Canda Six Fortune Enterprise Co. Ltd.
Accessibility Plan 2022 – 2026
Tables of Contents
At Canda, respect of individuals is part of our core values. We aim to develop, implement, and enforce accessibility standards so that all people from the community will benefit from accessible services, programs, spaces, and employment.
We are committed to ensuring equal access and participation for people with disabilities. We are committed to treating people with disabilities in a way that allows them to maintain their dignity and independence. We believe in integration and we are committed to meeting the needs of people with disabilities in a timely manner. As a team, we will do so by removing and preventing barriers to accessibility and meeting our accessibility requirements under applicable legal and regulatory requirements, including the Accessibility for Ontarians with Disabilities Act (“AODA”) and all other applicable laws.
Canda strives to meet the needs of its colleagues, customers and the public with disabilities and is working to remove and prevent barriers to accessibility.
Canda is committed to fulfilling our requirements under the Accessibility for Ontarians with
Disabilities Act and all other applicable laws. This accessibility plan outlines the steps Canda is taking to meet those requirements and to improve opportunities for people with disabilities.
At Canda, we are proud of and value our differences in culture, experience and thought, as well as
sex, gender, creed, ethnicity, race, color, national origin, age, religion, citizenship, familial status, marital status, veteran status, alienage, sexual orientation or disability. We understand that diversity and inclusion are good for business and make our company stronger. We do not tolerate discrimination or harassment on any of these grounds. Each day we work to build a culture that is open, diverse and inclusive. Our continuing success as individuals, colleagues, and a company depends on all of us treating each other with respect and upholding the highest professional and ethical standards.
3.1.1 Canda ensures training is provided to every person who interacts with the public on the Company’s behalf, as well as to all those who are involved in the development of Canda’s policies, procedures and practices governing the provision of goods or services to the public. This training includes the purpose of standards regarding accessibility set by provincial legislation and related requirements, as well has how to communicate, interact and support persons with disabilities in ways that take the person’s disability into account. The training is delivered as soon as practicable after hire and on an ongoing basis in connection with changes to Canda’s policies or procedures governing the provision of goods or services to persons with disabilities.
3.1.2 Persons with disabilities are permitted to use their own assistive devices to obtain, use or benefit from Canda’s goods and/or services.
3.1.3 Persons accompanied by a service animal are permitted to enter areas of our premises that are open to the public, except in those areas in which the animal is excluded by law.
3.1.4 Where a person with a disability is accompanied by a support person, both the person with the disability and the support person are provided equal access to our goods and services.
3.1.5 Notice is provided to the public of any temporary or other disruptions to facilities or services usually used by persons with disabilities, including information about the reason for and expected length of the disruption and a description of any alternative facilities and/or services that are available.
3.1.6 Canda welcomes feedback about how it provides goods or services to persons with disabilities. Members of the public may provide feedback in the manner deemed most convenient to them, including in person, by telephone, in writing, or by email or other electronic format.
4.1.1 From June 9, 2022, Canda’s substantially refreshed website and web content are in line with the requirements of World Wide Web Consortium Web Content Accessibility Guidelines 2.0, Level AA in order to be more informative and accessible.
4.1.2 Canda’s processes for receiving and responding to feedback are accessible, by providing or arranging for the provision of accessible formats and communication supports, upon request.
4.1.3 Upon request Canda provides or arranges for the provision of accessible formats and communication supports for persons with disabilities, in a timely manner and at no extra cost.
4.1.4 Feedback is accepted at (604) 432-9000 or in writing to Canda Six Fortune Enterprise Co. Ltd., HR Department, 8138 North Fraser Way, Burnaby, BC V5J 0E7.
4.1.5 Requesting persons will be consulted as to the suitability of an accessible format or communication support.
4.1.6 The public is notified about the availability of accessible formats and communication supports by a notification on www.candasixfortune.com.
5.1 Recruitment
5.1.1 Notifies all job applicants and the public that accommodation is available during the recruitment process on request, by specifying the same in job postings and on the careers section of the corporate website.
5.1.2 Specifies that accommodation is available for applicants with disabilities in recruitment related materials and during employment application and scheduling of interviews.
5.1.3 If an applicant requests accommodation, consults with the applicant and arrange for the provision of suitable accommodation that takes into account the applicant’s needs due to disability.
5.1.4 When making offers of employment, notifies the successful applicant of Canda’s policies for accommodating colleagues with disabilities.
5.1.5 Provides appropriate training to colleagues responsible for recruitment, assessment, selection and on-boarding to ensure these planned actions are delivered, and accommodation requests are fulfilled in an effective and timely manner.
5.2 Workplace
5.2.1 Reviews and, as necessary, modifies existing orientation and on-boarding processes to ensure new colleagues are provided information about Canda’s accessibility policies as soon as practicable after employment commences, including a description of the same in new hire kits and on Canda’s internal shared computer drives.
5.2.2 Develops a procedure, which may include eLearning and a posting on Canda’s internal shared computer drives, to advise colleagues whenever there is a change to existing policies on the provision of workplace accommodations.
5.2.3 Develops and integrates procedures for documenting and updating, as required, documented individual accommodation plans, which will provide for the method(s) by which requesting colleagues will be assessed and represented, how they can participate in the plan’s development, and the method by which a copy of the plan will be provided to the colleague in a format that takes his or her accessibility needs into account.
5.2.4 Develops and provides appropriate training to managers and colleagues responsible for supporting the individualized accommodation plan process, and a training schedule that will ensure the efficacy of the process on a continuing basis.
5.3 Return to work from disability-related leaves
5.3.1 Reviews and, as necessary, modifies and documents existing return to work processes for colleagues who have been absent from work due to a disability and require accommodation in order to return to work.
5.3.2 Ensures documented individual accommodation plans comprise part of the return to work process.
5.3.3 Develop and provides appropriate training to managers and other colleagues responsible for supporting the return to work process for colleagues who require accommodation in order to return to work, and a training schedule for the same that will ensure effective execution of the return to work process on a continuous basis.
5.4 Performance management, career development and redeployment
5.4.1 Reviews and, as necessary, modifies existing performance management, career development and redeployment processes to ensure that the accessibility needs and individual accommodation plans of colleagues with disabilities are taken into account.
5.4.2 Develops and provides appropriate training to managers and other colleagues responsible for supporting or impacting performance management, career development and advancement, and redeployment processes, and a training schedule for the same that will ensure compliance with the processes on a continuous basis.
6.1 Outdoor sidewalks and walkways, including associated ramps, will have a surface that is firm and stable.
6.2 Off-street parking will include signed parking spaces and access aisles for persons with disabilities, including van accessible spaces.
6.3 Procedures on how to deal with temporary disruptions when accessible elements are not in working order.
7.1 Training is completed as soon as practicable after hire and on an ongoing basis in connection with changes to Canda’s policies or procedures governing the provision of goods or services to persons with disabilities.
8.1 For more information about the Canda Accessibility Plan, please phone (604) 432-9000 or mail to Canda Six Fortune Enterprise Co. Ltd., HR Department, 8138 North Fraser Way, Burnaby, BC V5J 0E7.
8.2 Copies of this plan or our Accessibility Policy are available upon request. They can be provided via accessible formats and/or with communication supports, upon request.
