Small businesses excused from writing down accessibility findings, Manitoba government decides

The Manitoba government is exempting more business owners from documenting the stepsthey take to make their workplaces accessible.

The province is loosening the requirement on small business ownersat the same time as it introduces new guidelines to removeemployment barriers for people with disabilities.

BeginningMay 1, the province will no longer compel businesses with 20 to 49employees to write down their accessibility policies for customer service and employment matters, nor be forced tomake those procedures availablepublicly.

The change was recommended by an independent review of Manitoba's accessibility rules, which found that employers lack the resources to write down their policies.

Province reducing burden on employers

Disabilities advocate David Kron said it's disappointing the province is making good on the recommendation.

"We're concerned about that because the good majority of businessesout there aresmall businesses, especially when you get into rural Manitoba," said Kron, representing Barrier Free Manitoba, an advocacy group thatpushed for the passing of theAccessibility for Manitobans Act in 2013.

"We were a little disappointed when we saw that they had changed the regulation from 20 to 50 workers to qualify."

By exempting businesses with fewer than 50 employees, the province is following the lead of Ontario, which made a similar change after receiving complaints that small businesses don't possess the resources fordetailed record-keeping. They are still required to comply with the act, just without documentation.

The Manitoba government said the move reduces the administrative burden on smaller businesses, municipalities and non-profits.

Meanwhile, the government is following through on enacting the second of five areas of focus within the accessibility act. (The customer service standard was enacted late last year.)

The employment standard, which takes effectMay 1, requires all employers to implement measures toreasonably accommodate employees in need.

These policies must be considered throughout aworker's interaction with a business,such as during the recruitment process, hiring andcareer advancement.

The onus is on the government to provide the resources so that they educate the population and educate employers.- Disabilities advocate David Kron

An employer must also prepare an accommodation plan for any employeefacing somebarrier toaccessibility.

Businesses have time to make the necessary adjustments.

Provincial government departments mustcomply by May 2020, while public sector organizations, including Crown corporations, health authorities, universities, colleges and school divisions, have until May 2021.

Emergency plan in one year

Private sector businesses with one or more employee as well as non-profit organizations and small municipalities can wait three years.

But all employers mustcreate an emergency response plan for their employees with a disability by May 2020.

Kronis pleased to see thesenew guidelines, but he hopes the province complements the legislation with assistance for employers.

"The onus is on the government to provide the resources so that they educate the population and educate employers," said Kron, who also serves as executive director of theCerebral Palsy Association of Manitoba.

The province said that resources are available on accessibilitymb.ca and the province's social media channels will roll out further information starting May 1.

Kron said he wants businesses to succeed as finding employment can be one of the toughest hurdles for people with a disability.

"Income solves all, right?" he said. "If you employ folks with disabilities to whatever degree they can, it certainly helps all the parts of the community and the society."