This is Part 3 of my three part series on the Accessibility for Ontarians with a Disability Act, 2005. In the first post, I discussed the Customer Service Standard and in the second post, I outlined the Integrated Accessibility Standards. Both standards are regulations under AODA and set out further detail on the
AODA for Employers Part 2: Integrated Accessibility Standards
This is Part 2 of my three part series on the Accessibility for Ontarians with a Disability Act, 2005. In my first post, I discussed the Customer Service Standard, which was passed this summer and requires the private sector to comply by January 1, 2012.
In this post, I outline the AODA Integrated
Freedom of Speech in the Workplace
Today the Supreme Court of Canada will hear a highly anticipated case on Canada’s freedom of religion and speech laws. The case involves Bill Whatcott and his passionate, public promotion of anti-gay and anti-abortion views, all in the name of his religion.
Kirk Makin provides a good summary in today’s Globe and Mail.
Whatcott’s Case
AODA for Employers Part 1: Customer Service Standards
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
New Employer Standards for Employees with Disabilities
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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Discrimination & Gender in Amateur Sport
I love stories like this: 17 year old Courtney Greer from Waterloo, Ontario, tries out for the boys’ soccer team, makes the team on her own athletic ability and is then told she is not allowed to play in the league. She then has the guts to publicly fight it and files a claim against the Ontario Federation of
Can workplace “culture” excuse racist behaviour?
Certain industries such as trucking or the oil fields have had a history of a male-dominated work force where the workplace culture may indeed have been a little rough.
Two recent decisions highlight the requirement that all industries, regardless of a historical “culture”, must adhere to employment and human rights law.
On February 5, 2010