Multi-Year Accessibility Policy and Plan ConAgra Foods Canada

Introduction:

In 2005, the government of Ontario passed the Accessibility for Ontarians with Disabilities Act (AODA). It is the goal of the AODA to remove barriers and make Ontario a welcoming and accessible place for persons with disabilities.

As part of this legislation ConAgra Foods Canada is required to create a multi-year accessibility plan to aid us in meeting our accessibility goals. This accessibility plan outlines the policies and actions that ConAgra Foods Canada will put in place to improve opportunities for people with disabilities and will also support planning for AODA compliance

Statement of Commitment

ConAgra Foods Canada 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 (AODA).

Our Goal is to Plan for and Achieve Compliance

  • Address the requirements of the Accessibility of Ontarians with Disabilities Act
  • Create a plan to come into compliance by key dates outlined in the AODA
  • Identify barriers to compliance and incorporate them into planning for barrier removal
  • Build awareness surrounding accessibility, inclusion in the AODA through a communication plan to employees

Accessible Emergency Information

ConAgra Foods Canada is committed to providing the customers and clients with publicly available emergency information in an accessible way upon request. We will also provide employees with disabilities with individualized emergency response information when necessary.

Training

ConAgra Foods Canada will provide training to employees, volunteers and other staff members 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 employees, volunteers and other staff members. ConAgra will:

  • Provide training to employees, volunteers, all those who participate in developing the organization‘s policies<
  • Include training to all others who provide goods or services on behalf of the organization where applicable
  • Training will cover requirements in the AODA, as well as the Ontario Human Rights Code as it relates to people with disabilities

Information and communications

ConAgra Foods Canada is committed to meeting the communication needs of people with disabilities. We will consult with people with disabilities to determine their information and communication needs. ConAgra will:

  • Consult with website content developers to ensure ongoing compliance with website requirements for accessibility
  • Provide information and communicate in an accessible manner about goods, services or facilities to people with disabilities, on request.
  • Information must be provided in a timely manner and at a cost that is no more than the regular price charged to others.

ConAgra Foods Canada will take the following steps to ensure existing feedback processes are accessible to people with disabilities upon request and will:

  • Create a process for receiving and responding to feedback, ensure that the processes are accessible to persons with disabilities by providing or arranging for accessible formats and communications supports, upon request.

Employment

ConAgra Foods Canada is committed to fair and accessible employment practices.

Recruitment: We will take the following steps to notify the public and staff that, when requested, ConAgra Foods Canada will accommodate people with disabilities during the recruitment and assessment processes and when people are hired:

  • Evaluate the recruitment process and tools (Applicant Tracking System) and ensure they are compliant with AODA accessibility requirements
  • Investigate alternative candidate sourcing options in the recruitment process to be as inclusive as possible
  • Include in job advertisements and postings a statement letting prospective applicants know that , if they ask for them, accommodations are available to support them in applying for the job and during the interviewing and assessment process
  • If a selected applicant requests accommodation, the Company shall consult with the applicant to provide and arrange for suitable accommodation taking into account the applicants accessibility needs due to disability
  • When making an offer of employment the Company shall notify the applicant of its policies for accommodating employees with disabilities
  • Provide training to anyone involved in the recruitment about ConAgra’s management of requests for accommodation during the recruitment and selection process

Accommodation Plans and Return-to-Work policies: ConAgra Foods Canada 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 due to a disability. ConAgra will:

  • Develop and have in place a written process for the development of documented individual accommodation plans for employees with disabilities
  • Consult with third party benefits provider to create a comprehensive and detailed return to work program supporting employees returning to work to a job after a disability-related leave of absence.
  • Inform existing employees of plans and policies used to support employees with disabilities using a variety of methods
  • For all new employees inform them of plans and policies as soon as possible after they begin employment
  • Provide updated information to employees whenever there is a change to existing policies on the provision of job accommodations
  • If required by an employee with a disability the Company must consult with the employee to determine the most appropriate accessible formats or communication supports required

Career and Performance Management: We will take the following steps to ensure the accessibility needs of employees with disabilities needs are taken into account if ConAgra Foods Canada is using performance management, career development and redeployment processes. ConAgra will:

  • Ensure that barriers are identified and removal of barriers is planned and implemented
  • Review and consider individual accommodation plans or accessibility needs when managing employee performance
  • Determine if the format and location of the performance management meeting are accessible
  • Ensure that managers review employee accommodation plans prior to performance management sessions, to ensure that all relevant accommodations are implemented and taken into account in the assessment and discussion of performance
  • Take into account accessibility needs of employees with disabilities and individual accommodation plans when providing career development and advancement to employees with disabilities
  • Take into account accessibility needs of employees with disabilities when redeploying employees to other departments or jobs within the organization
  • Ensure management of any employee who has moved to a new position due to redeployment is aware of any individual accommodation plans

Service Animals & Support Persons

ConAgra Foods Canada is committed accessibility of goods and services to our customer and clients. We will take the following steps to ensure the following accommodations:

  • Allow a person accompanied by a service animal to enter premises
  • Allow a person requiring a support person for necessary protection of health and safety to be accompanied by the support person on premises to the extent the public or third parties have access to such premises
  • Provide advance notice of any fees or amounts payable in respect of support persons’ presence on the premises

Other Barriers

ConAgra Foods Canada will take the following steps to prevent and remove other accessibility barriers as they are identified:

  • Formal and informal feedback will be collected by the Health and Safety Committee and members of management; we will use this feedback to inform priorities for multi-year accessibility plans.

Design of Public Spaces

ConAgra Foods Canada will meet the Accessibility Standards for the Design of Public Spaces when building or making major modifications to public spaces. Public spaces include:

  • Outdoor public eating areas like picnic or built lunch break areas
  • Outdoor paths of travel, like sidewalks, ramps, stairs, curb ramps, and rest areas
  • Accessible off street parking
  • Waiting areas

Service Disruptions: ConAgra Foods Canada 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 alternatives available.

For more information

For more information on this accessibility plan, please contact Tanja Fratangeli at:

Accessible formats of this document are available free upon request

Timelines for the Multi-Year Accessibility Plan

2013
Item Details Who is Responsible Due Date Status
Compliance Reports File with Ontario government accessibility compliance report HR September Complete
Gap Analysis/ Readiness Assessment Determine areas need to have a plan for in order to attain compliance HR and Health & Safety Committee December 2, 2013  
Statement Plan and Policy with statement of commitment to be posted on internal website. Confirm how the organization will achieve compliance with the law, notify employees of the plan and policy. Have President Tom Gunter send out. HR December 31, 2013 Complete
Plan “Multi-year Plan” for compliance to be reviewed and updated every 5 years HR and Health & Safety Committee December 31, 2013 Complete
Communicate Share accessibility plan and policies with employees. Announce with a memo from senior leadership or during a staff meeting HR and President December 31, 2013 Complete
2014
Item Details Who is Responsible Due Date Status
Statement Plan and Policy with statement of commitment to be posted on external website. HR January 2014 Complete
Employment Compliance: Recruitment, interviewing, assessing and notifying applicants. Development of Policy and Procedure. Update existing Policy. HR and Health & Safety Committee September 2014 Complete
  Training Communications – accessible formats and communication to support employees with differing abilities HR and Health & Safety Committee September 2014 Complete
  Emergency Procedures and response information HR and Health & Safety Committee September 2014 Complete
  Accommodation and return to work policy (work with 3rd party benefits). Need documented individual accommodation plans and processes for people returning to work. Will need to have a process of written documented individual accommodation and a plan for each employee with disabilities and or need for accommodation. Need a comprehensive return to work program, publish it. HR and Health & Safety Committee September 2014 Complete
  Performance Management HR and Health & Safety Committee September 2014 Complete
  Career Development and advancement HR and Health & Safety Committee September 2014 Complete
  Redeployment HR and Health & Safety Committee September 2014 Complete
Training Training all employees on integrated standard & human rights code. Focus on Information and Communications. Tracking must be done to record compliance. Look at recruitment policies, accommodation policies etc. HR and Health & Safety Committee December 31, 2014 On going
  New Hire training on integrated standards and Human rights code. HR and Health & Safety Committee December 31, 2014 Complete
2015 and beyond
Item Details Who is Responsible Due Date Status
Enhance AODA Awareness Enhance AODA and accessibility awareness. Revise processes for provision of alternate formats of communication and information HR and Health & Safety Committee   On going
Web Compliance Work with ConAgra developers to ensure compliance to the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG)

All websites and content must conform with WCAG 2.0, Level AA by January 1, 2021
HR and ConAgra website Developers 2021 Complete

January 2017

From Planning into Action:

Every member of ConAgra Food Canada has a role to play in increasing the accessibility of our work environment.  Part of our commitment to building a culture of accessibility is in the added focus of our Health and Committee to be aware of and create a culture around accessibility.  The Committee will serve to work across departments and with a variety of stakeholders to facilitate the removal of barriers and the implementation of innovative solutions.

Communication:

This plan will be available on our internal website and information about its release will be communicated through a member of our executive leadership team. A link to the policy is also included within the HR Information System, Workday, which is accessible to all employees.

For more information about this plan and related reports contact Human Resources.

Multi-Year Accessibility Plan to be reviewed and updated at least once every five years.