Employers must meet obligations under the Accessibility for Ontarians with Disabilities Act (AODA) and file a compliance report with the Ontario Government by December 31, 2017.

What is the AODA?

In 2005, the provincial government passed the Accessibility for Ontarians with Disabilities Act with the goal of making Ontario accessible by 2025. People with disabilities face obstacles that make it difficult, sometimes impossible, to do the things most of us take for granted. Things like going shopping, working, or taking public transit; organizations can remove some of these obstacles by doing things differently.

Ontario Employers must implement Accessible Standards

The purpose of the AODA is to involve Ontario employers in the development and implementation of accessibility standards in their workplaces in key areas that impact daily living. The AODA has 5 components:

• Customer Service
• Communication
• Employment
• Transportation
• Built Environment (public spaces)

Does the AODA apply to all Ontario Employers?

Employers with 1 or more employee must implement AODA standards. Accessible standards, requirements and implementation deadlines vary depending on the organization size and for private, non-profit or public sector organizations.

AODA Compliance Report Due December 2017

All employers with 20 or more employees must file an AODA compliance report by December 31, 2017.

Large Private Sector Organizations (50 or more employees) should have the following policies, programs, practices and training in place by the end of 2017: 

• Develop a Customer Service policy, procedures and practices for providing goods and services to persons with disabilities. Customer Service Standards apply to businesses serving the public or business to business.
• Develop an accessibility policy and multi-year plan on how to implement the requirements of the legislation.
• Train all employees on accessible customer service and the requirements of AODA.
• Implement accessibility across all stages of the employment relationship.
• Create accessible public spaces such as waiting areas, service counters, walkways and parking. This only applies to new or major renovations to existing public spaces.

Small Private Sector Organizations (fewer than 50 employees) should have the following policies, programs, practices and training in place by the end of 2017: 

• Develop a Customer Service policy, procedures and practices for providing goods and services to persons with disabilities. Customer Service Standards apply to businesses serving the public or business to business.
• Develop accessibility policies.
• Train all employees on accessible customer service and the requirements of AODA.
• Implement accessibility across all stages of the employment relationship.

Where can I learn more about AODA Accessible Standards?

A summary of implementation deadlines for private sector companies is available here:

Managers’ guide to accessibility large organizations

Managers’ guide to accessibility small organizations

Learn how to file an AODA Compliance Report, more about accessibility in Ontario and the AODA.

An important part of being a people manager is knowing how to manage office gossip and limit negative rumors in the workplace.

Too much gossip will eventually hurt productivity and lead to low morale and employee engagement. Another negative side effect is the impact on employee turnover, with high-performing employees becoming frustrated and ultimately leaving. On the extreme end, malicious and hurtful gossip could potentially result in legal action being taken against the company. These are just a few of the negative impacts of office gossip, but there are ways to overcome the gossip.

Here are a four essential tips to overcome office gossip and protect your company’s productivity and values.

Tip #1 – Address the employees who gossip.

The first step is to stop the gossip directly by addressing the key people face to face. Always meet in a private location where your conversation cannot be overheard. The purpose of this step is to to help the person understand the ramifications of their actions and what could happen if it continues. This could include a written warning, demotion or even loss of employment. Make it very clear that gossip will not be tolerated and explain the consequences if it continues.

Tip #2 – Meet with all your employees.

The next step to manage office gossip should involve addressing your entire team. Add gossip as an agenda item at the next staff meeting. Use humor to introduce this topic and get people talking. Make sure to include some examples from the news to highlight the potential damage of gossip and rumors. Make sure your team understands the difference between negative and positive gossip and the ramifications of each. Over time, develop a strategy that helps your team change the corporate culture to one that encourages positive gossip.

Tip #3 – Don’t Ignore It.

While gossip is often hurtful and not productive at all, there are sometimes ways to make it useful. Gossip might point to issues that are brewing among staff and alert you to take action. Not everything that is said around the water cooler is worth your attention. Look for patterns in mood and behavior. Identify better methods than the rumor mill to flag problems. Keep communication open and search for ways to improve the work environment.

Tip #4 – Report It.

Above all, gossip can be a huge distraction in the workplace and can easily cross over into harassment and bullying. As a manager, don’t hesitate to bring any incidences to HR if there is a problem you cannot solve on your own. If the gossip does not stop after taking action, talking to HR should be your next logical step.

In a day and age where it is becoming more common place for people to speak their minds, we see more and more incivility at work. It almost seems like people feel they have permission to say and do things that they would not have said or done 1 year ago. It’s a people managers job to ensure that negative behavior does not impede the progress, productivity or goals of the organization. Follow these tips to manage office gossip, help mitigate the negative impacts of gossip and build a positive work environment.