Intent

The West Egg Group Corp. recognizes the diversity of its workforce and is committed to ensuring that all employees are able to effectively and efficiently use their skills and experience to contribute to the company’s performance and service delivery. This includes the opportunity to participate, without discrimination, in both work-related and other activities conducted in a work context. 

The West Egg Group Corp. will establish and maintain an effective system to ensure an inclusive workplace and to provide reasonable workplace accommodation. 

We will ensure that our corporate activities, including all policies, practices, and procedures will not result in discrimination. 

We will ensure that procurements and the construction or renovation of facilities will not result in discrimination. 

We will respond in a timely, confidential and sensitive manner to requests for individual workplace accommodation. 

Purpose 

The purpose of this policy is to make the work environment inclusive and non-discriminatory and to establish effective mechanisms for responding to accommodations needed by employees and Management. 

This policy applies to all company employees and Management including co-op students and Interns. This policy will also apply to applicants for positions with the West Egg Group Corp. as appropriate. 

Legal framework 

This policy addresses The West Egg Group Corp.’s responsibilities under the British Columbia Human Rights Code. Section 13 of the Code states that it is unlawful to refuse to employ or refuse to continue to employ a person, or to discriminate against a person regarding employment or any term or condition of employment because of, race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex, sexual orientation, age of that person or because that person has been convicted of a criminal or summary conviction offence that is unrelated to the employment or to the intended employment of that person. A refusal, limitation, specification or preference based on a bona fide occupational requirement is not unlawful. 

Discrimination is any conduct or term or condition of employment that has a detrimental impact, whether that impact is intentional or unintentional, and is based on a prohibited ground of discrimination. 

This policy acknowledges the company’s duty as an employer in circumstances where there is discrimination as set out above, to provide individual accommodation up to the point of undue hardship. In meeting this duty, the company will minimize the need for individual accommodation by ensuring that any rules, policies, standards or practices are not discriminatory. 

Activities covered by this policy 

The West Egg Group Corp. recognizes that its programs and activities may have the potential to create or maintain discriminatory barriers. We are committed to ensuring that activities are reviewed to remove discriminatory effects and invites communication of any concerns or suggestions respecting all company activities including: 

• all recruitment activities 

• all employment – related policies including recruitment, selection, training, promotion, retention and flexible work arrangements; 

• purchase, development, management and use of information technology systems and information services;

• decisions related to the company premises including design, layout and internal fittings (including work station access and adjustments);

• decisions relating to special events, social activities, conferences, seminars and training. 

We will make reasonable efforts to ensure that before deciding on or engaging in such activities, we will analyze options so as to identify and eliminate potential barriers. Further, we will review all existing policies and procedures to identify and remove discriminatory elements. This may involve permanent or ongoing changes to facilities, practices, policies and procedures. 

Individual accommodation 

The West Egg Group Inc. will ensure that it provides, in a timely and effective way, accommodation specific to an individual’s needs. This could include but is not limited to: 

• hours of work 

• work station access and adjustments 

• hiring practices 

• work procedure adjustments 

• provision of specific services, facilities, aids or equipment 

• reassignment [of duties] 

The West Egg Group Corp. recognizes that the need for accommodation may arise during the employment selection process, at the commencement of employment or at some time after employment has commenced. 

Responsibility 

The West Egg Group Inc. and employees are responsible for: 

• implementing this policy 

• ensuring that all existing policies, rules, practices and procedures are reviewed to identify and eliminate barriers to access and inclusion 

• ensuring that action is taken on all notifications of barriers to access or inclusion

• providing individual accommodation in keeping with the legal duty 

• advising employees about their right to accommodation 

• identifying suitable accommodations 

• initiating the accommodation where The West Egg Group Corp. Management is aware that an employee or Management member has a need for accommodation, but is unable for any reason to state that need 

• maintaining the privacy of employees and Management member to the extent possible by treating confidentially and sharing only as necessary, information provided to afford appropriate accommodation 

• developing company activities that are in keeping with the purpose and spirit of this policy in order to prevent discriminatory barriers to access and inclusion 

• notifying the company of any barriers they believe may prevent access or inclusion

An employee or Management member making a request for accommodation is responsible for: 

• requesting, in a timely manner, accommodation including by identifying abilities, limitations and restrictions related to the request for accommodation 

• providing, in a timely manner, adequate information including reports or medical information specifically relevant to the process of identifying appropriate accommodation 

• facilitating and cooperating with the accommodation process, including by following any rehabilitation or treatment plan as recommended by the treating physician and cooperating with communication 

• sharing the responsibility for ensuring that an individual accommodation is identified 

• accepting a reasonable accommodation

Undue hardship 

Where a term, condition or standard of employment results in discrimination against an employee or Management member, The West Egg Group will ensure that all effective options to accommodate, short of undue hardship, are considered. If it results in undue hardship, the company is not required to make changes to workplace policies, rules, practices, and operations or provide accommodation. 

Where a particular means of accommodation is requested and it has been found that it cannot be implemented without incurring undue hardship, every effort will be made to provide alternative accommodation up to the point of undue hardship. 

Privacy and confidentiality 

All documents relating to specific requests for accommodation will be kept confidential and will only be disclosed: 

• with the consent of the employee or Management member, 

• as necessary to assist in the provision of the accommodation, or 

• as required by law. 

The West Egg Group Corp. will comply with all requirements of the Privacy Policy and privacy legislation to protect personal information. 

Recourse rights 

Where an employee or Management member believes that her or his request for accommodation has not been handled in accordance with this policy or the accompanying procedure, or is not satisfied with the type of accommodation offered, the employee or Management member has the right to have the circumstances reviewed. The review should be directed to the Human Resources department for further investigation and follow up to find a suitable, mutual solution. 

In the event that a request for accommodation is denied on the grounds of undue hardship or any other ground, The West Egg Group Corp. recognizes the right of employees and Management members to make a complaint under the British Columbia Human Rights Code, under which there is a 6 month time limit to bring complaints.

Communication 

The West Egg Group Corp. will ensure that this Policy is made available to all employees and Management members. 

Monitoring and reporting 

The West Egg Group Corp. will monitor all requests for accommodation to ensure this Policy has been correctly implemented. 

We will keep records of all information related to the accommodation process in accordance with the Privacy Policy.

Enquiries 

Enquiries about this policy should be addressed to your direct Supervisor and/or hr@gatsbyvalet.com

Review 

The West Egg Group Corp. will review this policy annually and ad hoc as required.

Policy Prepared on: February 13, 2025

Policy Modified on: March 26, 2026