How to comply with two laws at the same time
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Learning the little bit of information contained herein may very well prevent your organization from litigating a very expensive legal action.
In my last post, I told you about a wonderful neighbourhood business that may, or may not, be complying with the Accessibility for Ontarians with Disabilities Act (AODA) and the Ontario Human Right Code (HRC). That post contained a little test of your understanding of these two laws. If you missed it, you can go back and take the test now (requires LinkedIn membership).
Feedback included this link: www.stopgap.ca.
Visual/audio learners will appreciate this short movie.
My skill-testing question for this week: What is the functional difference between the AODA and the HRC? (In other words, which law is opportunity-focused rather than penalty-focused?)
Looking forward to your feedback, see ya in a couple of weeks.
Learn don’t litigate
Andrew Lawson
www.learndl.ca
Intern not ‘employee’ for CPP and EI deduction purposes Tense union negotiations the new norm?
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Recent Comments
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Can employers in Canada refuse to hire smokers?
I believe smoking (i.e., nicotine) is recognized as an addiction, as Simon mentions, which would engage the question of discrimination. – Jun 18, 9:40 PM
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Can employers in Canada refuse to hire smokers?
Even though as a non-smoking employer I support the actions of Momentous Corp, I am surprised they have even attempted to take this position, given... – Jun 17, 5:46 PM
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Can employers in Canada refuse to hire smokers?
Where in Human Rights does it say that smokers are now protected under one of the grounds and if so which ground are they protected... – Jun 17, 3:28 PM
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