Under the AODA, Ontario Regulation 191/11, entitled, Integrated Accessibility Standards Regulation (the “Integrated Regulation”) came into force July 1, 2011. The regulation establishes accessibility standards for employment. Spicers is included in the regulation’s definition of an “obligated organization”, and must comply with the phased-in requirements for career development and advancement beginning January 16, 2016.

Upon request, Spicers will provide or will arrange for the provision of accessible formats and communication supports for persons with disabilities in a timely manner that takes into account the person’s accessibility needs due to disability.

Spicers will consult with the person making the request in determining the suitability of an accessible format or communication support.

Spicers will notify the public about the availability of accessible formats and communication supports.

Spicers has established procedures relating to accessible formats and communications supports for persons with disabilities and notification procedures for the public about the availability of accessible formats and communication supports.

 

Purpose

The purpose of this Statement of Policy and Procedures is to address how, in a timely manner, Spicers will ensure all information and methods of communication to and from a person will be designed to be accessible to Ontarians with disabilities.

 

Responsibility

The Human Resources Department is the entity responsible for the administration of this policy. It is the responsibility of the Human Resources Department to ensure the application of this policy and that the Company achieves compliance with the law and creates an environment that provides the widest feasible scope of access, which is the right or opportunity to reach, use or participate in the Company’s information and communications systems and services.

Managers and Supervisors are responsible for ensuring that all employees follow the guidelines set out in this policy.

The Human Resources Department is responsible for ensuring that all employees are trained under the Accessibility Regulations and Standards under the AODA, the Human Rights Code and all related policies, practices and procedures.

All employees, volunteers, contractors and subcontractors, any other person acting on behalf of Spicers and persons involved in the creation of Spicers’s policies are responsible for adhering to and following the commitments set out in this policy.

 

Definitions

“Accessible formats” may include, but are not limited to, large print, recorded audio and electronic formats, Braille and other formats usable by persons with disabilities.

“Accessible information and communications” means considering accessibility and all levels when planning information and communications, and giving people adequate time to process and reply to information provided.

“Accommodation” means the special arrangements made or assistance provided so that persons with disabilities can participate in the experiences available to persons without disabilities. Accommodation will vary depending on the person’s unique needs.

“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.

“Integration” means that service is provided in a way that allows the individual to benefit from equivalent services, in the same place, and in the same or similar way as other individuals, unless an alternative measure is necessary to enable the individual to access goods or services.

 

Procedures

Spicers is able to provide its price list in large print. The font size and type face will be according to the needs of the customer.

Spicers will provide special assisted services such as a sign language interpreter as long as sufficient advance notice is provided.

Spicers recognizes that people with disabilities may use alternative methods to access information or services and will endeavor to provide services in an alternative format upon request. Accordingly, it has developed a process and form for customers to request accessible information and communications that meets their needs.

The process is as follows:

• An alternative format can be requested by completing an alternative format or communication support request form.

• This form will be available on the Company’s corporate website and is available to be sent via mail.

• This form can be emailed, faxed and mailed.

The Human Resources Department must ensure these requests are addressed with in a timely manner and that the response fits the need of the person making the request.

In certain circumstances, information or communications may be considered unconvertible. This includes, but is not limited to, product labels and any information that our Company does not directly control.

Charges for Information in Accessible Formats

Spicers will not impose any additional charge for information provided in accessible formats in excess of the regular cost charged to other persons.

 

Additional Charges for Communications Supports

Spicers will levy an additional cost for the provision of communication supports needed to access information in accessible formations. Please contact the Human Resources Department for these costs.

This policy has been developed to provide accessible services for clients with disabilities. If any member of the public has a question about this policy, or if the purpose of the policy is not understood, an explanation will be provided by contacting the Human Resources Department. This policy is available in an alternative format upon request.

If you would like more information, please contact us at:

Human Resources Department
Spicers Canada ULC
200 Galcat Drive, Vaughan, Ontario L4L 0B9

Email: [email protected]
Phone: 905-265-5000
Confidential Fax: 905-265-2037