Accessibility - Statement
F.G. Lister &
Co. Ltd. (the Company) 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 people 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 Multi-year Accessibility Plan outlines the policies and actions
that the Company will put in place to improve opportunities for
people with disabilities. This plan will be reviewed and
modified on an annual basis to reflect the Company’s accomplishments
in improving accessibility tend to maintain compliance with the
Integrated Accessibility Standards Regulations (IASR). The
plan is available on the Company’s external websites and internal
Accessible Emergency Information
The Company is committed to providing the public with available
emergency information in an accessible way upon request.
Employees with disabilities are also provided with individualized
emergency response plan and information.
Customer Service Accessibility
The Company is committed to excellence in serving all customers
including people with disabilities.
The Company has developed and put into place an Accessibility
Standard for Customer Serve Plan that:
- Allows assistive
devices in the workplace
a person’s disability when communicating
- Allows service
animals in areas of the premises that are allowable under the
Food Safety Guidelines and Good Food
Practices as well as our HACCP regulations
the public when accessible services are not available
feedback by telephone, writing, email or in person.
The Company has made the Accessibility Standard for Customer Service
Plan available to the public and employees by posting it on our
company bulletin boards, external website. The Policy is
also available in accessible format upon request. The Company
has trained employees that deal with the public on the policy
and will train new employees.
The Company will provide training to employees, interns and independent
contractors on Ontario’s accessibility laws and on the Human Rights
Code as it relates to people with disabilities.
Training will be provided
in a way that best suits the duties of an employee, interns and
Company will take the following steps to ensure employees are
provided with the training needed to meet Ontario’s accessible
laws by January 1, 2015:
- Train all
HR staff on IASR requirements that apply to the company and
requirements by the Ontario Human Rights code when related to
persons with a disability.
- Train all
employees, interns and independent contractors as appropriate
to their duties on the requirements of the Regulation and on
the Human Rights Code as it pertains to persons with disabilities
- Train employees
involved in developing Company policies
Information and Communications
The Company is committed to meeting the communication needs of
people with disabilities. We will consult with people with
disabilities to determine their information and communication
The Company will ensure that our current feedback processes are
accessible to persons with disabilities by providing accessible
formats and communication supports, upon request. When an
accessible format is requested we will consult with the person
to determine suitability of format.
Any feedback requests must be made to the Director of Human Resources.
The Company will take the following steps to ensure all publicly
available information is made accessible upon request by January
- We will
respond to request in a timely manner
- When a request
is made we will consult with the person and take into account
the person's accessibility needs that are appropriate to their
- We will
have a process in place for people to be provided with information
and communication in an accessible format and we will explain
in writing when an accessible format is not feasible and why
- We will
inform staff who may receive requests for accessible information
on how to obtain accessible formats
- We will
notify the public about the availability of accessible formats
and communication supports via external websites and Company
The Company has taken steps to make all new websites and content
on those sites conform to the WCAG 2.0, Level A by January 1,
The Company will take steps to ensure compliance is
into the Company’s website project management and that
and content conform to the WCAG2.0 Level AA by January
1, 2021: This includes incorporating word links along side picture
The Company is committed to identifying, removing and preventing
barriers with regards to employment by evaluating existing policies
and procedures in the workplace.
IASR Compliance date: January 1, 2016
The Company is committed to equal opportunity employment and welcomes
all applicants. We
will promote employment opportunities for the designated groups
including persons with disabilities.
The Company is committed to fair and accessible employment practices.
We will take the following steps to notify the public and staff
that, when requested, the Company will accommodate people with
disabilities during the recruitment and assessment processes and
when people are hired:
- Let staff
and the public know that we will accommodate disabilities during
the recruitment and assessment processes upon request
- If an applicant
requests accommodation, we will consult with them to make arrangements
to accommodate their needs.
- We will
notify new hires of our policies for accommodating employees
Company will ensure employees know of its policies used to support
its employees with disabilities and will update employees whenever
there is a change made to existing policies.
The Company will take the following steps to develop and put in
place a process for developing individual accommodation plans
and return-to-work policies for employees that have been absent
die to a disability by January 1, 2016:
We will develop individual accommodation and return to work plans
for employees that are returning to work after being absent due
to a disability.
We will develop individual accommodation plans if the returning
employee requires some form of disability-related accommodation.
The Company will take the following steps to ensure the accessibility
needs of employees with disabilities needs are taken into account
if the Company is using performance management, career development
and redeployment processes.
Make performance management accessible by reviewing an employee’s
accommodation plan to understand their needs.
Provide documents in accessible formats, such as large print
We will train managers and supervisors to provide feedback and
coaching to employees in a way that is accessible to them.
Consider what accommodations the employee will need and how to
help employees with disabilities when considering career developments.
Consider how to help employees with disabilities succeed in our
Design of Public Spaces
The Company will meet the Accessibility Standards for the design
of Public Spaces when building or making major modifications to
public spaces. Public spaces would include:
related areas such as service counters, waiting areas and reception
- Staff eating
will put 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 alternatives available.
For more information
For more information on this accessibility plan, please contact
Elizabeth Comuzzi at:
Phone: 416 259 7621
of this document are available free upon request.
for Ontarians with Disabilities Act
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