Accessibility

Accessibility for Ontarians with Disabilities Act (AODA) – Customer Service Standard

Seenergy is committed to providing excellent service to all clients including persons with disabilities. Seenergy Foods’ goal is to focus on identifying, removing, and preventing barriers for persons with disabilities. This policy complies with the Accessibility for Ontarians with Disabilities Act, 2005 (“AODA”).

Definition of “Disability”:

1. 1. 1. 1. Any degree of physical disability, infirmity, malformation or disfigurement that is caused by bodily injury, birth defect or illness and, without limiting the generality of the foregoing, includes diabetes mellitus, epilepsy, a brain injury, any degree of paralysis, amputation, lack of physical co-ordination, blindness or visual impediment, deafness or hearing impediment, muteness or speech impediment, or physical reliance on a guide dog or other animal or on a wheelchair or other remedial appliance or device;
         2. A condition of mental impairment or a developmental disability, a learning disability, or a dysfunction in one or more of the processes involved in understanding or using symbols or spoken language;
         3. A mental disorder; or
         4. An injury or disability for which benefits were claimed or received under the insurance plan established under the Workplace Safety and Insurance Act, 1997.

Four Guiding Principles

Seenergy will strive to ensure that its policies, practices and procedures are consistent with the following core principles as outlined in the AODA:

Dignity – ensure persons with disabilities are provided with services in a manner that will allow them to maintain self-respect and the respect of others.

Independence – ensure persons with disabilities have the right to work on their own and are able to do things in their own way.

Integration – ensure persons with disabilities fully benefit from the same goods and services, in the same place and in the same or similar manner as others. This may require alternative formats and flexible approaches. It means complete and full participation.

Equal Opportunity – ensure persons with disabilities have the same chances, options, benefits, and results as others. P a g e | 8

Procedures and Responsibilities

Seenergy is committed to using reasonable efforts in providing goods and services to all customers including persons with disabilities and will carry out our functions and responsibilities in the following areas:

Communication

Seenergy is committed to ensuring that our employees are fully aware of how to interact and communicate with persons with disabilities. We will train our employees who communicate with customers, including but not limited to members, potential members or external stakeholders, and partners on how to interact and communicate with people with various types of disabilities.

Assistive Devices

Seenergy is committed to serving persons with disabilities who may use assistive devices to obtain, use, or benefit from goods and/or services. We will ensure that employees are aware of and become familiar with various assistive devices that may be used while accessing our goods and/or services.

Use of Service Animals and Support Persons

• • • • Seenergy is committed to welcoming persons with disabilities and their guide dogs or service animals in the areas of our premises that are open to the public. Please note that a “guide dog” is a dog trained by the regulations under the Blind Persons’ Rights Act. Also, a “service animal” is an animal for persons with disabilities.
      • Seenergy will also ensure that our employees are trained on how to interact with customers with disabilities who are accompanied by a guide dog or service animal.
      • Any persons with disabilities who are accompanied by a support person will be allowed to enter Seenergy’s premises open to the public or other third parties with that person. At no time will persons with disabilities who are accompanied by a support person be prevented from having access to that person while on our premises.
      • Seenergy will not charge admission fees for support persons to attend Seenergy’s sponsored events. This policy will be included where admission fees are published.

Notice of Temporary Disruption

• • • • We will provide visitors with notice in the event of a planned or unexpected temporary disruption in the Seenergy offices or services usually used by persons with disabilities. Notice will include information about the reason for the disruption, its anticipated duration, and a description of alternative facilities, services or systems that may be available.
      • Notice will be given by posting the information in a visible place on premises owned or operated by the provider of goods and/or services.
      • In the event that an unexpected disruption occurs, notice will be given as soon as possible.

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Training for Employees

Seenergy will provide training to employees and others who deal with the public or third parties on behalf of Seenergy. The Company will also provide training to those who are involved in the development and approvals of customer service policies, practices and procedures.

Training will be provided to employees upon this policy taking effect and upon any amendments to the policy. New employees will be provided such training as part of their orientation. Documentation of the training of employees shall be maintained by the Management Team.

Feedback Process

Comments and feedback about the delivery of services to persons with disabilities are welcome, as it may help identify areas that require change and assist in continuous improvement. Such contact can be made by emailing the HR Manager at employment@seenergyfoods.com (905-660-0041). Feedback will be addressed immediately. Some feedback may require more effort to address and may need to be reviewed in detail.

Availability of AODA Policy

In accordance with the AODA, this policy will be made available to any person upon request.

Accessibility for Ontarians with Disabilities Act (AODA) – Integrated Accessibility Standards Regulations (IASR)

The following policy has been established by Seenergy to govern the provision of services with Regulation 191/11, “Integrated Accessibility Standards” (“Regulation”) under the Accessibility for Ontarians with Disabilities Act, 2005.

These standards are developed to break down barriers and increase accessibility for persons with disabilities in the areas of information, communications, and employment.

Seenergy is governed by this policy as well as the Accessibility Standards for Customer Service Policy and the Accessibility for Ontarians with Disabilities Act, 2005 in meeting the accessibility needs of persons with disabilities.

Commitment

Seenergy 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. We are committed to meeting the needs of persons with disabilities in a timely manner and will do so by preventing and removing barriers to accessibility and meeting accessibility requirements under the Accessibility for Ontarians with Disabilities Act, 2005 (“AODA”).

This policy will be implemented in accordance with the time frames established by the Regulation.

Seenergy Food’s Limited Multi-Year Accessibility Plan

In 2005, the government of Ontario passed the Accessibility for Ontarians with Disabilities Act (the “AODA”). The AODA requires that, effective January 1, 2014, Seenergy Food’s Limited 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 Seenergy Food’s 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 Seenergy Food’s Accessibility Policy.

General Requirements

Requirement	Description	Action	Status	Compliance Date
Establishment of Accessibility Policies	Develop, implement and maintain policies governing how Seenergy Food’s will achieve accessibility through meeting its requirements under the accessibility standards.	Draft policy Obtain management approvals Post policy online and intranet	Completed
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 plans every year on January of every year	Completed	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.	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	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.	Ongoing	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

 

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	Ongoing	January 1, 2016
Recruitment 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	Ongoing	January 1, 2026
Notice to Successful Applicants	Notify successful applicants of the Seenergy Food’s policies for accommodating employees with disabilities.	Include statement in all offer letters/employment agreements	Ongoing	January 1, 2026
Informing Employees of Supports	Inform employees of the Seenergy Food’s 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	Ongoing	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	Ongoing	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 Seenergy Food’s will take to facilitate the return to work and use individual documented accommodation plans	Review current policies and processes regarding return to work	Ongoing	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	Ongoing	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	Ongoing	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	Pending	January 1, 2016

 Please email employment@seenergyfoods.com for any questions.