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WSIAT

By Adam Gorley | 2 Minutes Read April 20, 2018

2018 will be a pivotal year for employers and HR managers in Ontario – #LearnTheLatest

Learn the Latest at the Ontario Employment Law ConferenceWith most of the amendments of Bill 148 now in effect—along with significant updates to OHS and WCB provisions, the upcoming legalization of recreational marijuana, and more on the way—there are many substantial changes employers in Ontario have to deal with now and throughout 2018.

Article by Adam Gorley / Accessibility Standards, Administration, Employee Relations, Employment Standards, Health and Safety, Human Rights, Union Relations / 19th Ontario Employment Law Conference, 2018 Ontario Employment Law Conference, AODA, Bill 148, cannabis in the workplace, Cannabis legalization, Conference, Duty of care, employment and labour law, employment law, employment standards, HR conference, HR policies, HRlaw conference, Learn the latest, medical marijuana, OH&S, recreational cannabis, recreational marijuana, Stringer LLP, terminations, workplace harassment, WSIAT, wsib

By Occasional Contributors | 16 Minutes Read January 11, 2018

Workers now eligible for WSIB benefits for chronic mental stress and workplace harassment

The recent changes to the Workplace Safety and Insurance Act may well be a blessing for employees without other remedy or recourse. At this time, it appears possible that employees who have been subject to chronic workplace stress may be able to apply to the WSIB for some form of benefit. What the WSIB and the WSIAT do with this new entitlement is yet to be seen.

Article by Occasional Contributors / Employee Relations, Employment Standards, Health and Safety, Payroll / chronic mental stress, Chronic Mental Stress Policy, employment law, workplace harassment, workplace stress, WSIAT, wsib, WSIB benefits

By Cristina Lavecchia | < 1 Minutes Read July 13, 2017

Three popular articles this week on HRinfodesk

The three popular articles this week on HRinfodesk deal with: workplace strategies where there is a risk of impairment from cannabis, how an employer’s suspicion alone was not enough to prove an allegation of sick leave abuse and how one employer dodged a penalty after failing to adhere to re-employment obligations.

Article by Cristina Lavecchia / Employee Relations, Employment Standards, Health and Safety, Human Rights, Payroll / cannabis, employment law, marijuana, occupational health and safety, OH&S, Re-employment obligations, risk of impairment, sick leave, sick leave abuse, WSIAT

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