Wmkl Iasr Training Requirement Quiz

The Information & Communications standard requires that information and feedback be provided in an accessible format to individuals with disabilities upon request. This can involve reading written information aloud, providing large print materials, or using handwritten notes.

The statement is true because WMKL's Multi-Year Accessibility Plan outlines the actions they will take to meet AODA requirements, how they will prevent and remove barriers, and the timeline for completing these actions. Additionally, the plan is continually updated to track and showcase their progress in achieving accessibility goals.

The statement is true because the IASR (Integrated Accessibility Standards Regulation) does indeed require organizations to provide training to their staff on the requirements of the regulation and the Ontario Human Rights Code in relation to people with disabilities. This training must be completed by January 1, 2015, indicating that organizations have a specific deadline to ensure their staff is properly trained on these matters.

The explanation for the given answer is that the Ontario Human Rights Code is the highest legislation governing accessibility in Ontario, which means it takes priority over the Accessibility for Ontarians with Disabilities Act (AODA). The AODA works in conjunction with the Code, but it does not replace it. Therefore, it is true that the Ontario Human Rights Code has primacy over the AODA.

The statement in the Accessible Client Service Policy of WMKL is that they do not allow people to bring assistive devices, service animals, and/or support persons on their premises. Since the answer given is "False," it means that the statement is incorrect. Therefore, WMKL does allow people to bring assistive devices, service animals, and/or support persons on their premises.

This statement is true because barriers to accessibility can indeed be physical, through information and communications, systemic, and/or attitudinal. Physical barriers can include things like stairs without ramps or elevators, while information and communications barriers can include inaccessible websites or documents. Systemic barriers can be seen in policies or practices that exclude certain individuals or groups, and attitudinal barriers involve prejudiced beliefs or discriminatory attitudes that limit access for certain individuals. Therefore, all of these types of barriers can hinder accessibility.

Organizations are required to provide accommodation during the hiring process under the Employment Standard. This means that they must make necessary adjustments or modifications to ensure that individuals with disabilities have equal opportunities to compete for job positions. Failure to provide accommodations during the hiring process can be considered discriminatory and a violation of the Employment Standard. Therefore, the given answer, False, is correct.

Under the IASR (Integrated Accessibility Standards Regulation), organizations are actually required to develop both an accessibility policy and a multi-year accessibility plan. This is to ensure that organizations have a comprehensive approach to accessibility and are actively working towards removing barriers for individuals with disabilities. Therefore, the statement that organizations are not required to create both an accessibility policy and a multi-year accessibility plan is false.

Under the law, employers are required to make reasonable accommodations for employees with disabilities, as long as it does not cause undue hardship for the employer. This means that employers must make efforts to accommodate disabled employees, such as providing assistive technology or modifying work schedules, unless it would cause significant difficulty or expense for the employer. The burden of proving undue hardship lies with the employer, meaning they need to provide evidence that accommodating the employee would be excessively difficult or costly. Therefore, the statement is true.

Organizations cannot create one standard individualized emergency response plan for every employee with a disability, regardless of the nature of their disability. Each individual's disability may require specific accommodations and considerations in an emergency situation. Therefore, it is important for organizations to create personalized emergency response plans that address the unique needs of each employee with a disability.