AODA training requirements and training-record worksheet

Identify the people and the training relevant to their duties

The general training requirement covers applicable accessibility standards and the Ontario Human Rights Code as it relates to people with disabilities. It applies to employees and volunteers, people involved in developing policies, and people providing goods, services or facilities on the organization’s behalf, with training appropriate to their duties.

Customer-service training has its own applicable audience and content requirements. Training should be provided as soon as practicable and kept current when relevant policies change. A generic completion badge does not show that the person has learned the organization’s actual procedures.

Keep the required records and avoid unnecessary personal data

Large organizations must keep records of general accessibility training, including dates and the number of people trained. Applicable customer-service training-record requirements must also be checked. Use the current rules for the organization rather than assuming every small employer has the same statutory documentation duty.

The tool offers a blank or role-based training worksheet. It does not require a staff-name upload. A useful internal record can track audience, module or provider, completion date, count and evidence location. Where identifiable records are kept internally, protect them appropriately.

A simple implementation sequence

Start by listing the roles that need training and the procedures they must use. Select appropriate learning material, arrange accessible delivery, record what actually happened and identify anyone still outstanding.

An employer can also use government-supported free learning resources. Completing an external module should be accompanied by instruction on the employer’s own request, feedback, emergency and service arrangements where those are relevant.

• Confirm audiences and role-relevant content.
• Arrange training and accessible alternatives where needed.
• Record actual completion, not planned attendance.
• Follow up with missing audiences.
• Update instruction when relevant policies change.

Example: why a blank log is not a completed record

A fictional business downloads the training worksheet and identifies 14 staff and two volunteers who need relevant instruction. The worksheet initially records that training is planned, not completed.

After training, the responsible person records actual dates and attendance evidence and deals with absences. The readiness tool should continue to flag missing evidence until the organization confirms it. It must not manufacture completion dates or certificates from an answer selection.

Official sources and scope

• Ontario: accessibility training
• IASR: sections 7 and 80.49 training requirements
• OHRC: the Code and the AODA

General information, not legal advice or a compliance certificate. Check coverage, governing requirements and actual implementation. A report-preparation pack is not an official filing. Individual circumstances and specialist standards may require qualified advice.