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Multi-Year Accessibility Plan

This 2014-2021 accessibility plan outlines the policies and actions that Lindt & Sprüngli Canada Inc. will put in place to improve opportunities for people with disabilities.

OUR COMMITMENT

Lindt is committed to serving our customers, partnering with our suppliers and interacting with staff members in a way that respects the dignity and independence of people with disabilities. We are also committed to preventing and removing barriers to accessibility and providing people with disabilities the same opportunity to access, and benefit from, our goods and services in the same place and in a similar way as other customers, suppliers and employees.

GENERAL REQUIREMENTS

Accessibility Policy and Multi-Year Accessibility Plan

Actions Taken:

Lindt’s Accessibility Policy was implemented in October 2011 and reviewed in December 2015. 

Lindt’s Multi-Year Accessibility Plan was created to identify, remove and prevent barriers to accessibility.

The Accessibility Policy and Plan are posted on Lindt’s website at www.lindt.ca. Upon request, Lindt will provide a copy of the Accessibility Policy and Plan in an accessible format.

The Multi-Year Accessibility Plan will continue to be reviewed and updated at least once every five years. The Accessibility Plan was last revised in December 2015.

Training

Lindt has implemented training on the requirements of the accessibility standards referred to in the Regulation and training on the Human Rights Code to all employees, volunteers and others who interact with the public on our behalf, and all those who are involved in the development and approvals of customer service polices, practices and procedures. The following steps have been taken to ensure compliance by January 1, 2015. 

Actions Taken:

All Lindt employees and third party representatives are trained on the requirements of accessibility standards and the Human Rights Code as soon as possible after commencement of employment.

Records of training are kept and maintained.

INFORMATION AND COMMUNICATION STANDARDS

Lindt is committed to meeting the communication needs of people with disabilities. 

Feedback

Lindt is committed to ensuring all feedback processes across the organization, both internally and externally are accessible to persons with disabilities by providing or arranging for accessible formats and communications supports upon request. The following steps have been taken to ensure compliance by January 1, 2015.

Actions Taken:

Feedback will be accepted by Consumer Affairs at 1-866-374-1914 or by mail to 900-181 University Ave, Toronto, ON, M5H 3M7.

Lindt will provide or arrange for accessible formats and communication supports upon request.

Accessible formats and communications supports can be requested on Lindt’s website at http://www.lindt.ca/swf/eng/information/consumer-affairs

Accessible Websites and Web Content

As of January 1, 2014, Lindt’s new internet websites and web content on sites have confirmed with WCAG 2.0 Level A. Lindt will ensure that all internet websites and web content will conform with WCAG 2.0 Level AA by January 1, 2021.

Planned Actions:

A review is underway of the required changes that need to be made to website by January 1, 2021.

EMPLOYMENT STANDARDS

Lindt aims to provide fair and accessible employment practices to all its prospective and current employees. As a result, we are committed to preventing and removing barriers to accessibility in the workplace and providing everyone, including employees and representatives with disabilities access to the same opportunities.  

Lindt has ensured that all employment standards have met accessibility requirements by January 1, 2016. We have taken steps to ensure that accessibility is provided in three major areas of employment: Recruitment, Accommodations for Staff and Performance Management, Career Development and Redeployment.

Recruitment 

The Lindt Human Resources team is committed to notifying its staff members and the public about the availability of accommodation for applicants with disabilities in its recruitment process. 

Actions Taken:

Recruitment, assessment and selection processes and procedures have been reviewed and modified to notify employees and the public on the availability of accommodation.

The Lindt Human Resources team will notify job applicants, when they are individually selected to participate further in an assessment or selection process that accommodations are available upon request in relation to the materials or processes to be used. 

If a selected applicant requests an accommodation, Lindt will 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. 

When making offers of employment, Lindt will notify the successful applicant of its policies for accommodating employees with disabilities. 

Training materials have been developed for colleagues responsible for recruitment, assessment, selection and on-boarding to ensure compliance with accommodation.

Accommodations for Staff

Lindt will ensure that we are creating and following measures for any staff member who requires accommodation as a result of a disability. 

Informing Employees of Supports

Actions Taken:

Lindt will continue to inform its staff of its policies (and any updates to those policies) used to support employees with disabilities, including policies on the provision of job accommodations that take into account a staff member’s accessibility needs due to disability. This information will be provided to new employees and representatives as soon as practicable after commencing employment. 

Accessible Formats and Communication Supports for Staff 

Planned Actions:

Upon the request of an employee or representative with a disability, Lindt will consult with the employee to provide, or arrange for the provision of accessible formats and communication supports for information that is needed to perform his/her job, and information that is generally available to other employees, including information as it relates to conducting performance management, providing career development and advancement to employees, or when redeploying employees.  

In determining the suitability of an accessible format or communication support, Lindt will consult with the employee making the request. 

Workplace Emergency Response Information

Actions Taken:

New employees can request for accommodation in an event of a workplace emergency when they begin their employment with Lindt through our pre-employment form.

Workplace Emergency Response information is included as part of Lindt’s fire drill process.

Individualized workplace emergency response information will be provided to employees who have a disability, if the disability is such that the individualized information is necessary, and if Lindt is aware of the need for accommodation due to the employee’s disability. Lindt will provide this information as soon as practicable after becoming aware of the need for accommodation. 

Where the employee requires assistance, Lindt will, with the consent of the employee, provide the workplace emergency response information to the person designated by Lindt to provide assistance to the employee. 

Lindt will review the individualized workplace emergency response information when the employee moves to a different location in the organization and when the employee’s overall accommodations needs or plans are reviewed. 

Documented Individual Accommodation Plans

For those employees who require individual accommodation due to a disability, Lindt is committed to documenting individual accommodation plans as well as maintaining a written process for the development of accommodation plans. Individual accommodation plans will include individualized workplace emergency response information (where required), and will identify any other accommodation including accessible formats and communications supports provided. 

Actions Taken:

Lindt’s individual accommodation process has been developed and implemented. 

Further training to managers and other colleagues responsible for supporting the individual accommodation plan will be developed in 2016.

Return to Work Process

Lindt maintains a documented return to work process for its employees who have been absent from work due to a disability and who require disability-related accommodations in order to return to work.  The return to work process outlines the steps Lindt will take to facilitate the return to work and will include documented individual accommodation plans as part of the process.

This return to work process will not replace or override any other return to work process created by or under any other statute (ie. the Workplace Safety Insurance Act, 1997). 

Actions Taken:

Lindt’s return to work process has been reviewed to ensure accommodation is incorporated in the process. 

Process is currently in place and working towards a partnership with a 3rd party benefit and/or provincial workers compensation board.

Further training to managers and other colleagues responsible for supporting the return to work process will be developed in 2016.

Performance Management, Career Development and Redeployment

Actions Taken:

Existing performance management, career development and redeployment processes have been reviewed to ensure that accessibility needs of employees are met.

Further training to managers and other colleagues who are involved in performance management, career development and redeployment processes will be developed to ensure compliance with processes in 2016.

DESIGN FOR PUBLIC SPACES STANDARDS

Lindt is committed to meeting the accessibility standards for the Design of Public Spaces when building or making major modifications in our retail stores by January 1, 2017. Lindt will work with its vendors and suppliers to ensure all parties are in compliance to legislative requirements. Public spaces include:

Outdoor paths of travel, like sidewalks, ramps, stairs, curb ramps, rest areas and accessible pedestrian signals 

Accessible off street parking

Service-related elements like service counters, fixed queuing lines and waiting areas

Planned Actions:

At least one service counter in each retail store will accommodate mobility aids through counter height, knee clearance and clear floor space. All accessible service counters will be clearly identified through the appropriate signage.

Queuing areas will be cane detectable and wide enough for people to use mobility aids and mobility assistive devices to turn where queuing lines change direction.

Lindt will put the following procedures in place to prevent service disruptions to its accessible parts of its public spaces.

In the event of a service disruption, we will notify the public of the service disruption and alternative available. 

FOR MORE INFORMATION

For more information on this accessibility plan or to request for an accessible format of this document, please contact the following:

Human Resources Department 

900-181 University Ave

Toronto, Ontario

M5H 3M7

Tel: 416-351-8566

Fax: 416-351-8809

© 2019 Chocoladefabriken Lindt & Sprüngli AG