Accessibility
Accessibility at Seenergy Foods
Last updated: October 2026
Seenergy Foods Limited is committed to giving people with disabilities the same access to our services, information and employment as everyone else. We work to identify, remove and prevent barriers, in line with the Accessibility for Ontarians with Disabilities Act, 2005 (AODA) and the Integrated Accessibility Standards Regulation (O. Reg. 191/11).
We follow four principles: dignity, independence, integration and equal opportunity.
Customer service
- Communication. We communicate in a way that takes a person’s disability into account.
- Assistive devices. People may use their own assistive devices when dealing with us. Our staff are trained to be familiar with common devices.
- Service animals. People with disabilities may bring a guide dog or other service animal into the areas of our premises open to the public. Food-safety rules may exclude animals from production areas. Where that applies, we’ll provide another way to access our services.
- Support persons. A person with a disability may be accompanied by a support person, and we will not prevent them from having access to that person. If we charge admission to an event, support persons are admitted free, and we say so in any notice of the fee.
- Temporary disruptions. If facilities or services that people with disabilities rely on are disrupted, we will post a notice at the entrance and on this website with the reason, expected duration and alternatives. For unplanned disruptions, we’ll post it as soon as possible.
- Training. Everyone who deals with the public for us, and everyone involved in our policies, is trained on accessible customer service and the Ontario Human Rights Code as it relates to disability. Training happens at onboarding and whenever these policies change, and we keep training records.
Accessible formats and communication supports
On request, we will provide information in an accessible format or with communication supports, at no extra cost. We’ll consult with you to find a format that works, and provide it in a timely way. This includes this page and our multi-year plan.
Feedback
We welcome feedback on how we provide accessible service. You can reach us by:
- Email: [email protected]
- Phone: 905-660-0041 (ask for Human Resources)
- Mail or in person: Human Resources, Seenergy Foods Limited, 475 N Rivermede Road, Concord, ON L4K 3N1
We’ll acknowledge your feedback within 5 business days and tell you what we’ll do about it. Feedback can be given in an accessible format on request.
Multi-year accessibility plan, 2026–2031
This plan sets out how we meet our obligations under the IASR and what we’ll do next. We review it at least every five years and report on progress every January. The next full review is due by January 2031.
| Requirement | What we do | Status | AODA deadline |
|---|---|---|---|
| Accessibility policies | Maintain written policies, publish them here, and provide them in accessible formats on request | In place | Jan 1, 2014 |
| Multi-year plan | Maintain this plan, publish it, report on it every year, and review it at least every five years | Updated October 2026 | Jan 1, 2014 |
| Training | Train staff and anyone who serves the public or develops policies on the IASR and the Human Rights Code as it relates to disability, and keep records | In place | Jan 1, 2015 |
| Feedback | Accessible feedback channels, with accessible formats on request | In place | Jan 1, 2015 |
| Accessible formats and communication supports | Provide on request, in a timely way and at no extra cost, and tell the public they’re available | In place | Jan 1, 2016 |
| Accessible website | Meet WCAG 2.0 Level AA (excluding live captions and pre-recorded audio description) | In place. Our website was rebuilt in 2026 to WCAG 2.1 Level AA | Jan 1, 2021 |
| Workplace emergency response information | Individualized emergency response information for employees with disabilities, shared with a designated helper with consent | In place | Jan 1, 2012 |
| Recruitment | Accommodation statement in all job postings and recruitment communications | In place | Jan 1, 2016 |
| Assessment and selection | Tell applicants selected for interview or testing that accommodation is available | In place | Jan 1, 2016 |
| Notice to successful applicants | Accommodation policies included in offer letters | In place | Jan 1, 2016 |
| Informing employees of supports | Share accommodation policies at onboarding and when they change | In place | Jan 1, 2016 |
| Accessible formats for employees | Job and workplace information in accessible formats on request | In place | Jan 1, 2016 |
| Individual accommodation plans | Written process for developing documented accommodation plans | In place | Jan 1, 2016 |
| Return to work | Documented return-to-work process for disability-related absences | In place | Jan 1, 2016 |
| Performance management, career development, redeployment | Consider accessibility needs and accommodation plans in each | In place | Jan 1, 2016 |
Planned actions
| Action | Target |
|---|---|
| Review the website against WCAG 2.1 AA, including new pages and forms | Yearly |
| Audit public PDFs and documents on the website for accessibility | Q2 2027 |
| Refresher training for customer-facing and HR staff | 2027, then every two years |
| Annual status report | Every January |
2026 status report
In 2026, we reviewed and updated our accessibility policy and multi-year plan. We moved feedback to a dedicated [email protected] address and rebuilt our website to WCAG 2.1 Level AA. We will file our AODA accessibility compliance report by December 31, 2026.
Our website was rebuilt in 2026 to WCAG 2.1 Level AA, which goes beyond the WCAG 2.0 Level AA requirement. If any part of the site doesn’t work for you, we’ll provide the content in an accessible format on request.
This plan and report are available in accessible formats on request at [email protected] or 905-660-0041.