Statement of Commitment

Freeman Expositions, Ltd (“Freeman”) is committed to meeting the accessibility needs of people with disabilities in a timely manner. Freeman has established an accessibility policy and a multi-year accessibility plan to meet its obligations under Regulation 191/11, “Integrated Accessibility Standards” (“Regulation”) under the Accessibility for Ontarians with Disabilities Act, 2005.
The Freeman vision for accessibility is that people with disabilities, visible or invisible, are given the same opportunity as others to obtain and benefit from services offered by Freeman. Freeman’s goal is to make reasonable efforts to provide services in such a way that the key principles of independence, dignity, integration and equality of opportunity for persons with disabilities are respected.

Application

This policy applies to all employees, volunteers and agents of Freeman who interact with Freeman’s current and prospective employees, volunteers, agents, customers, clients, suppliers, and any other users of Freeman’s services.

Multi-Year Accessibility Plan

Freeman’s Multi-Year Accessibility Plan outlines a phased-in strategy to prevent and remove barriers and meet its requirements under the Regulation. Freeman will post the plan on its website and will provide it in an accessible format upon request. The plan will be reviewed and updated at least once every five years.

Training

By January 1, 2015, Freeman will ensure that training is provided to all employees, and volunteers, and all persons who participate in developing Freeman’s polices, on the requirements of the accessibility standards referred to in the Regulation and on the Human Rights Code as it pertains to persons with disabilities. Training will be provided as soon as practicable.

If any changes are made to this policy or the requirements, training will be provided to include those changes. Freeman shall maintain a record of the dates when training was provided and the number of individuals to whom it was provided. Freeman shall ensure that others that provide goods, services or facilities on behalf of the organization have had training.

Information and Communications Standard

Feedback Processes

By January 1, 2015, Freeman will ensure that its processes for receiving and responding to feedback are accessible to persons with disabilities by providing or arranging for the provision of accessible formats and with communication supports upon request. Freeman will notify the public about the availability of accessible formats and communication supports.

Accessible Formats and Communication Supports

By January 1, 2016, Freeman will, upon request, provide or arrange for accessible formats and communication supports for persons with disabilities as follows:

• In a timely manner that takes into account the person’s accessibility needs due to a disability;
• At a cost that is no more than the regular cost charged to other persons;
• Consult with the person making the request and determine suitability of an
  accessible format or communication support;
• Notify the public about the availability of accessible formats and communication
  supports.

Unconvertible Information or Communications

If Freeman determines that information or communications are unconvertible, Freeman will provide the person requesting the information or communication with,

(a) an explanation as to why the information or communications are unconvertible; and
(b) a summary of the unconvertible information or communications. Information or communications are unconvertible if,
(a) it is not technically feasible to convert the information or communications; or
(b) the technology to convert the information or communications is not readily available.

Website Accessibility

Where practicable, by January 1, 2014, Freeman will make any new internet website and web content on those sites conform with the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0 initially at Level A and increasing to Level AA. By January 1, 2021 all internet website and web content backdated to 2012 will conform with WCAG 2.0 Level AA.

Employment Standard

Freeman will comply with the requirements of the Employment Standards in the Regulation by January 1, 2016. The Employment Standards apply in respect of employees, and not volunteers or other non-paid individuals.

Recruitment

Freeman will notify employees and the public about the availability of accommodations for applicants and employees, as the case may be with disabilities as follows:

1. In its recruitment processes;
2. During the recruitment process, when job applicants are individually selected to
   participate in an assessment or selection process;
3. If a selected applicant requests an accommodation, Freeman will 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;
4. When making offers of employment to a successful applicant.

Employee Notification

Freeman 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 a disability. Such information will be provided as follows:

1. To new employees as soon as practicable after they begin their employment;
2. To existing 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 a disability.

Accessible Formats and Communication Supports

Upon request by an employee with a disability, Freeman will consult with the employee to provide or arrange for the provision of accessible formats and communication supports for:

1. Information that is needed in order to perform the employee’s job; and
2. Information that is generally available to employees in the workplace.

Freeman will consult with the employee making the request in determining the suitability of an accessible format or communication support.

Individual Accommodation Plan (IAP)

Freeman will develop and have in place a written process for developing a documented individual accommodation plan for employees with a disability. The process will include the following elements:

1. The manner in which an employee requesting accommodation can participate in the development of the individual accommodation plan.
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 assist the employer in determining if accommodation can be achieved and, if so, 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.
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.

Return to Work

Freeman will have in place a return to work process for employees who have been absent from work due to a disability and require disability-related accommodation in order to return to work. Such processes shall be documented and must outline the steps that Freeman will take to facilitate the return to work and include an individual accommodation plan.

Performance Management, Career Development and Advancement and Redeployment

Freeman will take into account the accommodation needs and/or individual accommodation plans of employees when:

1. Using performance management processes;
2. Providing career development and advancement information;
3. Redeploying employees in lieu of a layoff.

Workplace Emergency Response Information

Freeman shall provide individualized workplace emergency response information to employees who have a disability in accordance with the following elements:

1. 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 the employee who receives an individual workplace emergency response information requires assistance and with the employee’s consent, Freeman shall provide the workplace emergency information to the person designated by Freeman to provide assistance to the employee;
3. As soon as practicable after becoming aware of the need for accommodation due to the employee’s disability;
4. Review the individualized workplace emergency response information when the employee moves to a different location in the organization, when overall accommodations needs or plans are reviewed and when Freeman reviews its general emergency response policies.