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Serious insight for serious situations.

Serious insight for serious situations.

Blog with a Dog (and the Ontario Human Rights Tribunal)

We hope that most employers are familiar with their substantive obligations under the Ontario Human Rights Code (the “OHRC”). However, I have found that employers can overlook a “hidden” provision in the OHRC which imposes liability on them not only for the discriminatory actions of their controlling minds and/or senior employees, but also for those

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#2 Mental health or physical disabilities that deal with the duty to accommodate

Mastering the ins and outs of the duty to accommodate under human rights legislation is hard. In fact, some would go so far as to say impossible. It’s no wonder this topic has floated to the top of the list of challenges faced by HR practitioners. I’ve given this some thought and come up with

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AODA Deadlines Approaching Quickly

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.

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AODA: What You Need to Know About Accessibility Standards

Recent calls from clients seeking AODA “certification” suggest that there may be some confusion out there as to what organizations are required to do in order to comply with the Accessibility Standards for Customer Service. I expect people are calling now because the December 31, 2012 deadline to file an accessibility report with the government

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