Note: This Policy has taken into consideration our obligations under Canadian laws, including Ontario’s Accessibility for Ontarians with Disabilities Act (AODA). As legislation changes and develops, Coca-Cola Limited will review and amend its policies, practices and procedures, as necessary

Accessibility for Ontarians with Disabilities Act (2005) AODA

Purpose

  1. Recognizing the history of discrimination against persons with disabilities in Ontario, the purpose of this Act is to benefit all Ontarians by,

(a) Developing, implementing and enforcing accessibility standards in order to achieve accessibility for Ontarians with disabilities with respect to goods, services, facilities, accommodation, employment, buildings, structures and premises on or before January 1, 2025; and

(b) Providing for the involvement of persons with disabilities, of the Government of Ontario and of representatives of industries and of various sectors of the economy in the development of the accessibility standards.  2005, c. 11, s. 1.

Accessibility

The Accessibility for Ontarians with Disabilities Act, 2005 (the “AODA”) lays the framework for the development of province-wide mandatory standards on accessibility in all areas of life, with a goal to make Ontario accessible by 2025.

Coca-Cola Limited’s commitment and strategy to prevent and remove barriers to address current and future requirements of the AODA are provided below.

Coca-Cola Limited Accessibility Policy

Ensuring an accessible environment is one of Coca-Cola Limited’s top priorities which requires providing all stakeholders (customers, employees and general public) equal access to our products and services while upholding their dignity and independence. We are committed to encourage and promote positive and inclusive attitudes towards all individuals including people with disabilities to help them reach their potential.

Our mission is to enable and support people of all abilities to reach their full potential. We aim to become a barrier-free environment, and will endeavor to do the following in accordance with Ontario provincial legal requirements:

  • Barrier Identification, removal and further prevention such barriers would include
  • Identification, removal and prevention of barriers such as:
    • Physical barriers
    • Communication & Technological barriers
    • Attitudinal barriers
    • Policy barriers
  • Ensure compliance related to accessibility policies and procedures amongst our employees and increase awareness of accessibility initiatives at all levels of our organization,
  • Training for our employees involved in public dealing or liaising with external stakeholders on behalf of Coca-Cola Limited.

Coca-Cola Limited Multi-Year Accessibility Plan

Coca-Cola Limited 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 make every reasonable effort to accommodate people with disabilities and meet their needs in a timely manner, and will do so by preventing and removing barriers to accessibility and meeting accessibility requirements under the Integrated Accessibility Standards Regulation (the “IASR”) of the AODA.

Our Multi-year Accessibility plan is developed to meet our obligations under AODA Regulation and outlines Coca-Cola Limited’s strategy to prevent and remove barriers to address the current and future requirements under the Act.

We are endeavoring to provide accessible communication tools for members of the public, our guests, vendors and employees.    

The multi-year accessibility plan outlines Coca-Cola Limited’s strategy to prevent and remove barriers to address the current and future requirements of the AODA, and in order to fulfill Coca-Cola Limited’s commitment as outlined in Coca-Cola Limited’s Accessibility Policy.

Website Accessibility Program

A.    Accessible Websites and Web Content

The W3C Web Accessibility Initiative (WAI) brings together people from industry, disability organizations, government, and research labs from around the world to develop guidelines and resources to help make the Web accessible to people with auditory, cognitive, neurological, physical, speech, and visual disabilities.

Coca-Cola Limited aims to improve coca-cola.ca and modify the website to make it compliant with World Wide Consortium Content Accessibility Guidelines (WCAG) 2.0 Level A.

B.   Employment Accessibility Standards

Workplace Emergency Response Information

Where Coca-Cola Limited is aware that an employee has a disability and that there is a need for accommodation in an emergency situation, individualized workplace emergency response information will be provided to the employee as soon as practicable if such information is necessary given the nature of the employee’s disability. We are committed to notify employees of the availability of individualized assistance, and prepare individual plans for employees who advise of their needs for accommodation in emergency situations.

See Appendix - A for detailed Emergency Response Standards.

Coca-Cola Limited requests self-identification of employees and visitors should accessibility needs change or develop. Coca-Cola Limited will notify affected employees by email and/or phone of the availability of individualized assistance, and prepares individual plans for employees who advise of their needs for accommodation in emergency situations.

Based on the number of employees and visitors who may have disabilities and an accessibility need at our office, they will be notified of an emergency response through visual and auditory methods. Furthermore, our designated floor representatives will locate and ensure that assistance is provided to those who require it in the case of an evacuation. Once the aforementioned employee or visitor is safe, the floor representative reports to the master fire warden to provide the floor representative’s evacuation report.

C.    Recruitment

Coca-Cola Limited is committed to employ a diverse and inclusive workforce. We have a number of programs and policies in place to support this goal and we are committed to communicating it to all our applicants by including it in our job postings as well as on our website. We are planning to ensure that our website is compliant with the Information and Communication Standards under the IASR’s requirements by working with suppliers.

Assessment and Selection

When job applicants are selected to participate in an assessment/selection process, Coca-Cola Limited will ensure that accommodations are available upon request in relation to the materials or processes used. This will include:

  • Ensuring that the script used to schedule an interview and/or assessment includes a notice regarding the availability of reasonable accommodation
  • If a request is made for accommodation, consulting with the applicant and providing a suitable accommodation in a manner that takes into account the applicant’s accessibility needs due to disability. These may include:
    • If required, computerized testing will be used which is accessible through screen reader software.
    • Use of interpreter, if necessary, to facilitate interview process for candidates with hearing impairment

Coca-Cola Limited notifies all applicants of our accessibility process during the recruitment process. Our recruitment page outlines the following:

Coca-Cola Limited is committed to creating a diverse and inclusive workforce.  We have a number of programs and policies in place to support this goal. If you require a disability-related accommodation in order to participate in the recruitment process, please contact our HR Shared Service team by calling 1-877-677-6774. Coca-Cola Limited will consult with all applicants with a disability who request accommodation during the recruitment process to ensure that the accommodation provided takes into account the applicants individual accessibility needs

Notice to Successful Applicants

Candidates with disabilities usually know which accommodations will be most suitable for them. Coca-Cola Limited will notify the successful applicant about the selection through the following ways:

  • Hearing impaired candidates may be notified by telephone or via email.
  • Visually impaired candidates may be notified through accessible formats available to Coca-Cola Limited.

Coca-Cola Limited notifies all successful applicants of our accessibility process.  Our Job Offer includes the following:

Coca-Cola Ltd. has accommodation and accessibility policies in place and provides reasonable accommodations for employees with disabilities. If you have questions related to our accessibility policy or require a specific accommodation because of disability or medical need, you should advise the hiring manager and submit the request by calling the HR Help team at 1-877-677-6774.

D.   Informing Employees of Supports

Coca-Cola Limited supports employees with disabilities. Coca-Cola Limited is committed to inform its employees of its policies (and any updates to those policies) used to support employees with disabilities, including policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability. The Information provided will follow accessible formats and communication standards for employee with special needs. This information will be provided to new employees as soon as practicable after commencing employment.

Customer and Consumer Service Policy

Our Commitment

Coca-Cola Limited is committed to providing accessibility and uniform customer service to each and every one of our diverse and valued customers.  We endeavor to ensure that we are always accessible to all persons with disabilities by providing signage and access in line with the AODA policy and to provide services in a manner that respects the dignity and independence of persons with disabilities.

Support Persons/Assistive Animals

We are committed to welcoming people with disabilities who are accompanied by a support person/assistive animals. Any person with a disability who is accompanied by a support person/assistive animals will be allowed to enter our office with his or her support person/assistive animals. At no time will a person with a disability who is accompanied by a support person/assistive animal be prevented from having access to his or her support person while on our premises.

Coca-Cola Limited respect the personal space and dignity of its customers when communicating private issues related to the person with a disability, in the presence of a support person.

Notice of Temporary Disruption

Coca-Cola Limited will provide affected customers with notice in the event of a planned or unexpected disruption in the facilities or services usually used by persons with disabilities. This notice will include information about the reason for the disruption, its anticipated duration, and a description of alternative facilities or services, if available. Notice of a service disruption will be placed in a conspicuous area and/or communicated by any method deemed to be reasonable under the circumstances.    Notice may also be posted at the Reception area of our office.

Training

Coca-Cola Limited will provide AODA training to all employees including those who deal with the public.   

This training will include the following:

  • Overview of Accessibility for Ontarians with Disabilities Act
  • Integrated Accessibility Standards Regulation Standards

Training will be on an ongoing basis to remain updated whenever changes are made to these policies, practices and procedures.

Coca-Cola Limited Accessible Feedback Policy

Accessible Formats and Communication Supports

In accordance with the requirements under the Accessibility for Ontarians with Disabilities Act, 2005 and its Regulations, upon request, Coca-Cola Ltd. will make reasonable efforts to provide, in a timely manner, accessible formats and communication supports in its feedback processes in order to ensure that these processes are accessible to persons with disabilities.

Coca-Cola Ltd. will also discuss with the requesting person, the suitability of a proposed accessible format or communication support that will allow the person to provide his or her feedback. Such "Accessible formats" may include, but are not limited to, large print, recorded audio and electronic formats. 

Feedback in regards to our products, services or facilities can be made using the following methods:

Method

Communication Details

Phone

647-256-7200

Email

accessibility@coca-cola.com

Mail

Coca-Cola Ltd.
335 King Street East
Toronto, ON

M5A 1L1

Accessibility inquiries/questions received regarding any of our products, services or facilities will be handled on a case by case basis. Coca-Cola Ltd. will make reasonable efforts to acknowledge, respond, and remediate all inquiries/questions in a timely manner that best suits the accessibility needs of the individual.

Modifications to Accessibility Policy

Coca-Cola Limited is committed to developing policies that respect and promote the dignity and independence of people with disabilities.  Coca-Cola retains the right to amend or change this policy at any time; however, any such change will only be made after considering the impact on people with disabilities.

This Policy has taken into consideration our obligations under Canadian laws, including Ontario’s AODA. As legislation changes and develops, Coca-Cola Limited will review and amend its policies, practices and procedures, as necessary

For more information:

http://www.mcss.gov.on.ca/en/mcss/programs/accessibility/understanding_accessibility/aoda.aspx

 

 

 

Appendix – A: Workplace Emergency Response Accessibility Standards

During the self-identification process, Coca-Cola Limited is committed to assisting persons with accessibility needs in the event of an emergency. We commit to implementing the following:

  1. A Support Aide who:
    • Is physically and mentally capable of performing the task
    • Does not need assistance themselves
    • Works the same hours and in the same building as the person they will be assisting
  2. People with disabilities sometimes rely on assistive animals in case of emergency evacuation; Coca-Cola Limited is committed to include assistive animals as part of emergency training to make them familiar with emergency alarms and evacuation routes.
  3. Coca-Cola Limited has set up illuminated exit routes and an auditory alarm to signal evacuation.  
  4. Coca-Cola Limited is committed to provide the written workplace emergency plan to workers with disabilities in alternative formats depending on their communication requirements.
  5. All staff involved in assisting employees with disabilities during an emergency response are expected to do so in a safe manner. Coca-Cola Limited must also ensure that the environment, equipment, and tools used during the emergency response are safe and in good working condition.