Accessibility Plan

FOUR SEASONS HOTEL Limited
MULTI-YEAR ACCESSIBILITY PLAN

Introduction and Statement of Commitment

In 2005, the government of Ontario passed the Accessibility for Ontarians with Disabilities Act (the “AODA”). The AODA requires that, effective January 1, 2014, Four Seasons Hotel Limited ("Four Seasons") establish, implement, maintain and document a multi-year accessibility plan which outlines the organization’s strategy to prevent and remove barriers for persons with disabilities and to meet requirements under the AODA.

This multi-year plan outlines Four Seasons’ strategy to prevent and remove barriers for persons with disabilities and to address the current and future requirements of the AODA in order that we may fulfill our commitment as outlined in the Four Seasons Hotels and Resorts Accessibility Policy.

General Requirements

Requirement	Description	Action	Status	Compliance Date
Establishment of Accessibility Policies	Develop, implement and maintain policies governing how Four Seasons will achieve accessibility through meeting its requirements under the accessibility standards.	Draft policy Obtain management approvals Post policy online and intranet	Completed	January 1, 2014
Accessibility Plans	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 AODA Post the accessibility plan on their website and provide the plan in an accessible format upon request. Review and update the accessibility plan at least once every five years.	Identify barriers Prepare and develop multi-year accessibility plan Obtain management approvals Post plan online and intranet Review plan every year on January of every year Attend a public workshop	Completed December 16, 2013	January 1, 2014
Training	Ensure that training is provided on the requirements of the accessibility standards and on the Human Rights Code of the AODA as it pertains to persons with disabilities to all employees, persons who participate in developing the organization's policies, and all other persons who provide goods, services or facilities on behalf of the organization.	Prepare training modules Provide training to all employees, etc. Maintain records on training	Completed	January 1, 2015

Information and Communications

Requirement	Description	Action	Status	Compliance Date
Feedback	Ensure that the processes are accessible to persons with disabilities by providing or arranging for accessible formats and communications supports, upon request.	Conduct review of all feedback processes. Determine what accessible formats and communication supports to be provided for each feedback process. Ensure all requests directed to Human Resource	Completed	January 1, 2015
Accessible Formats and Communication Supports	Provide or arrange for the provision of accessible formats and communication supports for persons with disabilities in a timely manner that takes into account the person's accessibility needs due to disability at a cost that is no more than the regular cost charged to other persons. Consult with the person making the request in determining the suitability of an accessible format or communication support. Notify the public about the availability of accessible formats and communication supports.	Determine what accessible formats and communication supports to be provided upon request. Determine timeline for providing formats and supports and ensure process in place to provide in timely manner. Ensure all requests directed to Human Resource.	Pending	January 1, 2016
Accessible Websites and Web Content	Make internet websites and web content conform with the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG)2.0, at Level AA	Communicate with web team to ensure implemented in accordance with requirements.	Completed	January 1, 2014 New internet websites and web content on those sites at Level A. January 1, 2021 All internet websites and web content on those sites at Level AA.

Employment

Requirement	Description	Action	Status	Compliance Date
Recruitment	Notify employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes	Develop statement and include in all job postings re: commitment to providing accommodation	Pending	January 1, 2016
Recuitment Assessment or Selection Process	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 Consult with an applicant requesting accommodation to 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	Develop process to ensure all applicants notified of availability of accommodations Identify potential barriers in recruitment process and develop process to address barriers Develop interview guidelines addressing accessibility requirements	Pending	January 1, 2016
Notice to Successful Applicants	Notify successful applicants of the Four Seasons’ policies for accommodating employees with disabilities.	Include statement in all offer letters/employment agreements	Pending	January 1, 2016
Informing Employees of Supports	Inform employees of the Four Seasons’ policies to support employees with disabilities Provide this information to new employees as soon as possible after they commence employment Provide updated information to employees whenever there is a change.	Circulate policy and training modules to all employees, etc. Policy and training to be reviewed with all new hires as part of onboarding process Revise onboarding process as necessary	Pending	January 1, 2016
Accessible Formats and Communication Supports for Employees	Upon request, consult with employees with disabilities to provide or arrange for the provision of accessible formats and communication supports for, information that is needed in order to perform the employee's job, and information that is generally available to employees in the workplace Consult with employees making such requests to determine the suitability of accessible format or communication support	Audit of general communications to employees	Pending	January 1, 2016
Workplace Emergency Response Information	Provide individualized workplace emergency response information to employees who have a disability as soon as possible after becoming aware of the need for accommodation With employee consent provide workplace emergency response information to the designated person to provide assistance to the employee. Review individualized workplace emergency response information as appropriate.	Develop process for providing individualized workplace emergency response. Develop for employees who self-identify as having disabilities	Completed	January 1, 2012
Documented Individual Accommodation Plans	Develop and have in place a written process for the development of documented individual accommodation plans, which include: 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 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 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	Develop process for development and implementation of individual accommodation plans	Pending	January 1, 2016
Return to Work Process	Develop and document a return to work process for employees who have been absent from work due to a disability and require disability-related accommodations in order to return to work The return to work process shall outline the steps Four Seasons will take to facilitate the return to work and use individual documented accommodation plans	Review current policies and processes regarding return to work	Pending	January 1, 2016
Performance Management	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	Review current process to determine if revisions required	Pending	January 1, 2016
Career Development and Advancement	Take into account the accessibility needs of employees with disabilities, as well as any individual accommodation plans, when providing career development and advancement to employees with disabilities.	Review current process to determine if revisions required	Pending	January 1, 2016
Redeployment	Take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when redeploying employees with disabilities	Review current process to determine if revisions required	Pending	January 1, 2016

FOUR SEASONS HOTEL Limited MULTI-YEAR ACCESSIBILITY PLAN

General Requirements

Information and Communications

Employment

FOUR SEASONS HOTEL Limited
MULTI-YEAR ACCESSIBILITY PLAN