accessibility policies
December 16, 2014 Marcia Scheffler Accessibility Standards, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Penalties and Fines, Standard for Customer Service, Standard for Employment, Standard for Information and Communications, Standard for Transportation
You must file your Accessibility Compliance Report on or before December 31, 2014. It is not too late! Companies that do not comply with the requirements under the Accessibility for Ontarians with Disabilities Act (AODA) can face penalties. Non-compliance includes failing to file an Accessibility Report.
accessibility, accessibility compliance report, Accessibility Directorate of Ontario, Accessibility for Ontarians with Disabilities Act, accessibility policies, AccessON, AODA, AODA guidelines, Business, Multi-Year Accessibility Plan, ONe-Source account
August 28, 2014 Yosie Saint-Cyr, LL.B. Managing Editor Accessibility Standards, Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Notice, Damages and Settlements, Payroll, Standard for Employment, Standard for Information and Communications, Standard for the Built Environment, Standard for Transportation, Training and Development, Wages and Compensation
Three popular articles this week on HRinfodesk deal with AODA January 1, 2015 compliance deadline; consequences of competing with employer on the side; and, obligation to protect employee from third party harassment.
2005, 2015 compliance deadline, Accessibility for Ontarians with Disabilities Act, accessibility policies, Alberta Human Rights Tribunal, AODA, AODA January 1, consequences of competing with employer on the side, discrimination, employee's egregious conduct, employment agreement, employment law, extreme dishonesty, harassment, HR newsletter, HRinfodesk, integrated accessibility standards, obligation to protect employee from third party harassment, Ontario Human Rights Code, provide a workplace free from harassment, workplace investigation, wrongful dismissal
October 21, 2013 Clear Path Employer Services Accessibility Standards, Employee Relations, HR Policies and Procedures, Human Resources, Human Rights, Standard for Customer Service, Training and Development
Companies all across Ontario are getting a big wake-up call from the Ministry of Economic Development, Trade and Employment when it comes to AODA compliance. The realization that this isn’t something that can just be dismissed is beginning to sink in.
accessibility, Accessibility Directorate of Ontario, Accessibility for Ontarians with Disabilities Act, accessibility policies, accessibility standard for customer service, accessibility training, anna aceto-guerin, AODA, AODA Compliance, AODA training, businesses, Clear Path, clear path employer services, customer service, customer service accessibility compliance report, Disability, disability management, employment law, HR consultants, Ministry of Economic Development Trade and Emploment, persons with disabilities
February 13, 2013 Adam Gorley Accessibility Standards, Employee Relations, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation
In January, I wrote about how large organizations in Ontario must prepare multi-year accessibility plans to comply with the Accessibility for Ontarians with Disabilities Act (by 2014). Well, those organizations (50+ employees) have also got to develop and implement relevant policies by 2014 as well, and that’s going to arrive sooner than you think. Small organizations (1–49 employees) have until 2015 to prepare policies.
Accessibility for Ontarians with Disabilities Act, accessibility policies, accessible formats, AODA, Business, Disability, Doing business in Ontario, duty to accommodate, employment law, large organizations, ontario, persons with disabilities, policies, Procedures and practices, small organizations, the duty to accommodate to the point of undue hardship, transportation service providers
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
