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Ontario is auditing large organizations from the hospitality sector to verify compliance with requirements of the accessible employment standard, established under the Accessibility for Ontarians with Disabilities Act (AODA).
Organizations selected will be asked to provide evidence that they have in place a system for notifying internal and external job applicants of accommodations available for people with disabilities in all stages of the recruitment process (Section 22 of the employment standard). 
They must also prove that they will share policies for accommodating people with disabilities at the time of an employment offer (Section 24 of the employment standard).
These requirements came into effect for private sector organizations with 50 or more employees on January 1, 2016.
The audits are being conducted by staff in the Accessibility Directorate of Ontario and will determine whether organizations from the hospitality sector are taking appropriate steps to ensure their employment practices are accessible.
Organizations found to be non-compliant during the course of an audit will be offered tools and resources to help them understand and meet their requirements. The Province has many resources available — including a new website and dedicated help desk — to help businesses and organizations become more inclusive. Organizations that fail to comply will face inspections, notices of order, director’s orders and prosecution. Director’s orders to comply may include a requirement to pay an administrative monetary penalty which can range from $500 to $15,000 for corporations. 
The Accessibility Compliance and Enforcement Report will provide you with some information on how the Government of Ontario built awareness, promoted compliance and enforced the Accessbility for Ontarians with Disabilities Act in 2015. 
For more information,  contact Leslie Smejkal, VP of Government Relations at ORHMA