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FOUR SEASONS HOTEL Limited
MULTI-YEAR ACCESSIBILITY PLAN

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.

General Requirements

Requirement Description Action Status Compliance Date

Establishment of Accessibility Policies

Develop, implement and maintain policies governing how Four Seasons will achieve accessibility through meeting its requirements under the accessibility standards.

Draft policy

 

Obtain management approvals

 

Post policy online and intranet

Completed

January 1, 2014

Accessibility Plans

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.

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

January 1, 2014

 

 

 

 

 

 

 

 

Training

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.

Prepare training modules

 

Provide training to all employees, etc.

 

Maintain records on training

Completed

January 1, 2015

Information and Communications

Requirement Description Action Status Compliance Date

Feedback

Ensure that the processes are accessible to persons with disabilities by providing or arranging for accessible formats and communications supports, upon request.

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

Completed

January 1, 2015

Accessible Formats and Communication Supports

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.

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.

 

 

 

Completed

January 1, 2016

Accessible Websites and Web Content

Make internet websites and web content conform with the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG)2.0, at Level AA

Communicate with web team to ensure implemented in accordance with requirements.

Completed

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.

Employment

Requirement Description Action Status Compliance Date
Recruitment Notify employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes

Develop statement and include in all job postings re: commitment to providing accommodation

Completed January 1, 2016
Recuitment Assessment or Selection Process 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

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

 

Completed














January 1, 2016
Notice to Successful Applicants Notify successful applicants of the Four Seasons’ policies for accommodating employees with disabilities. Include statement in all offer letters/employment agreements

Completed January 1, 2016

Informing Employees of Supports

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.

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

Completed

January 1, 2016

Accessible Formats and Communication Supports for Employees

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

 

Audit of general communications to employees

Completed

January 1, 2016

Workplace Emergency Response Information

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.

Develop process for providing individualized workplace emergency response.

 

Develop for employees who self-identify as having disabilities

Completed

January 1, 2012

Documented Individual Accommodation Plans

Develop and have in place a written process for the development of documented individual accommodation plans, which include:

 


1. The manner in which an employee requesting accommodation can participate in the development of the individual accommodation plan.

 


2. The means by which the employee is assessed on an individual basis.

 


3. 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.

 


4. 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

 


5. The steps taken to protect the privacy of the employee's personal information

 


6. The frequency with which the individual accommodation plan will be reviewed and updated and the manner in which it will be done

 


7. If an individual accommodation plan is denied, the manner in which the reasons for the denial will be provided to the employee

 


8. The means of providing the individual accommodation plan in a format that takes into account the employee's accessibility needs due to disability

Develop process for development and implementation of individual accommodation plans

Completed

January 1, 2016

Return to Work Process

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

Review current policies and processes regarding return to work

Completed

January 1, 2016

Performance Management

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

Review current process to determine if revisions required

Completed

January 1, 2016

Career Development and Advancement

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.

Review current process to determine if revisions required

Completed

January 1, 2016

Redeployment

Take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when redeploying employees with disabilities

Review current process to determine if revisions required

Completed

January 1, 2016

 

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