Sentences with phrase «occupational health and»

If passed, Bill 18 would make significant changes to a number of employment - related statutes, including the Employment Standards Act, 2000 («ESA»), the Occupational Health and Safety Act («OHSA») and the Workplace Safety and Insurance...

A key consideration in determining whether an accommodative measure would amount to undue hardship is occupational health and safety.

prepare, review and post policies with respect to workplace violence and harassment, contrary to s. 32.0.1 of the Occupational Health and Safety Act;

Regular readers of this blog will know that I have a certain degree of cynicism when it comes to the efficacy of Bill 168 and the changes it made to Ontario's Occupational Health and Safety Act.

Upon learning of the death, a Ministry of Labour Health and Safety Inspector ordered that Blue Mountain report the incident to the Ministry of Labour as per the requirements of s. 51 (1) of the Occupational Health and Safety Act («OHSA») which obligates employers to inform the Ministry regarding any incidents where a person is killed or critically injured.

Over the last year, much attention has been paid to the September 2016 Bill 132 amendments to the Ontario Occupational Health and Safety Act (the «OHSA») and the obligations they place on employers with regards to workplace harassment.

The employer was directed to cease and desist from violating the provisions of the Occupational Health and Safety Act.

In response to that case, and likely others, in April 2009 then Ministry of Labour, the Honourable Peter Fonseca introduced Bill 168, the Occupational Health and Safety Amendment Act (Violence and Harassment in the Workplace) 2009.

However, in addition to amending that statute, Bill 148 also amended the Occupational Health and Safety Act.

Successfully defended an international tree care company in multiple trials before the Occupational Health and Safety Commission involving workplace deaths and the applicability of logging regulations to an employer engaged in arborist work.

• On January 27, 2014, The Ontario Power Generation («OPG») was fined $ 75,000 for failing to follow notification procedures required under the Occupational Health and Safety Act.

Employers with six or more employees must prepare and review at least annual a written Occupational Health and Safety Policy and must develop and maintain a program to implement that policy.

provide information and instruction for its workers on the contents of its policies and programs with respect to workplace harassment, contrary to s. 32.0.6 of the Occupational Health and Safety Act.

Employers are required to post a copy of the Occupational Health and Safety Act in a prominent place.

On February 7, 2013, the Ontario Court of Appeal released its decision in Blue Mountain v. Ontario (The Ministry of Labour) overturning the rulings of the Ontario Divisional Court and the Ontario Labour Relations Board (OLRB) that Blue Mountain Resort had failed to report the drowning death of a guest pursuant to their obligations under section 51 (1) of the Occupational Health and Safety Act («OHSA»).

Employers will have to take a proactive approach to preventing chronic mental stress by identifying and addressing potential causes, which will be aided by the harassment policies workplaces have had to implement as a result of the Bill 132 amendments to the Occupational Health and Safety Act that came into force last fall.

Employers must of course also balance accommodations with their obligations under provincial occupational health and safety laws when determining what adjustments are appropriate.

Occupational health and safety legislation imposes an obligation on employers to take every precaution reasonable in the circumstances for the protection of a worker.

In resolving the issue of whether being fired for making a complaint of workplace harassment was a reprisal in violation of section 50 of the Occupational Health and Safety Act, set out above, Vice-Chair McLean held:

Amongst other things, the law amended the Occupational Health and Safety Act by adding a definition of «workplace harassment:»

In summary, the Rules should have a positive impact on the judicial process in labour and employment matters and in occupational health and safety matters.

With the passage of Part III.0.1 [of the Occupational Health and Safety Act] the Legislature imposed substantial obligations on employers with respect to the prevention of workplace violence that do not exist with respect to workplace harassment.

Are the changes to Ontario's Occupational Health and Safety Act really capable of influencing the way we approach workplace harassment cases?

32.02 and 32.0.6 of the Occupational Health and Safety Act; and

The Occupational Health and Safety Act is Ontario's law that governs health and safety in the workplace and establishes legal duties and minimum responsibilities for employers, supervisors and workers.

She regularly advises employers on collective agreement interpretation and grievances, drafting employment contracts and workplace policies, employee discipline and termination decisions, managing medical leaves and accommodation requests, occupational health and safety prevention matters and appeals, privacy law and critical incident management.

As readers of this blog will recall, in the 2011 case of Conforti v Investia Financial Services Inc, 2011 CanLII 60897 (ON LRB) the Ontario Labour Relations Board held that an employer's dismissal of an employee who had made a complaint of workplace harassment pursuant to the provisions of Bill 168 was not an act of «reprisal» as defined within the Occupational Health and Safety Act.

Furthermore, section 50 of the Occupational Health and Safety Act contains provisions that provide that an employer can not:

This proposed amendment to the Occupational Health and Safety Act will further enhance a victim's rights to redress in a workplace and consequently places additional responsibilities on an employer to ensure that it keeps its employees healthy and safe.

We do not represent unionized workers or workers on matters related to Workplace Safety and Insurance Benefits, insurance claims and unsafe workplace practices under the Occupational Health and Safety Act.

If you've been injured in a motor vehicle collision in British Columbia, you may not be able to sue the party responsible, says B.C. workplace occupational health and... Read more

Note that as of June 15, 2010, employers in Ontario have an obligation to formulate policies addressing workplace harassment and violence, due to the recent amendments to the Occupational Health and Safety Act.

Bill 132 enhances these protections against violence and harassment specifically under the Occupational Health and Safety Act by:

If the harassment includes discriminatory conduct (i.e. sexual harassment, racial or religious slurs etc.) the employer may also face liability under the Ontario Human Rights Code.9 If the harassment includes threats of violence or actual violence, the employer may also be in breach of the Occupational Health and Safety Act.10

Finally, Edward J. O'Dwyer reviews the expanded definition of worker, further to 2014 amendments to the Occupational Health and Safety Act, which now includes unpaid learners.

Harassment in the workplace is also prohibited under Ontario's Occupational Health and Safety Act.

Although this legal obligation has always existed as part of an employer's common law duties in 2010 the obligation was codified in Ontario by way of amendments to the Occupational Health and Safety Act.34 The workplace violence and harassment provisions can now be found in Part III.01 of the Act.

The wider community embraces family and colleagues, labour unions, community legal clinics and worker representatives, disability groups, occupational health and safety groups, doctors and other health care workers, progressive politicians, researchers and social justice activists.

Government Occupational Health and Safety («OHS») officers demanded Suncor to provide copies of those witness statements under section 19 of the Occupational Health and Safety Act («OHSA»).

Victims were also offered more safeguards when the Occupational Health and Safety Act was amended in 2010 to add what is still commonly referred to as Bill 168 — the Workplace Violence and Workplace Harassment provisions.

The mandate of the Appeals Officers is to receive, hear and decide on appeals of decisions of absence of danger and directions regarding occupational health and safety issued pursuant to the Canada Labour Code.

Depending on the nature of the harassment the conduct may also be in breach of the Ontario Human Rights Code or the Occupational Health and Safety Act placing the employee at liability under these statutes.

As we have written in the special Bill 148 edition of our newsletter, In the Know, Bill 148 amends the Employment Standards Act, 2000 (the «ESA»), Labour Relations Act, 1995 (the «LRA») and the Occupational Health and Safety Act (the «OHSA»).

On November 16, 2017, shortly before passing the Bill, the legislature made a number of significant changes to Bill 148, including adding an amendment to the Occupational Health and Safety Act (the «OHSA»).

He regularly speaks at conferences and has written numerous articles on a wide variety of employment law and occupational health and safety law topics.

Increasingly, clients are turning to us for help with occupational health and safety matters under the OHSA, as well as human rights issues related to workplace conduct and terminations.

On July 1, 2014, a new regulation came into force under the Occupational Health and Safety Act, entitled Occupational Health and Safety Awareness and Training.

To be proactive, employers can take a number of steps, including appropriately vetting all candidates for employment, providing appropriate training to all employees, ensuring compliance with all legislation such as the Ontario Occupational Health and Safety Act and, if appropriate, putting in place appropriate policies and procedures such as human rights policies and procedures.

213/91 (Construction Projects) under the Occupational Health and Safety Act came into effect January 1, 2017.

Rather than address the issues — many of which can trigger legal obligations for the employer under the Human Rights Code, Occupational Health and Safety Act, and other legal obligations — the employer either «waits you out» or actively encourages you to resign if you don't like your workplace.