AODA blog


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Compliance deadlines and info on the AODA

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AODA blog

  1. 1. Kathryn Kissinger HR Services 2013Accessibility for Ontarians WithDisabilities Act (AODA)
  2. 2. What Is the AODA?The government enacted the Accessibility forOntarians with Disabilities Act in 2005. This actlays the framework for the development ofprovince-wide mandatory accessibility standards inall areas of daily life.This blog is intended to help you identify whichCompliance measures should already be in place inyour business.Kathryn Kissinger HR Services 2013
  3. 3. Accessibility StandardsAccessibility standards are the rules that businesses and organizations inOntario will have to follow to identify, remove and prevent barriers toaccessibility. Accessibility standards will apply to five important areas.Four standards have already been made into law. These standards are:• Customer Service Standard• Employment Standard• Information and Communications Standard• Transportation StandardThe fifth standard — built environment — is still being developed and isnot yet in place.Kathryn Kissinger HR Services 2013
  4. 4. Compliance DeadlinesYour organization must already be in compliance with some Standards inthe AODA. Other Standards are being phased in over time to allow forcost and other considerations.• The Customer Service Standard is already fully in effect, as ofJanuary 2012. It has a number of requirements.• Integrated Accessibility Standard Regulation (IASR) comes intoeffect in January 2012.• This Regulation combines the Employment, Information andCommunications, and Transportation Standards and also contains aGeneral Requirements section.• The Integrated Accessibility Standard Regulation will be phased in suchthat all compliance must be in place by January 2017.Kathryn Kissinger HR Services 2013
  5. 5. Compliance DeadlinesAs of January 2012• All of the Customer Service Standard• Integrated Accessibility: Employment Standard re:Workplace Emergency Response InformationAs of January 1, 2015:• Integrated Accessibility: General Requirementsregarding Accessibility policies and Self-Serve KiosksKathryn Kissinger HR Services 2013
  6. 6. Compliance DeadlinesAs of January 1, 2016• Integrated Accessibility: General Requirements regarding Training ofEmployees• Integrated Accessibility: Information and Communication Standardregarding FeedbackAs of January 1, 2017• Integrated Accessibility: Employment Standards regarding:RecruitmentInformation for EmployeesProcess to Accommodate Employees• Integrated Accessibility: Information and Communication StandardAccessible formats and communication supportsKathryn Kissinger HR Services 2013
  7. 7. Customer Service StandardStarting January 1, 2012, accessible customer service comes intoeffect for all Ontario businesses and organizations with one ormore employee.There are things you need to do:• create your plan• train your staff• put it on paper**• let the Ministry know how you’re doing.****These apply only to organizations with more than 20 employeesKathryn Kissinger HR Services 2013
  8. 8. Integrated Accessibility Standards Regulation(IASR)The IASR is divided into five Sections:General RequirementsInformation and Communication StandardEmployment Standard*Transportation StandardBuilt Environment Standard (not yet developed)*Note: one section of the Employment Standard tookeffect January 1 2012.Kathryn Kissinger HR Services 2013
  9. 9. Integrated Accessibility Standards Regulation(IASR)• The Integrated Accessibility Standards Regulationestablishes accessibility standards and introducesrequirements for Information and Communications,Employment and Transportation. The IASR alsoestablishes the compliance framework for obligatedorganizations.• Organizations have current and ongoing obligationsunder the Ontario Human Rights Code respectingnon-discrimination.Kathryn Kissinger HR Services 2013
  10. 10. Integrated Accessibility Standards Regulation(IASR)• The Integrated Accessibility Standards Regulation does notreplace or affect existing legal obligations under theOntario Human Rights Code and other laws in respect toaccommodation of people with disabilities.• Organizations must comply with both pieces of legislation.This means that the Ontario Human Rights Code or otherapplicable legislation may require additional accommodationmeasures that go beyond or are different from the standardsestablished by the regulations of the AODA.Kathryn Kissinger HR Services 2013
  11. 11. IASR – Employment Standard• The Employment Standard applies to paid employees.This includes, but is not limited to, full-time, part-time,paid apprenticeships and seasonal employment.• As good business practice, employers may apply theStandard to unpaid staff, volunteers and other forms ofunpaid work.• The Employment Standard is a framework for integratingaccessibility into regular workplace processes. Accessibilitybenefits everyone. Accessible employment processes meanthat employers can access an untapped pool of talent.Kathryn Kissinger HR Services 2013
  12. 12. IASR – Employment StandardRequirements under the Employment Standard• Provide Workplace emergency response information** usingaccessible formats and communication supports• Make Recruitment, assessment and selection accessible• Tell staff about policies for supporting employees with disabilities• Make information accessible to employees using accessible formats andcommunication supports• Help employees with disabilities stay safe• Develop accommodation plans for employees with disabilities• Help employees with disabilities return to work• Make performance management, career development and job changesaccessible to employeesKathryn Kissinger HR Services 2013
  13. 13. IASR – Employment Standard**As of January 1, 2012 Employers are Required toprovide Individualized Emergency Responseinformation to those employees who have disabilities.What is individualized emergency responseinformation?• A plan to help an employee with a disability during anemergency, or emergency information• that is formatted so an employee with a disability canunderstand it.Kathryn Kissinger HR Services 2013
  14. 14. IASR – Employment StandardAs of January 1, 2012, if you know an employee with a disability mightneed help in an emergency:• Give them individualized emergency response information• Get their consent, then share this information with anyone designatedto help them in an emergency• Review the emergency response information when:– the employee changes work locations– you review the employee’s overall accommodation needs– you review your organization’s emergency response policies.Disabilities can be temporary or permanent, and “employee” includes paidstaff, but not volunteers or unpaid staff.Kathryn Kissinger HR Services 2013
  15. 15. AODA-More InformationIf you would like more information andtraining on what is required for your business,to comply with the AODA, please visit mywebsite and register for the AODA seminar onthe “Events” Page.Kathryn Kissinger HR Services 2013
  16. 16. Helpful LinksAODA seminar: of Community and Social Services: Guide: Kissinger HR Services 2013
  17. 17. Helpful LinksCustomer Service Standard Compliance Wizard 20 Employees toolkits: or More Employees toolkits: Kissinger HR Services 2013