It's that time of year again – time to consider whether your organization is compliant with the next set of requirements under Ontario's Accessibility for Ontarians with Disabilities Act, 2005 (the AODA). In addition to those AODA requirements under the Customer Service and Integrated Accessibility Standards that are already in place, effective January 1, 2016, a number of additional requirements come into force. This post outlines those requirements as they apply to private and not-for-profit organizations.
Information and Communications Requirements
Organizations must ensure that, upon request and in consultation with the person making the request, publically available information in respect of the organization's goods, services or facilities is provided in an accessible format and at no greater cost than that normally charged. The public must be notified about the availability of accessible formats and communication supports provided by the organization.
Employment Requirements
Employers are required to establish a number of internal practices with respect to the recruitment, accommodation and advancement of employees.
Employers must:
- Provide external and internal notification of the accommodation
of persons with disabilities during the recruitment process and
subsequent employment, and consult with job applicants who request
accommodation to provide effective accommodation measures.
- Inform employees of the organization's policies in support
of persons with disabilities.
- Develop and implement a process for the creation of individual
accommodation plans and a documented return to work process
for employees that have been absent from work due to a
disability
- Ensure that the organization takes into account the accessibility needs of employees with disabilities when implementing performance management, career development, advancement or redeployment processes.
Should your organization require assistance with achieving compliance with the AODA, please reach out to a member of our Employment and Labour Group.
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.