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Archives for November 2013

By Marcia Scheffler | 3 Minutes Read November 29, 2013

Mandatory awareness training for Ontario workers and supervisors as of July 2014!

Christmas has come early for health and safety professionals in Ontario, with the gift of a new law, Regulation 297/13 added to the Occupational Health and Safety Act (OHSA) and filed on November 14, 2013. The regulation is the first of its kind in Canada and mandates that all workers and supervisors must complete basic health and safety awareness training.

Article by Marcia Scheffler / Employee Relations, Health and Safety / awareness training, canadian employment law, competent supervisors, employers, employment law, internal responsibility system, Mandatory awareness training, mandatory training, mandatory training requirements, OHSA, Ontario Ministry of Labour, Ontario Occupational Health and Safety Act, supervisor, Workbook, worker, workplace safety awareness

By Marie-Yosie Saint-Cyr, LL.B. Managing Editor | 2 Minutes Read November 28, 2013

Three of the most popular articles this week on HRinfodesk

Three popular articles this week on HRinfodesk deal with an employer's miscalculation of the employee’s notice period; how an Alberta employer paid the price for failing to accommodate an employee’s disabilities; and Ontario's new mandatory occupational health and safety training.

Article by Marie-Yosie Saint-Cyr, LL.B. Managing Editor / Employee Relations, Employment Standards, Health and Safety, Human Rights, Payroll / Alberta, canadian employment law, common law, common law notice, Disability, duty to accommodate, duty to mitigate, employment law, failing to accommodate, HRinfodesk, human rights commission, mandatory occupational health and safety training, mitigation, notice period, occupational health and safety act, ontario, returning to work, Small claims, termination, termination dates, termination notice, terminations, training records, workers and supervisors

By Earl Altman | 4 Minutes Read November 27, 2013

When is a temporary layoff – not a temporary layoff

Employers will often seek to respond to downturns in their business by temporarily reducing head count, with the hope of having those employees return to work when the business improves. This is often referred to as a temporary lay off. Many employers inquire as to their right to temporarily lay off employees, generally in response to financial constraints of the business.

Article by Earl Altman / Employee Relations, Employment Standards, Payroll / Business, canadian employment law, common law, constructive dismissal, constructively dismissed, economic recovery, employment contract, employment law, employment policy, employment standards act, financial constraints, indefinite lay off, layoff, medical and dental benefits, non-unionized workplace, recall date, retirement plans, Return to work, salary in lieu of notice, staffing levels, temporarily reducing head count, temporary layoff, termination, terminations

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