1. PURPOSE
Cornerstone Christian Community Church is committed to treating all people in a way that allows them to maintain their dignity and independence. We believe that every person is created in the image of God and deserves to participate fully in the life and ministry of the church.
We are committed to meeting the needs of persons with disabilities in a timely manner and will do so by preventing and removing barriers to accessibility and by meeting the requirements of the Accessibility for Ontarians with Disabilities Act, 2005 (AODA) and its regulations.
2. SCOPE
This policy applies to:
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All employees
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Volunteers (including board members) acting on behalf of the church
This policy applies to all church programs, services, facilities, communications, events, and employment practices.
3. COMMITMENT TO ACCESSIBILITY
Cornerstone Christian Community Church is committed to:
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Providing an inclusive and welcoming environment.
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Identifying, removing, and preventing barriers to accessibility.
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Communicating with people with disabilities in ways that consider their disability.
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Providing accessible customer service.
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Accommodating employees and volunteers with disabilities where reasonably possible.
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Meeting all applicable requirements under the AODA.
4. ASSISTIVE DEVICES
People with disabilities may use their personal assistive devices when accessing church facilities, programs, services, and events.
Where appropriate, church staff and volunteers will be trained on available accessibility features and equipment provided by the church.
5. SERVICE ANIMALS
Service animals are welcome in areas of the church that are open to the public unless otherwise prohibited by law.
If it is not readily apparent that an animal is a service animal, staff may request documentation permitted under Ontario law.
Where a service animal is excluded by law, the church will work with the individual to identify alternative ways of providing access.
6. SUPPORT PERSONS
A person with a disability who is accompanied by a support person may enter church facilities and participate in church activities with that support person.
Where confidentiality or safety concerns exist, the church will seek the consent of the individual before discussing confidential matters in the presence of the support person.
7. COMMUNICATION
The church will communicate with people with disabilities in ways that take into account their disability.
Upon request, the church will make reasonable efforts to provide accessible formats and communication supports for information needed to access church programs and services.
Examples may include:
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Large-print materials
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Electronic documents
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Verbal explanations
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Alternative communication methods
8. NOTICE OF TEMPORARY DISRUPTIONS
If facilities or services used by people with disabilities are temporarily unavailable, the church will provide notice whenever reasonably possible.
The notice will include:
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The reason for the disruption
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The anticipated duration
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Alternative facilities or services, if available
Notices may be posted at entrances, on the church website, through email, or by other appropriate means.
9. TRAINING
The church will provide accessibility training to:
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Employees
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Volunteers who interact with the public or congregation on behalf of the church
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Individuals involved in developing church policies
Training will include:
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The purposes of the AODA
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The requirements of the Accessibility Standards for Customer Service
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How to interact and communicate with people with various disabilities
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How to interact with persons using assistive devices, service animals, or support persons
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What to do if a person with a disability is having difficulty accessing church services
Training will be provided as soon as practicable after a person begins their role and whenever accessibility policies change.
Records of employee training will be maintained as required by law.
10. EMPLOYMENT ACCESSIBILITY
The church is committed to fair and accessible employment practices.
Where applicable, the church will:
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Notify applicants that accommodations are available during the recruitment process.
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Consult with employees requesting workplace accommodations.
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Develop individualized accommodation plans when required.
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Consider accessibility needs in performance management, career development, and return-to-work processes.
