Introduction and Statement of Commitment
In 2005, the government of Ontario passed the Accessibility for Ontarians with Disabilities Act (the “AODA”). The AODA requires that, effective January 1, 2014, Four Seasons Hotel Limited ("Four Seasons") establish, implement, maintain and document a multi-year accessibility plan which outlines the organization’s strategy to prevent and remove barriers for persons with disabilities and to meet requirements under the AODA.
This multi-year plan outlines Four Seasons’ strategy to prevent and remove barriers for persons with disabilities and to address the current and future requirements of the AODA in order that we may fulfill our commitment as outlined in the Four Seasons Hotels and Resorts Accessibility Policy.
Establishment of Accessibility Policies
Description:
- Develop, implement and maintain policies governing how Four Seasons will achieve accessibility through meeting its requirements under the accessibility standards.
Action:
- Draft policy
- Obtain management approvals
- Post policy online and intranet
Status:
- Completed
Compliance Date:
- January 1, 2014
Accessibility Plans
Description:
- Establish, implement, maintain and document a multi-year accessibility plan, which outlines the organization's strategy to prevent and remove barriers and meet its requirements under AODA
- Post the accessibility plan on their website and provide the plan in an accessible format upon request.
- Review and update the accessibility plan at least once every five years.
Action:
- Identify barriers
- Prepare and develop multi-year accessibility plan
- Obtain management approvals
- Post plan online and intranet
- Review plan every year on January of every year
- Attend a public workshop (Completed December 16, 2013)
Status:
- Completed
Compliance Date:
- January 1, 2014
Training
Description:
- Ensure that training is provided on the requirements of the accessibility standards and on the Human Rights Code of the AODA as it pertains to persons with disabilities to all employees, persons who participate in developing the organization's policies, and all other persons who provide goods, services or facilities on behalf of the organization.
Action:
- Prepare training modules
- Provide training to all employees, etc.
- Maintain records on training
Status:
- Completed
Compliance Date:
- January 1, 2015
Feedback
Description:
- Ensure that the processes are accessible to persons with disabilities by providing or arranging for accessible formats and communications supports, upon request.
Action:
- Conduct review of all feedback processes.
- Determine what accessible formats and communication supports to be provided for each feedback process.
- Ensure all requests directed to Human Resource
Status:
- Completed
Compliance Date:
- January 1, 2015
Accessible Formats and Communication Supports
Description:
- Provide or 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 at a cost that is no more than the regular cost charged to other persons.
- Consult with the person making the request in determining the suitability of an accessible format or communication support.
- Notify the public about the availability of accessible formats and communication supports.
Action:
- Determine what accessible formats and communication supports to be provided upon request.
- Determine timeline for providing formats and supports and ensure process in place to provide in timely manner.
- Ensure all requests directed to Human Resource.
Status:
- Completed
Compliance Date:
- January 1, 2016
Accessible Websites and Web Content
Description:
- Make internet websites and web content conform with the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG)2.0, at Level AA
Action:
- Communicate with web team to ensure implemented in accordance with requirements.
Status:
- Completed
Compliance Date:
- January 1, 2014 - New internet websites and web content on those sites at Level A.
- January 1, 2021 - All internet websites and web content on those sites at Level AA
Recruitment
Description:
- Notify employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes
Action:
Develop statement and include in all job postings re: commitment to providing accommodation
Status:
- Completed
Compliance Date:
- January 1, 2016
Recuitment Assessment or Selection Process
Description:
- Notify job applicants, when they are individually selected to participate in an assessment or selection process, that accommodations are available upon request in relation to the materials or processes to be used
- Consult with an applicant requesting accommodation to provide or arrange for the provision of a suitable accommodation in a manner that takes into account the applicant's accessibility needs due to disability
Action:
- Develop process to ensure all applicants notified of availability of accommodations
- Identify potential barriers in recruitment process and develop process to address barriers
- Develop interview guidelines addressing accessibility requirements
Status:
- Completed
Compliance Date:
- January 1, 2016
Notice to Successful Applicants
Description:
- Notify successful applicants of the Four Seasons’ policies for accommodating employees with disabilities.
Action:
- Include statement in all offer letters/employment agreements
Status:
- Completed
Compliance Date:
- January 1, 2016
Informing Employees of Supports
Description:
- Inform employees of the Four Seasons’ policies to support employees with disabilities
- Provide this information to new employees as soon as possible after they commence employment
- Provide updated information to employees whenever there is a change.
Action:
- Circulate policy and training modules to all employees, etc.
- Policy and training to be reviewed with all new hires as part of onboarding process
- Revise onboarding process as necessary
Status:
- Completed
Compliance Date:
- January 1, 2016
Accessible Formats and Communication Supports for Employees
Description:
Upon request, consult with employees with disabilities to provide or arrange for the provision of accessible formats and communication supports for, information that is needed in order to perform the employee's job, and information that is generally available to employees in the workplace
Consult with employees making such requests to determine the suitability of accessible format or communication support
Action:
Audit of general communications to employees
Status:
- Completed
Compliance Date:
- January 1, 2016
Workplace Emergency Response Information
Description:
- Provide individualized workplace emergency response information to employees who have a disability as soon as possible after becoming aware of the need for accommodation
- With employee consent provide workplace emergency response information to the designated person to provide assistance to the employee.
- Review individualized workplace emergency response information as appropriate.
Action:
- Develop process for providing individualized workplace emergency response.
- Develop for employees who self-identify as having disabilities
Status:
- Completed
Compliance Date:
January 1, 2012
Documented Individual Accommodation Plans
Description:
Develop and have in place a written process for the development of documented individual accommodation plans, which include:
- The manner in which an employee requesting accommodation can participate in the development of the individual accommodation plan.
- The means by which the employee is assessed on an individual basis.
- The manner in which the employer can request an evaluation by an outside medical or other expert, at the employer's expense, to determine if and how accommodation can be achieved.
- The manner in which the employee can request the participation of a representative from their bargaining agent, where the employee is represented by a bargaining agent, or other representative from the workplace, where the employee is not represented by a bargaining agent, in the development of the accommodation plan
- The steps taken to protect the privacy of the employee's personal information
- The frequency with which the individual accommodation plan will be reviewed and updated and the manner in which it will be done
- If an individual accommodation plan is denied, the manner in which the reasons for the denial will be provided to the employee
- The means of providing the individual accommodation plan in a format that takes into account the employee's accessibility needs due to disability
Action:
Develop process for development and implementation of individual accommodation plans
Status:
- Completed
Compliance Date:
- January 1, 2016
Return to Work Process
Description:
- Develop and document a return to work process for employees who have been absent from work due to a disability and require disability-related accommodations in order to return to work
- The return to work process shall outline the steps Four Seasons will take to facilitate the return to work and use individual documented accommodation plans
Action:
Review current policies and processes regarding return to work
Status:
- Completed
Compliance Date:
- January 1, 2016
Performance Management
Description:
- Take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when using its performance management process in respect of employees with disabilities
Action:
Review current process to determine if revisions required
Status:
- Completed
Compliance Date:
- January 1, 2016
Career Development and Advancement
Description:
- Take into account the accessibility needs of employees with disabilities, as well as any individual accommodation plans, when providing career development and advancement to employees with disabilities.
Action:
Review current process to determine if revisions required
Status:
- Complete
Compliance Date:
- January 1, 2016
Redeployment
Description:
- Take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when redeploying employees with disabilities
Action:
Review current process to determine if revisions required
Status:
- Completed
Compliance Date:
- January 1, 2016