Privacy & Accessibility


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Privacy Policy


With respect to personal information, Link HR Inc. is committed to ensuring that personal information is kept secure and confidential at all times.  


This Policy applies to client personal information and the personal information of the candidates and employees of our clients.


Link HR Inc. collects only that information necessary to deliver services to the client and then properly discards the information after service is provided, in adherence with all applicable privacy laws.

Link HR Inc. takes the following precautions to safeguard personal information and protect it from loss, unauthorized access, modification, or disclosure.

  1. Personal information is kept confidential and secure, limiting access to only those involved with providing services to our clients.
  2. Personal information is retained only for as long as required to perform the services.
  3. The Client is responsible to inform their employees that Link HR will have access to employee information, as required, to perform HR Services for the organization.

Questions can be directed to

Accessible Customer Service Policy


In accordance with the Act and Integrated Accessibility Standard (Ontario Regulation 191/11), Link HR Inc.  (LinkHR or Company) has developed this policy in order to achieve greater accessibility for people with disabilities and to meet its obligations under the Integrated Accessibility Standard. LinkHR is committed to excellence in providing services to all clients, including those with disabilities. This policy outlines the Company’s plan on meeting the requirements of the Customer Service Standard of the Accessibility of Ontarians with Disabilities Act, 2005.


The Accessibility of Ontarians with Disabilities Act, 2005, defines “disability” as:

  1. 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 impairment, deafness or hearing impairment, muteness or speech impediment, or physical reliance on a guide dog or other animal or on a wheelchair or other remedial appliance or device,
  2. A condition of mental impairment or a developmental disability,
  3. A learning disability, or a dysfunction in one or more of the processes involved in understanding or using symbols or spoken language,
  4. A mental disorder.


The Company recognizes the need to identify and remove barriers faced by people with disabilities.  LinkHR is committed to meeting the needs of people with disabilities in a timely manner through compliance with the requirements under the AODA.

Roles and Responsibilities

All employees and contractors will provide service that respects the dignity and independence of clients with disabilities. This includes:

  • Communication with people with disabilities in ways that take into account their disability;
  • Serving people with disabilities in a way that takes into account their use of assistive devices (i.e. wheelchairs, oxygen tanks, white canes);
  • Providing accessible information to all customers upon request (i.e. hard copy with large print);
  • Welcoming people who are accompanied by a service animal or a support person on our premises and where permissible according to Health & Safety legislation.


The Company will provide accessible customer service training to all employees, contractors, and volunteers.  New employees, contractors, and volunteers will be trained at their orientation or within the first month of their start date. All will be trained on any new updates or changes made to this Policy.

The training includes:

  • An overview of the Accessibility for Ontarians with Disabilities Act, 2005 and the requirements of the Customer Service Standard;
  • How to interact and communicate with people with various types of disabilities;
  • How to interact with people with disabilities who use an assistive device or require the assistance of a service animal or a support person;
  • How to assist a client experiencing difficulty in accessing our services;
  • The Accessibility Policies of LinkHR.

Notice of Temporary Disruption

In the event of a planned or unexpected disruption to service for customers with disabilities, a notice will be posted promptly and include information about the reason for the disruption, its anticipated length of time, and a description of alternative facilities or services, if available.

Procedure for Providing Feedback

The Company accepts feedback by email and will respond within twenty (20) business days.  Accessible formats of this policy are available upon request. 

Integrated Accessibility Standards Policy


The purpose of this Policy is to outline how Link HR Inc. (LinkHR or the Company) achieves, and continues to achieve, the requirements of the Integrated Accessibility Standards Requirements (IASR).  It is in addition to, and does not replace or supersede, the Accessible Customer Service Policy, which sets out how services are and will be provided to clients with disabilities (to satisfy the requirements of the Customer Service Standard).


  1. Accessible Formats – may include, but are not limited to, large print, recorded audio, videos with captions and/or audio descriptions, braille and other formats usable by persons with disabilities. 
  1. Communication Supports – may include, but are not limited to, captioning, alternative and augmentative communication, plain language, sign language and other supports that facilitate effective communication.
  2. Disability refers to:
  • any degree of physical disability, infirmity, or malformation that a person is born with or that is caused by bodily injury or illness 
  • a condition of mental impairment or a developmental disability;
  • a learning disability, or 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,
  1. Performance Management means activities related to assessing and improving employee performance, productivity and effectiveness, with the goal of facilitating employee success.
  1. Redeployment means the reassignment of employees to other departments or jobs as an alternative to layoff, when a particular job or department has been eliminated.



LinkHR is committed to meet the accessibility needs of employees, clients/customers, and visitors through the following practices.


LinkHR will provide training to employees and other persons who provide services on our behalf, during new hire orientation or within the first month.

The training will include:

  • the purpose and scope of the Accessibility for Ontarians with Disabilities Act;
  • the Human Rights Code as it pertains to persons with disabilities;
  • the policies and procedures of LinkHR as required by the Integrated Accessibility Standards Regulation; and
  • the requirements of the Integrated Accessibility Standards as applicable to each employee’s duties and responsibilities.

Records will be kept of the training provided.


Information & Communication

LinkHR is committed to meeting the communication needs of people with disabilities in a timely manner.  

Accessible Formats & Communication Supports for Public Information

When asked, publicly available information about our services will be provided in an accessible format or with communication support.  LinkHR will consult with the person making the request to determine the most suitable accessible format or communication support.  

Feedback Processes

LinkHR will ensure that any feedback processes are accessible to persons with disabilities upon request.  

Employment Standard

LinkHR is committed to fair and accessible employment practices throughout the employment life-cycle, beginning with the hiring process and including performance management processes.  At the time of hire, employees will be notified of the policies and procedures used to support persons with disabilities.  


All job applicants will be notified by way of the job posting that accommodations are available throughout the recruitment process.  

When applicants are selected to participate in the interview and assessment process, they will be notified that accommodation is available upon request.  The hiring supervisor will consult with the candidate to determine the appropriate accommodation that takes into account the needs and dignity of the individual.

When an offer of employment is made, LinkHR will notify the successful candidate of its policies and procedures on accommodating employees with disabilities.  

Accessible Formats & Communication Supports

Upon the request of an employee with a disability, the supervisor will consult with the employee to provide, or arrange for the provision of, accessible formats or communications supports required for the employee to perform their job duties (job descriptions, training manuals, etc.) 

Any information generally provided to staff will also be provided with an accessible format or communication support to the employee with a disability, upon request.  This includes but is not limited to company emails, memos, policies and health & safety information.

Performance Management, Career Development & Redeployment

LinkHR will take into account the accessibility needs of employees with disabilities when:

  • completing the performance management process 
  • providing career development (e.g. coaching, training, etc.)
  • promoting employees
  • reassigning/redeploying employees

Workplace Emergency Response Information

LinkHR will provide individualized workplace emergency response plans for employees with a disability, who risk not being able to evacuate safely in the event of an emergency. 

Accessible Format

This policy has been developed to remove barriers and increase accessibility for persons with disabilities.  Any policy that does not respect and promote the dignity and independence of persons with disabilities will be modified or removed.  An accessible format of this Policy will be provided upon request.

Questions regarding this policy should be directed to