All posts by Lisa Kovac

The Employment Standard under the AODA requires employers to accommodate workers with disabilities.  This article will specifically look at accommodating workers who are blind or visually impaired and outline the kinds of accommodations workers might need. Individual workers will know which accommodations will be most helpful for them.

Accommodating Workers who are Blind or Visually Impaired. Read full article.

Under the employment standard of the AODA, employers must accommodate workers who have physical or mobility disabilities. Employers and coworkers can easily learn how to make the workplace accessible for workers with physical or mobility disabilities, such as spinal cord injuries, amputations, and muscular or neurological conditions that affect mobility.

Workers will be able to explain what their individual needs are and which accommodations, if any, they require.

Accommodating Workers with Physical or Mobility Disabilities. Read full article.

In Individualized Workplace Emergency Response Plans: Part 1 of this article, we discussed accessible emergency information, defined what an individualized workplace emergency response plan is, and described some arrangements employers can have in place to make their emergency strategies more accessible. Now, we explore what should be included in an individualized workplace emergency response plan.

Individualized Workplace Emergency Response Plan: Part 2. Read full article.

Under the Employment Standard of the AODA, employers must provide accessible emergency information to workers with disabilities. Employers must also create an individualized workplace emergency response plan for any worker with a disability who needs assistance during an emergency. This requirement may cause people to wonder: what is accessible emergency information and what is an individualized workplace emergency response plan?

Individualized Workplace Emergency Response Plan. Read full article.