Cypress View Foundation (CVF) recognizes the importance of maintaining the privacy of our residents, the public and our stakeholders. Where applicable, CVF abides by the terms of Alberta’s Freedom of Information and Protection of Privacy Act (FOIP).
CVF strives to embrace best practices and is committed to ensuring proper collection, use, storage, disclosure and destruction of all personal information.
Personal information collected by CVF is used only for the purposes for which it was collected, or a similar purpose. CVF will obtain your written consent to use your personal information for any other purpose.
We do not collect personal information about you when you visit our website unless you choose to provide such information to us. We do not sell personal information to other individuals or organizations.
CVF is committed to maintaining the accuracy and security of records and upon request will provide you access to your own personal information according to FOIP requirements. CVF will also inform you whether your personal information has been disclosed to any authorized third parties. Requests can be directed to the HR and workflow Manager at 403-525-2194. firstname.lastname@example.org
CVF believes that our donors should be publicly acknowledged and thanked. However, we respect the privacy of our donors, and we will maintain your anonymity as a donor when requested. Requests can be made to CVF’s Community Relations Coordinator Direct Line: 403-525-2219, email@example.com
For the purpose of these Guidelines, “CVF Facebook Page” refers to the CVF Facebook Site and “Content” includes, but is not limited to, any photo, video, graphics, written or other information that is posted on the CVF Facebook Page.
1. CVF reserves the right to:
• Remove any posted Content at any time.
• Use its sole discretion in restricting or banning access to the CVF Facebook Page; and
• Change these guidelines at any time.
2. The following “Prohibited Content” shall not be posted:
• Information for which prior consent to post should have reasonably been obtained due to ownership, copyright, confidentiality, or other reasons, and was not obtained; or
• Information that contravenes privacy, copyright, and any other laws; or
• Information that is inappropriate and/or offensive including, but not limited to, slurs, insults, obscenities, discriminatory, derogatory, or demeaning language.
If you are unsure as to whether any material you wish to post qualifies as Prohibited Content, or to report the posting of Prohibited Content, please contact CVF’s HR and workflow Manager at 403-525-2194. firstname.lastname@example.org
CVF welcomes your questions or concerns regarding these Privacy Policies. Inquiries can be directed to CVF through the HR and workflow Manager at 403-525-2194. email@example.com
You may contact the Office of the Information and Privacy Commissioner of Alberta (OIPC) if you have additional questions or concerns about CVF’s privacy practices.
Cypress View Foundation (CVF) is committed to meeting the needs of individuals living with disabilities in a timely manner and will do so by identifying, preventing, and removing barriers to accessibility and meeting the needs of individuals living with disabilities in a timely manner and will do so by preventing and removing barriers to accessibility and meeting the requirements under the ACA. We are committed to providing equal treatment to people with disabilities with respect to services, programs, goods, and facilities, in a manner that respects their dignity and independence.
CVF will implement and maintain policies governing how they will achieve accessibility through meeting its requirements in accordance with the IASR (Integrated Accessibility Standards Regulation).
CVF will continue to adhere to the Accessibility Standards for Customer Service Policy.
These policies apply to all employees, students, volunteers and others who provide goods, services or facilities on behalf of the organization.
1.0 Integrated Accessibility Standards
CVF has made the following accessibility commitments:
CVF has developed a multi-year accessibility plan, which outlines the strategy to prevent and remove barriers and meet its requirements under this Regulation.
CVF will review and update the multi-year plan in consultation with the various department leaders at least once every 5 years.
CVF ensures all employee groups, volunteers, persons who participate in the development of policies, and all other persons who provide goods, services or facilities on behalf of CVF receive training on the requirements of the accessibility standards and on the Human Rights Code, as it pertains to persons with disabilities.
The training that is provided shall be appropriate to the duties of the employees, volunteers and other persons.
2.0 Information and Communication
CVF will meet the communication needs of persons with disabilities and will provide information and communication materials in accessible formats or with communication supports upon request.
If CVF determines that the information or communication is unconvertible, CVF shall provide to the person requesting the information or communication with an explanation as to why it is unconvertible, a summary of the unconvertible information or communication.
2.1 For the purposes of this commitment and in accordance with this legislation,
information and communications are unconvertible if:
it is not technically feasible to convert the information or communications; or
the technology to convert the information or communications is not readily available.
2.2 CVF will ensure that the processes for receiving and responding to feedback are
accessible and will provide accessible formats and communications supports upon
request. CVF has an accessible feedback process established in accordance with
the IASR Integrated Accessibility Standards Regulation).
2.3 CVF will provide or arrange for the provision of accessible formats and
communication supports upon request for persons with disabilities, in a timely
manner that takes into account the person’s accessibility needs due to disability,
and at a cost that is no more than the regular charged to other persons.
CVF consults with the person making the request in determining the suitability of an
accessible format or communication support.
2.4 CVF will ensure their internet and intranet websites and web content conform to the
World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0,
Level A and increasing to Level AA, in accordance with the schedule set out in this
section of the regulation. This includes all web-based applications and web content
that are controlled directly or through a contractual relationship.
2.5 CVF will provide education or training resources or materials in an accessible format
that considers the accessibility needs due to a disability of the person upon request.
CVF is committed to ensuring that all employment practices are inclusive.
3.1 CVF will take the necessary steps to ensure the availability of accommodation for
applicants with disabilities in its recruitment processes.
During the recruitment process CVF will notify job applicants, when they are individually selected to participate in an assessment or selection process that accommodations are available upon request in relation to the materials or processes to be used.
If a request for accommodation is made, the applicant will be consulted with to provide or arrange for the provision of suitable accommodation in a manner that considers the applicant’s accessibility needs due to disability.
3.2 When making offers of employment to new employee, CVF will inform new
employees of the company’s policy for accommodating employees with disabilities.
This information will be made available in an accessible format or with
communication supports upon request.
3.3 CVF will inform its employees of its policies used to support its employees with
disabilities, including, but not limited to, the policy on the provision of job
accommodations that consider an employee’s accessibility needs due to disability.
3.4 CVF will ensure that all information and communication is available in accessible
formats or with communication supports upon request. This includes information
that is needed by an employee in order to perform their job and information that is
generally available to all employees in the workplace.
3.5 CVF has a Return-to-Work Policy that outlines the steps that CVF takes to
facilitate the return to work of employees who were absent because their disability
required them to be away from work; and uses documented individual
The individual accommodation plans may include if requested, any information regarding accessible formats and communication supports and individualized workplace emergency response information.
3.6 CVF will take into account the accessibility needs of employees with disabilities
as well as individual accommodation plans when using performance management,
career development and advancement and redeployment practices.
4.0 Built Environment
CVF will comply with Built Environment Standards when undertaking new construction and redevelopment of public spaces.
(CSA/ASC B651, Accessible design for the built environment, This standard contains requirements for making buildings and other facilities accessible to individuals with a range of physical, sensory, and cognitive disabilities. It is a new edition of a previous standard)
4.1 CVF shall meet the requirements set out in sections 80.32 through 80.38 of the
IASR when constructing new or redeveloping off-street parking facilities that it
intends to maintain, the applicable off-street parking facilities.
4.2 CVF shall ensure that they meet the requirements as set out in Sections 80.1
through 80.5 and 80.23 through 80.31 of the IASR when constructing all applicable
new or redeveloped paths of travel (e.g., external walkways) that are not regulated
by the Building Code.
4.3 CVF shall establish procedures for preventative and emergency maintenance of the
accessible elements in public spaces as required under the Accessibility Standards
for the Built Environment. This will include temporary service disruptions when
accessible elements under the IASR are not in working order.
Accessible Customer Service Plan for CVF
Providing Goods and Services to People with Disabilities
CVF is committed to excellence in serving all customers including people with disabilities.
This policy is intended to meet the requirements of contained in Part IV.2 of the Integrated Accessibility Standards Regulation (O. Reg. 191/11) and applies to the provision of goods and services to the public or other third parties, not to the goods themselves.
All goods and services provided by CVF shall follow the principles of dignity, independence, integration and equal opportunity.
Assistive Devices – CVF recognizes that some customers with disabilities use assistive devices to access or benefit from the CVF’s services. CVF will use its best efforts to accommodate all assistive devices. However, if necessary, CVF will use alternate methods to provide service to customers with disabilities in a manner that takes their disability into consideration.
CVF will ensure that employees are trained and familiar with various assistive devices that may be used by customers with disabilities while accessing our services.
Communication – We will communicate with people with disabilities in ways that take into account their disability.
CVF welcomes people with disabilities and their service animals. Service animals are allowed on the parts of our premises that are open to the public. If the service animal is legally excluded from some parts of the common areas of the premises, CVF will provide alternative measures to enable the person to obtain, use or benefit from the service. If it is not readily apparent that an animal is being used as a service animal for reasons relating to the customer’s disability, CVF may request verification from the customer. Verification may include:
• A letter from a physician, nurse, or a Regulated Health Professional (e.g., chiropractor, audiologist, optometrist) confirming that the person requires the animal for reasons related to the disability.
• A valid identification care signed by the Attorney General of Canada; or
• A certificate of training from a recognized guide dog school or service animal training school.
The customer that is accompanied by a service animal is responsible for maintaining care and control of the animal always.
If a health and safety concern present itself, for example in the form of severe allergy to the animal, CVF will make all reasonable efforts to meet the needs of all individuals.
CVF recognizes that some individuals with disabilities rely on support persons for assistance while accessing services. A person with a disability who is accompanied by a support person will be allowed to enter into our premises together with the support person and will not be prevented from having access to the support person while on the premises.
When necessary to protect the health or safety of a person with a disability, CVF may require a person with a disability to be accompanied by a support person when on the premises. Before making such a decision, CVF will consult with the person with a disability to understand their needs, consider health or safety reasons based on available evidence and determine if there is no other reasonable way to protect the health or safety of the person or others on the premises.
In situations where confidential information will be discussed, consent will be obtained from the customer, prior to any conversation where confidential information is discussed.
If the customer is paying for additional services, such as a meal or an outing, support persons may also be required to pay all or a portion of those costs at the discretion of the site. In situations where CVF requires accompaniment by a support person, CVF will waive the admission fee or fare for the support person, if one exists.
Notice of Temporary Disruption
CVF will make every effort to notify customers with disabilities of any planned or unexpected disruption to its service or facilities. This notice will include information on the reasons for the disruption, the expected length of the disruption and a description of alternative facilities or services, if available. There may be situations where advanced notice will not be possible. Where practical, this information will be posted on the premises. Customers with appointments will be contacted and informed of the disruption.
Training for Staff
Training on how to interact with persons with disabilities will be provided to all employees, volunteers,agents and/or contractors or other applicable third parties that act on behalf of CVF.
• A review of the requirements of the Integrated Accessibility Standards Regulation.
• Instructions on how to interact and communicate with people with various types of disabilities.
• Instructions on how to interact with people with disabilities who:
• uses assistive devices.
• requires the assistance of a guide dog, service dog or other service animal; or
• requires the use of a support person (including the handling of admission fees).
• Instructions on how to use equipment or devices that are available at our premises or that we provide that may help people with disabilities.
• Instructions on what to do if a person with a disability is having difficulty accessing your services.
• CVF’s policies, procedures and practices pertaining to providing accessible customer service to customers with disabilities.
CVF will provide training as soon as practicable to all current employees. Training will also be provided to new employees, volunteers, agents and/or contractor during orientation. Revised training will be provided in the event of changes to legislation, procedures and/or practices.
CVF will keep a record of training that includes the dates training was provided and the number of employees who attended the training.
Customers who wish to provide feedback on the way the CVF provides goods and services are asked to first bring their concern to the Manager or Employee in charge. If he or she is not able to resolve your concern, we are pleased to offer you the following methods of resolving your concerns or complaints:
• Email our HR Coordinator at firstname.lastname@example.org
• Telephone Head Office at 403-527-8755
• Write to our corporate head office:
Cypress View Foundation
722 Bassett Cres NW, Medicine Hat, Alberta T1A 7W8
Contact us www.cypressview.org
To ensure the feedback process is accessible, CVF will provide or arrange for accessible formats and communication supports, on request.
Complaints will be dealt with according to CVF’s regular complaint management procedures.
Modifications to this or Other Policies
CVF is committed to developing customer service policies that respect and promote the dignity and independence of customers with disabilities. Any policy of CVF that does not respect and promote the dignity and independence of people with disabilities will be modified or removed.
Notification of Availability and Format of Documents
CVF shall notify customers that the documents related to the Accessibility Standard for Customer Service is available upon request and, where possible, in an accessible format or with communication support.
Notification will be given by having this information available at each site, on the CVF website Cypressview.org and by any other reasonable method. Copies of these documents will also be available to employees on request.
Environmental Sustainability Policy
To direct the creation of a Cypress View Foundation (CVF) action plan to identify ways to minimize CVF consumption of energy, water, solid/organic/hazardous waste products, and reduce Greenhouse Gas (GHG) emissions and associated operating costs throughout CVF.
To establish expectations for the reduction of GHG emissions and identify associated projects that will result in cost saving and/or increased efficiencies, throughout CVF.
CVF is aware of the environmental impact produced by health care worldwide and the negative effects on human health thereto attributable. In alignment with the framework of the triple bottom line, CVF shall strive for sustainable practices by considering patient and population needs, environmental benefits or burdens by and through the delivery of health care, and financial responsibility.
CVF is committed to exercising environmental stewardship by increasing efforts to track and reduce GHG emissions in a manner that results in strategic improvements across CVF. This reflects our commitment to financial stewardship, and accountability to all Albertans as we strive to enable a sustainable healthcare system.
CVF recognizes the need to engage and educate CVF representatives to support a culture that reinforces our commitment to constant improvement, fiscal prudence, and a high performing health system. This includes as it relates to the environment, operation costs and the health and safety of our population.
1. Greenhouse Gas Management and Reduction
1.1 CVF shall make reasonable efforts to:
a) Track aspects of GHG emissions following an internationally accepted protocol for Scope 1, Scope 2 and some Scope 3 emissions as defined by the Greenhouse Gas Protocol (World Resources Institute (WRI) and the World Business Council for Sustainable Development (WBCSD),
(ii) natural gas.
(iv) chilled water consumption.
(v) fuel used by CVF owned and leased vehicles.
(vi) refrigerant releases.
(vii) anesthetic gas usage.
(viii) waste; and
(ix) paper usage.
b) identify, implement, and monitor innovative, cost effective, and reasonably practical programs or strategies that reduce GHG emissions and water consumption that support operations and direct patient care while providing a safe and comfortable work environment., such as:
I. reduce GHG emissions and provide cost savings by minimizing travel, carpooling to meetings, restricting airline travel wherever reasonably practical, and increasing the use of alternative transportation in compliance with the CVF Travel, Hospitality, and Working Session Expenses Policy.
II. create an action plan and targets to reduce water and GHG intensities (GHG use per square meter) and energy and water costs of our operational facilities over the fiscal year 2022/23 intensity values; and
III. educate and inform CVF representatives, patients, and stakeholders, on the importance of GHG reduction and environmental sustainability within the context of health care and create social acceptability of new programs and policies.
2. Other Sustainability Initiatives
2.1 CVF shall make reasonable efforts to:
a) implement waste reduction strategies and programs to reduce the volume of materials (e.g., reducing waste in operating rooms, reduce office supplies, etc.
b) implement recycling programs to reduce the volume of waste materials being directed to landfills.
c) ensure our purchasing processes aim to reduce negative impact on the environment, minimize pollution and waste in supplies and packaging, and consider sustainability when sourcing equipment and supplies. These expectations shall be communicated to our vendors and those we do business with.
d) for construction projects, strive to attain the highest possible Leadership in Energy and Environmental Design (LEED) standards in respect to water efficiency, mechanical system selection, materials and resources used, waste management, indoor environmental quality, and innovative design.
e) responsibly source food which meets residents’ expectations and needs and supports operational requirements in providing a cost-effective service.
CVF representative means: CVF employees, students, volunteers, and other persons acting on behalf of CVF. Services (including contracted service providers as necessary).
Sustainability means working in alignment with the framework of the “triple bottom line” to consider the environmental, social, and financial components:
Environmental: ensure that resources are used at a supportable level that can be maintained long-term.
Social: ensuring Our People and Residents have access to the resources they require to be healthy and safe.
Financial: ensuring CVF has the resources to meet the needs of our people and Residents.
Equal Opportunities and Code of Ethics
The Cypress View Foundation (CVF) is a publicly owned facility. Therefore, Board members and employees are expected to maintain the highest level of professionalism, honesty, and integrity. The intent of this policy is not to be all-inclusive but to deal with some of the more obvious ethical considerations. Some ethical considerations are also included in other policies.
Statement of policy
It is the policy of Cypress View Foundation (CVF) to ensure that no job applicant or employee receives less favorable treatment on the grounds of sex, race, marital status, disability, age, part-time or fixed term contract status, sexual orientation, or religion, or is disadvantaged by conditions or requirements that cannot be shown to be justifiable. The organization is committed not only to its legal obligations but also to the positive promotion of equality of opportunity in all aspects of employment.
The organization recognizes that adhering to the Equal Opportunities Policy, combined with relevant employment policies and practices, maximizes the effective use of individuals in both the organizations and employees´ best interests. CVF recognizes the great benefits in having a diverse workforce with different backgrounds, solely employed on ability.
(a) The application of recruitment, training, and promotion policies to all individuals will be based on job requirements and the individual’s ability and merits.
(b) All employees of the organization will be made aware of the provisions of this policy.
Recruitment and promotion
Advertisements for posts will give sufficiently clear and accurate information to enable potential applicants to assess their own suitability for the post. Information about vacant posts will be provided in such a manner that does not restrict its audience in terms of sex, race, marital status, disability, age, part-time or fixed term contract status, sexual orientation, or religion.
Recruitment literature will not imply a preference for one group of applicants unless there is a genuine occupational qualification which limits the post to this group, in which case this must be clearly stated.
(a) All vacancies will be circulated internally.
(b) All descriptions and specifications for posts will include only requirements that are necessary and justifiable for the effective performance of the job.
(c) All selection will be thorough, conducted against defined criteria and will deal only with the applicant’s suitability for the job. Where it is necessary to ask questions relating to personal circumstances, these will be related purely to job requirements and asked to all candidates.
CVF will not discriminate based on sex, race, marital status, disability, age, part-time or fixed term contract status, sexual orientation, or religion in the allocation of duties between employees employed at any level with comparable job descriptions.
CVF will put in place any reasonable measures and/or adjustments within the workplace for those employees who become disabled during employment or for disabled appointees.
All employees will be considered solely on their merits for career development and promotion with equal opportunities for all.
Ethics and Integrity
(a) Company records, property, technical information, communications, and business opportunities constitute valuable assets that can be critical to performance. These materials are the property of CVF and – like all assets – should be safeguarded against misuse or misappropriation.
Safeguarding these assets includes taking the appropriate steps to prevent and identify accidental disclosure. These responsibilities and restrictions apply equally to electronic information methods (e-mail, Internet, etc.) and prohibit accessing or creating any electronic communications that contradict policy.
(b) Books, Records and Filings – Employees are required to keep accurate records and provide full, fair, accurate, timely and understandable disclosures. We must make every effort to ensure that information contained in documents filed by the company is complete, fair, accurate, timely and understandable. In addition, we are each required to ensure the accuracy of any records we develop or review, including financial records, expense reports and engineering or other technical documents.
Destroying or altering a document/s with the intent to impair the document’s integrity is a crime. Any belief that companies’ records are being improperly altered, destroyed or otherwise treated inconsistently should be reported to the Managing Director.
(c) Conflicts of Interest – Employees should avoid conflicts between personal and CVF interests. If conflicts are unavoidable, seek guidance on the best course of action and fully disclose any transaction or relationship that reasonably could be expected to give rise to a conflict. Employees are expected to exercise good judgment and the highest ethical standards in our activities and to be mindful that our activities outside the company impact how CVF is viewed by others. We should avoid any actions, investments or interests which reflect unfavorably on ourselves or the company. More specifically, employees should avoid any action that has the potential or appearance of impacting on the company adversely or interfering with our objectivity about what is in CVF’s best interest.
(d) Integrity is about people doing the right thing – not looking for personal gain or to reward others by taking advantage of ambiguity or uncertainty in the law. We are each expected to not only adhere to the policy, but also to protect it – questioning and reporting any practice or activity that conflicts, or appears to conflict, with the company’s ethical standards. Those who report suspected violations of this policy will help further the business interests of CVF and ensure that the public continues to regard CVF as a company committed to integrity.
If you are in a situation that you believe may involve or lead to a violation of CVF Ethics and Integrity, you have a duty to disclose the situation and seek guidance.
Employees will be provided with appropriate training regardless of sex, race, marital status, disability, age, part-time or fixed term contract status, sexual orientation, or religion.
All employees will be encouraged to discuss their career prospects and training needs with their Line Manager.
Grievances and victimization
CVF emphasizes that discrimination is unacceptable conduct which may lead to disciplinary action under the organization’s Disciplinary Procedure.
Any complaints of discrimination will be pursued through the organization’s grievance procedure.[/fusion_text][/fusion_builder_column][/fusion_builder_row][/fusion_builder_container]