Corel Global Accessibility Policy
This Global Accessibility Policy (the “Policy”) outlines the commitment of Corel Corporation and its affiliates (collectively, “Corel”) in preventing and removing barriers for persons with disabilities and for meeting its global compliance requirements. This policy applies to all Corel employees and contractors (together, “Personnel”) responsible for providing goods, services, and potential employment opportunities to people with disabilities on behalf of Corel.
Corel strives at all times to provide goods, services, and employment opportunities in a way that respects the dignity and independence of people with disabilities. Corel is committed to giving people with disabilities the same opportunity to benefit from the same goods, services, and employment opportunities it offers, in the same place and in a similar way as they are offered to others.
- work toward Corel-controlled websites, including web content, fully conforming to the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0, at Level AA, except where this is impracticable
- ensure that Personnel will communicate with people with disabilities in ways that take into account their disability
- train Personnel who communicate with customers on how to interact and communicate with people with various types of disabilities
- offer to communicate with customers by e-mail, chat, or telephone and other services that may become available if the initial mode of communication is not suitable to the communication needs of the customer
- notify the customer of the availability of customer service information in other formats, where applicable
Corel is committed to providing accessible invoices to all of its customers. Invoices will be provided in alternative format upon request, including in large print or via email, where possible. Corel will answer questions customers may have about the content of the invoice in person, by telephone, or email.
Corel will ensure that its premises are welcoming and accessible to people with disabilities. Corel will comply with the applicable accessibility laws at its offices .
Corel will provide notice of any temporary disruptions at its premises that may effect accessibility. The notice will include information about the anticipated duration of the disruption and alternative facilities or options, as available.
Use of Service Animals
Corel welcomes people with disabilities who are accompanied by a service animal on all of its premises. Every effort will be made to ensure that any offsite Corel-sponsored event venues are compliant with Corel’s commitment regarding service animals, if Corel is aware that an employee or guest of Corel will be attending the venue with their service animal.
Corel as Employer
Corel supports equal opportunities with respect to recruitment, employment, training, career development, and career progression.
Corel will notify the public of the availability of accommodations for applicants with disabilities in the recruitment process.
This will include:
- specifying that accommodation is available for applicants with disabilities on job postings
- notifying job applicants selected to participate in the hiring process that accommodations are available upon request in relation to the materials or processes to be used in the assessment/selection process.
Where requested by Personnel with a disability, Corel will provide or arrange for provision of suitably accessible formats and communication supports for:
- information that is needed in order to perform the person’s job
- information that is generally available to Personnel in the workplace
In meeting the obligations above, Corel will consult with the requesting individual to determine the suitability of a particular accessible format or communication support.
In supporting its Personnel, Corel will:
- review, assess and, as necessary, modify existing policies, procedures, and practices to ensure compliance with all applicable accessibility laws
- take the accessibility needs of Personnel with disabilities and, as applicable, their individualized accommodation plans, into account when:
- assessing performance
- managing career development and advancement
- redeployment is required
- include documented individual accommodation plans as part of any return to work process for Personnel (provided, however, that any such return to work process will not replace any other return to work process under any other applicable legislation).
Any questions regarding this Policy or Corel’s accessibility practices and procedures can be directed to firstname.lastname@example.org or by calling 1-844-759-9903.
Last Updated: August 2020