December 31, 2014 marks an important deadline for compliance
with the Accessibility for Ontarians with Disabilities Act
(AODA). By this date, organizations with 20 or more employees in
Ontario must file, and make available to the public, an
accessibility compliance report.
Organizations with 20-49 Employees – The
report requires organizations with 20 or more employees in Ontario
to answer questions about their requirements under the
Accessibility Standards for Customer Service Standards (Customer
Organizations with 50+ Employees –
Organizations with 50 or more employees in Ontario must also answer
questions about their requirements under the Integrated
Accessibility Standards (Integrated Standards), including the
requirement to develop, implement and maintain an accessibility
policy and a multi-year accessibility plan. It is important for
large organizations to note that additional requirements related to
training and processes for receiving and responding to feedback in
accessible formats will take effect on January 1, 2015. Large
organizations will also be required to file additional
accessibility compliance reports every three years.
Accessibility compliance reports can be filed online with the Ministry of
Economic Development, Employment and Trade &
The Ministry has also created an AODA Compliance Wizard to
assist organizations in determining which AODA requirements apply
to them. For further resources, including helpful links and Osler
Updates, see our AODA resource page.
The content of this article is intended to provide a general
guide to the subject matter. Specialist advice should be sought
about your specific circumstances.
To print this article, all you need is to be registered on Mondaq.com.
Click to Login as an existing user or Register so you can print this article.
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.
Register for Access and our Free Biweekly Alert for
This service is completely free. Access 250,000 archived articles from 100+ countries and get a personalised email twice a week covering developments (and yes, our lawyers like to think you’ve read our Disclaimer).