HEADS UP! AODA compliance reporting deadline is December 31, 2012
HEADS UP! AODA compliance reporting is due December 31, 2012
Are you aware of your obligations under the Accessibility for Ontarians with Disabilities Act (AODA)? Many employers are not, and the first phase of these obligations has already begun.
Did you know that as of January 1, 2012, AODA required every provider of goods and services to comply with the Customer Service Standard?
Did you know that as of December 31, 2012, AODA requires any provider of goods or services with 20 or more employees to file a Customer Service Accessibility Compliance Report?
If you answered “no” to any of these questions, let’s get you on the right track now!
Complying with the Customer Service Standard is as easy as 1, 2 (and sometimes 3 & 4)
For every provider of goods and services
Step 1. Prepare an accessible customer service policy. Click here for a template.
Step 2. Train Employees on the Customer Service Standard. Complete a 45 minute online training course by clicking training course.
For every provider of goods and services with 20 or more employees
Step 3. Keep a written copy of your accessibility policy and notify customers that a copy is available upon request. This notice should be posted in a conspicuous space or on the organization’s website. Keep a record of employee training.
Step 4. File your Customer Service Accessibility Report by December 31, 2012. Click for directions on compliance reporting.
This is just the first phase of the AODA compliance requirements. Stayed tuned for more information and suggestions on how to meet your obligations in 2013.
If you have any questions about employers’ obligations under AODA, please call us at 1–888-640-1728 or email us at [email protected]. You can follow us on twitter or subscribe to our employment law blog
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.
Tags: Accessibility For Ontarians With Disabilities Act AODA Discrimination Disabled Employee Doing Business In Ontario Employment Lawyer Barrie Employment Lawyer Toronto Employment Lawyers Barrie Employment Lawyers Toronto Human Resources Policies Human Rights MacLeod Law Firm MacLeod Law Firm News Ontario Human Rights
Recent Posts
Wrongful Dismissal: How To Reduce Litigation Risk
The best way to reduce litigation risk in relation to an employee termination is to agree in advance how much notice of termination (or pay in lieu of notice) an employee is entitled to receive. Employers rarely provide ANY notice of termination so the employee’s...
Mandatory COVID Vaccination Policies
Like most employment lawyers, I have been getting calls from employers asking whether they can require employees to get vaccinated for COVID before returning to the workplace.
The end of IDEL ( i.e. COVID layoffs) under the Employment Standard Act: The Great Reckoning
Some employers have benefitted from COVID and others have not. The federal government has supported the “have not” employers with a 75% wage subsidy. But it is scheduled to come to an end in September. So I have been getting calls from employers who cannot maintain...