(1) Every employer shall provide individualized workplace emergency response information to employees who have a disability, if the disability is such that the individualized information is necessary and the employer is aware of the need for accommodation due to the employee’s disability.
(2) If an employee who receives individualized workplace emergency response information requires assistance and with the employee’s consent, the employer shall provide the workplace emergency response information to the person designated by the employer to provide assistance to the employee.
(3) Employers shall provide the information required under this section as soon as practicable after the employer becomes aware of the need for accommodation due to the employee’s disability.
(4) Every employer shall review the individualized workplace emergency response information,
- when the employee moves to a different location in the organization;
- when the employee’s overall accommodations needs or plans are reviewed; and
- when the employer reviews its general emergency response policies.
(5) Every employer shall meet the requirements of this section by January 1, 2012.
Provisions for supporting employees with disabilities, through individualized emergency response plans, may be required as part of emergency planning exercises at Ontario universities – if the need for accommodation is known by the institution. Human Resources offices, accommodation or accessibility offices, or the employee’s manager may act as appropriate points of contact for such plans.
Best practice would allow for the plans to be suited to each individual’s circumstances, and to account for occasions when the employees might be on other areas of the campus rather than in their regular work environment. Those responsible for creating the plans should work with the employee requiring the plan to create an appropriate, safe procedure for emergency situations.
The institutional emergency response offices could also be engaged in developing plans for employees with disabilities to ensure that proper safety requirements are met.
Every employer shall meet the requirements of this section by January 1, 2012.
In Section 1 (2), the IASR states that, “the requirements in the standards set out in this Regulation are not a replacement or a substitution for the requirements established under the Human Rights Code nor do the standards limit any obligations owed to persons with disabilities under any other legislation.”