Standard for the Built Environment
November 20, 2019 Employer Advisor, McCarthy Tétrault LLP Accessibility Standards, Human Resources, Human Rights, Integrated Accessibility Regulation, Standard for Customer Service, Standard for Employment, Standard for Information and Communications, Standard for the Built Environment, Standard for Transportation,
Due to the expansive nature and implementation of the AODA standards, the AODA has embedded deadlines for compliance. The compliance deadline dates vary depending on the size of the organization and the industry sector. The upcoming AODA compliance deadlines are as follows:
accessibility deadlines, Accessibility for Ontarians with Disabilities Act, Accessible websites, AODA, employment law
September 28, 2018 Beyond Rewards Inc Accessibility Standards, Human Resources, Standard for Employment, Standard for Information and Communications, Standard for the Built Environment, Standard for Transportation
The Accessible Canada Act is to be the first federal accessibility law in Canada to further assist those will disabilities. Canada’s goal in implementing this act is to identify, remove and prevent barriers for people with disabilities to enhance full and equal participation of those with disabilities.
accessibility, accessible employment, accessible information and communications tehcnology, accessible transportation, Bill C-81, built environment, employment law
April 20, 2018 Adam Gorley Accessibility Standards, Announcements and Administration, Conferences, Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Standard for Employment, Standard for the Built Environment, Training and Development, Union Relations
With most of the amendments of Bill 148 now in effect—along with significant updates to OHS and WCB provisions, the upcoming legalization of recreational marijuana, and more on the way—there are many substantial changes employers in Ontario have to deal with now and throughout 2018.
19th Ontario Employment Law Conference, 2018 Ontario Employment Law Conference, AODA, Bill 148, cannabis in the workplace, Cannabis legalization, Conference, Duty of care, employment and labour law, employment law, employment standards, HR conference, HR policies, HRlaw conference, Learn the latest, medical marijuana, OH&S, recreational cannabis, recreational marijuana, Stringer LLP, terminations, workplace harassment, WSIAT, wsib
December 5, 2017 Doug MacLeod, MacLeod Law Firm Accessibility Standards, Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Notice, Damages and Settlements, Payroll, Standard for Customer Service, Standard for Employment, Standard for Information and Communications, Standard for the Built Environment, Standard for Transportation
In 2017, the provincial legislature and Ontario judges continued to change Ontario’s employment laws. These changes resulted in higher payroll costs and a more regulated workplace. This blog briefly identifies 10 employment law developments from the past year.
accessibility, accommodating employees with disabilities, AODA, bonuses, drug testing, employee bonuses, employment law, employment law developments, employment standards act, human rights law, Ministry of Labour, pregnancy and parental leave, sexual harassment, termination
November 20, 2017 Beyond Rewards Inc Accessibility Standards, Human Resources, Integrated Accessibility Regulation, Standard for Customer Service, Standard for Employment, Standard for Information and Communications, Standard for the Built Environment, Standard for Transportation
The Accessibility for Ontarians with Disabilities Act (“AODA”) requires organizations that have one or more employees in Ontario to comply with standards. These standards require organizations to establish policies and procedures to assist people with disabilities in five areas.
Accessibility Compliance Reporting, accessibility deadlines, AODA Compliance, AODA Report, AODA reporting deadline, employment law
March 13, 2017 Adam Gorley Accessibility Standards, Conferences, Employee Relations, Employment/Labour Standards, Health and Safety, HR and Technology, HR Policies and Procedures, Human Resources, Human Rights, Notice, Damages and Settlements, Payroll, Penalties and Fines, Pensions and Benefits, Privacy and Security, Recruiting and Hiring, Standard for Employment, Standard for Information and Communications, Standard for the Built Environment, Training and Development, Union Relations, Wages and Compensation
Join Stringer LLP and First Reference at the Centre for Health & Safety Innovation in Mississauga on June 20, 2017 at the Ontario Employment Law Conference to Learn the Latest® on the following topics from top Ontario employment law experts: Jeremy Schwartz will discuss the increasingly important topic of structuring your work relationships with independent […]
18th Ontario Employment Law Conference, 2017 Ontario Employment Law Conference, AODA employment standards compliance, Changing Workplaces Review, employment and labour law, employment law, entre for Health & Safety Innovation, ESA only termination clauses, First reference, HR conference, HRlaw conference, independent and dependent contractors and employees, Learn the latest, Learn the Latesy, Managing cyber bullying, medical marijuana in the workplace, Post-Traumatic Stress Disorder claims, resignations, Stringer LLP, workplace harassment investigations
June 17, 2016 Rubin Thomlinson LLP Accessibility Standards, Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Human Rights, Penalties and Fines, Standard for Employment, Standard for Information and Communications, Standard for the Built Environment, Union Relations
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.
Accessibility for Ontarians with Disabilities Act, accommodation policies, Adrian Ishak, AODA, disability coverage, duty to accommodate, eligibility for benefits, employment law, group-insured employee benefit plans, HR practitioners, human rights legislation, Ontario human rights commission, request for accommodation, Rubin Thomlinson LLP
January 29, 2016 Christopher Lytle MA CDS Accessibility Standards, Employee Relations, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Standard for Customer Service, Standard for Employment, Standard for Information and Communications, Standard for the Built Environment, Standard for Transportation
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.
able bodied, communication, consumerism and individual interactions, Disability, discrimination, geo-political history, person with a disability, race, race and racial identity, racial identification, social construct, social privilege, white privilege
January 27, 2016 Marcia Scheffler Accessibility Standards, Employee Relations, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Payroll, Pensions and Benefits, Recruiting and Hiring, Standard for Customer Service, Standard for Employment, Standard for Information and Communications, Standard for the Built Environment, Standard for Transportation, Union Relations
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.
Bell Let’s Talk day, employment law, human rights decision, let’s talk about mental illness, mental health, mental health privacy, privacy rights, Risks to employers who talk about employee mental health
January 21, 2016 Yosie Saint-Cyr, LL.B. Managing Editor Accessibility Standards, Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Payroll, Pensions and Benefits, Standard for Employment, Standard for the Built Environment, Wages and Compensation
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.
accessibility, Accessibility for Ontarians with Disabilities Act, AODA, employment law, HRinfodesk, Long Term Incentive Plan, medical marijuana, performance based incentives, terminated without cause, termination
September 30, 2015 Christopher Lytle MA CDS Accessibility Standards, Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Recruiting and Hiring, Standard for Customer Service, Standard for Employment, Standard for Information and Communications, Standard for the Built Environment, Standard for Transportation, Training and Development
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.
accessibility, Accessibility for Ontarians with Disabilities Act, accessibility standpoint consultation and feedback processes, AODA, broadening concept of inclusion, Consultation and feedback process, Ontario human rights commission, policies pertaining to employment, policy and operations, Removing barriers
April 7, 2015 Stringer LLP Accessibility Standards, Employee Relations, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Recruiting and Hiring, Standard for Customer Service, Standard for Employment, Standard for the Built Environment, Training and Development, Union Relations
Last year, proposed changes to the Customer Service Standard under the Accessibility for Ontarians with Disabilities Act, 2005 (“AODA”), were made available for public comment. A finalized version of these proposed changes has now been released. The purpose of many of the changes is to streamline the Customer Service Standard with the Integrated Accessibility Standard (which includes the Information and Communication Standard, the Employment Standard, the Transportation Standard and the Design of Public Spaces Standard).
March 13, 2015 Christopher Lytle MA CDS Accessibility Standards, Employee Relations, Government Budgets, Throne Speeches and Plans, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Penalties and Fines, Recruiting and Hiring, Standard for Customer Service, Standard for Employment, Standard for Information and Communications, Standard for the Built Environment, Standard for Transportation, Training and Development
The Mayo Moran Review of the Accessibility for Ontarians with Disabilities Act is both a welcome and timely document as it reflects the progressive goal of inclusion within business and social culture.
accessibility, Accessibility Directorate of Ontario, Accessibility for Ontarians with Disabilities Act, Accessibility standards, AODA, Business, enforcement, Ministry of Economic Development Employment and Infrastructure, social culture, The Mayo Moran Review
February 13, 2015 Christopher Lytle MA CDS Accessibility Standards, Employee Relations, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Recruiting and Hiring, Standard for Customer Service, Standard for Employment, Standard for Information and Communications, Standard for the Built Environment, Training and Development
People with disabilities have traditionally been excluded from decision-making, holding roles of importance, exercising personal autonomy and obtaining gainful employment. Although the view prescribed to people with disabilities has shifted over the years, there persists an underlying theme in which the overarching narrative is one of cultural mistrust.
accessibility, Accessibility for Ontarians with Disabilities Act, accessible workforce, AODA, AODA training, Disability, employment law, intellectual disability, Ontario Disability Support Program, people with disabilities
November 24, 2014 Yosie Saint-Cyr, LL.B. Managing Editor Accessibility Standards, Employee Relations, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Recruiting and Hiring, Standard for Customer Service, Standard for Employment, Standard for Information and Communications, Standard for the Built Environment
As you may be aware, the Accessibility for Ontarians with Disabilities Act contains several obligations that apply at different points in time, depending on whether the organization is a small organization (under 50 employees) or a large organization (50 employees or more), in order to achieve the goal of creating an accessible Ontario. A number of additional requirements take effect January 1, 2015, they include,..
2014 AODA requirements, 2015 AODA requirements, 2016 AODA requirements, accessibility, Accessibility for Ontarians with Disabilities Act, accessibility policies and plans, Accessibility report, AODA, Disability, employee training, employment law, feedback, goods and services, human rights code, integrated standards, policies, practices and procedures, private and non-profit sector, significant penalties can be imposed for non-compliance, training
My employer denied me the right to have a support person present at a meeting with HR regarding an investigation into workplace bullying and psychological... – Feb 02, 2:14 PM
Which is more practical, absolutely no office romance policy or allowed but need to disclose? IMO, the need to disclose, while accommodating, complexity and unnecessary... – Dec 15, 1:39 PM
