We know that the AODA employment standards requirements are demanding because we have heard about the challenges from those organizations with 50+ employees that were obligated to comply in January 2016. Smaller employers with fewer resources may need additional assistance to keep track of the project, including reviewing, updating and implementing many HR forms and documents such as job offers, employment contracts, job postings and applications to ensure they are consistent with the new accessibility standards.
The annual observance of the International Day of Persons with Disabilities this year is Wednesday December 3, 2014.
According to an AODA Alliance news release and a Nov. 18, 2013, Toronto Star article, the Ontario government fully knows that 70 percent of Ontario private sector organizations with at least 20 employees have not complied with the Accessibility for Ontarians with Disabilities Act’s (AODA) reporting requirements. Reports were due December 31, 2012. This is not surprising because in my experience, most small businesses are simply not aware of the law.
The Accessibility Standard for Employment will help Ontario businesses and organizations make accessibility a regular part of finding, hiring and supporting employees with disabilities.
The government, through the Ministry of Municipal Affairs and Housing, is holding a two-month public consultation to develop updated accessibility requirements for the Building Code.
Assistive technology provided by rehabilitation engineers can play a major role in helping to realize the goals of the Accessibility for Ontarians with Disabilities Act, which goal is to make Ontario accessible for people with disabilities by 2025.
Recently I sent an email in a medium-large font to someone who thought I was shouting. The reply I received was disturbing. The person was offended and read the information as if I was angry…
I asked a skill testing question to which nobody responded! Nevertheless, I will answer the question here because I know you are busy and don’t always have the time to respond to my skill testing questions. The question is “How to comply with two laws at the same time?”
The Accessibility Standards for Customer Service require employers to provide accessible customer service to persons with disabilities. In order to comply with the legislation, all businesses and organizations providing goods or services to the public with at least one employee in Ontario must meet several requirements by January 1, 2012. What we gathered at our most recent AODA seminar is that employers are very concerned about the training aspect of the customer service obligations.
Along with the customer service standard, four out of the five accessibility standards under the Accessibility for Ontarians with Disabilities Act are now law and in place. They are accessibility standards in the areas of Customer Service, Information and Communication, Employment and Transportation. These standards are complex and they require understanding and preparation. Ontarians can no longer ignore them.
Generally, disruptions to all of your services, such as during a power outage or during a labour dispute, do not require this special notice. However, if the disruption has a significant impact on people with disabilities, you should provide notice of the disruption of service. In Ontario, under the Accessibility Standards for Customer Service, as of January 1, 2012, organizations are required to publicly notify customers of temporary disruptions of services or facilities or if they are expected to be temporarily unavailable in the near future, including the steps to take to access alternative methods.
Now that the Integrated Accessibility Regulation under the Accessibility for Ontarians with Disabilities Act is now law and will come into force on July 1, 2011, let’s take a closer look at the accessibility standard for employment.
Employers in Ontario must be aware of the changes that are happening and the requirements that will be placed on them in the very near future under the Accessibility for Ontarians with Disabilities Act …
It has been brought to my attention that there are some common misconceptions about the final proposed built environment standard under the AODA. This post is intended to clarify a few of these misunderstandings.