NEW AODA COMPLIANCE OBLIGATIONS FOR SMALL EMPLOYERS

The start of the new year brought with it new compliance standards under the Integrated Accessibility Standards Requlation of the Accessibility for Ontarians with Disabilities Act (“AODA”). As of January 1, 2017, small organizations will have to ensure that they comply with the applicable provisions of the Accessible Employment Standards, which focus on the recruitment and ongoing support of employees with disabilities.

 

Who is Affected

Small organizations refer to private and not-for-profit organizations that have between 1 and 49 employees, but not designated public sector organizations, the Government of Ontario, or the Legislative Assembly of Ontario.

Employees include each full-time, part-time, seasonal and contract worker, irrespective of employment status. Volunteers and independent contractors are not included in the determination of which entities are considered small organizations. However, small organizations may still have to train the volunteers and independent contractors with whom they deal on various accessibility standards in order to fully comply with the AODA.

Small Organization Compliance with the Accessible Employment Standards

General Recruitment

Small organizations now have an obligation to notify their employees and the public that they will accommodate the needs of people with disabilities in their hiring process. The notification can either be made in each job posting or through a general post on the organization’s website.

What are some unique issues that small organization have to deal with in terms of accessibility?

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 orsandra_broekhof@sympatico.ca

Ontario Employers Take Note – AODA Compliance Deadlines in 2017

The new year brought new compliance deadlines for organizations in Ontario, both large and small, under the Accessibility for Ontarians with Disabilities Act (AODA). The new set of requirements adds to existing obligations as Ontario moves towards its goal of full accessibility. As always, maintaining compliance is an objective that all organizations in Ontario should strive to achieve. With this newest batch of requirements, updating your organization’s policies and procedures should be achievable with minimal disruption to your operations. Many employers have likely already implemented at least some of the practices that are required by the guidelines, but even for those that are on the ball, it is always a good idea to check the requirements when compliance dates roll around.

Here are some of the main requirements that came into force under the AODA as of January 1, 2017:

Small Private and Non-profit Organizations (1–49 employees) Provide or arrange for the provision of accessible formats and communication supports for persons with disabilities when requested. Meet the requirements as outlined under the Employment Standards section, Part III, of the IASR, including: Notify employees, the public, and job applicants about the availability of accommodations for job applicants with disabilities. Provide a suitable accommodation in consultation with a job applicant if requested. Notify successful applicants of policies regarding accommodation of employees with disabilities. Inform employees of the organization’s policies used to support its employees with disabilities. Consult with employees when asked to provide or arrange for the provision of accessible formats or communication aids for necessary job-related knowledge or knowledge that is generally available to employees in the workplace. Provide individualized workplace emergency response information to employees who have a disability as needed and in accordance with Part III Section 27 of the Integrated Accessibility Standards Regulation. Ensure the performance management system takes into account the needs of employees with disabilities. Take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when providing career development and advancement to employees with disabilities. Take into account the accessibility needs of employees with disabilities when redeploying those employees.

Large Private and Non-profit Organizations (50 or more employees) Meet the requirements as outlined under Design of Public Spaces Standards, Part IV.1, of the IASR including: Redevelop or make new recreational trails and beach access routes, outdoor public use eating areas, outdoor play spaces, exterior paths, off-street parking lots, and service counters so they are accessible. Install fixed queueing guides and waiting areas with fixed accessible seating. Maintain accessible elements in public spaces.

Ontario is well on its way to becoming a fully accessible province; however, action is still required of employers to continue the forward progress. Ensuring accessibility for employees, job applicants, customers or clients, and the general public helps organizations to better meet the needs of everyone, and to improve the organization’s image, both internally and externally. It is important to carefully consider your organization’s circumstances, and make the appropriate changes to remain compliant with the AODA.

Has your organization filed its annual compliance report for the AODA?

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 orsandra_broekhof@sympatico.ca

AODA Compliance Training

In order to be compliant with the AODA, not only are organizations compelled to improve accessibility, they’re also required to provide training to all their staff, directors, volunteers and contractors to ensure these individuals also understand how to comply.

This AODA compliance training, as outlined in Section 7 of the law, must take place as early as possible and a diligent record of the training must be kept. If an organization’s accessibility policies change, the training needs to be updated. The training should also include an understanding of the Ontario Human Rights Code and how it protects people with disabilities from discrimination.

The clock is ticking. It’s time to ensure your digital properties are in AODA compliance. If they aren’t, you should be reaching out to reputable experts who can help you meet your legal obligations.

These are good reminders.  How far into compliance has your organization been?

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 orsandra_broekhof@sympatico.ca