Occupational Health & Safety Act
September 5, 2019 Occasional Contributors Health and Safety, Human Resources, Penalties and Fines, Training and Development,
In the recent decision in Ontario (Labour) v New Mex Canada Inc., the Ontario Court of Appeal found that it may be appropriate to impose harsher sentences for offences under the Occupational Health and Safety Act where offenders’ conduct shows elevated “moral blameworthiness”.
employment law, health and safety penalties, moral blameworthiness, Occupational Health & Safety Act, OHSA offences, safety in the workplace, safety responsibilities
June 27, 2019 Yosie Saint-Cyr, LL.B. Managing Editor Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Payroll, Wages and Compensation,
The three popular articles this week on HRinfodesk deal with amendments to the Occupational Health and Safety Act, the Budget Implementation Act, 2017, No. 2 and the most recent changes to come into force from the Canada Labour Code.
Canada labour Code, employment law, Leaves of absence, Occupational Health & Safety Act, Scheduling, scheduling rules, work scheduling
January 20, 2016 Beyond Rewards Inc Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Payroll, Penalties and Fines, Recruiting and Hiring, Training and Development, Wages and Compensation
As of November 20, 2014, Ontario gave royal assent and have passed the Stronger Workplace for a Stronger Economy Act, otherwise known as Bill 18. This Act certifies that vulnerable workers, such as unpaid workers, or temporary workers, receive proper training and protection in order to lower the amount of workplace deaths or injuries among these workers.
Bill 18, employment law, employment standards act, HR, Internship programs, Occupational Health & Safety Act, Stronger Workplace for a Stronger Economy Act, temporary workers, unpaid workers, vulnerable workers, wage claims
December 8, 2015 Doug MacLeod, MacLeod Law Firm Accessibility Standards, Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Notice, Damages and Settlements, Payroll, Pensions and Benefits, Recruiting and Hiring, Standard for Employment, Standard for Information and Communications, Training and Development, Union Relations, Wages and Compensation
Seasons change; employment laws change and the last four seasons saw many changes to Ontario’s employment laws. In fact, 2015 will be known as the year the Kathleen Wynne government started implementing its rather ambitious employment law agenda… changes were made to a number of laws including the Accessibility for Ontarians with Disabilities Act, the Employment Standards Act, and the Occupational Health and Safety Act.
Accessibility for Ontarians with Disabilities Act, constructive dismissal, damage awards for sexual harassment, employees with precarious employment, employee’s termination pay entitlement, employment contracts, employment law, employment standards act, enforceability of termination clauses, human rights code, minimum notice of termination, non-disciplinary suspensions, Occupational Health & Safety Act, Ontario Pension Plan Act, paid administrative leave, persons with disabilities, social media posting, Temporary Help Agencies Obligations, workplace harassment
November 17, 2014 Doug MacLeod, MacLeod Law Firm Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Payroll, Recruiting and Hiring, Training and Development, Union Relations, Wages and Compensation
On November 6, 2014, Bill 18, the Stronger Workplaces for a Stronger Economy Act, 2014 received third reading at the Ontario legislature. When Bill 18 receives Royal Assent several significant changes will take effect that will benefit employees.
Bill 18, complaint under the ESA, employment law, employment standards act, filing claims for termination pay and severance pay under the ESA, Joint Health & Safety Committee, mandatory health and safety training, minimum wage, Occupational Health & Safety Act, Severance pay, temporary help agencies, temporary workers, termination pay, the Stronger Workplaces for a Stronger Economy Act, wrongful dismissal
March 11, 2014 Doug MacLeod, MacLeod Law Firm Accessibility Standards, Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Payroll, Standard for Customer Service, Wages and Compensation
According to an AODA Alliance news release and a Nov. 18, 2013, Toronto Star article, the Ontario government fully knows that 70 percent of Ontario private sector organizations with at least 20 employees have not complied with the Accessibility for Ontarians with Disabilities Act’s (AODA) reporting requirements. Reports were due December 31, 2012. This is not surprising because in my experience, most small businesses are simply not aware of the law.
accessibility, Accessibility for Ontarians with Disabilities Act, Accessibility standards, employment law, employment standards act, human rights code, joint health and safety committee, mandatory health and safety awareness training, non-compliance, Occupational Health & Safety Act, overtime pay, pay equity act, Small to medium size businesses, statutory obligations
September 18, 2013 Doug MacLeod, MacLeod Law Firm Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights
Since 2010 there has been confusion around the term “workplace harassment” in Ontario. Until that time, workplace harassment was generally limited to sexual, racial and 14 other types of harassment under the Ontario Human Rights Code (Code).
harassment complaints, human rights code, internal complaint process, no-discrimination policy, Occupational Health & Safety Act, ontario, policy, vexatious comment, workplace harassment, workplace investigation, workplace investigator
January 25, 2013 Rudner Law, Employment / HR Law & Mediation Employee Relations, Health and Safety, Human Resources, Union Relations
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
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.
competent supervisors, emergency situation, first aid, health and safety legislation, industrial accident, Occupational Health & Safety Act, OHSA, protective equipment and devices, safety responsibilities, safety training, young and inexperience workers
Which is more practical, absolutely no office romance policy or allowed but need to disclose? IMO, the need to disclose, while accommodating, complexity and unnecessary... – Dec 15, 1:39 PM
Ageism is a big problem in the legal community. Bay Street firms and others are not interested in applicants' skills, knowledge, etc. unless they are... – Nov 16, 11:05 AM
Navigating workplace harassment complaints
September 18, 2013 Doug MacLeod, MacLeod Law Firm Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights
Since 2010 there has been confusion around the term “workplace harassment” in Ontario. Until that time, workplace harassment was generally limited to sexual, racial and 14 other types of harassment under the Ontario Human Rights Code (Code).
harassment complaints, human rights code, internal complaint process, no-discrimination policy, Occupational Health & Safety Act, ontario, policy, vexatious comment, workplace harassment, workplace investigation, workplace investigator