- Are You In Compliance With The AODA?
- June 22, 2016 | Author: Stephanie Young
- Law Firm: Borden Ladner Gervais LLP - Toronto Office
- The latest phase of Accessibility for Ontarians with Disabilities Act (the "AODA") compliance came into effect on January 1, 2016. Private and not-for-profit organizations and small and large public organizations must now comply with requirements under the Integrated Accessibility Standards Regulation (the "Regulation") as follows:
1. Small organizations (with fewer than 50 employees in Ontario) must ensure training is provided on the requirements of the standards set out in the Regulation and the Human Rights Code as it pertains to persons with disabilities. Training must be provided to all employees, volunteers, all persons who participate in developing the organization's policies, and all other persons who provide goods and services on behalf of the organization. Training must be appropriate to each individual's duties, and it must be provided as soon as practicable, and on an ongoing basis as changes are made to the organization's accessibility policies.
2. Small organizations must ensure processes for receiving and responding to feedback are accessible to persons with disabilities by providing or arranging for the provision of accessible formats and communication supports, upon request. Notice must be given to the public about the availability of accessible formats and communication supports.
3. Small designated public sector organizations and large organizations (with 50 or more employees in Ontario) must provide or arrange for the provision of accessible formats and communication supports for persons with disabilities, upon request, in a timely manner, that takes into account the person's needs, and at a cost that is no more than the regular cost to other persons. Organizations must consult with the person making the request in determining the suitability of an accessible format or communication support. Notice must be given to the public about the availability of accessible formats and communication supports.
4. Large organizations must comply with various Employment Standards set out in the Regulation. There are a number of detailed requirements including:
- providing external and internal notification of the accommodation of persons with disabilities during the recruitment process;
- informing employees of the organization's policies in support of persons with disabilities;
- developing and implementing a process for the creation of individual accommodation plans and a documented return to work process for employees who have been absent from work due to a disability; and
- ensuring that the organization takes into account the accessibility needs of employees with disabilities when implementing performance management, career development, advancement or redeployment processes.
The Ministry of Economic Development, Employment and Infrastructure has been very active in monitoring compliance with the AODA. We are seeing more enforcement efforts in respect of organizations that are not compliant to date. To avoid any enforcement efforts, Ontario's not-for-profit organizations and charities should be in compliance with these requirements.