Integrated Accessibility Standard

Employment Standard

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.

Workplace emergency response information

27. (1) Every employer shall provide individualized workplace emergency response information to employees who have a disability, if the disability is such that the individualized information is necessary and the employer is aware of the need for accommodation due to the employee’s disability.

(2) If an employee who receives individualized workplace emergency response information requires assistance and with the employee’s consent, the employer shall provide the workplace emergency response information to the person designated by the employer to provide assistance to the employee.

(3) Employers shall provide the information required under this section as soon as practicable after the employer becomes aware of the need for accommodation due to the employee’s disability.

(4) Every employer shall review the individualized workplace emergency response information,

(a) when the employee moves to a different location in the organization;

(b) when the employee’s overall accommodations needs or plans are reviewed; and

(c) when the employer reviews its general emergency response policies.

(5) Every employer shall meet the requirements of this section by January 1, 2012.

The best way to address this question is to talk to your employees with disabilities.  Ensure that all employees with disabilities (whether visible or invisible), have an individualized emergency response plan.  This means that the employer is aware of the need for accommodations. 

The emergency response plan needs to be reviewed regularly but especially when the employee moves to a different location in the organization and when the employer reviews its general response policies. 

It also helps to make the information accessible so everyone has the information they need to stay safe. This means that all information is available in a variety of formats (i.e., large print, Braille, closed captioning).

Is there anything else that could be done to ensure that a company can check YES to this third question?


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