Accessibility at Labatt Breweries of Canada

Accessibility at Labatt Breweries of Canada


Ontario Accessible Customer Service Plan


The AODA imposes a legal duty on Ontario organizations to meet prescribed and regulated accessibility standards, including establishing and implementing a multi-year accessibility plan by January 1, 2014, and thereafter maintaining and documenting it.

Labatt has developed its multi-year accessibility plan which outlines our strategy to prevent and remove barriers for persons with disabilities. Labatt will review and update this plan every five years at a minimum.

The following accessibility standards apply to Labatt under the AODA:

  • Accessible Emergency Information
  • Training
  • Information and Communications
  • Employment

Accessible Emergency Information
Labatt is committed to providing its employees, customers and clients with publicly available emergency information in an easily accessible way upon request. When we are aware of a disability and a need for accommodation, we will provide individualized emergency response information when required.

Training
Labatt will provide training to its employees, volunteers and other staff members on Ontario’s accessibility laws and on the Ontario Human Rights Code as it relates to people with disabilities. Training will be provided in a way that best suits the duties of employees, volunteers and other staff members. Labatt will ensure employees are provided with the training required to meet Ontario’s accessibility laws by January 1, 2015. Training for Labatt employees will include:

  • The objectives of the Accessibility for Ontarians with Disabilities Act, 2005 and the requirements of the Customer Service Policy Statement;
  • Interacting and communicating with people with various types of disabilities;
  • Interacting with people with disabilities who use assistive devices or who require the assistance of service animals or support people;
  • The use of equipment or devices available on Labatt premises (or otherwise) that could assist in providing goods or services to people with disabilities;
  • Procedures to follow if a person with a disability has difficulty accessing Labatt’s goods and services; and
  • Labatt’s policies, practices and procedures on providing goods or services to people with disabilities.
Ongoing training will be provided when these policies, practices and procedures are revised. New employees, as well as those with duties acting on behalf of Labatt will receive training as part of their orientation.

Information and Communications
Labatt is committed to meeting the communication needs of people with disabilities by ensuring company information and communications are accessible to them. We will consult with appropriate groups and organizations to determine the information and communication needs of people with disabilities and will adopt the new information and communication standards relating to the accessibility of our information, communications systems and platforms.

Labatt will take the steps necessary to ensure all new websites and web content conform to WCAG (Web Content Accessibility Guidelines) 2.0, Level A by January 1, 2014 and we will conform to WCAG 2.0, Level AA by January 1, 2021.

Labatt will ensure that by January 1, 2015, existing and new processes for receiving and responding to feedback are accessible to people with disabilities by providing, or arranging for the provision of accessible formats and communication supports, upon request and in a timely manner.

By January 1, 2016, Labatt will ensure that all publicly available information is accessible to people with disabilities.

Employment
Labatt is committed to fair and equal employment practices by providing accessibility across all stages of the employment cycle. We will take the following steps to notify employees and the public that, when requested, Labatt will accommodate people with disabilities during the recruitment and assessment processes and when people are hired:

  • Review existing recruitment policies, procedures and process;
  • Specify that accommodation is available for applicants with disabilities at all recruitment stages (recruitment, assessment and selection); and
  • Include notification of Labatt’s policies on accommodating employees with disabilities letters offering employment.
Labatt will take the following steps to develop and implement a process for developing individual accommodation plans and return-to-work policies for employees who have been absent due to a disability:
  • Review and assess existing policies to ensure accommodation of an employee with a disability and to facilitate an employee’s return-to-work after an absence due to disability;
  • Identify the ways employees can participate in developing the accommodation plan; and
  • Include individualized workplace emergency response information and information regarding accessibility.
We will take the following steps to ensure the accessibility needs of employees with disabilities are taken into account in performance management, career development and redeployment processes:
  • Review, assess and include accessibility criteria in performance management workshops;
  • Recognize the accessibility needs of employees with disabilities when providing career development and advancement; and
  • Adjust our redeployment checklist to recognize the accessibility needs of employees with disabilities.
Labatt is committed to treating all people in a way that allows them to maintain their dignity and independence. No changes will be made to this plan before considering their impact on people with disabilities.

For more information on this accessibility plan, please contact the Contact Centre at: Phone: 1-866-667-7100 Email: ContactCentre@labatt.com