Private sector
January 10, 2014 Adam Gorley Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources
In the name of transparency and building public confidence in the local police force, Dallas police chief David O. Brown has begun posting announcements of staff terminations and demotions on the social networking services Twitter and Facebook. Chief Brown is surely blazing a trail with the controversial practice, but it remains to be seen whether others will follow—or if it’s even legal…
access to information, bad faith, bad faith dismissal, bad faith in the employer's conduct, bad faith in the matter of the dismissal, bad faith termination, compliance with privacy legislation, consent, Dallas, Dallas police chief, David O. Brown, discipline, discipline for misconduct, disclosure controls and procedures, disclosure of personal information, employee discipline, Employee privacy rights, Employee records, employee’s consent, employment law, facebook, Facebook firing, financial crisis, fraud, freedom of information request, improper disclosure of confidential information, personal information, police, police chief, police misconduct, privacy, privacy legislation, Private sector, public confidence, public disclosure, public sector, public trust, radical transparency, recession, reputation, right to privacy, termination, to serve and protect, transparency, twitter
December 4, 2013 Stringer LLP Accessibility Standards, Human Resources, Human Rights, Integrated Accessibility Regulation, Standard for Employment, Standard for Information and Communications, Standard for the Built Environment, Standard for Transportation, Training and Development
Most employers are aware of their obligations under the Customer Service Standard of the Accessibility for Ontarians with Disabilities Act, 2005 (“AODA”). However, many employers are not aware of the upcoming requirements under the AODA Integrated Accessibility Standard.
accessibility, Accessibility for Ontarians with Disabilities Act, accessibility plan, Accessibility Policy, AODA, AODA compliance deadlines for January 2014, employment law, Integrated Accessibility Standard, person with disabilities, Private sector, public sector, Self-Serve Kiosks, web accessibility, website
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.
accessibility for Ontarians with disabilities, Accessibility standards, AODA, employment, employment law, goods and services, Multi year plan, non-profit organizations, persons with disabilities, policies, practices and procedures, Private sector, statements of organizational commitment
April 20, 2012 David Hyde Human Resources, Privacy and Security
A mixture of incognizance and apathy often prevails in the private sector when it comes to understanding and applying legal privacy considerations in the installation and use of video cameras…
access to information, Alberta, British Columbia, collection of personal information, data storage, employment law, invasion of privacy, need for video surveillance, ontario, OPC, Personal Information Protection Act, Personal Information Protection and Electronic Documents Act, PIPA, PIPEDA, Privacy Commissioner, privacy controls, Privacy in the workplace, privacy law, Private sector, private sector privacy legislation, scope creep, security override, surveillance notification, video, video cameras, video surveillance, video surveillance policy
March 10, 2011 Yosie Saint-Cyr, LL.B. Managing Editor Accessibility Standards, Standard for Customer Service
The AODA customer service standard outlines what businesses and other organizations in Ontario must do to make their goods and services more accessible to people with disabilities by January 1, 2012. Every person or organization that provides goods and services to members of the public or other third parties, and has at least one employee in Ontario, must comply.
Accessibility for Ontarians with Disabilities Act, accessibility standard, accessibility standard for customer service, AODA, Disability, duty to accommodate, employment law, human rights code, non-profit sectors, people with disabilities, Private sector
September 8, 2010 Yosie Saint-Cyr, LL.B. Managing Editor Accessibility Standards, Human Resources, Integrated Accessibility Regulation
On September 2, 2010, the Ontario Ministry of Community and Social Services published the proposed Integrated Accessibility Regulation (IAR) under the Accessibility for Ontarians with Disabilities Act (AODA) for public consultation by interested stakeholders. The IAR combines the information and communications, employment and transportation standards into a single, integrated regulation. The proposed compliance timelines are also listed.
Accessibility Directorate of Ontario, Accessibility for Ontarians with Disabilities Act, accessibility for people with disabilities, Accessibility standards, AODA, compliance timelines, employment, Employment accessibility standard, enforcement, IAR, Integrated Accessibility Regulation, integrated accessibility standards, O. Reg. 629, Ontario Ministry of Community and Social Services, policies, policies and procedures, policy manual, Private sector, Proposed Accessibility Requirements, Proposed integrated accessibility standards under the AODA, public consultation, Regulatory Registry, The Information and Communications Standard, the Licence Appeal Tribunal, training, Transportation standards
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
