Multi-Year Accessibility Plan

• Develop and implement Integrated Accessibility Standards Policy.
• Make the Policy publicly available and provide in an accessible format, upon request.
• Review & update as required

• Develop a Multi-Year Accessibility Plan
• Post Multi-Year Accessibility Plan on Michael Hill (Canada) website and provide in an accessible format, upon request.
• HR to review Plan January 1 every five (5) years.

• Launch online training program based on AODA requirements
• Incorporate on-going training into new employee onboarding.
• Keep record of employees who have completed training.

Ensure that processes for receiving and responding to feedback are accessible and meet the requirements of the IASR.

• Ensure that processes for receiving and responding to feedback are accessible.
• Provide accessible formats and communication supports upon request.

• To the extent practicable, provide accessible formats and communication supports for persons with disabilities upon request, within a timely manner
• Consult with person making the request to determine suitability of accessible format or communication support.
• The provision of accessible formats and communication supports for persons with disabilities will be provided at a cost no more than regular cost charged to other persons.

• Emergency procedures, plans or public safety information, that is publicly available, shall be provided in an accessible format or with appropriate communication supports, upon request as soon as practicable.

All internet websites and web content must conform with WCAG 2.0 Level AA, other than,

• success criteria 1.2.4 Captions (Live)
• success criteria 1.2.5 Audio Descriptions (Pre-recorded).

• Contact IT department and send them information pertaining to this requirement for revision to Michael Hill (Canada) website.

• Review and, as necessary, modify existing recruitment procedures and practices specifying that accommodation is available for applicants with disabilities on our website and on job postings.
• Include a statement on applicable Job Postings: "We are committed to an inclusive, barrier-free work environment and recruitment and selection processes. Accommodations are available upon request for candidates taking part in all aspects of the recruitment process."
• Ensure hiring managers provide accommodations as requested by applicants.

• Post all AODA Policies on Hillnet (internal employee web portal)

• Upon request by an employee with a disability, the employee’s Manager and/or HR shall consult with the employee and provide or arrange for the provision of suitable accessible formats and communication supports needed to perform the employee's job

• An Individualized Emergency Response Information form will be completed for those employees whom have disclosed a disability and require an accommodation.
• This will be done as soon as Michael Hill becomes aware of any such persons with disabilities requiring such a plan. The Plans will be reviewed as required.

• Individual Accommodation Plans will be created for employees requiring accommodation due to a disability by the employee’s Manager in partnership with HR
• Individualized accommodation plans will be kept in an employee’s personnel file and kept private and secure.
• The plan shall be updated when the employee requiring accommodation informs their manager of any changes to their disability and/or accommodation required.
• Employees returning to work after a disability related leave of absence shall be assisted by their Manager and HR on a return to work plan and temporary accommodation where required.

• Any performance management documentation is available in print and online formats.
• Career development and advancement opportunities will be provided in formats that are consistent with an employee’s individual accommodation plan where applicable.