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.
Two kicks at the can: Worker allowed to re-litigate WSIB accommodation dispute at the Human Rights Tribunal
Most employers are likely familiar with the WSIB return to work process which often involves a WSIB employee attending at the workplace for the purpose of identifying suitable and sustainable work for the injured worker. In circumstances where there is a dispute about whether a position is suitable and/or available, the WSIB will examine the circumstances and make a written decision. The worker and the employer have the right to appeal an adverse decision initially to the WSIB Appeals Branch and ultimately to the independent Workplace Safety and Insurance Appeals Tribunal.
The DSM-5 has arrived. Despite what employers and disability providers may think about the changes, there is no choice but to deal with this revised and authoritative text on mental disorders.
Ever had a worker appeal a decision from the WSIB? Did you decide to participate? What are the implications of not participating?
Think workplace safety concerns only impact employees in traditional industries? Think again. Even well-known Hollywood stars can be impacted by a lack of due diligence in their workplaces. Here are some of the celebrities who have been involved in a serious workplace accident.
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.
The three most viewed articles in this week HRinfodesk newsletter deals with OHS reprisals, dismissal because employee issued threats, and WSIB benefits for employee assaulted at work…
The fate of WSIB safety groups program and JHSC certification training following the passing of Bill 160
On April 1, 2012, certain provisions under the Ontario Occupational Health and Safety Statute Law Amendment Act, 2011 (formerly Bill 160) came into force, including the prevention mandate in Ontario and Joint Health and Safety Committee certification training. The responsibility for the prevention mandate and the JHSC certification training were transferred from the Workplace Safety and Insurance Board to the chief prevention officer at the Ministry of Labour.
You’ve probably already heard about the Ontario Employment Law Conference coming up on June 13—that’s next Wednesday!—but have you registered yet?
Ontario’s Workplace Safety and Insurance Appeals Tribunal has decided that a worker was not acting in the course of employment when she slipped and fell in the parking lot of the mall where she worked. As a result, she could not access workers’ compensation benefits; however, she retained her right of action in a [...]
The Workplace Safety and Insurance Appeals Tribunal decided in February that an injured worker who was receiving workers’ compensation benefits up to his termination was not entitled to any further benefits as of the date of his termination. Does this seem fair?
Do you, like 98 percent of Ontario businesses, employ 100 or fewer employees? Then you should try SCIP-ing into spring with the Workplace Safety and Insurance Board’s Safe Communities Incentive Program.
A while back, I wrote about how mandatory training in ergonomics would be an effective way of preventing workplace injuries (musculoskeletal injuries/disorders and repetitive strain injuries), reducing absenteeism, increasing productivity and improving morale in the workplace. Have my opinions changed?
The Ontario Ministry of Labour has recently proposed a new regulation under the Occupational Health and Safety Act that would prescribe certain functions of the Office of the Worker Adviser and the Office of the Employer Adviser in regard to worker complaints of reprisals by employers under section 50 of the Act. What does it really mean?