While we usually aim for some humour in our blogs, the truth of the matter is that in the world of employment law obligations and compliance are no joke!
The compliance topic of today’s discussion is with respect to the Ontario’s Accessibility for Ontarians with Disabilities Act, 2005 (“AODA”). The AODA definitely keeps employers on their toes with one particular compliance obligation: the Accessibility Compliance Reporting Form.
Every three years, employers in Ontario with 20 or more employees must file an Accessibility Compliance Reporting Form. Did you know that?
These Reporting Forms are essentially a way to ensure that employers are doing their part to make the world a more accessible place for everyone. Under the AODA, it’s not just about checking boxes – it’s about making sure that your business is an inclusive haven.
In terms of content, the Reporting Form is meant to cover several areas:
- Employers are required to outline the steps and measures they have taken to identify and remove barriers to accessibility for individuals with disabilities.
- The Reporting Form also provides an opportunity for employers to outline their plans for achieving and maintaining compliance in the future, including specific goals and milestones that will further enhance accessibility within the organization.
- Employers must confirm that they have met the specific accessibility standards outlined in the AODA, such as the Customer Service Standard, Integrated Accessibility Standard, and Employment Standard.
Essentially, the AODA is like a road trip and the Reporting Form is your map, guiding you through the twists and turns of accessibility regulations! If you’re caught speeding and not taking the time to file your Reporting Form, you could end up with a few tickets! Yes, we actually mean “compliance fees and other penalties” but indulge us for the sake of the metaphor.
If you have any questions regarding the AODA and your compliance requirements, please reach out to us!
Robin K. Mann, Associate Lawyer