plans are reviewed and when the Company reviews its general emergency response policies.

Design of Public Spaces

The Company will meet the Accessibility Standards for the Design of Public Spaces when building or redeveloping public spaces. Public spaces include, but are not limited to, outdoor public eating areas, outdoor paths of travel, accessible off street parking and service-related elements such as counters and waiting areas.

If the Company has accessible elements in public spaces, it will develop procedures for preventative and emergency maintenance of those accessible elements, as required by the IASR. The Company will also develop procedures for dealing with temporary disruptions of accessible elements as required by the IASR, should the Company ever have accessible elements in the future.

Questions

If anyone has questions about the Company’s accessibility policy and/or multi-year accessibility plan, or requires this information in an accessible format, please contact HR@choicehotels.ca.

APPENDIX “A”

MULTI-YEAR ACCESSIBILITY PLAN

Our Multi-Year Accessibility Plan outlines a phased-in strategy to remove barriers and addresses the current and future requirements applicable to the Company under the AODA and IASR. The Multi-Year Accessibility Plan will be posted on our external Internet website.

The Company’s Multi-Year Accessibility Plan

PART I — General Requirements

InitiativeIASR RequirementActionStatus
Establishing Accessibility Policies3(1) Every obligated organization shall develop, implement and maintain policies governing how the organization achieves or will achieve accessibility through meeting its requirements under the accessibility standards referred to in this Regulation.
  • The Accessibility Policy has been developed and implemented
  • Complete
3(2) Obligated organizations, other than small organizations, shall include a statement of organizational commitment to meet the accessibility needs of persons with disabilities in a timely manner in their policies
  • The statement of organizational commitment is included in the Accessibility Policy
  • Complete
(3) Large organizations shall,
  1. prepare one or more written documents describing its policies; and
  2. make the documents publicly available, and shall provide them in an accessible format upon request.
  • Accessibility Policy and Multi-year Accessibility Plan (the “MYAP”) posted on the Company’s external website and internal intranet
  • The Company will provide copies of the Accessibility Policy in an accessible format upon request
  • Complete
  • Ongoing
Accessibility Plans4(1) Large organizations shall,
  1. establish, implement, maintain and document a multi-year accessibility plan, which outlines the organization’s strategy to remove barriers and meet its requirements under this Regulation;
  2. post the accessibility plan on their website, if any, and provide the plan in an accessible format upon request; and
  3. review and update the accessibility plan at least once every five years
  • The MYAP has been drafted and implemented.
  • MYAP posted on the Company’s external website and internal intranet.
  • MYAP will be reviewed and updated as necessary, but, in any event, the MYAP will be reviewed at least once very 5 years. The next review will be May 1, 2026
  • Complete
  • Complete
  • Ongoing
Training7(1) Every obligated organization shall ensure that training is provided on the requirements of the accessibility standards referred to in this Regulation and the Human Rights Code as it pertains to persons with disabilities to,
  1. all employees, and volunteers;
  2. all persons who participate in developing the organization’s policies; and
  3. all other persons who provide goods, services or facilities on behalf o the organization.
  • Training on the requirements of the IASR and the Human Rights Code has been incorporated into our online Code of Conduct training.
  • The Company will ensure that all current and new employees, volunteers and other individuals as required by the IASR in all Ontario locations receive training on the IASR requirements and the Human Rights Code as it pertains to persons with disabilities.
  • Ongoing
  • Ongoing
 7(5) Every large organization shall keep a record of the training provided under this section, including the dates on which the training is provided and the number of individuals to whom it is provided.
  • The Company maintains a record of the training provided to all personnel in all its Ontario offices.
  • Ongoing

 

PART II — Information and Communications Standards

InitiativeIASR RequirementActionStatus
Feedback11(1) Every obligated organization that has processes for receiving and responding to feedback shall ensure that the processes are accessible to persons with disabilities by providing or arranging for accessible formats and communications supports, upon request.Individuals may provide feedback to the Company in any number of ways:
  • by email at: HR@choicehotels.ca;
  • by contacting our Human Resources Department: 905-602-2222;
  • in writing, by sending or hand delivering feedback to Choice Hotels Canada Inc. at the following address: 5015 Spectrum Way, Suite 400, Mississauga, ON L4W 0E4
  • in person, by visiting Choice Hotels Canada Inc.’s offices at: 5015 Spectrum Way, Suite 400, Mississauga, ON L4W 0E4; and
  • additionally, a customer may request for their employee contact to submit feedback on their behalf.
Complete
11(3) Every obligated organization shall notify the public about the availability of accessible formats and communication supports.
  • Information regarding how an individual may provide feedback to the Company is provided in our Customer Service Standards Policy, Accessibility Policy and this MYAP, which are posted on the Company’s website.
  • The Company’s Customer Service Standards Policy, Accessibility Policy and MYAP, all of which are available on the Company’s website, state that accessible formats and communication supports.
  • Complete
  • Complete
Accessible Formats & Communication Supports12(1) Except as otherwise provided, every obligated organization shall upon request provide or arrange for the provision of accessible formats and communication supports for persons with disabilities,
  1. in a timely manner that takes into account the person‘s accessibility needs due to disability; and
  2. at a cost that is no more than the regular cost charged to other persons
  • The Company strives to communicate with persons with a disability in a manner that takes into account both the disability and the individual person’s preferred method of communication. The Company can communicate with members of the public in writing, via telephone, email, or meetings, either in person or via video conference. The Company recognizes that not all persons will wish to communicate in the same manner.
  • The Company will provide accessible formats and communication supports to persons with disabilities upon request, in a timely manner, that takes into account the person’s accessibility needs due to disability.
  • The Company will provide accessible formats and communication supports, upon request, at a cost that is no more than the regular cost charged to other members of the public.
  • Ongoing
  • Ongoing
  • Ongoing
12(2) The obligated organization shall consult with the person making the request in determining the suitability of an accessible format or communication support.
  • The Company will consult with any individual who requests accessible formats and communication supports to determine the suitability of an accessible format or communication support.
    • Ongoing
    12(3) Every obligated organization shall notify the public about the availability of accessible formats and communication supports.
    • The availability of accessible formats and communication supports for persons with disabilities is set out in our Accessibility Policy and this MYAP, which are posted on our website.
    • An individual may request accessible formats and communication supports by contacting the Company:
      • in writing at: 5015 Spectrum Way, Suite 400, Mississauga, ON L4W 0E4;
      • by telephone at: 905-602-2222;
      • in person at Choice Hotels Canada Inc.’s offices; or
      • by email at: HR@choicehotels.ca
    • Complete
    • Ongoing

     

    PART III — Employment Standards

    InitiativeIASR RequirementActionStatus
    Recruitment, General22. Every employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes.
    • The Company will notify its employees in Ontario and the public about the availability of accommodation for applicants with disabilities in its recruitment process by including such information in any job posting, whether such posting is made internally or externally.
    • Ongoing
    Recruitment, Assessment or Selection Process23(1) During a recruitment process, an employer shall notify job applicants, when they are individually selected to participate in an assessment or selection process, that accommodations are available upon request in relation to the materials or processes to be used.
    • For positions based in Ontario, when the Company notifies job applicants that they have been selected to participate further in the recruitment process, the Company will notify those job applicants that accommodations are available upon request in relation to the materials or processes to be used during the assessment process by including a statement to this effect in its communication to applicants.
    • Ongoing
    23(2) If a selected applicant requests an accommodation, the employer shall consult with the applicant and provide or arrange for the provision of a suitable accommodation in a manner that takes into account the applicant‘s accessibility needs due to disability.
    • For positions based in Ontario, if a selected applicant requests an accommodation, the Company will consult with the applicant and provide, or will arrange to provide, suitable accommodation in a manner that takes into account the applicant’s accessibility needs due to disability.
    • Ongoing
    Notice to Successful Applicants24. Every employer shall, when making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities.
    • The Company will notify the successful applicant of its policies for accommodating employees with disabilities by including copies of its policies for accommodating employees in Ontario with disabilities along with an offer letter or employment contract.
    • Ongoing
    Informing Employees of Supports25(1) Every employer shall inform its employees of its policies used to support its employees with disabilities, including, but not limited to, policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability.
    • The Company will inform its employees in Ontario of its policies used to support its employees in Ontario with disabilities by posting such policies on its internal intranet.
    • Ongoing
    25(2) Employers shall provide the information required under this section to new employees as soon as practicable after they begin their employment.
    • The Company will provide copies of its policies used to support its employees with disabilities in Ontario to new employees in Ontario as soon as practicable after commencing employment.
    • Ongoing
    25(3) Employers shall provide updated information to its employees whenever there is a change to existing policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability.
    • The Company will provide updated information to its employees in Ontario whenever there is a change to its existing policies on the provision of job accommodations that take into account an Ontario employee’s accessibility needs due to disability by updating the information on its internal intranet.
    • Ongoing
    Accessible Formats and Communication Supports for Employees26(1) In addition to its obligations under section 12, where an employee with a disability so requests it, every employer shall consult with the employee to provide or arrange for the provision of accessible formats and communication supports for,
    1. information that is needed in order to perform the employee’s job; and
    2. information that is generally available to employees in the workplace.
    • Upon the request of an employee with a disability in Ontario, the Company will consult with the employee to provide, or arrange to provide, accessible formats and communication supports for information that is:
      1. needed to perform the employee’s job; and
      2. generally available to other employees.
    • Ongoing
    26(2) The employer shall consult with the employee making the request in determining the suitability of an accessible format or communication support.
    • When determining the suitability of an accessible format or communication support, the Company will consult with the employee making the request.
    • Ongoing
    Accessible Formats & Communication Supports27(1) Every employer shall provide individualized workplace emergency response information to employees who have a disability, if the disability is such that the individualized information is necessary and the employer is aware of the need for accommodation due to the employee‘s disability.
    • The Company will provide individualized workplace emergency response information to employees in Ontario who have a disability, where this information is necessary and where the Company is aware of the employee’s need for accommodation due to the employee’s disability.
    • Ongoing
    27(2) If an employee who receives individualized workplace emergency response information requires assistance and with the employee’s consent, the employer shall provide the workplace emergency response information to the person designated by the employer to provide assistance to the employee.
    • Included in the process established for the providing individualized workplace emergency response information, if the Company receives the employee’s consent.
    • Ongoing
    27(3) Employers shall provide the information required under this section as soon as practicable after the employer becomes aware of the need for accommodation due to the employee’s disability.
    • Included in the process for the provision of individualized workplace emergency response information.
    • Ongoing
    27(4) Every employer shall review the individualized workplace emergency response information,
    1. when the employee moves to a different location in the organization;
    2. when the employee’s overall accommodations needs or plans are reviewed; and
    3. when the employer reviews its general emergency response policies.
    • Included in the process established for providing individualized workplace emergency response information.
    • Ongoing
    Documented Individual Accommodation Plans28(1) Employers, other than employers that are small organizations, shall develop and have in place a written process for the development of documented individual accommodation plans for employees with disabilities.
    • The Company has developed and maintains a written process for the development of documented individual workplace accommodation plans for employees in Ontario with disabilities.
    • Complete
    28(2) The process for the development of documented individual accommodation plans shall include the following elements:
    1. The manner in which an employee requesting accommodation can participate in the development of the individual accommodation plan.
    2. The means by which the employee is assessed on an individual basis.
    3. The manner in which the employer can request an evaluation by an outside medical or other expert, at the employer’s expense, to determine if accommodation can be achieved and, if so, how accommodation can be achieved.
    4. The manner in which the employee can request the participation of a representative from their bargaining agent, where the employee is represented by a bargaining agent, or other representative from the workplace, where the employee is not represented by a bargaining agent, in the development of the accommodation plan.
    5. The steps taken to protect the privacy of the employee‘s personal information.
    6. The frequency with which the individual accommodation plan will be reviewed and updated and the manner in which it will be done.
    7. If an individual accommodation plan is denied, the manner in which the reasons for the denial will be provided to the employee.
    8. The means of providing the individual accommodation plan in a format that takes into account the employee’s accessibility needs due to disability.
    • The Company’s written process for the development of individual workplace accommodation plans in Ontario addresses:
      1. The manner in which an employee requesting accommodation can participate in the development of their individual workplace accommodation plan.
      2. The means by which the employee is assessed on an individual basis.
      3. The manner in which the Company can request an evaluation by an outside medical or other expert, at the Company’s expense, to determine if accommodation can be achieved and, if so, how.
      4. The manner in which the employee can request the participation of a representative from the Company.
      5. The steps taken to protect the privacy of the employee’s personal information.
      6. How often the individual workplace accommodation plan will be reviewed and updated, and how this update will be accomplished.
      7. The manner in which the Company will provide the reasons for denying an individual workplace accommodation plan to the employee, if an individual workplace accommodation plan is denied.
      8. The means of providing the individual workplace accommodation plan in a format that takes into account the employee’s accessibility needs due to disability.
    • Complete
    Return to Work Process29(1) Every employer, other than an employer that is a small organization,
    1. shall develop and have in place a return to work process for its employees who have been absent from work due to a disability and require disability-related accommodations in order to return to work; and
    2. shall document the process.
    • The Company has developed and maintains a return to work process for its employees in Ontario who have been absent from work due to a disability and who require disability-related accommodations in order to return to work.
    • The Company documents the return to work progress, including any individual workplace accommodation plans or individualized workplace emergency plans as required in the return to work process.
    • Ongoing
    • Ongoing
    29(2) The return to work process shall,
    1. outline the steps the employer will take to facilitate the return to work of employees who were absent because their disability required them to be away from work; and
    2. use documented individual accommodation plans, as part of the process.
    • The return to work process outlines the steps the Company will take to facilitate the employee’s return to work and will include documented individual workplace accommodation plans as part of the process.
    • Ongoing
    29(3) The return to work process referenced in this section does not replace or override any other return to work process created by or under any other statute.
    • The Company’s return to work process does not replace or override any other return to work process created by or under any other statute.
    • Ongoing
    Performance Management30(1) An employer that uses performance management in respect of its employees shall take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when using its performance management process in respect of employees with disabilities.
    • The Company will take into account the accessibility needs of employees in Ontario with disabilities, as well as individual workplace accommodation plans, when conducting performance management.
    • Ongoing
    Career Development & Advancement31(1) An employer that provides career development and advancement to its employees shall take into account the accessibility needs of its employees with disabilities as well as any individual accommodation plans, when providing career development and advancement to its employees with disabilities.
    • The Company will take into account the accessibility needs of employees in Ontario with disabilities, as well as individual workplace accommodation plans, when providing career development and advancement to employees.
    • Ongoing
    Redeployment32(1) An employer that uses redeployment shall take into account the accessibility needs of its employees with disabilities, as well as individual accommodation plans, when redeploying employees with disabilities.
    • The Company will take into account the accessibility needs of employees in Ontario with disabilities, as well as individual workplace accommodation plans, when redeploying employees.
    • Ongoing

     

    PART IV — Customer Service Standards

    InitiativeIASR RequirementActionStatus
    Establishment of Policies80.46(4) Every provider, other than a small organization, shall prepare one or more documents describing the policies established under this section and, on request, shall give a copy of any such document to any person.
    • The Company has prepared a document, called the Customer Service Standards Policy, which includes a description of the Company’s policy concerning the provision of goods, services and facilities. The Company will provide a copy of the Customer Service Standards Policy to any person upon request.
    • Complete
    80.46(5) Every provider, other than a small organization, shall notify persons to whom it provides goods, services or facilities that the documents required by subsection (4) are available on request.
    • The Company will notify persons through its external website that the Customer Service Standards Policy is available upon request.
    • Complete
    Use of Service Animals and Support Persons80.47(2) If a person with a disability is accompanied by a guide dog or other service animal, the provider shall ensure that the person is permitted to enter the premises with the animal and to keep the animal with him or her, unless the animal is otherwise excluded by law from the premises.
    • The Company will ensure that a person with a disability who is accompanied by a guide dog or other service animal is permitted to enter the Company’s premises with the animal to keep the animal with him or her.
    • Ongoing
    80.47(4) If a person with a disability is accompanied by a support person, the provider shall ensure that both persons are permitted to enter the premises together and that the person with a disability is not prevented from having access to the support person while on the premises.
    • The Company will ensure that both the person with a disability and the accompanying support person are permitted to enter the Company’s premises together and that the person with a disability is not prevented from having access to the support person while on the Company’s premises.
    • Ongoing
    80.47(8) Every provider, other than a small organization, shall prepare one or more documents describing its policies with respect to the matters governed by this section and, on request, shall give a copy of any such document to any person.
    • The Company has prepared a document, called the Customer Service Standards Policy, which includes descriptions of the Company’s service animal and support person policies. The Company will provide a copy of the Customer Service Standards Policy to any person upon request.
    • Ongoing
    80.47(9) Every provider, other than a small organization, shall notify persons to whom it provides goods, services or facilities that the documents required by subsection(8) are available on request.
    • The Company will notify persons through its external website that the Customer Service Standards Policy is available upon request.
    • Ongoing
    Notice of Temporary Disruptions80.48(1) If, in order to obtain, use or benefit from a provider’s goods, services or facilities, persons with disabilities usually use other particular facilities or services of the provider and if there is a temporary disruption in those other facilities or services in whole or in part, the provider shall give notice of the disruption to the public.
    • The Company will notify persons with disabilities if there is a temporary disruption in facilities and services the persons with a disability usually uses.
    • Ongoing
    80.48(3) Every provider, other than a small organization, shall prepare a document setting out the steps that the provider will ensure are taken in connection with a temporary disruption and, on request, shall give a copy of the document to any person.
    • The Company has prepared a document setting out the steps the Company will take in the event of a temporary disruption.
    • The Company will provide the temporary disruption process document to any person on request.
    • The Company will notify those affected by posting the information on its external website.
    • Ongoing
    • Ongoing
    • Ongoing
    Training for Personnel80.49(1) In addition to the requirements in section 7, every provider shall ensure that the following persons receive training about the provision of the provider’s goods, services or facilities, as the case may be, to persons with disabilities:
    1. Every person who is an employee of, or a volunteer with, the provider.
    2. Every person who participates in developing the provider’s policies.
    3. Every other person who provides goods, services or facilities on behalf of the provider.
    • The Company will ensure that all current and new employees, volunteers and other individuals as required by the IASR in all Ontario locations receive training on providing goods, services or facilities to persons with disabilities.
    • Ongoing
    80.49(5) Every provider, other than a small organization, shall keep records of the training provided under this section, including the dates on which the training is provided and the number of individuals to whom it is provided.
    • The Company has established a file in which the Company will store all records of the training provided under the Customer Service Standards Policy. The records will include the dates on which the training was provided and the number of individuals to whom the training was provided.
    • Ongoing
    80.49(6) Every provider, other than a small organization, shall,
    1. prepare a document that describes its training policy, summarizes the content of the training and specifies when the training is to be provided; and
    2. on request, give a copy of the document to any person.
    • The Company has prepared a document that describes the Company’s training policies, summarizes the content of the training and specifies when training will be provided.
    • The training document addresses:
      • a review the AODA’s purposes;
      • how to interact and communicate with persons with various types of disability;
      • how to interact with persons with disabilities who use an assistive device or require the assistance of a guide dog or other service animal or the assistance of a support person;
      • how to use equipment or devices available on the provider’s premises or otherwise provided by the provider that may help with the provision of goods, services or facilities to a person with a disability; and
      • what to do if a person with a particular type of disability is having difficulty accessing the provider’s goods, services or facilities.
    • Complete
    80.49(7) Every provider, other than a small organization, shall notify persons to whom it provides goods, services or facilities that the document required by subsection (6) is available on request.
    • The Company will notify persons to whom it provides goods, services or facilities through its external website that the Company’s employee training document is available upon request.
    • Complete
    Feedback Process80.50(1) (1) Every provider shall establish a process for receiving and responding to,
    1. feedback about the manner in which it provides goods, services or facilities to persons with disabilities; and
    2. feedback about whether the feedback process established for purposes of clause (a) complies with subsection (3).
    • The Company has established a process for receiving and responding to feedback about the manner in which the Company provides goods, services or facilities to persons with disabilities.
    • Individuals may provide feedback to the Company in any number of ways:
      • by email at: HR@choicehotels.ca;
      • by contacting our Human Resources Department: 905-602-2222;
      • in writing, by sending or hand delivering feedback to Choice Hotels Canada Inc. at the following address: 5015 Spectrum Way, Suite 400, Mississauga, ON L4W 0E4;
      • in person, by visiting Choice Hotel Canada Inc.’s offices 5015 Spectrum Way, Suite 400, Mississauga, ON L4W 0E4; and
      • additionally, a customer may request for their employee contact to submit feedback on their behalf.
    • The Company will ensure the feedback process allows those providing feedback to also provide feedback on whether the feedback process itself is accessible to persons with disabilities through accessible formats and communication supports.
    • Ongoing
    80.50(4) Every provider shall make information about the feedback process readily available to the public.
    • The availability of the feedback process is set out in our Customer Service Standards Policy, Accessibility Policy and this MYAP, which are posted on our website.
    • Complete
    80.50(5) Every provider, other than a small organization, shall prepare a document describing the feedback process and, on request, shall give a copy of the document to any person.
    • The Company has prepared a document that describes the Company’s feedback process and the Company will provide the document to any person on request.
    • Ongoing
    80.50(6) The Company will prepare a document that describes the Company’s training policies, summarizes the content of the training and specifies when training will be provided.
    • The Company will notify persons to whom it provides goods, services or facilities through its external website that the feedback process document is available upon request.
    • Ongoing
    Format of Documents80.51(1) If a provider is required by this Part to give a copy of a document to a person with a disability, the provider shall, on request, provide or arrange for the provision of the document, or the information contained in the document, to the person in an accessible format or with communication support,
    1. in a timely manner that takes into account the person’s accessibility needs due to disability; and
    2. at a cost that is no more than the regular cost charged to other persons.
    • The Company will endeavor to provide any document required under the IASR Customer Service Standards in an accessible format or with communication support within 20 business days of a request. The cost of providing the documents in an accessible format will not cost more than the regular cost charged to other customers.
    • Ongoing
    80.51(2) The provider shall consult with the person making the request in determining the suitability of an accessible format or communication support.
    • The Company will respond the person’s request within 10 business days, at which point the Company will consult with the person making the request to determine which accessible format or communication support is suitable.
    		 

     

    Closing Statements

    In accordance AODA and with the Company’s objective of treating all people in a way that allows them to maintain their dignity and independence while creating an inclusive work environment for the Company’s people to develop to their full potential, the Multi-Year Accessibility Plan is posted on the Company’s website and will be reviewed and updated at least every 5 years.

    If you have any questions, or have feedback related to the Company’s Multi-Year Accessibility Plan, please contact the Company.