Workplace Safety & Insurance Act

Concurrent employment can bring WSIB claim headaches

December 14, 2015 Clear Path Employer Services Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Notice, Damages and Settlements, Payroll, Pensions and Benefits, Wages and Compensation

Do any of your employees also work for another company? If so, things could get complicated if your worker is ever involved in a workplace accident.

Accident Employer, Canadian Human Rights Act, concurrent employer, duty to accommodate, employment law, human rights code, loss of earnings (LOE) benefits, reducing your WSIB costs, undue hardship, Work Reintegration and Re-Employment, work-related accident, Workplace accident, Workplace Safety & Insurance Act, wsib, WSIB benefits

The top 10 employment law stories of 2014

January 15, 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, Recruiting and Hiring, Training and Development, Union Relations, Wages and Compensation

Here is a list of 10 cases that changed the employment law landscape in 2014.

Accessibility for Ontarians with Disabilities Act, AODA, constructive dismissal, damage award against Walmart, employee’s childcare obligations, employment law, Family Status Accommodation, isability c, mandatory health and safety training, mental disabilities, Mental illness, Multi-Year Accessibility Plan, physical disabilities, Policy on preventing discrimination, sexual harassment, summary judgment, unpaid leaves, Workplace Safety & Insurance Act, Workplace Safety & Insurance Appeals Tribunal, wrongful dismissal

Accommodating injured workers vs. accommodating disabled employees

May 13, 2014 Doug MacLeod, MacLeod Law Firm Accessibility Standards, Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Standard for Employment

Under the Workplace Safety & Insurance Act (WSIA), an employer who employs 20 or more employees generally has a duty to re-employ an injured worker who has at least one year continuous service. And under the Ontario Human Rights Code, an employer has a duty to accommodate an employee with a disability. The duty to re-employ is however different than the duty to accommodate.

duty to accommodate, duty to re-employ, employee with a disability, essential job duties, human rights code, in the course of employment, Injured worker, mental stress, pre-injury job duty, re-employ a worker, sudden and unexpected traumatic event, undue hardship, Workers Compensation Appeals Tribunal, workplace, Workplace Safety & Insurance Act