The Accessibility for Ontarians with Disabilities Act (AODA) was enacted in 2005 to develop accessibility standards for Ontario. Four standards have been made into law covering customer service, employment, information and communications, and transportation. Businesses must comply with certain standards by specific deadlines, with full compliance required by 2017. The document provides details on compliance requirements and deadlines for various standards under the AODA.

1. Kathryn Kissinger HR Services 2013
Accessibility for Ontarians With
Disabilities Act (AODA)

2. What Is the AODA?
The government enacted the Accessibility for
Ontarians with Disabilities Act in 2005. This act
lays the framework for the development of
province-wide mandatory accessibility standards in
all areas of daily life.
This blog is intended to help you identify which
Compliance measures should already be in place in
your business.
Kathryn Kissinger HR Services 2013

3. Accessibility Standards
Accessibility standards are the rules that businesses and organizations in
Ontario will have to follow to identify, remove and prevent barriers to
accessibility. Accessibility standards will apply to five important areas.
Four standards have already been made into law. These standards are:
• Customer Service Standard
• Employment Standard
• Information and Communications Standard
• Transportation Standard
The fifth standard — built environment — is still being developed and is
not yet in place.
Kathryn Kissinger HR Services 2013

4. Compliance Deadlines
Your organization must already be in compliance with some Standards in
the AODA. Other Standards are being phased in over time to allow for
cost and other considerations.
• The Customer Service Standard is already fully in effect, as of
January 2012. It has a number of requirements.
• Integrated Accessibility Standard Regulation (IASR) comes into
effect in January 2012.
• This Regulation combines the Employment, Information and
Communications, and Transportation Standards and also contains a
General Requirements section.
• The Integrated Accessibility Standard Regulation will be phased in such
that all compliance must be in place by January 2017.
Kathryn Kissinger HR Services 2013

5. Compliance Deadlines
As of January 2012
• All of the Customer Service Standard
• Integrated Accessibility: Employment Standard re:
Workplace Emergency Response Information
As of January 1, 2015:
• Integrated Accessibility: General Requirements
regarding Accessibility policies and Self-Serve Kiosks
Kathryn Kissinger HR Services 2013

6. Compliance Deadlines
As of January 1, 2016
• Integrated Accessibility: General Requirements regarding Training of
Employees
• Integrated Accessibility: Information and Communication Standard
regarding Feedback
As of January 1, 2017
• Integrated Accessibility: Employment Standards regarding:
Recruitment
Information for Employees
Process to Accommodate Employees
• Integrated Accessibility: Information and Communication Standard
Accessible formats and communication supports
Kathryn Kissinger HR Services 2013

7. Customer Service Standard
Starting January 1, 2012, accessible customer service comes into
effect for all Ontario businesses and organizations with one or
more employee.
There are things you need to do:
• create your plan
• train your staff
• put it on paper**
• let the Ministry know how you’re doing.**
**These apply only to organizations with more than 20 employees
Kathryn Kissinger HR Services 2013

8. Integrated Accessibility Standards Regulation
(IASR)
The IASR is divided into five Sections:
General Requirements
Information and Communication Standard
Employment Standard*
Transportation Standard
Built Environment Standard (not yet developed)
*Note: one section of the Employment Standard took
effect January 1 2012.
Kathryn Kissinger HR Services 2013

9. Integrated Accessibility Standards Regulation
(IASR)
• The Integrated Accessibility Standards Regulation
establishes accessibility standards and introduces
requirements for Information and Communications,
Employment and Transportation. The IASR also
establishes the compliance framework for obligated
organizations.
• Organizations have current and ongoing obligations
under the Ontario Human Rights Code respecting
non-discrimination.
Kathryn Kissinger HR Services 2013

10. Integrated Accessibility Standards Regulation
(IASR)
• The Integrated Accessibility Standards Regulation does not
replace or affect existing legal obligations under the
Ontario Human Rights Code and other laws in respect to
accommodation of people with disabilities.
• Organizations must comply with both pieces of legislation.
This means that the Ontario Human Rights Code or other
applicable legislation may require additional accommodation
measures that go beyond or are different from the standards
established by the regulations of the AODA.
Kathryn Kissinger HR Services 2013

11. IASR – Employment Standard
• The Employment Standard applies to paid employees.
This includes, but is not limited to, full-time, part-time,
paid apprenticeships and seasonal employment.
• As good business practice, employers may apply the
Standard to unpaid staff, volunteers and other forms of
unpaid work.
• The Employment Standard is a framework for integrating
accessibility into regular workplace processes. Accessibility
benefits everyone. Accessible employment processes mean
that employers can access an untapped pool of talent.
Kathryn Kissinger HR Services 2013

12. IASR – Employment Standard
Requirements under the Employment Standard
• Provide Workplace emergency response information** using
accessible formats and communication supports
• Make Recruitment, assessment and selection accessible
• Tell staff about policies for supporting employees with disabilities
• Make information accessible to employees using accessible formats and
communication supports
• Help employees with disabilities stay safe
• Develop accommodation plans for employees with disabilities
• Help employees with disabilities return to work
• Make performance management, career development and job changes
accessible to employees
Kathryn Kissinger HR Services 2013

13. IASR – Employment Standard
**As of January 1, 2012 Employers are Required to
provide Individualized Emergency Response
information to those employees who have disabilities.
What is individualized emergency response
information?
• A plan to help an employee with a disability during an
emergency, or emergency information
• that is formatted so an employee with a disability can
understand it.
Kathryn Kissinger HR Services 2013

14. IASR – Employment Standard
As of January 1, 2012, if you know an employee with a disability might
need help in an emergency:
• Give them individualized emergency response information
• Get their consent, then share this information with anyone designated
to help them in an emergency
• Review the emergency response information when:
– the employee changes work locations
– you review the employee’s overall accommodation needs
– you review your organization’s emergency response policies.
Disabilities can be temporary or permanent, and “employee” includes paid
staff, but not volunteers or unpaid staff.
Kathryn Kissinger HR Services 2013

15. AODA-More Information
If you would like more information and
training on what is required for your business,
to comply with the AODA, please visit my
website and register for the AODA seminar on
the “Events” Page.
Kathryn Kissinger HR Services 2013

16. Helpful Links
AODA seminar: www.kissingerhrservices.com/events
Ministry of Community and Social Services:
http://www.mcss.gov.on.ca/en/mcss/index.aspx
IASR Guide:
http://www.mcss.gov.on.ca/en/mcss/programs/acces
sibility/other_standards/iasr_2012/toc_iasr.aspx
Kathryn Kissinger HR Services 2013

17. Helpful Links
Customer Service Standard information:
Ontario.ca/AccessON
AODA Compliance Wizard
https://www.appacats.mcss.gov.on.ca/eadvisor/
Under 20 Employees toolkits:
http://www.mcss.gov.on.ca/en/mcss/programs/accessibility/customerSer
vice/Under20_Tools.aspx
20 or More Employees toolkits:
http://www.mcss.gov.on.ca/en/mcss/programs/accessibility/customerSer
vice/Over20_Tools.aspx
Kathryn Kissinger HR Services 2013