All organizations with 50 or more employees in Ontario will be
required to comply with the accessible employment standards made
under the Accessibility for Ontarians with Disabilities Act,
2005 starting on January 1, 2016.
This bulletin provides a brief summary of the new
Employers must notify
their employees and the public about the availability of
accommodation for job applicants with disabilities in the
recruitment process. Further, during the recruitment process,
employers must notify job applicants when they are individually
selected in the assessment or selection process that accommodations
are available upon request. If an applicant requests accommodation,
an employer must consult with the applicant and arrange for a
suitable accommodation that takes into account the applicant's
accessibility needs. When making an offer of employment, an
employer must notify the successful applicant of its policies for
accommodating employees with disabilities.
Employers must inform employees about
their policies relating to the support of employees with
disabilities, including policies on job accommodations that take
into account an employee's accessibility needs due to
disability. This information must be provided to employees as soon
as practicable after they begin their employment and updated
information must be provided whenever there is a change to existing
policies on the provision of accommodation.
Employers must have a written process
in place for the development of documented individual accommodation
plans for employees with disabilities. The written process must
include a number of detailed prescribed elements. Employers must
also develop and use individual accommodation plans that, among
other things, identify any information regarding accessible formats
and communication supports provided and any other
Employers must develop and have in
place return to work processes for employees who have been absent
from work due to a disability and require disability-related
accommodation in order to return to work. Such processes must be
documented and must outline the steps the employer will take to
facilitate the return to work and include the preparation of
individual accommodation plan.
Employers who provide performance
management, career development, advancement and/or redeployment to
their employees must do so in a manner that takes into account the
accessibility needs of employees with disabilities as well as
individual accommodation plans.
Upon request by an employee with a
disability, and following consultation with the employee making the
request, employers must provide or arrange for the provision of
accessible formats and communication supports for information that
is needed in order for the employee to perform his or her job and
for information that is generally available to employees in the
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.
Please join members of the Blakes Commercial Real Estate group as they discuss five key provisions of a commercial real estate purchase agreement that are often the subject of much negotiation but are sometimes misunderstood.
Emotional culture is influenced in great part by the mindset and actions of leadership, although employees also play more of a role than they may realize in creating the culture that exists in the group.
The session will be led by Dr. Robert Brooks, an award-winning author and psychologist. In his presentation, Dr. Brooks will describe the mindset and realistic practices of leaders and staff that help to nurture and sustain a culture characterized by positive emotions, satisfying, respectful relationships, a sense of meaning and ownership for one’s work, and enhanced job performance. Examples will be offered to illustrate strategies for developing a positive emotional culture in an organization.
Join leading lawyers from the Blakes Pensions, Benefits & Executive Compensation group as they discuss recent updates and legal developments in pension and employee benefits law as well as strategies to identify and minimize common risks.
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).