Evergreen's Legal Liabilities and Policies
Welcome to Evergreen's Website. The following terms and conditions are important things that you should know before using or accessing evergreen.ca. By accessing or using any part of Evergreen's website or any of the products or services offered by or through this website, you agree to be bound by the following terms and conditions of use. If you do not wish to be bound by these terms and conditions, you may not access or use evergreen.ca. These terms and conditions of use may be changed at any time by Evergreen without any notice to you. Your continued access and use of this website will mean that you agree to be bound by the most current version of the terms and conditions of use. Please check these terms and conditions periodically for any changes that have been made.
The Evergreen Website is intended to serve as a tool to inform supporters, friends and donors about Evergreen, its programs, and other conservation issues, and to provide the means for schools, communities and individuals to take action to create healthier, greener cities.
In the course of providing this online service, information is exchanged back and forth between the Evergreen servers, online users, and their browsers. In some instances on this site, you may be asked to list your name, e-mail address, and other information. Our policy with regards to your personal information is listed below. Evergreen believes that your personal information deserves utmost protection. While you can visit the site without registering or providing any personal information, you will need to register if you want to register for an event, leave comments on this site and/or make a donation.
Evergreen reserves the right to remove any submissions that are deemed to be offensive, illegal, off-topic or inappropriate in any way.
Evergreen adheres to the Association of Fundraising Professionals’ Donor Bill of Rights.
In some places on this site you may be asked to list your name, address, and other contact information. The information we collect is used to inform supporters, volunteers and donors about Evergreen’s activities, programs, special events and ways to support our efforts. It will also be used to generate statistics and reports for internal use only. These statistics and reports will not contain any personally identifiable information.
Evergreen complies with the Canadian Personal Information Protection and Electronics Documents Act (PIPEDA), the Alberta and British Columbia Personal Information Protection Acts (PIPA) as well as Canada’s Anti-Spam Legislation (CASL).
Evergreen reserves the right to cooperate with local, provincial and federal officials in any investigation requiring either personal information—including any personal information provided online through evergreen.ca—or reports about lawful or unlawful user activities on this site.
If you have any questions about the collection, use and disclosure of personal information by Evergreen, please contact the Privacy Officer by telephone at 416-596-1495 x224, by email at email@example.com or by mail at:
Attention: Privacy Officer
550 Bayview Avenue, Suite 300
Toronto, ON M4W 3X8
It is the policy of Evergreen that all information regarding donors, supporters and volunteers of Evergreen are maintained in the strictest confidence by Evergreen and its employees. Furthermore, Evergreen will not disclose, sell, or trade personal donor and volunteer information to any external party. The information will only be used by Evergreen for the purposes for which it was collected as disclosed by volunteers and employees of Evergreen.
The information provided on Evergreen's Website is provided on an "As Is" basis and for general informational purposes only. Evergreen does not guarantee whatsoever the accuracy, completeness, fitness for a particular purpose or non-infringement of proprietary rights regarding any information, materials or other documents, which are on, or referenced by, or linked to, the Evergreen Website. Neither will Evergreen be held responsible for incorrect information or typographical errors whether on the Project Registry listings or elsewhere on the Evergreen Website.
Evergreen shall not be responsible or liable, directly or indirectly, for the accuracy, content, timeliness, completeness, legality, reliability, quality, suitability or decency of any information, advice, content, service, product or merchandise contained on the Evergreen site or in sites linked to or from the Evergreen Website.
Under no circumstances will Evergreen or any of its officers, directors, shareholders, employees, affiliates, agents, sponsors, licensors, or any other party involved in creating, producing, or distributing Evergreen's content be liable for any direct, indirect, incidental, special, or consequential damages (including but not limited to loss of profits, goodwill, use data or other intangible losses) that result or arise from (a) the use of and reliance on the Evergreen website or the information thereon, (b) the inability to use the Evergreen website, (c) mistakes, omissions, interruptions, suspension, termination, deletion of files or email, errors, defects, viruses, delays in operation or transmission, or any failure of performance with respect to the Evergreen website, including without limitation those that result from acts of god, communications failure, theft, destruction, or unauthorized access to Evergreen's records, programs, or services, (d) merchandise, products, or services received through or advertised on Evergreen's website and merchandise, products, or services received through or advertised on any links provided on Evergreen's website, (e) information or advice received through or advertised on Evergreen's website and information or advice received through or advertised on any links provided on Evergreen's website and (f) any information, data, text, messages and other materials that you email, post, upload, reproduce, transmit or otherwise distribute using Evergreen's website.
Because some jurisdictions do not allow the restriction, exclusion or limitation of liability for, in such jurisdictions liability is limited to the fullest extent permitted by law.
Intellectual Property Rights
The underlying HTML, text, and other content made available to you on the Evergreen Website is protected by copyright, trademark and other proprietary rights and does not convey or create any license or other rights in such proprietary rights. You may download the content on this Website only for your personal use and for non-commercial purposes only.
The Evergreen text-based information may only be reproduced, stored or transferred electronically for personal, community or sponsorship use. Reference must be given to Evergreen and any other authors, where applicable.
Images and photographs may not be reproduced, stored, made available, or transmitted without the express permission of Evergreen.
None of the information or images on Evergreen's Website may be resold in any manner, including restricted or commercial on-line systems, without the express permission of Evergreen. Please keep this notice attached.
Social Media Community Guidelines
At Evergreen, we strive to make our social media channels a safe and welcoming environment for all users. Our channels are a space where all should feel included, regardless of background, age, religion, race, gender identity and expression, physical ability or sexual orientation.
We ask that you be polite and respectful in your interactions with other users when commenting and interacting on our channels.
In return, we’ll listen to your feedback, answer your questions and be transparent in our communication with you.
We reserve the right to remove comments that are not in keeping with our guidelines, and to block or ban users that post them. Unacceptable comments include, but are not limited to:
- Any form of discrimination or harassment
- Conduct that is intimidating, abusive or demeaning in nature
- Real or implied threat of damage or harm
We will make it a habit to moderate our channels and respond quickly to comments and feedback. We check our channels several times a day during business hours, and once a day on the weekend. Please keep these timelines in mind when awaiting a response. We appreciate your patience.
Events Code of Conduct
Evergreen and its partners are committed to providing a safe and welcoming experience for all participants in any events; an environment where feel included, regardless of background, age, religion, race, gender, gender identity and expression, physical ability, or sexual orientation.
All participants are required to read and accept the code of conduct before participating in any events. By participating in this event, you agreetoabide by this Code and to treat your fellow participants with respect and dignity, helping ensure a safe and positive experience for everyone. Unacceptable behavior will not be tolerated during any portion of a meeting or event.
Unacceptable behaviour includes, but is not limited to:
• Any form of discrimination or harassment, or conduct that is intimidating, abusive or demeaning in nature
• Engaging in speech or action that are intimidating, harassing, abusive, discriminatory, derogatory, or demeaning.
• Harmful or prejudicial verbal or written comments or visual images related to gender, sexual orientation, race, religion, disability, or other personal characteristics, including those protected by law.
• Real or implied threat of professional or financial damage or harm.
• Inappropriate disruption of meetings or events.
• Photographing, video or audio recording of slides, oral or poster presentations without presenter/author’s permission.
• Violating the rules and regulations of the online platform
Consequences of Misconduct: Unacceptable behavior will not be tolerated. Anyone engaged in unacceptable behavior is subject to expulsion from the event, at Evergreen's sole discretion. Breaches of this Code of Conductmay result in disqualification from participating in future live and virtual events and from engagement across Evergreen blogs, online forums, and social media channels.
Reporting Harassment: If you are being harassed, notice that someone else is being harassed, or have any other concerns, please contact us at firstname.lastname@example.org.
Accessibility Policy (Employment, Customer Service, and Built Environment)
Evergreen is committed to providing a barrier-free environment for all stakeholders, including clients, employees, job applicants, suppliers, and any visitors who enter the premises, work for the organization, access information provided by the organization, or use the organization’s goods and services. Evergreen explicitly recognizes that accessibility is for everyone, and that improving accessibility for those with disabilities has ripple effects that make communities and spaces better for all.
Evergreen will work to break down the barriers that prevent or limit persons with physical, mental or neurocognitive disabilities (physical, mental and neurocognitive) from employment, receipt of goods and services, the built environment, and information and communication through the implementation of accessibility standards.
Evergreen recognizes the need for a dynamic and real-time approach to accommodation, given the fluid nature of disability, and the organization understands that the needs of individuals with a disability are not apparent all at once and can emerge over time.
Accessible formats: Include but are not limited to large print, recorded audio and electronic formats, braille, and other formats usable by persons with disabilities.
Assistive device: A technical aid, communication device, or other instrument that is used to maintain or improve the functional abilities of people with disabilities.
Communication supports: Captioning, alternative and augmentative communication supports, plain language, sign language, and other supports that facilitate effective communications.
Conversion-ready: An electronic or digital format that facilitates conversion into an acceptable format.
Disability: A disability is any condition of the body or mind (impairment) that makes it more difficult for the person with the condition to do certain activities (activity limitation) and interact with the world around them (participation restrictions).
Service animal: An animal that can be recognized by visual indicators such as a vest or harness that is being used by an individual with a disability for reasons relating to the person’s disability.
Support person: Another person who accompanies an individual with a disability in order to help with communication, mobility, personal care, medical needs, or access to goods and services.
Evergreen will make every effort to identify, remove, and prevent barriers by developing inclusive employment procedures that support persons with disabilities during the recruitment and throughout the employment life cycle. Where barriers continue to exist, Evergreen is committed to a collaborative approach to accommodation solutions.
Recruitment and Hiring
Evergreen understands that improving workplace accessibility and ensuring an accessible recruitment and selection process for applicants with disabilities is important. Upon request, the organization will provide candidates with reasonable accommodations during the interview and selection process. Where an accommodation is requested, the organization will consult with the applicant to arrange suitable accommodations, such as providing the application in an alternate or accessible format.
The organization’s interview process will focus on experience and skills and will not discriminate against candidates who have a disability or require an accommodation. Evergreen is committed to hiring decisions that are unbiased and based on qualifications and past experience. Successful candidates will be made aware of policies and supports for accommodations upon completion of the recruitment process.
Training and Development
Evergreen recognizes that skills development and career planning can enrich the employment experience, increase engagement, and reduce turnover for individuals with disabilities. The organization will align training and development programs to meet the needs of employees with disabilities and provide training as soon as reasonably practicable upon the person being assigned to applicable duties. Training programs will be designed with flexibility to allow customization for the individual requirements of the employee, such as providing training materials in accessible or conversion-ready formats that take into account the need of the employee. The organization will consider employee barriers when implementing performance management processes, or when offering career development, employment support, or advancement opportunities.
Evergreen strives to follow leading practices around accessibility when creating documents and/or communications. Further, Evergreen will provide or arrange for accessible formats and communication supports for employees, upon request. The organization will consult with the employee to determine the specific barrier and the best way to provide support. Such accessible formats and communication supports are conversion-ready and will be provided in a timely manner and at no additional cost to employees.
When communicating with or providing information to an employee who requires accommodation or assistance due to a disability, the organization will ensure that all communication with the individual is completed in a manner that takes into account the individual’s disability. Where an assistive device is used, the organization will reasonably accommodate the use of the device.
If necessary or if requested, Evergreen will create individualized workplace emergency response plans for employees with disabilities. The emergency response plan will consider the unique challenges created by the individual’s disability and the physical nature of the workplace and will be created in consultation with the employee. If an employee with a disability requires assistance from a support person during an emergency, the organization will designate a fellow employee to act as such.
Customized emergency response plans will be reviewed when:
- The employee moves to a different physical location in the organization;
- The employee’s overall accommodation needs, or plans are reviewed; or
- The organization reviews general emergency response policies.
The duty to accommodate is required of all employers, in all jurisdictions in Canada, and encompasses providing respect and dignity, individualized accommodation, integration and participation, and barrier-free designs. Evergreen will provide individual accommodations to support the needs of employees with disabilities. Personalized accommodation plans will be designed to allow employees to contribute and participate in job related functions and activities to the best of their abilities. The process of accommodating individuals will take a consultative approach and is a shared obligation of the organization, the employee, and any applicable professionals required to assist the employee throughout the process.
Common accommodation requests include minor job alterations (i.e. reallocating marginal job functions that an employee is unable to perform because of a disability), acquiring or modifying equipment or devices such as desks, chairs, assistive technology, and adjusting or modifying training materials. Accommodation requests can be made directly to an individual’s Manager, to the Sr. Manager, HR Operations or through AllVoices (https://evergreen.allvoices.co/, and select the option to de-anonymize).
Return to Work
Evergreen is committed to a supportive return-to-work program and will develop and implement return-to-work processes for employees who are absent from work due to a disability and require accommodations in order to return to work. The organization will work with the employee to develop an individualized return-to-work plan and support the employee in the transition period by addressing any barriers. The return-to-work process will outline the steps the organization will take to facilitate the employee’s return to work and use documented individual accommodation plans.
If an employee cannot be accommodated in their current position, even with accommodations to either the job processes or hours, Evergreen will consider redeployment by placing the employee in an alternative position within the organization. Evergreen will work with the employee to determine whether there is another available position. If the accommodation requires a substantial change in the position, involving duties or hours, the position may be redesigned.
Inability to Accommodate
Evergreen will provide workplace accommodation up to the point of undue hardship. Undue hardship may occur where it is established that no forms of appropriate accommodation exist, or where the creation of accommodation would create a health and safety hazard or cause unreasonable costs for the organization.
Where a necessary accommodation is found to cause undue hardship on the organization, Evergreen will work to find a fair and equitable compromise that meets the needs of the employee and the organization to the greatest extent possible. Our overarching goal is to embrace accessibility and embed it wherever possible in our workplace.
Access to Goods and Services
Evergreen will seek to provide barrier-free access to the organization’s goods and services for all customers. Where barriers cannot be removed, alternate means for accessing goods or services will be provided to the best of the organization’s ability.
Support Persons and Service Animals
If a customer with a disability is accompanied by a support person, Evergreen will ensure that both persons may enter the premises together and that the customer is not prevented from having access to the support person. A customer with a disability accompanied by a service animal will be allowed access to premises that are open to the public unless otherwise excluded by law.
The organization will waive admission fees to support persons, or when not possible, ensure the support person is notified of admission costs in advance. The organization will attempt to accommodate the customer and support person to sit with one another. In situations where confidential information might be discussed, consent will be obtained from the customer before any potentially confidential information is mentioned in front of the support person.
Evergreen understands the importance of accessible digital and non-digital forms of communication and will prioritize accessibility in its communications and work documents. The organization encourages individuals to reach out if they have additional accessibility needs, and communication supports will be provided upon request, in a timely manner and at no additional cost.
Service disruptions may occur for reasons that may or may not be within the control or knowledge of Evergreen. In the event of any temporary disruptions to facilities or services that customers with disabilities rely on to access or use goods or services, reasonable efforts will be made to provide advance notice.
When disruptions occur, Evergreen will:
- Post notices in the nearest accessible entrance to the service disruption,
- Update the organization website with information about the disruption;
- Contact customers with reservations or appointments; or
- By any other method that may be reasonable under the circumstances.
The organization will make every reasonable effort to indicate when services will resume and suggest alternatives that can be utilized during the disruption. In some circumstances, such as in the situation of unplanned temporary disruptions or emergencies, advance notice may not be possible.
Evergreen will provide emergency and public safety information, plans and procedures, maps and warning signs at evacuation points, and any other emergency alert information, in accessible formats or with appropriate communication supports, upon request.
Work any individuals requesting information and to see how to best meet their needs;
Ensure emergency information can be seen, read, and heard by anyone, including people with disabilities; and
If a person with a disability requires assistance from a support person in case of an emergency, make sure an employee is available to act as such.
Customer feedback can lead to improved service, increased clientele, and a reduction in complaints. Evergreen will ensure that feedback can be provided by customers with disabilities through a variety of mechanisms, such as in person, by phone, e-mail, text message, or social media. Feedback forms, along with alternate methods of providing feedback verbally (in person or by telephone) or written (handwritten, delivered, website, or e-mail), will be available upon request.
Customers who provide formal feedback will receive acknowledgement of their feedback, along with any resulting actions based on concerns or complaints that were submitted.
Evergreen will work to ensure that the built environment, including building interior and exterior, are designed to facilitate barrier-free access to goods or services for customers and employees. If areas of the built environment are not accessible for certain individuals with disabilities, the organization will work with the individual to provide an alternate means of access.
If you have any questions, please contact us:
Centre for Green Cities, Suite 300
550 Bayview Ave
Toronto ON M4W 3X8