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 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.
Mastering the ins and outs of the duty to accommodate under human rights legislation is hard. In fact, some would go so far as to say impossible. It’s no wonder this topic has floated to the top of the list of challenges faced by HR practitioners. I’ve given this some thought and come up with a number of rules that I feel should be followed in all cases.
Many people across the world face allergies that have an effect on every aspect of their lives, including the workplace. These allergies can impose difficulties on either being in a workplace or performing certain tasks in their job. One thing for employers to note is that if the allergy is severe enough, it would probably be considered a disability and must be accommodated appropriately.
Accessibility is a human rights issue. When we look at how it is enacted through the Ontario Human Rights Commission, their online trainings, and their policy papers, we can plainly see that this is the case.
Three popular articles this week on HRinfodesk deal with AODA January 1, 2017 compliance deadline; performance based incentives; and, the use of medical marijuana in the workplace.
Even before the ratification of the UN Convention on the Rights of Persons with Disabilities, there was real thought being put into the potential development of a Canadians with Disabilities Act. It began with the structuring of the International Day of Persons with Disabilities and has found its permanence with other large scale developments such as the development of UN policy and focus on the inclusion of people with disabilities.
Three popular articles this week on HRinfodesk deal with presenteeism; fixed-term contract; and, changes to accessibility regulations.
In less than eight weeks, small and large organizations in Ontario will face a new set of legal obligations under the AODA’s Employment Standard and Information and Communications Standard.
Three popular articles this week on HRinfodesk deal with frustration of contract due to illness; duty to make your employment practices accessible; and employee termination for cause due to theft.
Three popular articles this week on HRinfodesk deal with scheduling work on Sundays; AODA employment standard; and unincorporated self-employment.
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.
We are very pleased to announce that Beyond Rewards Inc. will be blogging on First Reference Talks.
Three popular articles this week on HRinfodesk deal with Ontario AODA requirements for 2016; EI premium rates for 2016; and the duty to mitigate.
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.