A recent investigation and ruling by Human Resources and Skills Development Canada (“HRSDC”) has found that OC Transpo, the public transit operator in Canada’s capital city, is not doing enough to protect its bus drivers from workplace violence as required under the CLC.
The prevention mandate at the Ministry of Labour: What WSIB and MOL transitions mean for employers in 2013
As of April 1, 2012, the Ontario Ministry of Labour (MOL) officially took over the prevention mandate from WSIB. How has this been impacting employers in 2013 and what real effects are organizations seeing? If you have any comments about this, I’d love to hear.
Saskatchewan poised to enact the most far-reaching regulation to protect late night retail workers in Canada
Saskatchewan’s Ministry of Labour Relations and Workplace Safety has announced the enactment of a new regulatory amendment aimed at enhancing the protection of late night retail workers in that province. The new law comes into force on January 1st, 2013, and compels those operating late night retail establishments to conduct a hazard assessment and implement a range of specific crime prevention measures to protect late night retail workers.
A few years ago, the Institute for Work and Health decided to look for health and safety resources for recent immigrants. When it didn’t have much luck, the institute took the initiative to develop its own comprehensive tool kit. While the package is designed for immigrant settlement agencies to use in their orientation programs, organizations that employ immigrants should find it contains much valuable information that they can use in their own training efforts…
The Occupational Health & Safety Act (OHSA) requires that when conducting a workplace violence risk assessment you take into account both the nature of your workplace and type of work you perform…
This case contains an interesting detail of particular interest to managers who feel harassed by health and safety anti-harassment policies…
On May 3, 2010, the Ontario Ministry of Labour released new resource tools to help prevent violence and address harassment in the workplace in light of the new requirements under the Occupational Health and Safety Act that come into effect on June 15, 2010. The MOL workplace violence tool kit and accompanying guide are additional resources that assist employers in complying with these new requirements by helping them to:
Bill 168 is intended to address concerns of workplace violence and harassment in the context of health and safety. It provides definitions of both workplace violence and workplace harassment, and then requires that organizations undertake a risk assessment, draft workplace violence and harassment policies, and develop programs to implement those policies. Furthermore, Bill 168 requires training and instruction of employees regarding the new policies and programs, and creates a positive obligation on the part of employers to take reasonable precautions for the protection of workers when the employer is aware that they may be exposed to domestic violence. Bill 168 also requires that employers provide personal information to employees regarding persons with a history of violent behaviour. Finally, Bill 168 expands the existing right to refuse work, so that it now applies where there is a risk of imminent danger due to workplace violence.
Does the Bill go far enough in addressing workplace violence? Too far? How do we reconcile the reporting obligations with privacy rights?
The Occupational Health and Safety Act requires all employees to:
- Act in compliance with the law
- Use protective equipment and devices provided by their employer
- Report defects in equipment
- Report the existence of workplace hazards
Ergonomics is the science of creating a proper fit between a worker and the work environment. Employers are required by law to employ ergonomic principles in the workplace in order to prevent workplace muscular skeletal disorders and also to prevent existing conditions from worsening.
A recent case has tested Bill C-45, the amendment to the Criminal Code that attached criminal responsibility to an organization or corporation for negligence related to health and safety in the workplace, and broadened the range of individuals who are subject to charges under the Code. Since the enactment of Bill C-45 on March 31, 2004, charges have been laid in just four cases, and only one resulted in a conviction. As a result, many are wondering if the enforcement of such provisions is even possible.
Read the full article on Slaw.ca.