Action Taken:

The following measures have been implemented since January 1, 2014:

• QHR ensures training is provided to every person who interacts with the public on the QHR’s behalf, as well as to all those who are involved in the development of QHR’s policies, procedures and practices governing the provision of goods or services to the public. This training includes the purpose of standards regarding accessibility set by provincial legislation and related requirements, as well has how to communicate, interact and support persons with disabilities in ways that take the person’s disability into account. The training is delivered as soon as practical after hire and on an ongoing basis in connection with changes to QHR’s policies or procedures governing the provision of goods or services to persons with disabilities
• persons with disabilities are permitted to use their own assistive devices to obtain, use or benefit from QHR’s goods and/or services
• persons accompanied by a service animal are permitted to enter areas of our premises that are open to the public, except in those areas in which the animal is excluded by law
• where a person with a disability is accompanied by a support person, both the person with the disability and the support person are provided equal access to our goods and services
• notice is provided to the public of any temporary or other disruptions to facilities or services usually used by persons with disabilities, including information about the reason for and expected length of the disruption and a description of any alternative facilities and/or services that are available
• QHR welcomes feedback about how it provides goods or services to persons with disabilities. Members of the public may provide feedback in the manner deemed most convenient to them, including in person, by telephone, in writing, or by email or another electronic format
• QHR’s Customer Service Accessibility Policy, feedback and document request procedure is available under the ‘Accessibility” link on our corporate website at www.qhrtechnologies.ca

Action Taken:

The following measure was implemented by QHR effective January 1, 2014:

• when requested, QHR will provide publicly available emergency safety information and procedures in an accessible format or with appropriate communication supports, as soon as practical

Action Taken:

The following measures were implemented by QHR effective January 1, 2014:

• alternative emergency preparedness plans are created and updated, as required and as soon as practical, for employees who QHR is aware are unable to follow the standard emergency plan in their QHR work location, as a result of a permanent or temporary disability. The employee and, if the employee consents, any designated assistant(s) are provided with the alternative emergency preparedness plan
• alternative emergency preparedness plans would be stored with the standard Emergency Plan(s) in the employee’s location

1. Action Taken:

   • QHR’s Accessibility Policy affirms QHR’s commitment to meeting the accessibility needs of persons with disabilities in a timely manner and governs the way that QHR will achieve accessibility
   • QHR created this Multi-Year Accessibility Plan outlining the Company’s phased-in strategy for identifying, removing and preventing barriers to accessibility
   • the Plan is posted on our corporate website (www.qhrtechnologies.ca) and will be provided in alternate formats upon request
   • the Plan will be reviewed and updated at least once every five years

Accessible Websites and Web Content:

From January 1, 2012, QHR’s new or substantially refreshed websites and web content conform to Level A of the Worldwide Web Consortium’s Web Content Accessibility Guidelines (WCAG 2.0). QHR will ensure that all of its websites comply with WCAG 2.0 Level AA by 2021.

Feedback, Accessible Formats and Communication Supports:

Action Taken:

The following measures were implemented by QHR effective January 1, 2015:

• in Ontario, the processes for receiving and responding to feedback are accessible, by providing or arranging for the provision of accessible formats and communication supports, upon request
• in Ontario, Provision of accessible formats and communication supports will be provided or arranged for persons with disabilities, in a timely manner and at no extra cost
• a third party service provider is retained to convert communications and documents to alternate formats, and inform all employees who may receive or respond to feedback with information as to how to obtain alternate formats or communication supports from the service provider
• feedback will be provided by email at accessibility@qhrtech.com, by phone at 1-800-855-5004, or in writing to QHR Technologies, Human Resources, 1620 Dickson Avenue Suite 300, Kelowna, BC V1Y 9Y2
• requesting persons will be consulted as to the suitability of an accessible format or communication support
• the public will be notified about the availability of accessible formats and communication supports on QHR’s website (www.qhrtechnologies.ca)

The Accessibility Plan is posted on QHR’s website and will be provided upon request to any member of the public in a hard, electronic, or other accessible format.

Action Taken:

Accessibility has been integrated into QHR’s employment-related practices as of January 1, 2016, as follows:

Recruitment

• recruitment, assessment, and selection procedures and processes have been reviewed and, as necessary modified
• job applicants and the public are notified that accommodation is available during the recruitment process on request, by specifying same in job postings and on the careers section of the corporate website
• it is specified that accommodation is available for applicants with disabilities in recruitment-related materials and during scheduling of interviews and assessments
• if an applicant requests accommodation, the applicant is consulted with and provision of suitable accommodation that takes into account the applicant’s needs due to disability are arranged
• when making offers of employment, the successful applicant is notified of QHR’s policies for accommodating employees with disabilities
• appropriate training is developed and provided to employees responsible for recruitment, assessment, selection and onboarding to ensure these planned actions are delivered, and accommodation requests are fulfilled in an effective and timely manner

Workplace

• existing orientation and onboarding processes are reviewed and, as necessary, modified to ensure new employees are provided information about QHR’s accessibility policies as soon as practical after employment commences, including a description on QHR’s intranet
• procedures have been developed for documenting and updating, as required, documented individual accommodation plans, which will provide for the method(s) by which requesting employees will be assessed and represented, how they can participate in the plan’s development, and the method by which a copy of the plan will be provided to the employee in a format that takes his or her accessibility needs into account
• training has been developed and provided to managers and employees responsible for supporting the individualized accommodation plan process, and a training schedule that will ensure the efficacy of the process on a continuing basis

Return to work from Disability-Related Leaves

• existing return to work processes are reviewed and, as necessary, modified and documented for employees who have been absent from work due to a disability and require accommodation in order to return to work;
• QHR ensures that documented individual accommodation plans comprise part of the return to work process;
• training has been developed and provided to managers and other employees responsible for supporting the return to work process for employees who require accommodation in order to return to work, and a training schedule for same that will ensure effective execution of the return to work process on a continuous basis.

Performance Management, Career Development and Redeployment

• existing performance management, career development and redeployment processes have been reviewed and, as necessary, modified to ensure that the accessibility needs and individual accommodation plans of employees with disabilities are considered
• training has been developed and is provided when appropriate to managers and other employees responsible for supporting or impacting performance management, career development and advancement, and redeployment processes, and a training schedule for same that will ensure compliance with the processes on a continuous basis

Since January 1, 2015 in Ontario, QHR delivers training to all employees, volunteers and those who provide services on QHR’s behalf on the standards set by provincial legislation regarding accessibility as well as any aspect of local human rights legislation relating to persons with disabilities.

Action Taken:

• appropriate training materials have been developed and implemented
• QHR ensures training is provided before or as soon as possible after the trainee commences duties and whenever QHR alters its policies and practices regarding accessibility
• a plan and schedule have been created for periodic refresh training to ensure ongoing awareness and understanding
• a record of the training provided is kept and maintained, including the dates that the training was provided and the number of individuals to whom it was provided