Within in the disability community, there is a large
discussion around how many organizations are not in compliance with the AODA
customer service standard and have not begun planning for compliance with the
Integrated Accessibility Standard. I
thought I would review each of the questions to help you ensure you are in
compliance. I am discussing the
requirements for the Integrated Accessibility Standard. Please let me know how far in compliance you
are.
Employment Standard
Documented individual
accommodation plans
(2) The process for the development of
documented individual accommodation plans shall include the following elements:
1. The manner in which an employee requesting accommodation can
participate in the development of the individual accommodation plan.
2. The means by which the employee is assessed on an individual basis.
3. The manner in which the employer can request an evaluation by an
outside medical or other expert, at the employer’s expense, to assist the
employer in determining if accommodation can be achieved and, if so, how
accommodation can be achieved.
4. The manner in which the employee can request the participation of a
representative from their bargaining agent, where the employee is represented
by a bargaining agent, or other representative from the workplace, where the
employee is not represented by a bargaining agent, in the development of the
accommodation plan.
5. The steps taken to protect the privacy of the employee’s personal
information.
6. The frequency with which the individual accommodation plan will be
reviewed and updated and the manner in which it will be done.
7. If an individual accommodation plan is denied, the manner in which
the reasons for the denial will be provided to the employee.
8. The means of providing the individual accommodation plan in a format
that takes into account the employee’s accessibility needs due to disability.
What does it look like for you
to check yes to this question??
RETURN TO WORK PROCESS
Most organizations will need to develop,
implement and document a return to work process for employees who have been
absent from work due to a disability and who require disability-related
accommodations in order to return to work. The return to work process shall
outline the steps the employer will take to facilitate the return to work and
must include an individual documented accommodation plan. This return to work
process does not replace or override any other return to work process created
by or under any other statute (e.g. the Workplace Safety and Insurance Act,
1997).
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 @ 416-579-1035 or sandra_broekhof@sympatico.ca or visit www.accessibilitycompliance.ca
