In This Presentation:

- AODA update: What employers should know about the Accessibility for Ontarians with Disabilities Act, 2005:

..Goal of AODA

..General accessibility standards

..Multi-year accessibility plans


..Customer service standards - Recap

..Customer service standards timetable

..Penalties for non-compliance (including failure to file an accessibility report)

..Employment standards

..Stages of the employment relationship

..Employment standards


..Employment supports

..Individual accommodation plans (small employers are exempt)

..Return to work (small employers exempt)

..Performance management

..Career development

- Returning sick and disabled employees to work

..Returning sick/disabled employees to work

..Reasonable accommodation

..Reasonable accommodation

..Dealing with the “revolving door”

..Accommodation of disabilities

..Innocent absenteeism

..Bundling job duties

..Tribunal found:

..Duty to accommodate

..Duty to accommodate: Best practices

- Non-solicitation and non-competition covenants: Making them enforceable


..Legal protections even without a written agreement

..Pre-drafting considerations

..The four commandments of drafting restrictive covenants

..Commandment #1: The clause must be reasonable

..Commandment #2: The clause must not go further than necessary

..Commandment #3: The clause must protect a legitimate proprietary interest

..Commandment #4: The clause must be clear

..Enforceable or not?

..Making your covenant enforceable

- Excerpt from Goal of AODA:

..Recognizes past history of discrimination against those with disabilities in Ontario

Please see full Presentation below for more information.

LOADING PDF: If there are any problems, click here to download the file.

Topics:  Absenteeism, Accessibility Rules, Canada, Disability Discrimination, Discrimination, Non-Compete Agreements, Non-Solicitation Agreements, Reasonable Accommodation, Restrictive Covenants, Training

Published In: Civil Rights Updates, Labor & Employment Updates

DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

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