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
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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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
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