Section #25: Informing Employees of Supports

What the standard says

(1) Every employer shall inform its employees of its policies used to support its employees with disabilities, including, but not limited to, policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability.

(2) Employers shall provide the information required under this section to new employees as soon as practicable after they begin their employment.

(3) Employers shall provide updated information to its employees whenever there is a change to existing policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability.

Suggested approach

An institution may inform employees of its policies to support employees with disabilities in a number of ways. One common way to post information on employee accommodation resources, benefit packages and new employee orientation policies on the institution’s website. This information may also be included in standard letters of offer, to alert new employees to the fact that supports are offered and to direct them to the appropriate web page for further information.

Other means of informing employees could include newsletters, e-mails, staff memos or staff meetings. Information created for employees with disabilities should be provided in an accessible format upon request by the employee, as required under section 12 of the IASR.

Suggested best practices

• University of Toronto: Workplace accommodation guidelines
• IBM Canada: Diversity@IBM

Compliance schedule for Section #25, as stated in the IASR

• For large designated public sector organizations, January 1, 2014.
• For large organizations, January 1, 2016.

Definitions related to Section #25, as defined in the IASR

• “Large designated public sector organization” means a designated public sector organization with 50 or more employees;
• “Large organization” means an obligated organization with 50 or more employees in Ontario, other than the Government of Ontario, the Legislative Assembly or a designated public sector organization.

How does the IASR relate to the Ontario Human Rights Code?

In Section 1 (2), the IASR states that, “the requirements in the standards set out in this Regulation are not a replacement or a substitution for the requirements established under the Human Rights Code nor do the standards limit any obligations owed to persons with disabilities under any other legislation.”