The Accessibility for Ontarians with Disabilities Act (“AODA”) has been around since 2005, but the specific obligations for employers do not start to kick in until 2012. This is the first of a series of blog posts I will be writing to discuss the requirements of AODA for employers.
AODA lays out the general framework
I have recently had the honour of being nominated for the LexisNexis Top 25 Labor and Employment Law Blogs of 2011. Despite even LexisNexis spelling “labour” incorrectly, I feel quite humbled and privileged to be included on the list.
My Shameless Plug
Now for my shameless plug – LexisNexis is inviting readers to visit
For all you poor souls at a beautiful cottage this hot, sunny summer with nothing better to do but read about employment and human rights law, here’s a brief list of good reads to consider (and with everyone now using some sort of tablet, you can download the info before heading up to the lake):
Good employers always conduct a reference check to determine whether to hire a candidate. With the world of online communications, however, how far should an employer go when researching the background of a potential candidate? At what point does that legitimate research become inappropriate snooping into a person’s private life?
Privacy in the workplace is an area that invites a broad range of views and perspectives. Whether the information relates to data on an electronic device such as an employer-provided computer or blackberry, or personal employee information such as bank account information for pay cheque deposits, we all expect some degree of privacy in the
Last Friday, the Ontario government passed the Integrated Disability Regulation under the Accessibility for Ontarians with Disabilities Act (AODA). The Regulation includes a number of requirements for employers to remove barriers and ensure accessibility for employees. The Regulation contains three standards for organizations to meet, including an Employment Standard at Part III.
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Well, I’m back in the office this week after a busy but wonderful maternity leave. I was quite excited to get back at it. As all parents who have taken a parental leave know, coming into the office is often a welcomed break from the chaos of little ones at home.
Practicing law certainly has
Canadians go to the polls on May 2 for the 2011 federal election. Here is a brief review of an employer’s obligations on voting day:
(a)
Of the many areas of employment and human rights law that change quickly, I have noticed over the last 6 months that disputes over social media in the workplace have started to hit the courts and tribunals at a much faster pace. While a year or two ago there was virtually no case law for
I haven’t blogged since mid-September. The spirit is willing, but the flesh is weak.
I’m home in month 3 of a maternity leave with my second baby and simply haven’t been able to get to a computer for a solid period of time. As anyone who has been on a parental leave with a newborn knows, it is a