accessibility
policy.

1. Statement of commitment

A Plus Creative Inc. ("A Plus Creative", "APC", "we") is committed to treating all people in a way that allows them to maintain their dignity and independence. We believe in integration and equal opportunity, and we are committed to meeting the needs of people with disabilities in a timely manner by preventing and removing barriers to accessibility and by meeting our obligations under the AODA, the IASR and the Ontario Human Rights Code.

2. Scope and how APC operates

APC is a business-to-business content production agency. We do not operate a retail storefront or a walk-in public counter. Our "customers" and the third parties we serve and interact with include:

• corporate clients, retail partners and brand/vendor partners, including their representatives who visit our studio or work with us remotely;
• talent, models, freelance crew and suppliers who attend our studio for productions;
• couriers, delivery personnel and other visitors to our premises; and
• job applicants and members of the public who contact us by email, phone or through our website.

This policy applies to all APC employees in Ontario, to anyone who participates in developing APC's policies, and to all contractors, freelancers and other persons who provide goods, services or facilities on APC's behalf. The Customer Service Standards apply to every one of the interactions listed above, even though APC is not a public-facing retail business.

3. Definitions

• Disability has the meaning given in the AODA and the Ontario Human Rights Code, and includes physical, mental health, developmental, learning, sensory and other disabilities, whether visible or not.
• Accessible formats include large print, recognized accessible electronic formats (e.g., tagged PDF, accessible Word/HTML), plain-language versions, audio, braille and other formats usable by persons with disabilities.
• Communication supports include captioning, sign language interpretation, plain language, reading assistance, relay services and other supports that facilitate effective communication.
• Service animal means an animal described in IASR s. 80.45(4): one readily identifiable as used for disability-related reasons (e.g., by vest or harness), or one for which the person provides documentation from a listed regulated health professional confirming the animal is required because of a disability.
• Support person means a person who accompanies a person with a disability to help with communication, mobility, personal care, medical needs or access to goods, services or facilities.

4. Accessible customer service

4.1 Assistive devices

People with disabilities may use their own personal assistive devices (e.g., mobility aids, hearing devices, screen readers, communication boards) when accessing our goods, services or facilities. Staff are trained to be familiar with commonly used assistive devices and will ask how they can help if a person is unable to access a service using their own device.

4.2 Service animals

• A person with a disability who is accompanied by a service animal is welcome to keep the animal with them in all areas of our premises that are open to that person, including the studio, meeting rooms and reception, unless the animal is excluded by another law.
• Where an animal is not readily identifiable as a service animal, staff may politely ask for documentation from one of the regulated health professionals listed in IASR s. 80.45(4). Staff will not ask about the nature of the person's disability.
• If a service animal must be excluded by law (for example, from a food-preparation area under food-safety regulations), APC will explain why and put alternative measures in place so the person can still obtain, use or benefit from our services — for example, moving the meeting or review to another room or providing the service remotely.
• Where an allergy or other health or safety concern of another person arises, APC will make reasonable arrangements (e.g., separate spaces or scheduling) so that both people are accommodated.
• The person with the disability is responsible for the care and control of the animal at all times.

4.3 Support persons

• A person with a disability who is accompanied by a support person is welcome to have that person with them on our premises and in meetings.
• APC does not charge admission or fees for its premises; no fee will ever be charged for a support person.
• Where confidential information is discussed, the support person may be asked to sign a confidentiality agreement.
• APC will only require a support person where, after consulting with the person and considering available evidence, it is necessary to protect the health or safety of the person or others and there is no other reasonable way to do so.

4.4 Notice of temporary disruptions

When facilities or services that people with disabilities rely on are temporarily unavailable (for example, a building elevator, accessible washroom, accessible entrance or ramp, power-assisted door, or our phone or email systems), APC will give notice of the disruption.

• Content: the notice will state the reason for the disruption, its anticipated duration, and a description of alternative facilities or services, if any, that are available.
• Where posted: at the studio entrance/reception and at the affected facility; by email to clients, talent or visitors scheduled to attend during the disruption; and on our website or voicemail message where appropriate.
• Timing: for planned disruptions, notice will be given as far in advance as possible (target: at least 48 hours). For unexpected disruptions, notice will be given as soon as reasonably possible.
• Responsibility: the Studio/Operations Manager is responsible for preparing and posting notices using the template in Appendix B, and for confirming building-level disruptions (e.g., elevator outages) with the landlord.

4.5 Accessible formats and communication supports

• On request, APC will provide or arrange for the provision of accessible formats and communication supports for people with disabilities — for example, accessible versions of quotes, statements of work, production schedules, call sheets, invoices, this policy and public-facing information.
• We will provide them in a timely manner that takes into account the person's accessibility needs due to disability. Our target is to acknowledge a request within 2 business days and to provide the format or support within 5 business days, or sooner where the information is time-sensitive (e.g., a same-week call sheet).
• We will provide them at a cost that is no more than the regular cost charged to other persons. In practice APC does not charge for its information, so accessible formats and communication supports are provided at no cost.
• Consultation: we will consult with the person making the request to determine the suitability of an accessible format or communication support. The consultation will confirm what the person needs, the format(s) that will work for them, how and when they want to receive it, and whether an interim option is needed. The outcome is recorded on the request log.
• If information is unconvertible (technically not feasible to convert), we will explain why and provide a summary of the information in a format that works for the person.
• Examples of formats and supports we can provide: accessible (tagged) PDF or Word documents; large-print or high-contrast printouts; plain-language summaries; audio or verbal walkthrough of documents; image descriptions/alt text for visual deliverables; live captioning on video calls (e.g., Microsoft Teams or Zoom built-in captions); email or text-based communication instead of phone; arranging a sign-language interpreter or CART services for meetings.

4.6 Feedback process

APC welcomes feedback — compliments, concerns and complaints — about the way we provide goods, services and facilities to people with disabilities. Feedback can be given:

• by email: hello@apluscreative.ca
• by phone: 416-537-9999 (ask for the Accessibility Contact)
• in writing or in person: A Plus Creative Inc., 407-501 Alliance Avenue, York, Ontario M6N 2J1, attention: Accessibility Contact
• through the feedback form on our website at apluscreative.ca/accessibility-policy, or on the Accessibility Feedback form (Appendix A).

How we receive and respond to feedback:

• Feedback may be given anonymously. Feedback is logged by the Accessibility Contact in the Accessibility Feedback & Request Log.
• We acknowledge receipt within 2 business days (where contact details are provided).
• The Accessibility Contact reviews the matter, consults with the relevant manager and, where appropriate, the person who gave feedback, and determines the action to be taken.
• We aim to respond with the outcome and any action taken within 10 business days, in the format the person prefers (e.g., email, phone, letter, accessible format).
• Feedback is reviewed at least annually by management to identify recurring barriers and improvements.

The feedback process itself is accessible: on request, APC will provide or arrange for accessible formats and communication supports so people can give and receive feedback (see s. 4.5). Notice of the feedback process is posted on our website and at our studio reception (Appendix A).

5. Training

APC provides training on the requirements of the IASR (including the Customer Service Standards) and on the Ontario Human Rights Code as it pertains to persons with disabilities to:

• all persons who participate in developing APC's policies (owners, executives and managers); and HR and Client Services staff.

Training content includes: a review of the purpose of the AODA and the requirements of the IASR and Customer Service Standards; the Ontario Human Rights Code as it relates to persons with disabilities, including the duty to accommodate; how to interact and communicate with people with various types of disabilities; how to interact with people who use assistive devices or require a service animal or support person; how to use equipment or devices available on our premises that may help people with disabilities; what to do if a person is having difficulty accessing our services; and APC's own policies in this document.

Delivery (role-based, appropriate to each person's duties): everyone completes the Ontario Human Rights Commission course "Working Together: The Ontario Human Rights Code and the AODA" and the AccessForward Customer Service Standard module (accessforward.ca), and reviews this policy. In addition, owners, HR and anyone who hires or manages staff complete the AccessForward Employment Standard module; staff responsible for the website or client-facing documents complete the Information and Communications Standard module; and HR completes the General Requirements module.

Timing: training is completed as soon as practicable, and in any event within 30 days of hire or engagement, and is refreshed whenever this policy changes. Records: APC keeps a training record for each person (name, role, modules completed, date) — see Appendix F.

6. Employment

6.1 Recruitment

• APC notifies employees and the public that accommodations are available for applicants with disabilities in our recruitment process. The notice appears on every job posting and on the careers page/LinkedIn company page (see Appendix C).
• When an applicant is selected for an interview or assessment, APC notifies them that accommodations are available on request in relation to the materials or processes to be used (see Appendix C interview invitation wording).
• If an applicant requests an accommodation, APC consults with the applicant and arranges suitable accommodation in a manner that takes into account the applicant's accessibility needs due to disability — for example, a virtual rather than in-person interview, extra time for a skills test (such as a retouching or photo-editing test), accessible-format test materials, an accessible interview location, or a sign-language interpreter.

6.3 Workplace emergency response information

• Where APC is aware that an employee has a disability and there is a need for accommodation, APC provides individualized workplace emergency response information as soon as practicable after becoming aware of the need.
• Employees are asked at onboarding (and reminded annually) that they may self-identify, confidentially, if they may need assistance in an emergency. Information is gathered using the Individualized Workplace Emergency Response Information form (Appendix D).
• With the employee's consent, the information is shared with the person(s) designated to assist them (e.g., a floor warden or buddy).
• The information is reviewed when the employee moves to a different location in the organization (including any studio relocation), when the employee's overall accommodation needs or plans are reviewed, and when APC reviews its general emergency response policies.

6.4 Individual accommodation plans and return to work

APC follows the written process in Appendix E for accommodating employees with disabilities, consistent with its duty to accommodate under the Ontario Human Rights Code.

6.5 Performance management, career development and redeployment

APC takes into account the accessibility needs of employees with disabilities, and any individual accommodation arrangements, when conducting performance management, providing career development and advancement opportunities, and when redeploying employees.

7. Information and communications

• Where APC prepares emergency procedures, plans or public safety information and makes it available to the public, it will provide the information in an accessible format or with appropriate communication supports on request.
• APC will make its public website content increasingly accessible, with the goal of conforming to WCAG 2.0 Level AA as the site is updated.

8. Design of public spaces

APC operates from studio premises. APC has not newly constructed or redeveloped off-street parking for public use, public service counters, or waiting areas with seating on or after January 1, 2018. If APC constructs or redevelops any of these elements (including at a future studio location), it will meet the requirements of IASR Part IV.1 (Design of Public Spaces Standards).

9. Availability of documents and compliance reporting

• APC notifies people that this policy is available on request by posting a notice on our website and at our studio reception. On request, we provide a copy of this policy in an accessible format or with communication supports, in a timely manner and at no cost.
• APC files an Accessibility Compliance Report with the Government of Ontario as required for organizations with 20 or more employees, and makes the report available to the public on our website (and on request).

10. Modifications and review

Any APC policy that does not respect and promote the dignity and independence of people with disabilities will be modified or removed. This policy is reviewed at least every three years, when legislation changes, or when feedback indicates a barrier. Questions about this policy may be directed to the Accessibility Contact listed on page 1.

Appendix A — Accessibility feedback notice and form

Feedback form fields: Name (optional) · Preferred contact method and format · Date and location of visit or interaction · Description of your feedback · Your suggestion for how we can improve · Would you like a response? (Yes/No).

Appendix B — Notice of temporary disruption (template and example)

Appendix C — Recruitment and offer wording

Job posting statement: "A Plus Creative Inc. welcomes and encourages applications from people with disabilities. Accommodations are available on request for candidates taking part in all aspects of the selection process. Please contact Human Resources at hello@apluscreative.ca to request an accommodation."

Interview / assessment invitation (email or phone script): "If you require any accommodation for the interview or any skills assessment — for example, a virtual interview, additional time, accessible-format materials or an accessible location — please let us know and we will work with you to meet your needs. Any information you share will be kept confidential."

Appendix D — Individualized workplace emergency response information form

Completed voluntarily and confidentially by the employee with Human Resources. Shared only with designated assisting persons with the employee's consent.

Appendix E — Individual accommodation process

• 1. Request / recognition: an employee requests accommodation, or a manager becomes aware of a potential need. Requests go to the employee's manager or HR/Operations contact.
• 2. Participation: the employee participates in developing the plan and may request the participation of a representative (e.g., a bargaining agent, colleague or other representative).
• 3. Assessment: needs are assessed on an individual basis. APC may, at its own expense, request an evaluation by an outside medical or other expert to help determine if and how accommodation can be achieved. Only functional information is requested — not diagnosis.
• 4. Privacy: personal information is kept confidential and stored separately from the general personnel file; it is disclosed only as needed to implement the accommodation.
• 5. Plan: the plan documents the accommodations agreed (e.g., adjusted hours or hybrid schedule, ergonomic or assistive equipment, screen-reader-compatible software, modified duties, accessible formats), any individualized emergency response information, and the review frequency. The plan is provided to the employee in an accessible format if requested.
• 6. Review: the plan is reviewed on an agreed schedule (at least annually) and whenever the employee's needs or job change.
• 7. Denial: if accommodation cannot be provided, the employee is given the reasons in writing.
• 8. Return to work: for employees absent due to disability, APC works with the employee (and any treating practitioner, with consent) to outline the steps to facilitate return to work and uses this same plan process to document accommodations.

Appendix F — Training record

Approval

This Accessibility Policy and Procedures is adopted by A Plus Creative Inc. effective October 5, 2026.

Approved by: Alex Adani, Chief Operating Officer
Date: October 5, 2026