Integrated Accessibility Standard

Employment Standard

Documented individual accommodation plans

28. (1) Employers, other than employers that are small organizations, shall develop and have in place a written process for the development of documented individual accommodation plans for employees with disabilities.

What does it look like for you to check yes to this question??

DOCUMENTED INDIVIDUAL ACCOMMODATION PLANS

Employers (other than employers that are small not-for-profit or private sector organizations) shall develop and establish a written process for the development of individual accommodation plans for employees with disabilities. The Integrated Standard sets out elements that must be included in such individual accommodation plans, such as the means by which the employee is assessed, the steps taken to protect the privacy of the employees information, and the manner by which an employer can request an evaluation by an outside medical or other expert at the employer’s expense.

I believe that this is necessary for some but a benefit for all.  Can you think of ways this may help you access information about employment?

Is there anything else that could be done to ensure that a compliance with this requirement?

If you are interested in learning more about Accessibility for Ontarians with Disabilities Act (AODA) or how to make accessibility a natural part of your business through the application of Corporate Social Responsibility, please contact Sandra Broekhof @ 416-503-1035 or sandra_broekhof@sympatico.ca or visit www.accessibilitycompliance.ca 

Integrated Accessibility Standard

Employment Standard

Recruitment, assessment or selection process

23. (1) During a recruitment process, an employer shall notify job applicants, when they are individually selected to participate in an assessment or selection process, that accommodations are available upon request in relation to the materials or processes to be used.

What does it look like for you to check yes to this question??

All employers will be required to notify their employees and the public about the availability of accommodation for applicants with disabilities in their recruitment process.

Upon being chosen to participate in an assessment or selection process, employers must notify job applicants that accommodations are available upon request in relation to the materials or processes to be used. If a selected applicant requests an accommodation, employers must then consult with the applicant and provide or arrange for the provision of suitable accommodation that takes into account the applicant’s accessibility needs due to disability.

I believe that this is necessary for some but a benefit for all.  Can you think of ways this may help you access information about employment?

Is there anything else that could be done to ensure that a compliance with this requirement?

If you are interested in learning more about Accessibility for Ontarians with Disabilities Act (AODA) or how to make accessibility a natural part of your business through the application of Corporate Social Responsibility, please contact Sandra Broekhof @ 416-503-1035 or sandra_broekhof@sympatico.ca or visit www.accessibilitycompliance.ca 

Integrated Accessibility Standard

Employment Standard

Recruitment, assessment or selection process

23. (2) If a selected applicant requests an accommodation, the employer shall consult with the applicant and provide or arrange for the provision of a suitable accommodation in a manner that takes into account the applicant’s accessibility needs due to disability.

What does it look like for you to check yes to this question??

NOTICE TO SUCCESSFUL APPLICANTS

When making offers of employment, all employers must notify the successful applicant of their policies for accommodating persons with disabilities.

INFORMING EMPLOYEES OF SUPPORTS

Employers will be required to inform their employees of its policies, as well as the updates to such policies, to support employees with disabilities, including information regarding job accommodations that take into account an employee’s accessibility needs due to disability. New employees are to receive this information as soon as practicable after they commence employment.

I believe that this is necessary for some but a benefit for all.  Can you think of ways this may help you access information about employment?

Is there anything else that could be done to ensure that a compliance with this requirement?

If you are interested in learning more about Accessibility for Ontarians with Disabilities Act (AODA) or how to make accessibility a natural part of your business through the application of Corporate Social Responsibility, please contact Sandra Broekhof @ 416-503-1035 or sandra_broekhof@sympatico.ca or visit www.accessibilitycompliance.ca