Ontario’s goal of becoming an accessible province by 2025 relies on the enforcement of the Accessibility for Ontarians with Disabilities Act (AODA). In the Second Legislative Review of the AODA, reviewer Mayo Moran prepared recommendations aimed at ensuring successful enforcement. These include making an enforcement plan, building transparency into the plan, and incorporating feedback into compliance and enforcement.
People with disabilities are overlooked when it comes to the workplace employment. Unproven myths, stereotypes and barriers are a hindrance to those individuals trying to seek employment. There are plenty of benefits and reasons to hire them. Employers fail to recognize the positive benefits and opportunities they bring to their organization. In doing so, employers violate AODA, the Human Rights Code, and also fail to follow proper Accessible Workplace Requirements.
Posted December 22, 2012
The Ministry of Community and Social Services amended Ontario Regulation 191/11, the Integrated Accessibility Standards (IAS) under the Accessibility for Ontarians with Disabilities Act (AODA,) to include new standards governing the design of public spaces in the built environment.
October 26, 2012
Have you been affected by an Accessibility issue that is not being addressed under the Accessibility for Ontarians with Disabilities Act (AODA).?
The Government should have appointed Inspectors under the Act by now to enforce the Law:
It has taken a while but the Guide for the Integrated Accessibility Standard Regulation (IASR) is now available on the AODA.ca website.
The Government’s version spanned some 80 odd pages with many errors and differing list structures, but it is finally ready in 1 single accessible page and can be found in the side menu of the AODA.ca website or go directly there by visiting https://www.aoda.ca/?page_id=1888
You are invited to share your ideas with us on how Metrolinx and its operating divisions, GO Transit, PRESTO and Air Rail Link, can make it easier for people with disabilities to travel around our region.
August 13, 2012
Several days ago, evidently without proper publicity, the McGuinty Government quietly posted on the internet two important free resources to help public
and private sector organizations work towards becoming accessible to persons with disabilities. These resources give guidance on how to comply with the accessibility requirements in the Integrated Accessibility Regulation that the McGuinty Government enacted 14 months ago, in June 2011, under the Accessibility for Ontarians with Disabilities Act. The Integrated Accessibility Regulation sets out specific accessibility requirements in the areas of transportation, employment, and information and communication. These do not supersede the often-stronger accessibility requirements in the Ontario Human Rights Code.
Published January 28, 2012 | By Daniel Bader, Ph.D.
Bipolar disorder, as well as being a mental illness, is also a disability. It is protected in the United States under the Americans With Disabilities Act, while in Canada it is protected under provincial Human Rights Acts. Employers are not only obliged to ignore bipolar disorder when considering hiring decisions, but they are obliged to provide what are called “reasonable accommodations” for people with bipolar disorder. In other words, they are obliged to take up to moderately difficult, active steps in order to ensure that people with bipolar disorder are able to perform their jobs.
Public safety information can help keep people safe when an emergency happens. Ontario’s Accessibility Standard for Information and Communications can help you do that by making your emergency and public safety information accessible to people with disabilities. This guide will help you.
Accessibility Standard for Information and Communications
Posted December 19, 2011
As an employer, you want to keep your employees safe. Ontario’s Accessibility Standard for Employment can help you do that.