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 nadia@macleodlawfirm.ca, 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 doug@macleodlawfirm.ca
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
Does Unpaid IDEL Trigger a Constructive Dismissal? Court Declines to Answer
In a recent case, Taylor v. Hanley Hospitality Inc., 2022 ONCA 376, both lawyers asked a three judge panel of the Ontario Court of Appeal (OCA) to decide whether a law which allows an employer to force an employee to take an unpaid leave under the ESA’s IDEL...
Is Secretly Recording A Workplace Conversation Just Cause for Termination?
More and more employees are secretly recording workplace conversations. Although it not is not a crime to secretly record a workplace conversation if you are a party to it, one judge recently concluded it is just cause for termination. This blog discusses this case....
Ontario Government Proposes More Employment Laws
In my last blog, I summarized some new employment laws that the Ontario government passed in December 2021. On February 28, 2022 the Ford government proposed more new employment legislation when it tabled Bill 88. This blog discusses three parts of Bill 88; that is,...