policies
January 5, 2015 Christopher Lytle MA CDS Accessibility Standards, Employee Relations, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Standard for Customer Service
The Accessibility for Ontarians with Disabilities Act should be viewed as a living document. To illustrate this point, so far there have been two independent reviews of the AODA, the first completed by…
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November 24, 2014 Yosie Saint-Cyr, LL.B. Managing Editor Accessibility Standards, Employee Relations, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Recruiting and Hiring, Standard for Customer Service, Standard for Employment, Standard for Information and Communications, Standard for the Built Environment
As you may be aware, the Accessibility for Ontarians with Disabilities Act contains several obligations that apply at different points in time, depending on whether the organization is a small organization (under 50 employees) or a large organization (50 employees or more), in order to achieve the goal of creating an accessible Ontario. A number of additional requirements take effect January 1, 2015, they include,..
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February 3, 2014 Michele Glassford Employee Relations, HR Policies and Procedures, Human Resources, Privacy and Security
Just like back in high school a workplace gossip mill goes into overdrive at the hint of a workplace romance, or even better, a messy breakup.
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September 3, 2013 Michele Glassford Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Payroll, Pensions and Benefits, Union Relations
On December 14, 2012, the federal Helping Families in Need Act (formerly Bill C–44) received Royal Assent and provisions were proclaimed in effect on March 24, 2013 and June 9, 2013. That Act among other things, amended the Canada Labour Code to permit an employee to take a job-protected leave of absence without pay if the employee is the parent of a child who has disappeared or died and it is probable, considering the circumstances, that the child disappeared or died as a result of a crime.
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April 10, 2013 Stringer LLP Accessibility Standards, Conferences, Employee Relations, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Recruiting and Hiring, Standard for Customer Service, Standard for Employment, Training and Development
Recently, some of our clients received a notice from the government reminding them to file an Accessibility Report. This was an eye opener to employers who have let the Accessibility for Ontarians with Disabilities Act (AODA), Customer Service compliance deadlines slip through the cracks. Some simply forgot to file. However, others were reminded they have not yet implemented all the Customer Service Standard requirements.
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March 25, 2013 Adam Gorley Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Training and Development
When a workplace supervisor accessed pornographic, racist and other inappropriate material via a work computer and circulated it to employees and employer contacts, the employer had just cause to dismiss him. The employee claimed he was wrongfully dismissed, but the Alberta Court of Queen’s Bench was not convinced and acceded to the employer’s request to dismiss the employee’s claim without trial.
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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.
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February 13, 2013 Adam Gorley Accessibility Standards, Employee Relations, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation
In January, I wrote about how large organizations in Ontario must prepare multi-year accessibility plans to comply with the Accessibility for Ontarians with Disabilities Act (by 2014). Well, those organizations (50+ employees) have also got to develop and implement relevant policies by 2014 as well, and that’s going to arrive sooner than you think. Small organizations (1–49 employees) have until 2015 to prepare policies.
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February 4, 2013 Michele Glassford Accessibility Standards, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Recruiting and Hiring, Standard for Employment
The Accessibility Standard for Employment will help Ontario businesses and organizations make accessibility a regular part of finding, hiring and supporting employees with disabilities.
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September 25, 2012 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Employment/Labour Standards, Health and Safety, Human Resources, Union Relations
The Ministry of Labour in Ontario is putting in place several enforcement measures to ensure compliance with Employment Standards and Occupational Health and Safety, including proactive and increased inspections of workplaces.
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August 13, 2012 Clear Path Employer Services Accessibility Standards, Standard for Customer Service
Have you kept up to date with AODA requirements? Statistics show that one in seven citizens of Ontario has some sort of disability. Not only is it essential for businesses to become accessible in order to take advantage of these potential customers, it’s now law!
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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.
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March 5, 2012 Yosie Saint-Cyr, LL.B. Managing Editor Accessibility Standards, Standard for Customer Service
Organizations with 20 or more employees who have to report on their accessibility compliance with the Customer Service Standard under the Accessibility for Ontarians with Disabilities Act must do so prior to December 31, 2012.
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December 13, 2011 Occasional Contributors Accessibility Standards, Standard for Customer Service
All businesses with at least one employee will have to comply with the Accessibility for Ontarians with Disabilities Act Customer Service Standard taking effect January 1, 2012. With regards to restaurants you need to have a policy on allowing people to use their own assistive devices to access your goods and services, and that includes your menu.
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My employer denied me the right to have a support person present at a meeting with HR regarding an investigation into workplace bullying and psychological... – Feb 02, 2:14 PM
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
