Overview
The information below discusses who the Employment Standard applies to and the requirements of the Standard.
Who the Standard Applies to
The Standard must be followed by:
- the Ontario Government and Legislative Assembly
- all designated public sector organizations, which include municipalities, universities, colleges, hospitals, school boards and public transportation organizations
- private businesses and not-for-profit organizations that have one or more employees in Ontario
The requirements apply to paid employees but do not apply to volunteers and other non-paid individuals.
Required Practices
Under the Standard, employers must inform all employees, both new and existing, of their accessible employment practices.
Recruitment
When advertising job positions, state that accommodations for job applicants with disabilities are available on request.
When inviting job applicants to participate in the selection process, state that accessibility accommodations are available on request to support their participation.
When offering a job to a successful applicant, inform them of your organization’s policies on accommodating employees with disabilities. This could be verbally, in person, by email, or in an offer letter.
Accessible Formats and Communication Supports
Once hired, employees may request accessible formats and communication supports.
Documented Individual Accommodation Plans
The Standard requires all employers, except small organizations, to have a written process to document individual accommodation plans for employees with disabilities.
A plan must include:
- How the employee can participate in the process
- How the employer can seek outside expert advice to help determine an employee’s accommodation needs
- How the privacy of personal information will be protected
- How often the plan will be reviewed
Workplace Emergency Response Information
Every employer must provide individualized workplace emergency response information to employees with disabilities if:
- The disability makes it necessary, and
- The employer is aware of the need
With the employee’s consent, the employer must ensure the information is shared with anyone designated to help them in an emergency.
This information must be reviewed when:
- The employee moves to a different location in your organization.
- The employee’s overall accommodation needs or plan are reviewed.
- You review your organization’s emergency response policies.
Performance Management, Career Development, and Redeployment
The Standard requires that performance management, career development and redeployment processes take into account the accessibility needs of employees with disabilities and their individual accommodation plans.
Return to Work Process
The Standard requires all employers (except small organizations) to develop a process that supports employees who have been absent due to a disability and require disability-related accommodations when they return to work.
The return to work process must:
- Be documented and outline the steps that will be taken to facilitate an employee’s return to work.
- Use documented individual accommodation plans.
The return to work process does not replace or override any other return to work processes created under any other law.