Accessibility Policy Protecting Your Family's Interests for Over 25 Years

Accessibility Policy

Revised: February 8, 2017; In Effect: January 1, 2017

1. PURPOSE

This policy outlines Feldstein Family Law Professional Corporation’s (“Feldstein” or the “Firm”) practices and procedures with respect to providing and maintaining accessibility throughout our workplace and Firm, pursuant to the standards set out in the Accessibility for Ontarians with Disabilities Act (“AODA”).

It applies to all employees, contractors, consultants, and agents of the Firm, as well as non-employees doing business with the Firm, including customers, clients and other members of the public.

2. COMMITMENT

Feldstein Family Law Professional Corporation is committed to ensuring equal access and participation for our clients, employees, job applicants, suppliers, visitors, and others who access our services. We are committed to treating people with disabilities in a way that allows them to maintain their dignity and independence.

We believe in integration, and we are committed to meeting the needs of people with disabilities in a timely manner. We will do so by removing and preventing barriers to accessibility and meeting our accessibility requirements under Ontario’s accessibility laws.

In accordance with AODA legislation and the Firm’s goal of providing an inclusive workplace and legal services, this policy seeks to eliminate and prevent barriers to accessibility. Typical barriers experienced by individuals with disabilities include Physical, Communication and Technology, Attitudinal and Systematic barriers.

3. ACCESSIBILITY FOR ONTARIANS WITH DISABILITIES ACT

To provide opportunities and accessibility for people with disabilities in the economy, and workplace, the AODA was passed in 2005.

The AODA seeks to provide a fully accessible Ontario by 2025. Consistent with this objective, there are many obligations placed on organizations to ensure their workplace and services are fully accessible to the public and employees.

Feldstein aims to provide a fully accessible workplace, and fully accessible legal services, in line with the requirements of the AODA. The Firm respects and upholds its obligations under the AODA.

4. COMMUNICATION

In recognition of our obligations under the AODA to make information accessible, Feldstein commits to making the following written information, and any other forms of communication, accessible upon request:

(a) Emergency and public safety information, including, but not limited to, any emergency plans and procedures for the Firm’s office, and/or information about emergency alarms, as applicable;

(b) Feedback processes, including our surveys for clients, employees, job applicants, suppliers, visitors, and others who access our services and wish to either provide us with feedback, or, in the case of employees, are to receive feedback from us;

(c) Employee information, including, but not limited to, any information required for our staff to complete their jobs, information about emergency procedures, and/or any other general information available to employees of the Firm, such as emails sent to all staff advising of any new policies or important information, which then become part of the meeting minutes in the subsequent staff meeting; and

(d) Any other public information, including, but not limited to, the Firm’s marketing material, website, external communications, and handheld devices.

Accessible Formats

We will communicate with people with disabilities in ways that take into account their disability.

This may include, but is not limited to, providing information to individuals upon request, in the following formats:

  • Microsoft Word
  • Email
  • Larger Font or Print
  • Accessible Audio Formats
  • Text Transcripts of video and audio information
  • Reading written information aloud to an individual
  • American Sign Language interpretation and intervenor services
  • Repeating, clarifying, or restating information
  • Structured electronic files
  • Alternative audiovisual formats for anyone who is visually or hearing impaired

The Firm will provide the accessible format of any requested communication in a timely manner, and at no additional cost. Individuals requiring information in any of the aforementioned accessible formats, or in another accessible format not listed herein, are welcome to contact the Office Administrator to make arrangements, at 905-415-1635, or otherwise see us in person at our offices at 20 Crown Steel Drive, Suite 8, Markham, ON, L3R 9X9.

Special Note on Emergency Communications

Where a person’s disability might affect their ability to hear the fire alarm or voice communication system in the Firm, or where the person may have difficulty in evacuating their suite in an emergency situation, the Firm will discuss the needs of each person with a disability with them individually to put into place a plan to handle the emergency situation.

Once the individual emergency plan for each person with a disability has been established, the Firm and the person with a disability will adhere to that plan in an emergency situation.

Should the need arise wherein the building needs to be evacuated for an emergency, all people in the building, both staff members and clients, should leave the building by going to the closest exist.

Visually Impaired Policy

Employees, members of the public, clients, customers, and others who access the Firm’s services and facilities, and have accessibility needs with respect to any visual impairments, are encouraged to contact ou Receptionist for assistance. The Firm is pleased to provide written and visual content, if necessary, in Braille format, through the use of Braille translation software.

Additionally, the Firm may be able to make arrangements for materials to be made available in larger print, and/or provide assistance with reading written information out loud to the individual.

Hearing Impaired Policy

Any staff member may call our designated hearing impaired service to set up a meeting for a hearing impaired client, or potential new client, to come to the office to use their services. There is no cost to us to use this service and we encourage the service provider to set up the interpreter, but clients are also free to make these arrangements. We will provide clients or potential clients with the choice between the Firm making arrangements, or for them to make arrangements directly.

Information with respect to contacting an ASL interpreter is available for review at the Firm’s reception.

As of the date of this policy, you may contact Ontario Interpreting Services at:

Telephone: 1-855-656-3748

TTY: 1-877-843-0368

Email: requests@oischs.ca

For any initial consultations for the hearing impaired, we will allocate two (2) hours in that lawyer’s calendar, and will not book back to back appointments, in order to accommodate any needs that may arise. This does not mean that the consultation needs to be two (2) hours.

5. ACCESSIBLE WORKPLACE

Feldstein is committed to fair and accessible employment practices including, but not limited to, the following areas in compliance with the AODA:

  • Hiring
  • Workplace Information
  • Talent and performance management
  • Communicating accessibility policies

Hiring

The Firm is committed to fair and accessible employment practices. It welcomes and encourages applications from people with disabilities, and will make reasonable accommodations upon request for candidates taking part in all aspects of the hiring process.

Any job applicants selected for an interview will receive reasonable accommodations for a disability, if they require so, in relation to the materials and processes to be used. All such requests are to be made to the Firm’s Office Administrator, who will discuss your needs or accommodations with you and make the appropriate adjustments.

The Firm will discuss accessibility needs with any applicant or successful candidate, and work with them to make the necessary adjustments and/or accommodations.

Workplace Information

The Firm will inform employees and new hires of policies and practices in place to support employees with disabilities, and will keep employees up to date on changes to these policies. The Firm will, periodically, provide training in order to ensure accessibility for employees with disabilities.

Upon request and consultation from an employee with a disability, the Firm will provide for suitable accessible formats and communication supports for all information needed by the employee to perform their job, including, but not limited to, job descriptions, firm policies, procedures, document guidelines, and employee manuals, as well as information that is generally available.

This support will be developed in consultation with the employee making the request.

Pursuant to section 4 of this Policy, the firm will also arrange individual accommodation plans for those who will require special arrangements in the event of an emergency situation.

Talent and Performance Management

The Firm will conduct all performance management processes, career development opportunities, advancement opportunities, and redeployment of employees, if applicable, in accordance with its commitment to accessibility for employees with disabilities.

The Firm will:

  • Ensure that documents and communications are made in accessible formats
  • Provide feedback, mentoring and support in a manner that is accessible to the individual
  • Provide the appropriate accommodation required to successfully learn new skills or take on more responsibilities

Communication of Accessibility Policies

The Firm will ensure that all employees, from new hires to current staff, will be made aware of the support and accessible formats available for people with disabilities.

Communications of any such policies will be provided in writing, with the appropriate accessible formats or modifications in place, upon hire, or as soon as is practicable thereafter. New hires are required to review these policies, in addition to staff minutes for the previous two years, and will be made fully familiar with our accessibility procedures.

Current employees will be informed of any updates to this information in writing, in team meetings, or through email blasts to staff, as appropriate and in accordance with the appropriate accessible communication format for this information.

All staff are welcome to review the copy of this, or any other, policy in hard copy in the office of the Office Administrator. Electronic copies of this policy are available on the desktop computer of each staff member.

6. MODIFICATIONS TO THIS OR OTHER POLICIES

Changes will not be made to this policy unless the impact of the changes on persons with disabilities has been considered.

7. QUESTIONS

If anyone has a question about this policy or if the purpose of the policy is not understood, please contact the Office Administrator at 905-581-7222.

Meet Our Dedicated Team of Lawyers

Over a Century of Collective Experience
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    Andrew Feldstein

    Founder

    Andrew Feldstein graduated from Osgoode Hall Law School in 1992. Prior to focusing exclusively on family law, Andrew’s legal practice covered many different areas, including corporate commercial. One of Andrew’s fundamental objectives is to achieve those goals mutually and collaboratively, as set out by him and his client.

  • Deleta  Grandy Photo
    Deleta Grandy

    Lawyer

    Deleta Grandy obtained her Bachelor of Arts in Legal Studies at the University of Ontario Institute of Technology in 2012, where she graduated with Honours. She completed her legal studies at Western Law School, graduating with a Juris Doctor in 2016.

  • Jeff  Hart Photo
    Jeff Hart

    Lawyer

    Jeff obtained his Honours Bachelor of Arts degree in Classical Studies from McMaster University before attending law school at Queen’s.

  • Daphna  Schwartz Photo
    Daphna Schwartz

    Lawyer

    Location: Markham Daphna Schwartz joined Feldstein Family Law Group, P.C. in 2007 as an associate lawyer. She was previously ...
  • Nick  Slinko Photo
    Nick Slinko

    Lawyer

    Location: Vaughan Nick Slinko attended York University from 2003 until 2007 where he majored in both Law & Society and ...
  • Anna  Troitschanski Photo
    Anna Troitschanski

    Lawyer

    Anna Troitschanski joined the team at Feldstein Family Law Group, P.C. in 2012. Prior to that, she practised Family Law at a boutique Newmarket firm. Her experience covers all areas of divorce and family law, including custody and access, child support, spousal support, and division of property.
  • Veronica  Yeung Photo
    Veronica Yeung

    Lawyer

    Veronica Yeung joined the Feldstein Family Law Group, P.C. as a summer student in 2014 and returned as an articling student in 2015. Following her call to the Ontario Bar in June 2016, Veronica was welcomed to the team as an associate lawyer.

  • Shana  Gordon-Katz Photo
    Shana Gordon-Katz

    Lawyer

    Shana joined Feldstein Family Law Group P.C. as an articling student in 2017. Following her call to the Ontario Bar in June 2018, Shana was welcomed back to the firm as an associate. While completing her articles, Shana assisted with legal matters covering all areas of family law.

  • Shazia  Hafiji Photo
    Shazia Hafiji

    Lawyer

    Shazia Hafiji joined Feldstein Family Law Group P.C. as a summer student in 2016 and returned as an articling student in 2017. Following her Call to the Ontario Bar in 2018, Shazia returned to the firm as an associate lawyer.

  • Lucy  D'Ercole Photo
    Lucy D'Ercole

    Lawyer

    Lucy D’Ercole joined Feldstein Family Law Group P.C. as a summer student in 2017 and returned as an articling student in 2018, during which she gained valuable experience in all areas of family law. Following her call to the Ontario Bar in 2019, Lucy was welcomed back to the firm as an associate lawyer.
  • Joy  Pura Photo
    Joy Pura

    Lawyer

    Joy Pura completed her legal studies and obtained a Juris Doctor at the University of Ottawa. Prior to that, she completed ...
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