BASS PRO SHOPS & CABELA’S CANADA ACCESSIBILITY POLICY & MULTI-YEAR PLAN 2024–2029

Introduction

Bass Pro Shops Canada ULC & Cabela’s Retail Canada ULC (the “Company”) is committed to providing goods, services and employment in an integrated and accessible manner that respects the dignity and independence of persons with disabilities.

Our Accessibility Policy and Multi-Year Accessibility Plan outlines our strategy to prevent and remove barriers to accessibility and describes our progressive approach to meeting or exceeding applicable legal and regulatory requirements, including those set out in human rights and provincial accessibility legislation.

This Plan is a continually expanding and fluid document that will be updated at least every five years as our accessibility strategy evolves.

 

Accessibility in Customer Service

Customer Service

  • In provinces where provincial accessibility legislation requires it, we ensure training is provided to every person who interacts with the public on the Company’s behalf, as well as to all those who are involved in the development of Company policies, procedures and practices governing the provision of goods or services to the public. This training includes the accessibility standards 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 practicable after hire and on an ongoing basis in connection with changes to our 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 our 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;
  • We welcome feedback about how we provide 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 other electronic format;
  • Our Accessibility Policies are available upon request. Our policies and documents are available in alternate formats upon request.

 

Emergency Procedures, Public Emergency Safety Information

  • Emergency procedures and public emergency safety information prepared by the Company and made available to the public is made available in an accessible format or with appropriate communication supports, as soon as practicable, upon request.

 

Our Premises

  • Accessibility is integrated into all new or redeveloped public spaces;
  • Outdoor sidewalks and walkways, including associated ramps, will have a surface that is firm and stable;
  • Off-street parking will include signed parking spaces and access aisles for persons with disabilities;
  • Service counters in each store will accommodate mobility aids in respect of counter height, knee clearance and clear floor space;
  • Aisles will provide sufficient width to allow for the passage of mobility aids and mobility assistive devices;
  • Procedures are developed on how to deal with temporary disruptions when accessible elements are not in working order.

 

Accessibility in Employment

Recruitment

  • We notify all job applicants and the public that accommodation is available during the recruitment process on request, by specifying this in our job postings;
  • Accommodation is available for applicants with disabilities in recruitment-related materials and during scheduling of interviews and assessments;
  • If an applicant requests accommodation, consults with them and arrange for the provision of suitable accommodation that takes into account their accessibility needs;
  • When making offers of employment, we notify the successful applicant of our policies for accommodating Outfitters with disabilities; and
  • We provide appropriate training to Outfitters responsible for recruitment, assessment, selection and on-boarding to ensure these planned actions are delivered, and accommodation requests are fulfilled in an effective and timely manner.

 

Workplace

  • We review and, as necessary, modify existing orientation and on-boarding processes to ensure new Outfitters are provided with information about our accessibility policies as soon as practicable after employment commences;
  • We advise Outfitters whenever there is a change to existing policies on the provision of workplace accommodations, which may include team meetings, site newsletters / postings, and posting on Company intranet;
  • We create and update Individual Emergency Plans and Accommodation Plans, as required;
  • Provide appropriate training to managers and Outfitters responsible for supporting the individualized accommodation plan process.

 

Workplace Individual Emergency Plans & Accommodation Plans

  • Employees may request an Individual Emergency Plan and/or Accommodation Plan as a result of a permanent or temporary disability. Plans will be reviewed and updated as required. The employee and, if the employee consents, any designated assistant(s) are provided with the Plan;

 

Return to work from disability-related leaves

  • We review and, as necessary, modify and documents existing return to work processes for Outfitters who have been absent from work due to a disability and require accommodation in order to return to work;  
  • We ensure documented Individual Accommodation Plans comprise part of the return to work process;
  • We provide appropriate training to managers and other Outfitters responsible for supporting the return to work process for Outfitters who require accommodation in order to return to work.

 

Performance management, career development and redeployment

  • We review and, as necessary, modify existing performance management, career development and redeployment processes to ensure that the accessibility needs and Individual Accommodation Plans of Outfitters are taken into account;
  • We provide appropriate training to managers and other Outfitters responsible for supporting or impacting performance management, career development and advancement, and redeployment processes.

 

Feedback, Accessible Formats and Communication Supports

We welcome feedback regarding the way Cabela’s and Bass Pro Shops Canada provides access to our goods and services. Our Accessibility Policies are available upon request. Our policies and documents are available in alternate formats.

Feedback and requests can be made:

  • In person in our retail stores by asking to speak to the General Manager, Assistant General Manager or Manager on Duty

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