This standard focuses on the rights of individuals with disabilities as it applies to employment. The Employment Standards can be broken down into 2 main sections. The recruitment process and employment.
Recruitment Process:
This section is for all the steps prior to being hired. When companies post for new jobs they need to notify prospective applicants that accommodations for people with disabilities can be made available. During the selection process, if the person makes it known to the employer that they have a disability, it is the duty of the employer to consult with them to find out what accommodations are needed.
An example can be a Cindy applies to company XYZ. XYZ looks over her application and decides to bring her in for an interview. When the HR person contacts Cindy to arrange and interview it is learned that Cindy is a person who requires a wheelchair to get around. It would be the duty of the company speak with Cindy to determine what accommodations can be made suit Cindy’s needs. This can be arranging interview in a meeting room that is wheelchair accessible or conducting the interview via phone or online. It would be illegal for company XYZ to say we have no accommodations and to cancel the interview.
Employment Process:
Once a person gets hired it is the employer’s responsibility in order to be compliant with AODA. Employer responsibilities involve notification of available supports, having an emergency response plan, preparing an individual accommodation plan, allowing of career development and a process for a return to work.
Notification Of Available Supports:
The organization must notify all new employees that supports are available and what accommodations can be arranged to help individuals with disabilities as well as all policies regarding assisting individuals with disabilities. If changes are made in regards to these arrangements or policies the entire company must be notified.
If during the employment an employee makes it known that they require assistance due to a disability, the employer must consult with the employee to determine what accommodations can be made.
Emergency:
When things go wrong it’s always best to have a plan. When those plans involve the safety of people, they need to be rock solid. During fires, earthquakes or other emergencies it is important to make sure that all people can get to safety. People with different disabilities need to be accounted for. If the fire alarm goes off, most people know to get out of the building, but what happens to someone who is deaf? It is the duty of the employer to ensure that all emergency information can be communicated to everyone regardless of their disabilities.