procedures
March 4, 2013 Michele Glassford Accessibility Standards, Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Payroll, Pensions and Benefits, Recruiting and Hiring, Standard for Employment, Training and Development, Union Relations, Wages and Compensation,
On January 16, 2013, the Standards Council of Canada (CSA) published a new national standard dealing with psychological health and safety in the workplace. Although not a mandatory standard at this time, it is foreseeable that legislators, health and safety officers and inspectors, adjudicators and tribunals will be influenced by the standard when dealing with psychological and mental health issues in the workplace. In addition, such standards may be absorbed into the employer’s general duty to protect workers from harm in the workplace, which exists in all jurisdictions in Canada. Employers should also scrutinize their workplace operations, policies, procedures and processes under the auspices of the psychological health and safety system recommended in the standard.
Accessibility for Ontarians with Disabilities Act, Accessibility Standards PolicyPro, AODA, Benefits policies, CAN/CSA-Z1003-13/BNQ 9700-803/2013, CSA, Disability, Employee Relations policies, employer’s general duty to protect workers from harm in the workplace, employment policies, Employment Principles, Health and safety policies, HR practices, Human Resources PolicyPro, Integrated Accessibility Standards Regulation, mental health, Mental illness, national standard, Pay and Performance policies, persons with disabilities, policies, policies and processes, PolilcyPro, prevention, procedures, promotion and resolution, promotion of mental health, psychological health and safety in the workplace, psychological health and safety system, Standards Council of Canada, the following workplace policies may be of particular relevance to the prevention of psychological health and safety issues, The Human Resources Advisor
August 1, 2012 Adam Gorley Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Recruiting and Hiring, Training and Development,
Policies are crucial to a successful business. Without them, it’s impossible to consistently control and keep track of all the things that happen day to day. It’s great to see others as excited about the topic as we are at First Reference. Last week, Scott Lowe outlined on TechRepublic, “10 things to consider when creating policies.” And it’s not just IT policy he’s interested in.
accountability, audience, Derwyn Hancocks, employment law, inconsistent with values, IT, jargon, Jeffrey Sherman, legalese, need for policy, Operational Bulletin 275-C, plain language, policies, policy considerations, policy exceptions, policy manual, policy overlap, policy revision, procedures, responsibilities, Scott Lowe, techrepublic, zero tolerance
September 30, 2011 Yosie Saint-Cyr Accessibility Standards, Conferences, Human Resources, Integrated Accessibility Regulation, Standard for Customer Service
Along with the customer service standard, four out of the five accessibility standards under the Accessibility for Ontarians with Disabilities Act are now law and in place. They are accessibility standards in the areas of Customer Service, Information and Communication, Employment and Transportation. These standards are complex and they require understanding and preparation. Ontarians can no longer ignore them.
accessibility, Accessibility standards, AODA, customer service, education, employment, information and communication, policies, practices, procedures, Seminars, training, transportation
June 8, 2011 Christina Catenacci Accessibility Standards, Conferences, Human Resources, Human Rights, Integrated Accessibility Regulation, Standard for Customer Service
Employers in Ontario must be aware of the changes that are happening and the requirements that will be placed on them in the very near future under the Accessibility for Ontarians with Disabilities Act …
12th Annual Ontario Employment Law Conference, Accessibility for Ontarians with Disabilities Act, Accessibility standards, AODA, barriers, built environment, customer service, Disability, employment, employment law, human rights code, information and communication, ontario, Ontario accessible for persons with disabilities, policy, practices, procedures, training, transportation
March 3, 2011 Stuart Rudner Health and Safety, Human Resources, Human Rights
By now, most of us have heard about a controversial decision of the Manitoba Court of Queen’s Bench in which Justice Robert Dewar sentenced a man found guilty of sexual assault to a two year conditional sentence, allowing him to remain free in the community and avoid any jail time.
alleged sexual harassment, behaviour, consensual sexual relationship, damages for injury to dignity, email, employee had harassed a co-worker, employment law, extenuating circumstances, facebook, feelings and self-respect, harassment, harassment by texting, harassment complaints, harassment investigations, inappropriate text messages, investigation, invitations to harass, inviting circumstances, misconduct, policies, procedures, sexist, sexting, sexual assault, sexual harassment, sexual relationships in the workplace, social media, workplace harassment
December 10, 2010 Christina Catenacci Human Resources, Privacy and Security
I recently read an investigation report from the Alberta Office of the Information and Privacy Commissioner, where an employer made a big mistake and ended up violating the privacy of at least 25 employees.
Alberta, Alberta Office of the Information and Privacy Commissioner, canadian employment law, credit check, credit report, credit reporting, Employee privacy, employment law, Equifax Canada, Freedom of Information and Protection of Privacy Act, investigation, Privacy Commissioner, privacy policy, procedures, unauthorized collection, unauthorized credit checks on employees, unauthorized use, violating the privacy of employees, violation of privacy
I believe smoking (i.e., nicotine) is recognized as an addiction, as Simon mentions, which would engage the question of discrimination. – Jun 18, 9:40 PM
Even though as a non-smoking employer I support the actions of Momentous Corp, I am surprised they have even attempted to take this position, given... – Jun 17, 5:46 PM
Where in Human Rights does it say that smokers are now protected under one of the grounds and if so which ground are they protected... – Jun 17, 3:28 PM
