Compliance to AODA makes smart business sense: Susan shares why
it is important for owners of businesses of any size to pay
particular attention to the new Ontario legislation: AODA. The goal
of the Accessibility for Ontarians with Disabilities Act (AODA) is
to make Ontario completely accessible for people with disabilities
We are a small company. Do we still need to bother about
If you have even one employee, you need to comply with at least
part of the AODA.
The AODA or the Accessibility for Ontarians with Disability Act
is not just about making your premises accessible by way of ramps
or other devices - although that is part of it. The AODA is about
how people with disabilities access your services, and the goal of
the act is to make Ontario completely accessible for people with
disabilities by 2025.There are five accessibility standards that
are being phased in gradually, with the first - customer service -
already being in effect. There are a number of aspects of
compliance with the customer service standard but they include
training for front line service people such as your receptionist on
how to greet and assist people with a variety of disabilities.
Under the act you must have an accessibility policy and fully
document all of the training that you do. You must also register
that you have completed all of the required steps.
Over the next number of years, there will also be requirements
to comply with four other standards - employment, transportation,
information and communications and the built environment -
including buildings. Most smaller employers will have until 2017 to
address the requirements for employment, which will likely have the
greatest impact on most businesses.
We all want to live in an environment that is inclusive and
welcoming to everyone. Statistics tell us that one in every seven
people has a disability. A Royal Bank of Canada survey established
that persons with disabilities have an estimated spending power of
$25 billion per year. Your business must not miss out on that
market. AODA is the law, but compliance also makes smart business
sense. We can help you comply - and assist you in opening up your
business to an even bigger market.
Coming October 9th: Lunch and Learn Seminar on HR
What are the top 10 HR challenges for small and medium-sized
businesses? Join Susan as she answers this questions, and discusses
the legislative and management issues of which you need to be
Unfortunately, reasonable accommodation for employees in the workplace continues to be the source of significant litigation and even today we continue to see outrageous examples of employers behaving badly.
We are now beginning to see reported cases involving charges and subsequent fines laid against employers for failing to provide information, instruction and supervision to protect a worker from workplace violence.
On October 13, 2016, the Supreme Court of Canada denied leave to appeal an Ontario Court of Appeal decision which ordered an employer to pay a former employee 37 months of salary and benefits following termination.
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