Integrated Accessibility Standards Multi-Year Plan

Activity:

Compliance Date:

Policies & Procedures

Eli Lilly Canada’s Integrated Accessibility Standards Policy was created November 27, 2013.

January 1, 2014

Accessibility Plan – Multi-Year

Integrated Accessibility Standards Multi-Year Plan created November 27, 2013.

January 1, 2014

Accessibility Plan - Posted to Lilly website and made available in accessible format upon request.

January 1, 2014

File regular accessibility compliance reports.

December 31, 2017 and every 3 years thereafter

Review Accessibility Plan at least once every 5 years.

Next review by April 2024

Training 

Training is provided, on the requirements of the accessibility standards referred to in this Regulation and on the Human Rights Code as it pertains to persons with disabilities, to: all employees; policy developers; and, all other persons who provide goods, services or facilities on behalf of the organization.

January 1, 2015 and ongoing for new personnel

Training records are retained.

Ongoing

Information & Communications

Lilly will ensure that our 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. The public will be notified via the corporate internet site (Lilly.ca) and the site identifies the contact person responsible for arranging accessible formats.

January 1, 2015

A review of feedback processes and accessibility will be completed.

January 1, 2016

Provide accessible formats and communication supports upon request to the public in a timely manner at a cost that is no more than the regular cost charged to other persons. This is currently available under “Accessibility” on Lilly.ca.

January 1, 2016

Emergency Procedures & Public Safety

The Emergency Response Plan is available to all employees through the HSE Directions Collaboration Site.

January 1, 2016

Accessible Websites & Web Content

New Lilly websites and content will comply with WCAG 2.0 Level A.

January 1, 2014

All Lilly internet websites and web content will comply with WCAG 2.0 Level AA.

January 1, 2021

Employment

Lilly notifies all employees and the public regarding the availability of accommodation through Lilly’s internet Career site.

January 1, 2016

Lilly notifies applicants of the availability of accommodation to participate in an assessment or selection process when they are individually requested. 

January 1, 2016

Lilly consults with applicants and provides or arranges for the provision of a suitable accommodation in a manner that takes into account applicants’ accessibility needs due to disability.

January 1, 2016

Informing Employees of Support

When making offers of employment, Lilly notifies the successful applicant of our policies for accommodating employees with disabilities through the offer letter and in the onboarding process.

January 1, 2016

Lilly informs our employees of the policies we have in place to support our employees with disabilities, including job accommodations.

January 1, 2016

Lilly informs all new employees about our policies through the training plan during onboarding, and communicates any updates to these plans to all employees.

January 1, 2016

Accessible Formats & Communication Supports for Employees

As part of our Accommodation Policy Lilly provides accessible formats and communication supports to accommodate reasonable needs in performing jobs.

January 1, 2016

Lilly consults with the employee making the request for accommodation in determining the suitability of an accessible format or communication support.  

January 1, 2016

Workplace Emergency Response Information

Lilly provides individualized workplace emergency response information to employees who have a disability through the Emergency Response Plan section of the HSE Collaboration Site and in the Fire and Safety Plan: Part 7 Persons Requiring Assistance.

Manager of Health and Safety or Manager of Facilities consults with individuals requiring an individualized plan to develop an appropriate personalized plan. This occurs as soon as practicable after becoming aware of the need for accommodation.

Lilly reviews the individualized workplace emergency response information as the employee’ circumstances change (location, needs) and as part of the Emergency Plan review. 

January 1, 2016

Documented Individual Accommodation Plans

Lilly has developed a written process for documenting Individual Accommodation Plans for employees with disabilities. The process includes all essential elements such as:

  • the manner in which an employee requesting accommodation can participate in the development of the individual accommodation plan
  • the means by which the employee is assessed on an individual basis
  • the manner in which the employer can request an evaluation by an outside medical or other expert
  • the protection of individuals’ privacy
  • the frequency of plans’ review
  • the accommodation denial process, and
  • the means of providing the individual accommodation plan in a format that takes into account the employee‘s accessibility needs due to disability.

January 1, 2016

Lilly has a return-to-work policy and plan.

January 1, 2016

Lilly’s performance-management takes into account an employee’s accessibility needs.

January 1, 2016

Lilly’s career-development and -advancement process takes into account accessibility needs.

January 1, 2016

Lilly’s redeployment process, if one exists, takes into account accessibility needs.

January 1, 2016

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