MCCORMICK IS COMMITTED TO ENSURING EQUAL ACCESS AND PARTICIPATION FOR PEOPLE WITH DISABILITIES.
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 by meeting our accessibility requirements under Ontario’s accessibility laws.
The Accessibility for Ontarians with Disabilities Act (AODA) was passed in 2005. Its goal is to have a fully accessible Ontario by 2025. In order to achieve its objective, the AODA will establish accessibility standards in the areas of:
- Customer Service
- Transportation
- Information and Communications
- Employment
- Built Environment
The Accessibility Standards for Customer Service (Ontario Regulation 429/07) is the first to be enacted into law.
McCormick Canada is committed to providing its goods and services in ways that respect the dignity and independence of people with disabilities, allowing them to benefit from the same services, in the same places and in a similar way as other customers. As such, this website, and our Flavour Maker App, follow the Web Content Accessibility Guidelines (WCAG) 2.0.
McCormick Canada has developed a Customer Service Policy to govern how it and its licensed offices and affiliated companies offer goods and services to people with disabilities in Ontario. In addition, McCormick Canada has developed an Integrated Accessibility Standards Policy and Multi Year Accessibility Plan. Copies of these are available by calling 1-800-265-2600.
Feedback and Accessibility Requests:
If you have any questions regarding our accessibility measures or experience any issues please:
Mail:
PO Box 5788 London, ON N6A 4Z2
Call: 1-800-265-2600
Email: consumer_services@mccormick.com
CUSTOMER SERVICE POLICY
PURPOSE
McCormick Canada is committed to providing its goods and services in a way that respects the dignity and independence of people with disabilities. We are also committed to giving people with disabilities the same opportunity to access our goods and services and to allowing them to benefit from the same services, in the same place and in a similar way as other customers.
REFERENCES AND DEFINITIONS
Physical Access Control Policy – IT
This is a global McCormick policy addressing access to the McCormick network. If a visitor requires access to the network, this policy must be followed and a representative in IT must be contacted.
Customers are any individual who represents our customers, and consumers who purchase our trademarked product.
PROCEDURE
McCormick Canada is committed to excellence in serving our customers and consumers, including persons with disabilities, with respect, dignity, and independence. We embrace diversity and will carry out our responsibilities in the following areas:
1. TRAINING
McCormick Canada will provide training to employees and third party providers who interact with customers and consumers. All employees who are involved in the development and approval of customer service policies, practices and procedures will be trained. All current applicable staff will be trained on policies, practices and procedures that affect the way goods and services are provided to people with disabilities. All applicable new hires will be trained in the same manner during their on-boarding with Human Relations. Training will be provided when changes are made to these policies, practices and procedures. Training records will be kept to demonstrate that training was provided and indicate how many people have been trained.
Training stresses the importance of creating a barrier free environment and will include the following:
- The purposes of the Accessibility for Ontarians with Disabilities Act, 2005
- The requirements of the accessibility customer service standard
- How to interact and communicate with people with various types of disabilities
- How to interact with people with disabilities who use an assistive device or require the assistance of a service animal or a support person
- How to use any assistive devices available on McCormick Canada’s premises that may help with the provision of goods or services to people with disabilities
- What to do if a person with a disability is having difficulty in accessing McCormick Canada’s goods and services
- McCormick Canada’s policies, practices and procedures relating to the customer service standard.
2. COMMUNICATION
McCormick Canada will communicate with persons with disabilities in ways that take into account their disability. We will train staff on how to interact and communicate with people with various types of disabilities. Customers can communicate with McCormick Canada via telephone (including TTY Relay), e-mail, and mail.
3. ASSISTIVE DEVICES
McCormick Canada is committed to serving persons with disabilities who use assistive devices to obtain, use or benefit from our goods and services. We will ensure that our staff is trained and familiar with various assistive devices.
4. SERVICE ANIMALS
McCormick Canada is committed to welcoming persons with disabilities who are accompanied by a service animal on the parts of our premises that are open to the public and other third parties and where the animal is not excluded by law. While visiting McCormick Canada it is the responsibility of the person with the service animal to control the animal at all times. We will ensure that all staff are properly trained in how to interact with people with disabilities who are accompanied by a service animal. Service Animals will not be allowed in food manufacturing areas as per the Health Protection and Promotion Act, Ontario Regulation 562. McCormick Canada reserves the right to request a letter from a medical professional certifying that the use of the animal as medically necessary.
5. SUPPORT PERSONS
McCormick Canada is committed to welcoming persons with disabilities who are accompanied by a support person. Persons with a disability will be allowed to enter McCormick Canada with his or her support person and at no time will they be prevented from having access to their support person while on our premises. The support person will be bound by all confidentiality agreements in the same manner that the customer is bound by them.
6. NOTICE OF TEMPORARY DISRUPTION
McCormick Canada will make reasonable effort to provide customers with notice in the event of a planned or unexpected disruption in the facilities or services usually used by people with disabilities. This notice will include information about the reason for the disruption, its anticipated duration, and a description of alternative facilities or services, if available.
7. FEEDBACK PROCESS
The ultimate goal of McCormick Canada is to meet and surpass customer expectations while serving customers with disabilities. Feedback regarding how McCormick Canada provides goods and services to people with disabilities can be made by e-mail, telephone, or mail.
La Cie McCormick Canada
PO Box 5788
London, ON N6A 4Z2
1-800-265-2600
consumer_services@mccormick.com
McCormick Canada will respond to all feedback received in a timely manner, and make any necessary changes to policies or procedures to ensure that customers with disabilities are treated with dignity, and respect.
8. MODIFICATIONS TO THIS OR OTHER POLICIES
We are committed to developing customer service policies that respect and promote the dignity and independence of people with disabilities. Therefore, no changes will be made to this policy before considering the impact on people with disabilities
INTEGRATED ACCESSIBILITY STANDARDS POLICY
PURPOSE:
McCormick Canada is committed to providing persons with disabilities the same opportunity to access our resources and services, in a manner consistent with the principles of dignity, independence, integration, and equal opportunity.
Furthermore, McCormick Canada shall use every effort to ensure that we meet the needs of persons with disabilities, in a timely manner, through the implementation of this policy in accordance with the spirit and intent of all applicable legislation including the AODA, the Ontario Human Rights Code, and the Occupational Health and Safety Act.
Please note:
Under the Accessibility for Ontarians with Disabilities Act, 2005 all public and private sector organizations must meet the requirements of accessibility standards established by the regulation.
Where this policy varies from the Integrated Accessibility Standards under the Accessibility for Ontarians with Disabilities Act (AODA), the AODA Standard shall apply.
This policy may require revision as other standards are introduced under the AODA.
This policy establishes the Integrated Accessibility Standards in the areas of Employment, Information and Communication, and Transportation in accordance with Ontario Regulation 191/11.
REFERENCES:
HR 4-9 Accommodation Policy
HR 4-8B Return to Work Plan
DEFINITIONS:
For the purpose of this policy, the following terms are defined as:
ACCESSIBLE FORMATS:
Refers to materials that have been converted to accessible formats which include, but are not limited to, large print, recorded audio and electronic formats, Braille and other formats usable by persons with disabilities.
ACCOMMODATION:
The special arrangement made or assistance provided so that persons with disabilities can participate in the experiences available to persons without disabilities. Accommodation shall vary depending on the person’s specific accessibility needs.
COMMUNICATIONS:
The interaction between two or more persons or entities, or any combination of them, where information is provided, sent or received.
COMMUNICATION SUPPORTS:
Methods and aids that facilitate effective communications with persons with disabilities that include, but is not limited to, captioning, alternative and augmentative communication supports, plain language, and sign language.
DISABILITY (AS DEFINED UNDER THE AODA AND THE HUMAN RIGHTS CODE):
- 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,
- 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;
- a mental disorder; or
- an injury or disability for which benefits were claimed or received under the insurance plan established under the Workplace Safety and Insurance Act, 1997.
INFORMATION:
Means data, facts and knowledge that exists in any format, including text, audio, digital or images, and that conveys meaning.
REDEPLOYMENT:
Means the reassignment of workers to other departments or jobs within the organization as an alternative to layoff, when a particular job or department has been eliminated.
SUPERVISOR:
A person who has charge of a workplace or authority over a worker. Generally this would include those with a position title such as Director, Manager or Supervisor, as well as any other management type position, or those in a temporary supervisory position.
UNCONVERTIBLE:
If it is not technically feasible to convert the information or communications;
The technology to convert the information or communication is not readily available.
WORKER:
Refers to any person regarding whom McCormick Canada pays wages or a salary, has control over their assigned work and has a right to control the details of their work. It also extends to the senior management level. Worker includes all McCormick employees.
COMMITMENTS:
MULTI-YEAR ACCESSIBILITY PLAN:
McCormick Canada shall create a multi-year Accessibility Plan outlining a phased-in approach to prevent and remove barriers and address the current and future requirements of the AODA. The plan shall be reviewed and updated at least every five years or as required.
TRAINING:
McCormick Canada shall ensure that training is provided to all employees (“workers”) on the requirements of the accessibility standards referred to in the regulations and on the Human Rights Code as it pertains to persons with disabilities. Training shall be scheduled and implemented as required. Training records will be kept for each individual trained.
This training shall be provided during the on boarding process, when the individual commences performing duties for McCormick Canada. Additional training shall be provided within a reasonable amount of time, any revisions made to this policy and/or related procedures and practices.
INFORMATION AND COMMUNICATIONS STANDARDS:
McCormick Canada shall create, provide and receive information and communication in methods that are accessible to persons with disabilities.
If it is determined that it is not technically feasible to convert the information or communication, or the technology to convert the information or communication is not readily available the person requesting the information shall be provided with an explanation as to why the information or communication is not convertible; a summary of the unconvertible information or communication.
EMERGENCY INFORMATION:
McCormick Canada shall prepare emergency procedures, plans or public safety information and make the information available in an accessible format or with appropriate communication supports, as soon as practicable, upon request.
FEEDBACK PROCESS:
McCormick Canada shall establish a process for receiving and responding to feedback from individuals about the manner in which it conducts business with persons with disabilities. Information about this process shall be made readily available in an accessible format or with appropriate communication supports. The feedback process shall permit persons to provide their feedback in person, by telephone, in writing, or by delivering an electronic text by email.
La Cie McCormick Canada
PO Box 5788
London, ON N6A 4Z2
1-800-265-2600
consumer_services@mccormick.com
McCormick Canada will respond to all feedback received in a timely manner, and make any necessary changes to policies or procedures to ensure those with disabilities are treated with dignity, and respect.
ACCESSIBLE FORMATS AND COMMUNICATION SUPPORTS:
McCormick Canada shall provide or arrange for accessible formats and communication supports for persons with disabilities.
- Upon request, and in a timely manner that takes into account the person’s accessibility needs due to a disability;
- At a cost that is no more than the regular cost charged to another person; and
- In consultation with the person making the request determine the suitability of an accessible format or with appropriate communication supports.
EDUCATION, TRAINING AND MATERIALS:
McCormick Canada shall provide access to or prepare for the provision of access to accessible materials where they exist, make information about the availability of accessible materials publicly available, and provide the information in an accessible format or with appropriate communication supports, upon request.
WEBSITE AND MOBILE APP ACCESSIBILITY:
McCormick Canada shall make their company Internet and web content conform with the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0 initially at Level A and increasing to Level AA.
EMPLOYMENT STANDARDS:
The Employment Standards builds upon the present requirements under the Human Rights Code in relation to whereby accommodate persons with disabilities through the job application process and the employment relationship. It applies in respect to workers and does not apply to volunteers and other non-paid individuals.
RECRUITMENT AND SELECTION:
McCormick Canada shall notify internal and external job applicants about the availability of accommodations upon request for applicants with disabilities. This may take the form of a notice posted to the company website or a statement on a job posting for which “accommodation for applicants with disabilities is available upon request.” In addition, job applicants who have been selected to participate in an assessment or selection process shall be notified that accommodations are available. The related materials or processes required specific to the job applicant’s disability shall be discussed in consultation with the applicant.
WORKER NOTIFICATION:
McCormick Canada shall inform workers of policies and procedures including those on the provision of job accommodation that take into account a worker’s accessibility needs. This information shall be provided to new workers as soon as practical after he/she commences performing their duties with McCormick Canada. Once the applicable support is identified, McCormick Canada shall determine how best to accommodate the worker in consultation with the reporting supervisor, human resources specialist and the worker.
ACCESSIBLE FORMATS AND COMMUNICATION SUPPORTS FOR WORKERS:
In addition and where a worker with a disability requests it, McCormick Canada shall consult with the worker to provide or arrange for the provision of accessible formats and communication supports for:
- Information that is needed in order to perform the job tasks;
- Information that is generally available to workers in the workplace;
- Consult with the worker making the request in determining the suitability of an accessible format or communication support.
INDIVIDUAL ACCOMMODATION PLAN:
McCormick Canada shall develop, maintain and document an individual accommodation plan for workers with disabilities to meet requirements under the Employment Standards. Information regarding accessible formats and communication supports shall be covered in individual accommodation plans.
RETURN TO WORK PROCESS:
McCormick Canada shall maintain a return to work process for its workers who have been absent from work due to a disability and who require disability-related accommodations in order to return to work. The work process shall take into account individualized accommodation plans suitable for the worker.
PERFORMANCE MANAGEMENT, CAREER DEVELOPMENT, ADVANCEMENT, AND REDEPLOYMENT:
McCormick Canada shall examine the accessibility needs of workers with disabilities when handling performance management, providing career development and advancement to workers, and if redeploying workers to other locations or workgroups.
WORKPLACE EMERGENCY RESPONSE:
Where the worker with a disability requires assistance, McCormick Canada shall, in consultation with the worker, provide an assigned support person(s) to assist during emergency situations that require evacuation of the premises. The individualized workplace emergency plan or process shall be shared with the support person(s), only with full agreement by the worker ensuring their privacy at all times. McCormick Canada shall review the individual workplace emergency information when or if the worker moves to a different location or workgroup, or there is a change to their disability, with the reporting supervisor, human resources specialist and the worker.
In addition, a general, emergency evacuation process shall be in place for any facility that may have visitors with disabilities that require further assistance. This process shall be communicated to all workers.
TRANSPORTATION STANDARDS:
The Transportation Standards makes it easier for people to travel on specialized and public transportation and in taxicabs in Ontario, including persons with disabilities, older Canadians, and families with children in strollers.
McCormick Canada is not a provider of specialized or public transit and does not license taxicabs; therefore the Transportation Standards requirements do not apply to the company.
RESPONSIBILITIES:
McCormick Canada is responsible for reviewing this policy every three (3) years and/or recommended amendments to ensure on-going compliance with regulated accessibility standards and legislated obligations.
Management personnel will ensure that they and their workers under their supervision are familiar with this policy.
MONITORING AND CONTRAVENTIONS:
Management personnel will monitor current practices to ensure compliance. Failure to comply with this policy may result in disciplinary action, up to and including dismissal.
Please note
This policy is subject to amendment and/or revocation at the company's sole discretion, without prior notice to workers.
MODIFICATIONS TO THIS OR OTHER POLICIES:
We are committed to developing customer service policies that respect and promote the dignity and independence of people with disabilities. Therefore, no changes will be made to this policy before considering the impact on people with disabilities
INTEGRATED ACCESSIBILITY STANDARDS MULTI YEAR PLAN
PART I – GENERAL REQUIREMENTS
Establishment of Accessibility Policies
3.(1) Every obligated organization shall develop, implement and maintain policies governing how the organization achieves or will achieve accessibility through meeting its requirements under the accessibility standards referred to in this Regulation.
Action & status - McCormick Accessibility for Persons with Disabilities Policy –updated and approved. This process was launched 1/1/2014 and is ongoing.
Accessibility Plans
4.(1) Large organizations shall,
a) 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 this Regulation;
Action & status – Multi Year Accessibility Plan established. This process was launched 1/1/2014 and is ongoing.
b) post the accessibility plan on their website, if any, and provide the plan in an accessible format upon request; and
Action & status –Available to all employees in X:\_HR Policies and Procedures. Will provide upon request. This process was launched 1/1/2014 and is ongoing.
c) review and update the accessibility plan at least once every five years.
Status – On track for 2024
Self-Serve Kiosks
6.(2) Large organizations and small organizations shall have regard to the accessibility for persons with disabilities when designing, procuring or acquiring self-service kiosks.
Action & status – Not Applicable
Training
7.(1) Every obligated organization shall ensure that training is provided on the requirements of the accessibility standards referred to in this Regulation and on the Human Rights Code as it pertains to persons with disabilities to,
(a) all employees, and volunteers;
(b) all persons who participate in developing the organization‘s policies; and
(c) all other persons who provide goods, services or facilities on behalf of the organization.
Action & status - Training of all employees on Integrated Accessibility Standards Regulation and Human Rights Code to occur in 2014. This process was launched 1/1/2015 and is ongoing.
PART II – INFORMATION AND COMMUNICATIONS STANDARDS
Feedback
11.(1) Every obligated organization that has processes for receiving and responding to feedback shall ensure that the processes are accessible to persons with disabilities by providing or arranging for accessible formats and communications supports, upon request.
Action & status - Work with individuals requesting accessible formats for communication supports to provide appropriate access. Feedback process is posted at all locations in main entrance. In future will be available on website. This process was launched 1/1/2015 and is ongoing.
Accessible Formats & Communication Supports
12.(1) Except as otherwise provided, every obligated organization shall upon request provide or arrange for the provision of accessible formats and communication supports for persons with disabilities,
a) in a timely manner that takes into account the person‘s accessibility needs due to disability; and
b) at a cost that is no more than the regular cost charged to other persons.
Action & status - Upon request, all areas of McCormick provide accessible formats and communication supports in a timely manner, at a cost that is no more than the regular cost charged to other persons. Posting to be included in reception to notify the public about availability of accessible format or communication support. This process was launched 1/1/2012 and is ongoing.
12.(2) The obligated organization shall consult with the person making the request in determining the suitability of an accessible format or communication support.
Action & status - Upon request, all areas of McCormick provide accessible formats and communication supports in a timely manner, at a cost that is no more than the regular cost charged to other persons. Posting to be included in reception to notify the public about availability of accessible format or communication support. This process was launched 1/1/2016 and is ongoing.
12.(3) Every obligated organization shall notify the public about the availability of accessible formats and communication supports.
Action & status - Included in Integrated Accessibility Standards Policy posted on website. This process was launched 1/1/2016 and is ongoing.
Emergency Procedures, Plans, or Public Safety Info
13.(1) In addition to its obligations under section 12, if an obligated organization prepares emergency procedures, plans or public safety information and makes the information available to the public, the obligated organization shall provide the information in an accessible format or with appropriate communication supports, as soon as practicable, upon request.
Action & status - Not Required as we do not prepare emergency procedures, plans or public safety information to be available for the public. This process was launched 1/1/2012 and is ongoing.
Accessible Websites, Apps and Web Content
14.(2) Designated public sector organizations and large organizations shall make their internet websites and web content conform with the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG)2.0, initially at Level A and increasing to Level AA, and shall do so in accordance with the schedule set out in this section.
Action & status - New external websites, apps and web content conforms to Web Content Accessibility Guidelines 2.0 A. This is a work in progress.
PART III – EMPLOYMENT STANDARD
Recruitment
22. Every employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes.
Action & status - Prospective applicants are advised of the availability of accommodations. Notification provided in Job Postings, on application form as well as on search page at www.mccormickcorporation.com. This process was launched 1/1/2016 and is ongoing.
Recruitment, Assessment or Selection Process
23.(1) During a recruitment process, an employer shall 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.
Action & status - Prospective applicants are advised of the availability of accommodations through job postings and application forms. This process was launched 1/1/2016 and is ongoing.
23.(2) If a selected applicant requests an accommodation, the employer shall consult with the applicant and 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 & status - Suitable accommodations will be made upon request and in consultation with applicant. This process was launched 1/1/2016 and is ongoing.
Notice to Successful Applicants
24. Every employer shall, when making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities.
Action & status - New employees are advised of the accommodation policy in their offer letter. This process was launched 1/1/2016 and is ongoing.
Informing Employees of Supports
25.(1) Every employer shall inform its employees of its policies used to support its employees with disabilities, including, but not limited to, policies on the provision of job accommodations that take into account an employee‘s accessibility needs due to disability.
Action & status - Advised through review of AODA policies HR 8-1 and HR 8-2 which was reviewed with employees during AODA training. This process was launched 1/1/2016 and is ongoing.
25.(2) Employers shall provide the information required under this section to new employees as soon as practicable after they begin their employment.
Action & status - This information is included in New Hire Orientation. This process was launched 1/1/2016 and is ongoing.
25.(3) Employers shall provide updated information to its employees whenever there is a change to existing policies on the provision of job accommodations that take into account an employee‘s accessibility needs due to disability.
Action & status - Advised through review of AODA policies HR 8-1 and HR 8-2 which was reviewed with employees during AODA training. This process was launched 1/1/2016 and is ongoing.
Accessible Formats & Communication Supports for Employees
26.1 In addition to its obligations under section 12, where an employee with a disability so requests it, every employer shall consult with the employee to provide or arrange for the provision of accessible formats and communication supports for,
(a) information that is needed in order to perform the employee‘s job; and
(b) information that is generally available to employees in the workplace.
Action & status - Alternate formats and supports are provided upon request. Human Resources and/or Supervisor will consult with employee to identify and arrange appropriate accommodations. This process was launched 1/1/2016 and is ongoing.
26.2. The employer shall consult with the employee making the request in determining the suitability of an accessible format or communication support.
Action & status - Consultation with employee(s) occur when a request is made for accessible formats to meet employee’s needs. This process was launched 1/1/2016 and is ongoing.
27.(1) Every employer shall provide individualized workplace emergency response information to employees who have a disability, if the disability is such that the individualized information is necessary and the employer is aware of the need for accommodation due to the employee’s disability.
Action & status - McCormick has Individualized Emergency Plans for employees as required. This process was launched 1/1/2012 and is ongoing.
27.(2) If an employee who receives individualized workplace emergency response information requires assistance and with the employee’s consent, the employer shall provide the workplace emergency response information to the person designated by the employer to provide assistance to the employee.
Action & status - Consent to inform designated person to assist employee is included within the Emergency Accommodation as required. This process was launched 1/1/2012 and is ongoing.
27.(3) Employers shall provide the information required under this section as soon as practicable after the employer becomes aware of the need for accommodation due to the employee’s disability.
Action & status - Information provided in a timely manner once aware of the need for accommodation as required. This process was launched 1/1/2012 and is ongoing.
27.(4) Every employer shall review the individualized workplace emergency response information,
Action & status - HR and/or supervisor will review individualized workplace emergency response information when required. Each plan will be reviewed on an individual basis as required. This process was launched 1/1/2012 and is ongoing.
(a) when the employee moves to a different location in the organization;
(b) when the employee’s overall accommodations needs or plans are reviewed; and
(c) when the employer reviews its general emergency response policies.
Action & status - During AODA training, asked employees to notify Supervisor or HR if accommodation is needed in the event of an emergency. This process was launched 1/1/2015 and is ongoing.
Documented Individual Accommodation Plans
28.(1) Employers, other than employers that are small organizations, shall develop and have in place a written process for the development of documented individual accommodation plans for employees with disabilities.
Action & status - Individual plans will be provided for all employees who require accommodations. This process was launched 1/1/2016 and is ongoing.
28 (2) The process for the development of documented individual accommodation plans shall include the following elements:
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.
Action & status - This process was launched 1/1/2016 and is ongoing.
Return to Work Process
29.(1) Every employer, other than an employer that is a small organization,
(a) shall develop and have in place a return to work process for its employees who have been absent from work due to a disability and require disability-related accommodations in order to return to work; and
(b) shall document the process.
Action & status - McCormick has a Return to Work plan for all employees who are ill or disabled. HR 4-8B Return to Work Plan. This process was launched 1/1/2016 and is ongoing.
29. (2) The return to work process shall,
(a) outline the steps the employer will take to facilitate the return to work of employees who were absent because their disability required them to be away from work; and
(b) use individual documented accommodation plans, as described in section 28, as part of the process.
Action & status - McCormick has a Return to Work plan for all employees who are ill or disabled. HR 4-8B Return to Work Plan. This process was launched 1/1/2016 and is ongoing.
29. (3) The return to work process referenced in this section does not replace or override any other return to work process created by or under any other statute.
Action & status - McCormick has a Return to Work plan for all employees who are ill or disabled. HR 4-8B Return to Work Plan. This process was launched 1/1/2016 and is ongoing.
Performance Management
30.(1) An employer that uses performance management in respect of its employees shall 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 & status - McCormick is supportive of accessible performance management process and will provide Performance Management documents in an accessible way upon request. Accommodation will be reviewed when an employee who requires this, changes roles or when career development opportunities are provided to help our employees succeed. This process was launched 1/1/2016 and is ongoing.
Career Development & Advancement
31.(1) An employer that provides career development and advancement to its employees shall take into account the accessibility needs of its employees with disabilities as well as any individual accommodation plans, when providing career development and advancement to its employees with disabilities.
Action & status - McCormick is supportive of accessible career development and advancement process and will evaluate on an individual basis as appropriate. This process was launched 1/1/2016 and is ongoing.
Redeployment
32.(1) An employer that uses redeployment shall take into account the accessibility needs of its employees with disabilities, as well as individual accommodation plans, when redeploying employees with disabilities.
Action & status - McCormick will consider the accessibility needs of individuals with disabilities and, if required adjust their supports to fit their new role. This process was launched 1/1/2016 and is ongoing.
