Workplace investigations and workplace accommodations are two distinct procedures. The former is a fact-finding process that occurs in response to a complaint or incident of harassment. The latter is a procedure by which an employer and an employee work together to accommodate an employee’s limitations as a result of an injury, illness or disability. But when the accommodation relates to an illness that has an impact on an employee’s interpersonal behaviour, such as a mental illness, these two distinct procedures may intersect.
With Halloween behind us, it’s time to look ahead to another big date looming on the calendar. Yes, that’s right, another AODA deadline is fast approaching. Unlike under the AODA Customer Service Standard, an organization has a variety of deadlines to meet under the Integrated Accessibility Standard (“IAS”) depending on the nature of the requirements.
During a recent AODA training session that I conducted, it became apparent that most organizations represented at the session had taken steps to meet their obligations under the Customer Service Standard and were now preparing for the next stage of compliance under the Integrated Accessibility Standards (IAS), dealing with employment, information and communication and transportation.