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practices and procedures

By Marie-Yosie Saint-Cyr, LL.B. Managing Editor | 5 Minutes Read November 24, 2014

AODA 2014–2015 deadlines…and things to work on for 2016

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,..

Article by Marie-Yosie Saint-Cyr, LL.B. Managing Editor / Accessibility Standards, Employee Relations, Human Rights / 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

By Occasional Contributors | 5 Minutes Read September 16, 2013

Employer was not duly diligent and paid the price with health and safety violations

The Alberta Court of Appeal just dismissed an employer’s appeal and confirmed that the employer did not do all that was reasonably practical in the circumstances to avoid the reasonably foreseeable risks that led to the fatal accident of its employee. The court noted that the fact that the employer would even consider operating a machine that no one had any familiarity with and without either its own operator or a proper set of written instructions in itself spoke volumes as to the lack of the employer’s due diligence in this matter. Therefore, the health and safety violations were upheld.

Article by Occasional Contributors / Business, Finance and Accounting, Not for Profit / Alberta, all equipment used at a worksite, calf roping machine, canadian employment law, company sponsored event, consuming alcohol, drinking alcohol, Due diligence, due diligence defence, employment law, Equipment, fatal accident, Health and safety violations, Human Resources, Machinery, occupational health and safety act, policies, practices and procedures, prevent injury to the employees, reasonably foreseeable risks, responsibilities of employers during a company-sponsored event, risk management, risk was only foreseeable with the benefit of hindsight, standard of correctness, work related event, written instructions

By Stringer LLP | 3 Minutes Read April 10, 2013

Learn the latest! — AODA compliance: Benefits of being ahead of the game

Recently, some of our clients received a notice from the government reminding them to file an Accessibility Report. This was an eye opener to employers who have let the Accessibility for Ontarians with Disabilities Act (AODA), Customer Service compliance deadlines slip through the cracks. Some simply forgot to file. However, others were reminded they have not yet implemented all the Customer Service Standard requirements.

Article by Stringer LLP / Accessibility Standards, Administration, Employee Relations, Human Rights / 2013 Ontario Employment Law Conference, accessibility, Accessibility for Ontarians with Disabilities Act, Accessibility report, accessible formats and communication supports, accommodation plans, AODA, Business, Career development and advancement, Customer Service compliance deadlines, Customer Service Standard requirements, customers, deadline for compliance, Disability, emergency response, employment law, feedback process, financial penalties for non-compliance, five accessibility standards, Job posting, lifecycle of employment commencing with the hiring process, notification of temporary disruption, ontario, people with disabilities, performance evaluation, performance management, policies, policies and procedures, practices and procedures, promote accessibility, provide goods and services, provision of goods or services, recruitment process, redeployment, return to work process, support persons, train all employees, use of assistive devices, use of service animals

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