Elizabeth Witmer, who has held the position of WSIB chair for over a year now, recently reported that the WSIB has made significant progress in the quality of service it provides to Ontario workers and employers.
The three most viewed articles on HRinfodesk this week deal with expanding their disability management programs; a zero tolerance approach to a grievance arising from a case of sexual harassment and assault; and the Canada Pension Plan 2014 contribution rates,
Companies all across Ontario are getting a big wake-up call from the Ministry of Economic Development, Trade and Employment when it comes to AODA compliance. The realization that this isn’t something that can just be dismissed is beginning to sink in.
Ever had a worker appeal a decision from the WSIB? Did you decide to participate? What are the implications of not participating?
As more employees spend time on leaves of absence, employers seem to be struggling to understand their rights and obligations…
It’s true that Ontario’s businesses will incur extra costs to comply with the Accessibility for Ontarians with Disabilities Act (AODA). It’s true that you will have to change the way you operate, expending more time, money and effort—at least initially. So maybe you’re afraid of that. But consider that most people have no idea what not accommodating disability already costs Ontarians through taxes, health care and social services. The province is betting that the systemic and institutional changes in the AODA will actually reduce the burden on government and business by allowing the many Ontarians with mild to severe disabilities to participate in the labour market and economy.
Elsa Torrejon was diagnosed in early 2009 with breast cancer. After telling her employer about her illness and requesting an indefinite leave to receive treatment for breast cancer, she found herself dismissed and fighting for her human rights.
Typically, wellness means “the condition of good physical and mental health”, but what is a “workplace wellness program”? What are the advantages of having this kind of program, and how does an employer start one up?
An employee who hates working and being managed by his or her supervisor – Can this become a human rights issue in the workplace? Well it depends!
The third session at First Reference’s Ontario Employment Law Conference on June 2, 2010, covers managing absenteeism. When dealing with absenteeism, employers must respect the protected leaves under the Employment Standards Act, as well as the accommodation rules found under the Human Rights Code and Workplace Safety and Insurance Act.
What can an employer do when an employee has been off work for a significant period of time due to a disability (illness or injury)? How long must the employee remain employed with the employer under human rights law? These are questions often asked by employers and human resources professionals.
I recently read an interesting case about sick pay fraud and bad-faith termination. After reading the employer’s version of what happened, I was pretty convinced…