If the ROI of Accessibility in your Workplace Does Not Convince you, the Penalties Should

Integrated Accessibility Standards – The Next Step in AODA Compliance for Private Companies in Ontario.
If the ROI doesn’t Convince you, the Penalties for Non-Compliance Should.

The compliance deadlines for the Accessibility Standard for Customer Service was the first of 5 Standards under the Accessibility for Ontarians’ with Disabilities Act (AODA), have past. Private organizations in Ontario should be well under way in the planning stages for meeting the next IASR (Integrated Accessibility Standards) which is the next phase of requirements under Ontario’s Accessibility legislation. These Integrated Accessibility Standards came into effect on January, 2012 for Private Organizations and are also accompanied by the mandatory requirement to ensure public outdoor spaces include accessible design elements. The IASR significantly impacts most organizations in Ontario with respect to their human resources practices, procurement and day-to-day business practices.

The Integrated Accessibility Standards address accessibility in three areas: Information and Communications; Employment; and Transportation. The IASR is much more complex than the Customer Service Standard in its application as compliance with each section is not consistent for all organizations. Most of the compliance deadlines are phased in between January 1, 2012 and January 1, 2017 (many extend beyond 2017). The deadlines within each standard vary making it critical that organizations know which parts of which standards apply, how and by what dates.

Who do the Integrated Accessibility Standards Apply to?

The IASR applies to the Ontario Government & Legislative Assembly, every designated public sector organization AND every person or organization that provides goods, services or facilities to the public or to third parties and has at least one employee in Ontario.

The 2 classifications of private organization under the IASR with targeted compliance include.

1. Large private and not-for-profit organizations (50+ employees)

2. Small private and not-for-profit organizations (between 1–50 employees)

* All organizations with the exception of small private and not-for-profit organizations (less than 50 employees) are required to report compliance to the government at designated timelines.

Outline of Basic Steps required in each Standard?

Following is a summary of categories and the primary requirements associated with each. The requirements under the IASR are extensive & as such this does not represent a complete complete list. Our AODA Policy experts and Built Environment Experts can assist in reviewing and planning for the more in-depth Integrated Accessibility Standards. contact us at AODA@optimalperformance.ca to arrange an initial consult.

General Requirements

The IAS Regulation has a set of General Requirements:

· Accessibility Policies and Plans

Organizations are required to develop, implement and maintain policies on how they will achieve accessibility requirements and commit to removing barriers to inclusion. Organizations will be required to establish, implement, maintain and document a Multi-Year Accessibility Plan which outlines the organization’s accessibility strategy to meet the requirements of the Integrated Standard. The plan must be posted on the organization’s website, provided in an accessible format and be reviewed at least once every five years.

· Mandatory Training

Organizations must train all employees on the IASR requirements which include the Communication and Information, Employment and Transportation standards as well as the Human Rights Code for Ontario. The requirements are numerous and training should be specific to the duties/nature of each job. This means employee & manager training requirements will differ in length and content.

Other groups which must also be trained include persons who develop policies (i.e. board members) and anyone who provide goods, services or facilities on behalf of the organization

Other General Requirements include the procurement of goods, services or facilities and self-service kiosks.

Information and Communications Standard including:

· Accessible Formats and Communication Supports

Organizations must, upon request, provide accessible formats and communication supports. Examples may include enlarged print, braille, accessible electronic formats, captioning, sign language interpreters and reading documents aloud. Accessible formats and communication supports must be provided or arranged for in a timely manner and at a cost not exceeding the regular cost charged to other persons.

· Accessible Websites

Organizations will be required to make their internet websites and web content conform to the World Wide Web Consortium Web Content Accessibility Guidelines called WCAG 2.0. These guidelines define the requirements for an accessible website. These guidelines include four principles of web accessibility:

perceivable
operable
understandable
robust

Adherence to these guidelines will increase readability and allow persons with different disabilities to use assistive devices such as screen readers, magnifiers, & alternate navigation methods within the web.

· Feedback Processes

By now Organizations should have processes for receiving and responding to feedback related to the Customer Service Standard. There is now a requirement to ensure Feedback regarding the CSS and the IASR are accessible to persons with disabilities by providing accessible formats and communication supports, upon request.

Information and Communications requirements also include emergency procedures and educational and training resources and materials.

Employment Standard

The Employment standard is specific to Employers as it relates to the employment of paid employees. This Standard establishes obligations for employers regarding recruitment, accessible training and testing information, employee accommodation, return to work, performance management, career development and re-deployment. This will entail training managers on their responsibilities and training employees on their rights under the AODA.

· Individualized Workplace Emergency Response Information

Organizations must provide and document individualized workplace emergency plans for employees with a disability. Employees are not required to disclose a disability however organizations must request that an employee inform them if the existing emergency response plan does not meet their needs and how the Plan can meet their individual needs.

*This requirement was to be met on January 1, 2012.

· Recruitment Practices

Employers must ensure that all matters related to the recruitment process are accessible to persons with all disability types. This includes jobs being posted in accessible formats and locations; consulting with applicants to provide or arrange suitable accommodation in a manner that takes into account the applicant’s disability; and providing communication supports and information in an accessible format.

· Employee Accommodation

Upon request, employers must meet an employee’s need for accessible formats and communication supports for information that is needed in order to perform the job and to access information that is generally available to employees in the workplace.

Transportation Standard

The Transportation standard applies to organizations that provide public or specialized transportation services. The details of the Transportation standard are numerous & technical in nature. Organizations should carefully review this standard to determine whether or not it applies to them.

Enforcement and Penalties

Failure to comply with the AODA requirements can lead to administrative monetary penalties and prosecutions. The Accessibility Directorate of Ontario has the power to conduct inspections, assign monetary penalties and prosecute through the courts. Penalties for non-compliance range from $200 to $2,000 for individuals and unincorporated organizations; $500 to $15,000 for corporations.
In the case of an offense under the AODA, penalties can reach a daily maximum of $50,000 for individuals or unincorporated organizations and $100,000 daily for corporations.

There are numerous excellent studies and evidence about the ROI of incorporated Accessibility Programs and Policies as well as Built Environments in the UK, US and Australia. Evidence is starting to emerge in Canada as well primarily in the Province of Ontario. If the ROI and Businesses cases are not motivation enough to embrace accessible, inclusive organizations, then the possibility of corporate penalties of $100,000 per DIEM, brand damage & negative shareholder perceptions may well motivate organizations to comply and do so on the timelines outlined by the Directorate.

To learn the details as to compliance requirements and deadlines for reporting please contact one of our AODA Policy experts.
To learn more about the Accessible Public Space Design requirements which were quietly passed in December 2012 or the new Ontario Build Code Accessible Built Environment (ABES) which passed December 27th 2013 contact one of OPC’s Built Environment Experts.
Contact us at AODA@OptimalPerformance.ca to set up an initial meeting with our experts. Continue reading

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DIY accessibility – NOW Magazine review – OPC Inc experts respond

Anthropometrics is the science behind human centered designDIY accessibility – NOW Magazine.

The Ramp Project is a positive step in the right direction in that it raises awareness about People with Disabilities (PwD). The issue Optimal Performance has with these types of accessible specific designs is they inadvertently dis able other people. For example these ramps jut out into the public sidewalks & walkways causing people to trip. If you have a person pushing a stroller, an older person using a walker or a person who is blind or with low vision these ramps become a hazard.
The solution? Use Human Centered & Universal Design whereby the designs take into consideration all people, of differing abilities and a large range of statures.
Learn more about Human Centered Universal Design by reading our Blog Posts under these Tags; Ergonomic Design, Universal Design, Human Centered Design, Active Design.
Want to understand if your building; hotel, retail, restaurant, office tower are accessible to all? Contact one of our Architects or OBC Certified Interior Designers to talk about the OPC Inc Built Environment Audit Apps & consulting expertise.
Remember the deadline to report both your continued support of the CSS plus the Multi-Year Plan and IASR Policies is December 31st. The Directorate is conducting reviews of workplaces to determine if they are compliant. They are now levying fines as well. Time to take the AODA seriously in the province. The AODA is here to stay to the benefit of us all when we work, play, commute and recreate in this Province.
The AODA Team at Optimal Performance Consultants Inc.

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Anthropometrics Notes

Anthropometrics is the science ergonomists use in design for FUNCTION & FORMAnthropometrics Notes.

Why is the science of ergonomics necessary for proper design? Because Interior Designers, Engineers and Architects are not expert in the human factor and anthropometrics. Ergonomists are. As long as Ergonomists are not invited to the design table, ergonomic companies like OPC will keep “cleaning up the mess”.

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December 3: International Day of Persons with Disabilities

December 3: International Day of Persons with Disabilities Global Alliance on Accessible Technologies and Environments. To all of my friends, family, patients of mine, clients all of whom have disa…

Source: optimalperformanceblog.com

Today is International Day of Person’s with Disabilities. Great reminder to make sure ALL Ontario-based employers meet the deadline to report your compliance with the AODA’s IASR & Multi-Year Plan documents. This is all about bringing the 17-20% of Ontarian’s with Disabilities + the older & fast growing segment of our population into society, work, recreation & community. If you are not sure about all of the moving parts associated with the CSS, IASR, Ontario Build Code, Fire Code, Training & Public Space Design let the experts at OPC guide you thru the process to guarantee compliance on time.

See on Scoop.itHuman Factors Design

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December 3: International Day of Persons with Disabilities

A great reminder to make built environments, hiring policies & society's attitudes universal to all.

A great reminder to make built environments, hiring policies & society’s attitudes universal to all.

December 3: International Day of Persons with Disabilities Global Alliance on Accessible Technologies and Environments.

To all of my friends, family, patients of mine, clients all of whom have disabilities of all sorts well done in rising to the challenges you face every day of your life. Here’s hoping forward thinking initiatives such as the AODA in Ontario leads to better built environments and full integration of PwD into day to day society, work and life. JESleeth OPC Inc.

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Home | WBE Canada, Certified Women Business Enterprises

Source: www.wbecanada.org

OPC Inc has been a member of WBE Canada for over 4 years now – we are a diverse owned ergonomic consulting firm with operations across Canada and into the US.

See on Scoop.itHuman Factors Design

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Not compliant with AODA? As of today you have 41 days to comply & register with the Directorate

Is your company compliant with the CSS & IASR for the AODA in Ontario?

Is your company compliant with the CSS & IASR for the AODA in Ontario?

Not compliant with AODA? Ignore compliance audit notice at your peril.

The Countdown has begun for compliance with your IASR obligations under the AODA. 41 days and counting to comply and register your compliance with the Directorate. If these acronyms are not clear to you or if your company is not certain what to do with notices you may have received over the last 2 years, please contact one of our AODA experts at AODA@optimalperformance.ca With the Ontario Build Code’s mandatory Accessible Built Environment Standard (ABES) starting in full January 1 2015 Build Owners, Property Managers, & Tenants should be considering a Built Environment & Public Space Audit by one of our OBC Experts, Architects or Interior Designers. If your company is updating your websites, intranet or apps contact Arthur or Jason at OPC to arrange a meeting about how to comply with the WCAG level requirements (IASR). OPC Inc since 1991

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Not compliant with AODA? Ignore compliance audit notice at your peril

There are 500 companies facing AODA compliance orders from the province of Ontario. (Photo: Shutterstock)The Ontario government is cracking down on co…

Source: www.canadianlawyermag.com

The Countdown has begun for compliance with your IASR obligations under the AODA. 41 days and counting to comply and register your compliance with the Directorate.  If these acronyms are not clear to you or if your company is not certain what to do with notices you may have received over the last 2 years, please contact one of our AODA experts at AODA@optimalperformance.ca  With the Ontario Build Code’s mandatory Accessible Built Environment Standard (ABES) starting in full January 1 2015 Build Owners, Property Managers, & Tenants should be considering a Built Environment & Public Space Audit by one of our OBC Experts, Architects or Interior Designers.  If your company is updating your websites, intranet or apps contact Arthur or Jason at OPC to arrange a meeting about how to comply with the WCAG level requirements (IASR).  OPC Inc since 1991

See on Scoop.itHuman Factors Design

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