Is Your Organization Compliant with AODA? It Should Be. Here’s Why
Did you know that employers with 20 or more employees are required to file a report with the Ontario government confirming they have complied with their obligations under the Accessibility with Ontarians with Disabilities Act (“AODA”) by December 31, 2017?
Employment Standard
This regulation under AODA applies to all employers. It requires an employer to comply with at least nine (9) new obligations such as notifying job applicants that, where needed, accommodations for disabilities will be provided, on request.
Employers with 50 or more employees have two additional obligations including the duty to prepare a written individual accommodation plan for every disabled employee who has requested an accommodation for a disability.
Customer Service
This regulation under AODA requires all employers to, among other things, provide customer service training to employees.
An employer with 50 or more employees is required to prepare written customer service accessibility policies.
Multi Year Accessibility Plan
An employer with 50 or more employees is required to establish, implement, maintain and document a multi-year accessibility plan. This plan outlines the organization’s strategy to prevent and remove barriers and meet its requirements under the Integrated Accessibility Standards regulation.
Ignorance of the Law is No Excuse
Many employers are not aware of their obligations under AODA, and have therefore not complied with them, and do not know about the obligation to inform the Ontario government that they have complied with their obligations under AODA by December 31, 2017.
Fixed Fee AODA Compliance Service
The MacLeod Law Firm has developed a fixed fee service that will get an employer into compliance with AODA before the December 31, 2017 reporting deadline. A description of this service is found here.
If you have questions about this service, please contact Nadia Halum at [email protected], or Doug MacLeod at 416 317-9894.
For 30 years, Doug MacLeod of the MacLeod Law Firm has been advising employers on all aspects of the employment relationship. If you have any questions, you can contact him directly at 416 317-9894 or at [email protected]
The material and information in this blog and this website are for general information only. They should not be relied on as legal advice or opinion. The authors make no claims, promises, or guarantees about the accuracy, completeness, or adequacy of any information referred to in this blog or its links. No person should act or refrain from acting in reliance on any information found on this website or blog. Readers should obtain appropriate professional advice from a lawyer duly licensed in the relevant jurisdiction. These materials do not create a lawyer-client relationship between you and any of the authors or the MacLeod Law Firm.
Recent Posts
Investigating Workplace Harassment Complaints: The Basics
What is the definition of harassment? This blog discusses an employer’s legal obligation to investigate workplace harassment complaints and how to limit the cost of these investigations.
Urgent Employer Alert: Have You Had Your Employment Contract Reviewed Lately?
All organizations should have their employment contract reviewed by an employment lawyer every year or two.
Knowingly Misleading An Employee Can Result in Special Damages
A recent Supreme Court of Canada case, C.M. Callow Inc. vs. Zollinger, imposes an obligation on an employer not to knowingly mislead an employee about how it intends to exercise its contractual rights. The Facts In this case, a number of condo corporations entered into a two year contract with Mr. Callow to perform winter maintenance […]