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Privacy & Accessibility

Protection of personal information & accessibility policy

Privacy Policy

Protection of personal information at The Canadian Press

It is the policy of The Canadian Press to control the collection, use and/or disclosure of personal information in accordance with federal privacy legislation. Generally speaking, this means that personal information will not be collected, used and/or disclosed by The Canadian Press without the knowledge and consent of the individual. Exceptions to this include, but are not limited to, personal information gathered for:

  • Legal, medical or security reasons.
  • Detection and prevention of fraud or for law enforcement.
  • Journalistic, artistic or literary purposes provided it’s confined to these purposes.

Requirements

The Canadian Press will endeavour to meet the following requirements:

1. Accountability
The Canadian Press is responsible for personal information under its control. The Manager of Regulatory Affairs is designated as the employee responsible for The Canadian Press’s compliance with privacy legislation and this policy.

2. Identifying Purpose
The purposes for which personal information is collected, used and/or disclosed will be identified to the individuals involved. This includes employees as well as others whose personal information may be collected, used and/or disclosed.

3. Obtaining Consent
Knowledge and consent of individuals is required for the collection, use and/or disclosure of their personal information. It is our intention to inform individuals of the intended purposes of the collection, use and/or disclosure of their personal information, and to obtain their consent for these purposes.

4. Limiting Collection
The collection of personal information should be limited to that which is necessary. We should not collect personal information indiscriminately, or deceive or mislead individuals about the reasons for collecting their personal information.

5. Limiting Use, Disclosure and Retention
Personal information should not be used and/or disclosed for purposes other than those for which it was collected, except with the consent of the individual or as permitted by law. Such information should be retained only as long as necessary for the fulfilment of those purposes including any information including records and documents needed for historical purposes.

6. Accuracy
Personal information should be as accurate, complete and up to date as is necessary for the purposes for which it is to be used.

7. Appropriate Safeguards
Reasonable efforts should be made to ensure that personal information is protected by security safeguards appropriate to the sensitivity of the information. Our intention is to safeguard personal information from unauthorized access, disclosure, copying, use or modification.

8. Openness
The Canadian Press will make readily available to individuals information about its processes and practices relating to the management of personal information. We will inform employees, customers, clients and other individuals who come into contact with the organization about our policies and practices, and will endeavour to make these policies and practices available and understandable.

9. Individual Access
Upon request in writing to the Manager of Regulatory Affairs, an individual will be informed of the existence, use and disclosure of his/her personal information and will be given access to that information. An individual will be permitted to challenge the accuracy and completeness of information collected about him/her, and to request its amendment.

10. Challenging Compliance/Providing Recourse
We will investigate all complaints received with respect to compliance with privacy legislation and adherence to this policy, and will endeavour to make appropriate corrections or modifications if necessary. An individual wishing to register a complaint should contact the Manager of Regulatory Affairs.

11. Responsibility
All of our employees who collect maintain and/or use personal information are responsible for adherence with this policy and all relevant procedures. Senior management is responsible for supervising compliance and initiating procedures and guidelines that are affected by privacy legislation and this policy. The Manager of Regulatory Affairs is accountable for The Canadian Press’s policies and practices with respect to the management of personal information, and is the employee to whom complaints and concerns should be submitted.

Sale of Personal Information to Third Parties

At no time will The Canadian Press sell any personal information about our customers, clients and partners to third parties.

Cookies

Cookies will be not used to store personal information about users. They are used within the shopping cart at www.thecanadianpress.com to keep track of items selected for purchase.

 

Accessibility Multi-Year Plan and Policy

Introduction and Statement of Commitment

In 2005, the government of Ontario passed the Accessibility for Ontarians with Disabilities Act (AODA), which requires that Ontario be fully accessible to those with disabilities by 2025.

The Accessibility Multi-Year Plan and Policy ensures that Canadian Press Enterprises Inc., (“CP”), and its subsidiary Pagemasters North America Inc., (“PMNA”) are compliant with the Customer Service and Integrated Accessibility Standards Regulation (IASR) associated with the act. This plan will be reviewed and updated at least once every five (5) years, or sooner as required.

CP is committed to ensuring equal access and participation for people with disabilities. We are committed to treating people with disabilities in a way that allows them to maintain their dignity and independence, and we are committed to meeting their needs in a timely manner.

We will do so by removing and preventing barriers to accessibility and meeting our accessibility requirements under the AODA and Ontario’s accessibility laws.

Scope

This policy applies to all employees of CP and anyone providing contracted services on behalf of the company.

Definitions

Disability

In accordance with Human Rights legislation, a disability is defined as follows:

  • Any degree of physical disability, infirmity, malformation or disfiguration caused by bodily injury, birth defect or illness and includes but is not limited to:
    • Diabetes mellitus;
    • Epilepsy;
    • A brain injury;
    • Any degree of paralysis;
    • Amputation;
    • Lack of physical coordination;
    • Blindness or visual impediment;
    • Deafness or hearing impediment;
    • Muteness or speech impediment; or
    • Physical reliance of a guide dog or other service animal, or on a wheelchair or other remedial appliance or device.
  • A condition of mental impairment or a developmental disability;
  • A learning disability, or a dysfunction in one or more of the processes involved in understanding or using symbols or spoken language;
  • A mental disorder; or
  • An injury or disability for which benefits were claimed or received under the insurance plan established under the Workplace Safety and Insurance Act, 1997.
  • If there are additional inclusions the Company will immediately recognize the inclusions under the various provincial Human Rights Codes or legislation.

Barrier

A barrier is anything that prevents a person with a disability from fully taking part in society because of that disability. Some barriers include:

  • Physical barriers (e.g. a step at the entrance to the building or a door that is too heavy to be opened by an individual with limited upper body mobility and strength);
  • Architectural barriers (e.g. a hallway or door that is too narrow for a wheelchair or scooter);
  • Information or communication barriers (e.g. a publication that is not available in large print for people with visual impairment);
  • Attitudinal barriers (e.g. ignoring a customer in a wheelchair; assuming people with a disability cannot perform a certain task when in fact they can);
  • Technological barriers (e.g. a website that is not accessible for people who require the use of screen readers);
  • Barriers created by policies or practices (e.g. not allowing animals on the premises; excluding or removing individuals who require the use of service animals).

Training

We are committed to training staff in Ontario’s accessibility laws and aspects of the Ontario Human Rights Code (OHRC) that relate to persons with disabilities. To this end, we will continue to:

  • Train all employees on the requirements of the IASR and other disability-related obligations as they are under OHRC legislation.
  • Maintain records of the dates when training is completed and the individuals who completed the training.
  • Train new employees within one month of employment. Employees will also be trained should any changes be made to the plan or legislation.

Information and Communications

We will always communicate with people with disabilities in ways that take into account their disability. When asked, we will provide information about our organization and its services, including public safety information, in accessible formats or with communication supports. Furthermore, to support individuals with disabilities in accordance with the law, we will:

  • Meet internationally-recognized Web Content Accessibility Guidelines (WCAG) 2.0 Level A website requirements. By January 1, 2021, all public content will meet Web Content Accessibility Guidelines (WCAG) 2.0 Level AA website requirements.
  • Put a statement on our 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.
  • 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.
  • Feedback, complaints or questions on our processes, plan, and policy, and requests for accommodation can be sent to Human Resources via:

Email : cpcommunications@thecanadianpress.com

Fax :       416-507-2033

Mail :    Attn: Human Resources

36 King Street East, Suite 200

Toronto, ON M5C 2L9

Phone : 416-507-2102 or 416-507-2132

Employment

Recruitment

With regards to accommodation in the recruitment process, we will continue to:

  • Specify in job postings that accommodation is available for applicants with disabilities in recruitment materials, and with regards to interviews, assessments, and testing.
  • When making offers of employment, notify successful applicants of policies for accommodating employees with disabilities.
  • Include information about this policy in training provided to employees, and to provide this information to new employees as soon as practicable after hiring.
  • Provide updated information on accommodations policies to employees when changes occur.
  • Consult with employees and candidates to determine the suitability of a format or support.

Documented Individual Accommodation Plans / Return to Work Process

CP works with a third-party insurance provider to document and facilitate the return to work process. This process includes documentation of any adjustments to duties or the work environment that are related to an individual’s disability status. An employee may also request accommodation at any time to initiate the process of creating an individual accommodation plan. As pertains to the return to work process and the documentation of individual accommodation plans, we commit to:

  • Ensuring participation of the employee requiring the individual accommodation plan.
  • Requesting outside medical evaluation to determine if accommodation can be achieved and what supports are needed.
  • Ensuring a high level of privacy.
  • Conducting regular reviews and making updates as needed.
  • Providing reason for denial if applicable.
  • Providing Individual Accommodation Plans in a format that takes into account the needs of the employee.
  • And if required, including individualized workplace emergency response information.

Performance Management, Career Development & Redeployment

Any activity related to performance management, career development and advancement, or redeployment will support the accessibility needs of employees with disabilities by taking into account individual accommodation plans.

Changes to existing policies

We will modify or remove an existing policy that does not respect and promote the dignity and independence of people with disabilities.