ONTARIO, CANADA: Design Exchange, in partnership with the Government of Ontario, announces its 7th annual post secondary design challenge.
This provincial, post secondary design challenge seeks to explore design that is accessible to the greatest number of people, to the largest extent possible, regardless of age, ability, across all design disciplines.
Under the employment standard of the AODA, employers must accommodate workers who have physical or mobility disabilities. Employers and coworkers can easily learn how to make the workplace accessible for workers with physical or mobility disabilities, such as spinal cord injuries, amputations, and muscular or neurological conditions that affect mobility.
Workers will be able to explain what their individual needs are and which accommodations, if any, they require.
Accessibility for Ontarians with Disabilities Act Alliance Update United for a Barrier-Free Society for All People with Disabilities http://www.aodaalliance.org aodafeedback@gmail.com Twitter: @aodaalliance
November 29, 2018
SUMMARY
1. Bill C-81 Moves Forward Through the Parliamentary Process
In Individualized Workplace Emergency Response Plans: Part 1 of this article, we discussed accessible emergency information, defined what an individualized workplace emergency response plan is, and described some arrangements employers can have in place to make their emergency strategies more accessible. Now, we explore what should be included in an individualized workplace emergency response plan.
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?
