A top industry lawyer had reminded Ontario employers of the recent changes to recruitment and selection requirements, urging HR professionals to remember their obligations.
“Employers who have yet to incorporate the new accessibility requirements into their recruitment, selection, and hiring processes should do so immediately,” warned McMillan associate Stefanie Di Francesco.
Under the Accessibility for Ontarians with Disabilities Act (AODA) non-profits and private sector companies with 50 or more employees have the following obligations during the recruitment, selection and hiring processes:
Notify job applicants that the employer has an accommodation policy and that the employer will provide accommodation to job applicants with disabilities during the hiring process.
Employers should consider including a statement to this effect in all job postings and on their websites. Employers can also notify job applicants directly by email, in-person, or by phone.
When you invite a job applicant to participate in the selection process or to attend an interview, notify the candidate that accommodation for job applicants with disabilities during the assessment process is available upon request. If a job applicant requests accommodation, consult with the job applicant on how to best meet their individual needs.
In all offers of employment, employers must include a notice about its policies for accommodating employees with disabilities.
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