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Standard for Customer Service

Disability as a variable – A new optic

Looking at an Ontario Human Rights Commission discussion paper released in 2001, the aspects that make what is called intersectionality so appealing to a modern view of identity is that it does not pigeon hole a person as being represented by a sole code ground, or identity that is legally protected against discrimination.

 

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Three popular articles this week on HRinfodesk

The three popular articles this week on HRinfodesk deal with: legislative amendments that expanded the access to Employment Insurance benefits; a case where a former employee was awarded six months’ compensation in lieu of notice after she had declined a severance package offered to her by the employer; further recent updates regarding the Accessibility for Ontarians with Disabilities Act.

 

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Definition of disability and the Ontario Human Rights Commission

When creating policies that make statements about accessibility, attempts should be made to view disability as a social system instead of a schedule of impairments in order to align an organization’s forward movement with principles of Human Rights. Also, the time is long past due for an evaluation of how intersecting identities can create unique accessibility and accommodation needs.

 

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Toronto v. Cannabis

Dispensaries are currently undergoing a series of raids as TPF personnel are cracking down on store fronts and businesses that are working outside the law. The surge in organizations selling cannabis and cannabis products might well be egged on by the looming eventuality that cannabis will either become decriminalized or legalized in the near future.

 

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White privilege and disability

Only recently has the subject of white privilege come under scrutiny. White privilege has informed government, policy, relationships, youth, old age, trajectories of state bodies and even points in geo-political history. Like racial narratives, constructs that reproduce normality have allowed the concept of being able bodied to be viewed as positive and disability as negative.

 

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Should employers talk about mental health in the workplace?

Recent news in the media has highlighted competing perspectives on mental health, one story focusing on the importance of mental health privacy, and the other campaigning for speaking out about mental health. Wednesday Jan 27, 2016 has been designated as the Bell Let’s Talk day, meaning let’s talk about mental illness, as part of Bell’s multi-year campaign around the issue. This seems in contrast to a recent human rights decision about student mental health privacy rights at York University.

 

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2016 – Looking forward, looking back

As the first blog post of the year, I thought it apt to first wish everyone a very happy, healthy and prosperous New Year and second, to take the opportunity to take a quick look back and a long look forward at what might be coming down the road this year in human resources policy.

 

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Top 10 most read First Reference Talks posts published in 2015 and Season’s Greetings

The holidays are upon us and it is time to take a well deserved break. Please note that we will not be blogging during the holiday season from Thursday December 24, 2015, to Friday January 1, 2016, inclusive. Our bloggers will resume sharing with you, their expertise and interesting developments in the world of HR, employment law, privacy, accessibility and payroll on Monday January 4, 2016…

 

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Ontario government ramps up AODA enforcement – Is your organization compliant?

The Ontario Government announced an audit blitz this fall pertaining to compliance with the Accessibility for Ontarians with Disabilities Act, 2005 (“AODA”). The blitz, which runs from October through to the end of December, is targeting large retailers with 500 or more employees.

 

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Three popular articles this week on HRinfodesk

Three popular articles this week on HRinfodesk deal with presenteeism; fixed-term contract; and, changes to accessibility regulations.

 

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Manitoba customer service accessibility standard

The Manitoba Customer Service Accessibility Standard (CSAS) under the Accessibility for Manitobans Act (AMA) comes into effect November 1, 2015. The CSAS requires all of Manitoba’s public, private and non-profit organizations with one or more employees that provide goods or services directly to the public or to another organization in Manitoba, to establish and implement measures, policies and practices to remove barriers to access to the goods or services it provides.

 

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AODA audit blitz for retail organizations

I am guessing that there are a few business owners who are scratching their heads with regards to new information concerning an AODA “Audit Blitz” for retail organizations. In a field pot marked with consulting companies one would figure that the use of terminology that strikes fear into the hearts of businesses is a little unnecessary. Granted, accessibility is a crucial part of the business landscape in Ontario, but scaring the bejesus out of business owners is counterproductive.

 

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Lawyer receives $1,000 for four minute wait constituting human rights breach

The Human Rights Tribunal of Ontario recently awarded an Ontario lawyer, $1,000 for injury to dignity, feelings and self-respect, as a result of his being stopped from entering the Riocan Empress Walk mall with his service dog.

 

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Consultation and feedback processes should not be underestimated

Consultation and feedback processes should not be underestimated.  Doing away with the old systems of decision making provides for a more thorough engagement with those groups that would represent gaps in policy and operations.

 

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Accessibility and transitions

There is an accessibility consideration that I have been thinking about for quite some time which isn’t covered under the Accessibility for Ontarians with Disabilities Act (AODA) is the accessibility of transition. It was a thought that started around the same time as when the new subways started to show up in Toronto, and the height and width became a new barrier for some people who rely on transit to get to and from work.

 

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