Occupational Health & Safety Act

So when is a threat just cause for dismissal?

January 25, 2013 Stuart Rudner Employee Relations, Health and Safety, Human Resources, Union Relations, 0

A recent decision rendered by an Ontario Arbitrator raises questions about the hard line that seemed to have been taken by adjudicators as a result of An Act to amend the Occupational Health and Safety Act with respect to violence and harassment in the workplace and other matters (formerly Bill 168), which amended the Occupational Health & Safety Act in order to address workplace violence and harassment.

alleged misconduct, An Act to amend the Occupational Health and Safety Act with respect to violence and harassment in the workplace and other matters, anger management, anger management counselling, assessment of the threat, Bill 168, common law, discipline, dismiss or trivialize reported threats or incidents, employers can no longer ignore, employment law, employment relationship, for the purpose of intimidation, intimidation, just cause for dismissal, Labour Law, Occupational Health & Safety Act, picketing employees, seriousness of the misconduct, strike and picketing, termination, the utterance of a threat of violence, utterance of a threat of violence, violence prevention, workplace harassment, workplace investigation, workplace violence, workplace violence and harassment, would now constitute an act of violence

A true tale of a real-life industrial accident

June 13, 2011 Andrew Lawson Health and Safety, Human Resources

The Occupational Health & Safety Act (OHSA) is very clear on the many, many responsibilities employers have for ensuring the safety and well being of their workers. However, not listed in the OHSA is the duty to follow your gut instincts or the duty to lead by example.