Accessibility Action Plan
Nissan Canada Inc., its divisions Nissan Canada Finance, INFINITI and INFINITI Financial Services and Nissan Canada Extended Services Inc. (collectively, “NCI”) strives to meet the needs of its employees and customers with disabilities and is working hard to remove and prevent barriers to accessibility. We are committed to fulfilling our obligations under AODA. In order to meet our requirements under the AODA we have developed this Multi-Year Accessibility Plan (the “Accessibility Plan”), which outlines our strategy to prevent and remove barriers for persons with disabilities.
Our Accessibility Plan will be posted on NCI’s website and will be available in an accessible format upon request.
This 2021-2025 Accessibility Plan, which updates all previous Accessibility Plans, is applicable to all NCI’s Ontario operations and all NCI employees and, where applicable to our independent contractors and representatives in Ontario. NCI is not responsible for accessibility requirements at Nissan and INFINITI dealers as they are independently owned and operated.
NCI is committed to treating all individuals in a manner that allows them to maintain their dignity and independence. NCI promotes integration and equal opportunity and is committed to meeting the needs of people with disabilities in a timely manner. We will seek to achieve this by preventing and removing barriers to accessibility and meeting accessibility requirements under the AODA.
This Accessibility Plan outlines NCI’s strategies to achieve accessibility:
1. Workplace Emergency Response Information;
3. Information and Communication;
4. Employment; and
5. Design of Public Spaces Standards
Accessibility Standards For Customer Service
Since January 1, 2012, NCI has been committed to providing accessible customer service to people with disabilities. This means that we will provide goods and services in a way that respects the dignity and independence of people with disabilities. NCI has implemented a Statement of Policy setting out this commitment in further detail.
1. WORKPLACE EMERGENCY RESPONSE INFORMATION
Where NCI is aware that an employee has a disability and there is a need for accommodation, individualized workplace emergency response information will be provided to the employee as required and as soon as practicable.
The following measures have been implemented by NCI in order to address emergency response as it relates to employees with disabilities:
• individualized workplace emergency response information procedures have been developed for employees with disabilities, as required;
• emergency response information forms will be prepared for employees who disclose a disability that could impact their ability to respond in the case of a workplace emergency;
• where required and with the employee’s prior consent, NCI will work with the employee to develop an individualized emergency plan;
• individualized emergency plans have will be communicated to an employees’ respective managers and safety personnel on an ‘as needed’ basis, in a way that protects employee privacy; and
• these individualized plans will be reviewed and updated, if necessary, when: (a) the employee changes locations; (b) the employee’s overall accommodation needs and/or accommodation plan are reviewed; and (c) when NCI’s general emergency policies are reviewed.
NCI is committed to providing training on the requirements of the accessibility standards referred to in AODA, accessible customer service and the Human Rights Code, as it applies to persons with disabilities.
• ensures that appropriate training on Ontario’s accessibility laws, accessible customer service and the Human Rights Code as it applies to persons with disabilities,
• commits to providing appropriate training on Ontario’s accessibility laws as soon as practicable to all employees, independent contractor representatives, volunteers, third-party service providers who provide services related to products, services and facilities on NCI’s behalf, and persons participating in the development and approval of NCI’s policies;
• commits to maintaining records of the training provided, including training dates and records of individuals to whom training was provided; and
• commits to ensuring that training is provided as soon as practicable and on an ongoing basis when NCI’s policies related to accessibility change.
3. INFORMATION AND COMMUNICATION
NCI is committed to making its information and communications accessible to persons with disabilities. This means that we will ensure that information and communications systems and platforms are accessible and, upon request, provided in formats and communication supports that meet the needs of persons with disabilities.
Feedback, Accessible Formats and Communication Supports
• ensures that existing and new processes for receiving and responding to feedback are accessible to persons with disabilities by providing or arranging for the provision of accessible formats and communication supports, upon request and in a timely manner;
• as a general principle, where accessible formats or communication supports for persons with disabilities are requested: o provides or arranges for the provision of such accessible formats and communication supports; o consults with the person making the request to determine the suitability of the accessible format or communication support; o provides or arranges for the provision of accessible formats and communication supports in a timely manner that takes into account the person’s accessibility needs due to disability, and at a cost no more than the regular cost charged to other persons; and
• notifies the public of the availability of accessible formats and communication supports.
Accessible Websites and Web Content
NCI is committed to making its information and communications accessible to people with disabilities. Except where doing so is not practicable, any new internet websites and any new web content and web-based applications conform to the Web Content Accessibility Guidelines (WCAG) 2.0 Level AA (other than success criteria 1.2.4 and 1.2.5).
NCI is committed to fair and accessible employment recruiting practices that include providing accessibility across all stages of the employment cycle.
NCI has implemented the following practices:
(i) Recruitment General
NCI notifies employees and the public of the availability of accommodation for applicants with disabilities in the recruitment process. This includes:
• reviewing and, as necessary, modifying existing recruitment policies, procedures and processes;
• advising that accommodation is available for applicants with disabilities, upon request, on NCI's website and in job postings; and
• a statement (where space allows) that NCI is an equal opportunity employer.
(ii) Recruitment, assessment and selection
When applicants are selected to participate in an assessment or selection process, NCI notifies them that accommodations are available upon request in relation to the materials or processes used in the assessment/selection process. This includes:
• review and, as necessary, modification of existing recruitment policies, procedures and processes;
• inclusion of availability of accommodation notice as part of the script in the scheduling of an interview and/or assessment; and
• consultation with applicants who request accommodation and arrangement for provision of suitable accommodations in a manner that takes into account the applicant's accessibility needs.
(iii) Notice to Successful Applicants
When making offers of employment, NCI notifies the successful applicant of its policies for accommodating employees with disabilities. This includes:
• review and, as necessary, modification of existing recruitment policies, procedures and processes; and
• inclusion of notification of NCI's policies on accommodating employees with disabilities in offer of employment letters.
Provision of Accessible Formats and Communications Supports
NCI informs all employees of policies that support employees with disabilities, including, but not limited to, policies on the provision of job accommodations that take employees' accessibility needs into account. This includes:
• informing current employees and new hires of NCI's policies;
• providing information as soon as practicable after the new employee begins employment, preferably in the orientation process;
• keeping employees up to date on changes to existing policies on job accommodations with respect to disabilities;
• providing or arranging for provision of accessible formats and communications supports, upon request, for:
o information that is needed in order to perform an employee's job;
o information that is generally available to employees in the workplace; and
• in meeting the obligations to provide the information that is set out above, NCI will consult with the requesting employee in determining the suitability of accessible formats or communications supports.
Documented Individual Accommodation Plans/Return to Work Process
NCI has incorporated the new accessibility requirements to ensure that barriers in accommodation and return to work processes are eliminated and corporate policies surrounding accommodation and return to work are followed, where applicable.
NCI's existing policies include steps that NCI will take to accommodate employees with disabilities and facilitate employees' return to work after absence due to disability. NCI has reviewed and assessed these existing policies to ensure they include a process for the development of documented individual accommodation plans for employees with disabilities, as required. The process for the development of documented individual accommodation plans includes the following elements:
• information regarding the manner in which the employee requesting accommodation can participate in the development of the plan;
• information regarding the means by which the employee is individually assessed;
• information regarding the manner in which NCI can request an evaluation by an outside medical or other expert, at NCI's expense, to assist in determining if and how accommodation can be achieved;
• steps to protect the privacy of employees' personal information;
• information regarding the frequency with which individual accommodation plans will be reviewed and updated and the manner in which this will be done;
• reasons for denial where an individual accommodation plan is denied;
• information regarding the means of providing the individual accommodation plan in a format that takes into account the employee's accessibility needs;
• the following will be included if individual accommodation plans are established:
o any individualized workplace emergency response information that is required;
o any information regarding accessible formats and communication supports that have been provided for or arranged, in order to provide the employee with:
▪ information necessary to perform the employee's job;
▪ information generally available to employees in the workplace; and
• identify any other accommodation that is to be provided to the employee.
NCI's return to work process outlines:
• steps NCI will take to facilitate return to work after a disability-related absence;
• development of a written individualized return to work plan for employees; and
• the use of individual accommodation plans in the return to work process.
Performance Management, Career Development and Redeployment
NCI takes 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;
• when providing career development and advancement to employees with disabilities; and
• when redeploying employees with disabilities.
• reviewed, assessed and, as necessary, modified existing policies, procedures and practices;
• taken the accessibility needs of employees with disabilities and, as applicable, their individualized accommodation plans, into account when:
o assessing performance;
o managing career development and advancement; and
o redeployment, as required.
• reviewed, assessed and, as necessary, included accessibility criteria in performance management workshops;
• taken into account the accessibility needs of employees with disabilities when providing career development and advancement, including notification of the ability to provide accommodations on internal job postings; and
• taken into account the accessibility needs of employees with disabilities when redeploying employees, including review and modification of employee transfer checklist, as required.
5. DESIGN OF PUBLIC SPACE STANDARDS
While NCI has no current plans for new construction or redevelopment of its existing facilities at this time, NCI is committed to meeting accessibility laws when building or making changes to public spaces to meet accessibility laws. For more information on this Accessibility Plan or for accessible formats of the Accessibility Plan, please contact: Gabriela Hernandes at: Nissancanadalegal@nissancanada.com
6. POSTING AND UPDATING THIS MULTI-YEAR ACCESSIBILITY PLAN
A copy of this multi-year accessibility plan will be posted on NCI’s website. This multi-year accessibility plan will be updated at least once every five years.