Multi-Year Accessibility Plan

I. Introduction Statement and Commitment Policy:
 

We at Foot Locker Canada Co. (the “Company”) are committed to providing a barrier-free environment for our team members and customers. Our objective is to ensure we meet the requirements of the Regulations and promote the underlying core principles of accessibility. We are committed to developing policies and practices that respect and promote the dignity and independence of people with disabilities.

The Company strives to provide its goods and services in a way that respects the dignity and independence of people with disabilities. We are also committed to giving people with disabilities the same opportunity to access our goods and services and allowing them to benefit from the same services, in the same place and in a similar way as other team members and customers.

As part of our commitment to meeting its obligations under the Act, Foot Locker Canada Co. has developed a multi-year plan which outlines a strategy to prevent and remove barriers and meet its requirements under the AODA.

Foot Locker Canada Co.’s Multi-Year Accessibility Plan will be reviewed and updated at least once every five (5) years, and as required.

II. Establishment of Accessibility Policies and Plans

By January 1, 2012, Foot Locker Canada Co. will: Provide accessible customer service by:

training team members to serve customers of all abilities

 

keeping a written record of the training

 

welcoming service animals and support persons

 

creating accessible ways for people to provide feedback

 

putting an accessibility policy in place so our team members and customers can know what to expect

 

putting an accessibility policy in place so our team members and customers can know what to expect

 

when asked, provide publicly available emergency information, like evacuation plans or brochures, in an accessible format.

 

when necessary, provide accessible and customized emergency information. This information will be made available as soon as a team member asks for it or when we become aware a team member may need accommodation in an emergency

 

By January 1, 2014, Foot Locker Canada Co will:

 

develop, implement and maintain a corporate policy or policies governing how the organization will achieve accessibility;

 

establish, implement and maintain a Multi-Year Accessibility Plan;

 

establish, implement and maintain a Multi-Year Accessibility Plan;

 

include within its Multi-Year Accessibility Plan a statement of commitment to meet the accessibility needs of persons with disabilities in a timely manner; and;

 

make the corporate policy(ies) and Multi-Year Accessibility Plan available to the public on it’s Canadian website and available in accessible formats upon request

 

make Foot Locker Canada Co.’s new internet websites and new content on such websites conform with World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0 Level A.

 

III. Training

By January 1, 2015, Foot Locker Canada Co. will:

provide training on the requirements of the IASR and on disability-related obligations under Ontario Human Rights legislation, as well as similar legislative provisions across the country, to the following individuals: team members and any others who may be acting on Foot Locker Canada Co.’s behalf in dealing with the public or any other third parties. Training will also be provided to all people who are involved in the development of Foot Locker Canada Co.’s policies; and

 

maintain records of the dates when training is completed and the individuals who completed the training

 

IV. Information and Communications Standards

By January 1, 2021, Foot Locker Canada Co. will:

make Foot Locker Canada Co.’s internet websites and web content conform with WCAG 2.0 Level AA, except for exclusions set out in the IASR.

 

Feedback, Accessible Formats and Communications Supports

By January 1, 2015, Foot Locker Canada Co. will:

put a statement on its website about the availability of accessible formats and communication supports and, upon request, provide or arrange for the provision of accessible formats in a timely manner; and.

 

ensure that the processes for receiving and responding to feedback are accessible to persons with disabilities by providing or arranging for the provision of accessible formats and communications supports, upon request.

 

V. Employment Standards

A. Recruitment

By January 1, 2016, Foot Locker Canada Co. will:

on its website and on Foot Locker Canada Co.’s job postings, specify that accommodations are available for applicants with disabilities;

 

inform applicants selected to participate in an assessment or selection process that accommodations are available during the recruitment process, upon request, in relation to materials and processes to be used;

 

upon request, consult with the applicant and arrange for suitable accommodation; and

 

notify the successful applicant, when making offers of employment, of its policies for accommodating associates with disabilities.

 

B. Informing Team Members of Supports

By January 1, 2016, Foot Locker Canada Co. will:

inform team members and new hires (as soon as practicable) of Foot Locker Canada Co.’s policies to support team members with disabilities and keep team members up to date on changes to these policies; and.

 

upon request from a team member with a disability, and further to consultation with the team member, provide for suitable accessible formats and communication supports for: information needed by the team member to perform their job, and information that is generally available to team members

 

C. Documented Individual Accommodation Plans / Return To Work Process

By January 1, 2016, Foot Locker Canada Co. will:

develop a written process for the development of individual accommodation plans; and

 

develop and document a return to work process for team members who have been absent due to a disability; the process shall outline the steps Foot Locker Canada Co. will take to facilitate the team member’s return to work and use the team member’s individual accommodation plan as part of that process.

 

D. Performance Management, Career Development and Redeployment

take into account the accessibility needs of team members with disabilities and individual accommodation plans when utilizing Foot Locker Canada’s performance management processes, considering career development and advancement opportunities and redeployment of its team members with disabilities

 

By January 1, 2021, Foot Locker Canada Co. will:

Make all websites and web content accessible