Under the Employment Standard of the AODA, employers must provide accessible emergency information to workers with disabilities. Employers must also create an individualized workplace emergency response plan for any worker with a disability who needs assistance during an emergency. This requirement may cause people to wonder: what is accessible emergency information and what is an individualized workplace emergency response plan?
The Employment Standard under the AODA requires employers to accommodate workers with disabilities. This article will specifically look at accommodating workers with brain injuries and outline the kinds of accommodations workers might need.
What are Brain Injuries?
People with brain injuries have experienced a disease, accident, or trauma that has changed the way their brains function. The kind or degree of change people experience depends on how they have been injured. It also depends on which parts of the brain the injury has affected. Some people may regain part of the brain functioning they have lost, while others may not.
In Accommodating Workers with Mental Illnesses: Part 1, we defined what a mental illness is, briefly described some common mental health challenges, and explained how some workers with mental illnesses may experience them.
In Part 2, we will explore how employers can create mentally healthy work environments, discuss how workers can disclose that they have mental health impairments, and list accommodations employers can provide for workers who disclose.
Under the AODA, specifically the Employment Standard, employers are required to accommodate workers with mental illnesses. To do so, employers must become aware of what mental illnesses are. They also need to learn some strategies that will allow people with such illnesses to succeed in the workplace.
What are Mental Illnesses?
Mental illnesses are medical conditions that can affect many different aspects of a person, such as:
- Thought processes
The Employment Standard under the AODA requires employers to accommodate workers with disabilities. Employers can make the workplace accessible for workers who are deaf or hard of hearing if they learn about the kinds of accommodations workers might need.
Here we outline some ways that employers and colleagues can communicate with and accommodate workers who are deaf or hard of hearing. Workers will explain the communication methods that work best for them.