Further to our blog on
October 9, 2014, this is just a reminder that the clock is
ticking and organizations will be expected to be in compliance with
many of the requirements under the Integrated Accessibility
Standard ("IAS") by January 1, 2015.
The key dates employers should be aware of from a compliance
perspective are outlined below:
By January 1, 2015, all employees and
others providing services on behalf of a large organization (50 or
more employees) must receive training on the Human Rights Code and
the IAS as it pertains to persons with disabilities.
By January 1, 2015, large
organizations must ensure that their feedback processes can be
administered in accessible formats and with communication supports,
By January 1, 2015, small
organizations (1 - 49 employees) must ensure they have developed
and implemented accessibility policies describing how the
organization will achieve accessibility and compliance with the
If your organization utilizes
self-service kiosks, it is required to incorporate
"accessibility features" into their kiosks.Large
employers were expected to comply with this requirement by January
1, 2014, and small organizations must comply with this by January
If your organization has not done so
already, large and small employers were required to create
emergency procedures and safety plans by January 1, 2012 to ensure
persons with disabilities can exit or evacuate a building or
premises safely in the event of an emergency.
If you are a large employer with 50
or more employees, you are required to develop a multi-year
accessibility plan which outlines the organization's strategy
to prevent and remove barriers and meet the requirements under the
IAS regulation.Compliance with this deadline was expected on
January 1, 2014.
We have also received a number of inquiries from our clients
regarding their legal obligations regarding the Built Environment
Standard. For AODA purposes, the government will be making
amendments to Ontario's Building Code that is expected to come
in to force as of January 1, 2015. The new requirements will
enhance accessibility obligations for newly constructed buildings
and existing buildings that are to be extensively renovated.
Organizations are well advised to comply with the AODA
requirements by the specified deadlines, or else risk facing hefty
fines and penalties for non-compliance.
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).