Accessibility Standard for mccormick.ca
We want everyone who visits the mccormick.ca to feel welcome and find the experience rewarding.
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
- Information and Communications
- 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 follows 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:
PO Box 5788 London, ON N6A 4Z2
McCormick Customer Service Policy
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:
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:
a) The purposes of the Accessibility for Ontarians with Disabilities Act, 2005
b) The requirements of the accessibility customer service standard
c) How to interact and communicate with people with various types of disabilities
d) How to interact with people with disabilities who use an assistive device or require the assistance of a service animal or a support person
e) 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
f) What to do if a person with a disability is having difficulty in accessing McCormick Canada’s goods and services
g) McCormick Canada’s policies, practices and procedures relating to the customer service standard.
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.
- 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.
- 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.
- 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.
- 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.
- 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
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.
- 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.
Accessibility for Ontarians with Disabilities Act, 2005
Integrated Accessibility Standards - Multi Year Plan
|PART I - General Requirements|
|3. 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.||McCormick Accessibility for Persons with Disabilities Policy - updated and approved||Complete||1-Jan-14|
|4. 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;
b) post the accessibility plan on their website and/or another public location and provide the plan in an accessible format upon request; and
c) review and update the accessibility plan at least once every five years.
|Multi Year Accessibility Plan established. Located on McCormick websites. Flavour.ca
Located to all employees in X:\_HR Policies and Procedures. Will provide upon request. Located in reception.
|6. 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.||N/A||N/A||1-Jan-14|
|7. 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.
|Training of all employees on Integrated Accessibility Standards Regulation and Human Rights Code to occur in 2014.
Ongoing training for employees hired after this date during onboarding.
|PART II – Information and Communications Standards|
|11. 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.||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.||Complete||1-Jan-15|
|12. 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.
12.(2) The obligated organization shall consult with the person making the request in determining the suitability of an accessible format or communication support.
See 12.(1) above
12.(3) Every obligated organization shall notify the public about the availability of accessible formats and communication supports.
Included in Integrated Accessibility Standards Policy provided to public
|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 suport.
Located at each main facility entrance and available on request.
|13. 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.||Not Required as we do not prepare emergency procedures, plans or public safety information to be available for the public.||N/A||1-Jan-12|
|14. Accessible Websites & 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.
New internet websites and web content on those sites must conform with WCAG 2.0 Level A.
All internet websites and web content must conform with WCAG 2.0 Level AA, other than,
• success criteria 1.2.5 Audio Descriptions (Pre-recorded).
|New external website conforms to Web Content Accessibility Guidelines 2.0 A.||Complete||1-Jan-16|
|PART III – Employment Standard|
|22. Recruitment –
|22. Every employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes.
Prospective applicants are advised of the availability of accommodations.
|Notification in Job Postings and on Application form as well as on search page at www.mccormickcorporation.com||Complete||1-Jan-16|
|23. 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.
(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.
|Prospective applicants are advised of the availability of accommodations through job postings and application forms. In addition to emails sent via Recruiter to candidate.
Suitable accommodations will be made upon request and in consultation with applicant.
|24. 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.||New employees are advised of the accommodation policy in their offer letter.||Complete||1-Jan-16|
|25. 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.
25.(2) Employers shall provide the information required under this section to new employees as soon as practicable after they begin their employment.
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.
See 25 (1) above.
|Advised through review of AODA policies HR 8-1 and HR 8-2 which was reviewed with employees during AODA training.
This information is included in New Hire handbook as well as training is provided during Orientation.
|26. 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.
26.2. The employer shall consult with the employee making the request in determining the suitability of an accessible format or communication support.
|Alternate formats and supports are provided upon request. Human Resources and/or Supervisor will consult with employee to identify and arrange appropriate accommodations.
Consultation with employee(s) occur when a request is made for accessible formats to meet employees needs.
|27. Workplace Emergency Response Information||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.
(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.
(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.
(4) Every employer shall review the individualized workplace emergency response information,
(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.
|McCormick has Individualized Emergency Plans for employees as required.
Consent to inform designated person to assist employee is included within the Emergency Accommodation.
Information provided in a timely manner once aware of the need for accommodation.
HR and/or supervisor will review individualized workplace emergency response information when required. Each plan will be reviewed on an individual basis.
During AODA training, asked employees to notify Supervisor or HR if accomodation is needed in the event of an emergency.
|28. 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.
28 (2) The process for the development of documented individual accommodation plans shall include the following elements:
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.
See above 28(1)
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.
|HR 4-8B Return to Work Plan & HR 4-9 Policies are existing and have been updated to address individual accomodation plans for employees with disabilities.
Individual plans will be provided for all employees who require accommodations.
McCormick is non union. Representation is welcome and stated in Accomodation policy
Annually or earlier as needed.
McCormick will communicate reasons for denial
|29. 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.
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. See 29(1) above
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.
|McCormick has a Return to Work plan for all employees who are ill or disabled. HR 4-8B Return to Work Plan||Complete||1-Jan-16
|30. 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.||McCormick is supportive of accessible performance management process and will provide Performance Management documents in an accessible way upon request. Accomodation will be reviewed when an employee who requires this, changes roles or when career development opportunities are provided to help our employees succeed.||As required||1-Jan-16|
|31. 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.||McCormick is supportive of accessible career development and advancement process.||As required||1-Jan-16|
|32. 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.||McCormick will consider the accessibility needs of individuals with disabilities and, if required adjust their supports to fit their new role.||As required||1-Jan-16|