Employees with disabilities

The AODA Employment Standards: Are you meeting the new requirements?

January 30, 2017 Fred Stewart Accessibility Standards, Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Recruiting and Hiring, Standard for Employment, Standard for Information and Communications, Training and Development

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.

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

December 7, 2015 Stringer LLP Accessibility Standards, Employee Relations, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Standard for Customer Service, Standard for Employment

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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What is the next step in AODA compliance? The Employment Standard

May 9, 2014 Stringer LLP Accessibility Standards, Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Privacy and Security, Recruiting and Hiring, Standard for Employment, Training and Development

The AODA Employment Standard deadlines are not as far away as they may seem. The Employment Standard is one of five accessibility standards under the Accessibility for Ontarians with Disabilities Act, 2005. It outlines accessibility requirements employers must meet throughout the employment life-cycle.

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Accommodating scent sensitivities in the workplace

October 12, 2012 Stringer LLP Employee Relations, Health and Safety, Human Resources, Human Rights, Union Relations

Employers must accommodate employees with disabilities to the point of undue hardship under the Ontario Human Rights Code. The accommodation of scent sensitivities arose in a recent decision of the Ontario Human Rights Tribunal (the “Tribunal”). It raises questions as to what is considered undue hardship when accommodating an employee with a sensitivity to scents.

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What do you do when your employees won’t come to work?

September 6, 2012 Rudner Law, Employment / HR Law & Mediation Employee Relations, Employment/Labour Standards, Human Resources, Human Rights, Payroll, Pensions and Benefits, Union Relations, Wages and Compensation

In recent years, employers seem to be struggling with “missing employees” that provide vague doctors’ notes and then disappear, assuming their job is safe. What can employers do? Do you have the right to ask for medical information? Can they dismiss the employee if they don’t provide proper justification for their absence?

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Employees with disabilities: disclosure v. privacy

September 22, 2010 Yosie Saint-Cyr, LL.B. Managing Editor Accessibility Standards, Human Resources, Human Rights, Privacy and Security, Standard for Employment

One of the most difficult decisions employees or applicants have to make is to decide whether to inform their employer of their non-obvious disabilities. Why?

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