Accessible Information and Communication Standard Regulation, documented policies and training policy of large employers
M.R. 47/2022, ss. 3 (2) and 4 (4) (documented policies of large employers)
In force since .
An accessibility requirements rule binding public and private bodies.
As of .
What it requires
- If you are a large employer (an employer with at least 50 employees, or, for a seasonal workplace, at least 50 employees doing work expected to continue for at least 90 days), document the measures, policies and practices you establish under the Regulation and make the documented policies publicly available (s. 3 (2)).
- If you are a large employer, create and document an accessible communication training policy, including a summary of the content of the training and when the training is provided (s. 4 (4)).
- Both duties also bind an educational institution, which includes a private vocational institution and an independent school, and a library, whatever their number of employees, and have done so since (ss. 2 (b), 3 (2) and 4 (4)).
These lines are LexLint's reading of the law's text, as of .
If you get it wrong
Criminal exposureYes
Criminal exposure note
Failing to comply with an accessibility standard as required under section 20 is an offence under section 34 (1) (b), and a person guilty of an offence is liable on summary conviction to a fine of not more than $250,000 (s. 34 (3)). A director, officer, employee or agent of a corporation who authorized, permitted or acquiesced in the corporation's offence is also guilty of an offence (s. 34 (2)). A person who pays an administrative penalty may not be charged with an offence for that non-compliance unless it continues after the payment (s. 31 (4)).
Penalty structure
Section 34 (3) states one ceiling of $250,000 for a person guilty of an offence under the Act, on summary conviction, with no separate amount for a corporation and no amount per day. Section 29 (1) lets the director require payment of an administrative penalty "in the amount determined in accordance with the regulations", and neither the Act nor any of the five regulations made under it, as listed on , sets that amount.
- Rule
- Fixed only
- As of
- Currency
- CAD
- Fixed cap
- 250,000
Who enforces it
Enforcement body
An inspector whom the minister appoints under section 23 of The Accessibility for Manitobans Act, together with the director appointed under subsection 22 (1)
What it reaches
Instrument type
a regulation made under an act
Obligation class
Governance, Disclosure
Applicability criteria
- As of
- Combinator
- Any of
- Criteria
- in the case of a seasonal workplace, employs at least 50 employees to do work that is expected to continue for at least 90 days
- in the case of any other workplace, employs at least 50 employees
What this law does
Section 3 requires large employers to document the measures, policies and practices established under the Regulation and to make those documented policies publicly available. Section 4 requires large employers to create and document an accessible communication training policy, including a summary of the content of the training and when the training is provided.
Section 1 defines a large employer by the number of employees it has and, in a seasonal workplace, by how long the work is expected to continue. The Government of Manitoba states that the Regulation came into force for all organizations on . Both duties also bind the organizations listed in clauses 2 (a) and (b) whatever their number of employees, and clause 2 (b) includes educational institutions, among them private vocational institutions and independent schools.
When LexLint raises it
When your app profile says your app ships a consumer interface.