Accessibility policy

This Accessibility Policy outlines the policies and actions that Norton Rose Fulbright Canada LLP will put in place to improve opportunities for people with disabilities.

Statement of commitment

We are 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 meeting the needs of people with disabilities in a timely manner and will do so by preventing and removing barriers to accessibility and meeting accessibility requirements under the Accessibility for Ontarians with Disabilities Act. We have developed a multi-year Accessibility Plan which, together with this Accessibility Policy, will be posted on the firm’s website and updated every five years.

Accessible emergency information

We are committed to providing employees with disabilities with individualized emergency response information.

Training

We will provide training to employees, volunteers and other staff members on Ontario’s accessibility laws and on the Human Rights Code as it relates to people with disabilities. Training will be provided in a way that best suits the duties of employees, volunteers and other staff members.

We have taken the following steps to ensure employees are provided with the training needed to meet Ontario’s accessibility laws. This was completed on January 1, 2015.

  • Establish and maintain an Accessible Customer Service training manual to be read by all current employees and by all new employees during the orientation process.
  • Create a manual to be reviewed by all current employees and by all new employees instructing them on the requirements of the Accessibility Standards and on the Human Rights Code as it pertains to persons with disabilities.

Information and communications

We are committed to meeting the communication needs of people with disabilities.

We have ensured that all new web content, including, but not limited to, web pages, images, videos or the digital content on all our Internet and Intranet websites conforms with WCAG 2.0, Level A. This was completed on January 1, 2014

We have taken the following steps to ensure existing feedback processes are accessible to people with disabilities upon request. This was completed on January 1, 2015.

  • Offer persons with disabilities various options for providing feedback (and any communication that results from the feedback) including by phone, email, in person, or by regular mail.
  • Post a notice on the firm’s website about the availability of accessible formats and communication supports. These accommodations and communication supports will be provided in a timely manner and will take into account the person’s accessibility needs.

We have taken the following steps to make sure all publicly available information is made accessible upon request. This was completed on May 29, 2012.

  • Provide accessible formats and communication supports for persons with disabilities, including, but not limited to CD-ROM, Braille, large print etc., in a timely manner that takes into account the person’s accessibility needs due to disability and at a cost that is no more than the regular cost charged to other persons.
  • Consult with the person making the request in determining the suitability of an alternative format or communication support.
  • Notify the public about the availability of accessible formats and communication supports.

We will ensure that all new web content, including, but not limited to, web pages, images, videos or the digital content on all our Internet and Intranet websites conforms with WCAG 2.0, Level AA. This was completed on June 30, 2021. 

Employment

We are committed to fair and accessible employment practices.

We will notify employees and the public about the availability of accommodations for applicants with disabilities in its job postings. All recruiting agencies will also be required to include this information in the their job postings for the firm.

We will create a written process for developing individual accommodation plans for employees with disabilities. This process will include:

  • The employee’s participation in the development of the individual accommodation plan.
  • Assessment on an individual basis.
  • Timelines for providing accommodation.

We will create a written process for developing return to work plans for employees that have been absent due to a disability and require accommodation to return to work. This process will include:

  • The employee’s participation in the development of the individual accommodation plan as well as the participation of the firm’s third-party disability claims adjuster who will facilitate the return to work process.
  • Assessment on an individual basis.
  • Timelines for providing accommodation.

We will take into account the accessibility needs of employees with disabilities as well as individual accommodation plans of employees when conducting performance management, providing career development and advancement to employees, or when employees are redeployed.

These were completed by January 1, 2016.

Design of public spaces

We will meet the Accessibility Standards for the design of public spaces when building or making major modifications to the waiting areas of its Ottawa and Toronto offices.

For more information

For more information on this accessibility policy, please contact:

Shawn Sanford
Chief Procurement & Sustainability Officer
Norton Rose Fulbright Canada LLP
TD Centre, Suite 3000
222 Bay Street, P.O. Box 53
Toronto, ON, M5K 1E7
T: +1 416.203.4469
F: +1 416.216.3930
shawn.sanford@nortonrosefulbright.com