Pursuant to clause 25(2)(i) of Ontario's Occupational
Health and Safety Act (OHSA), provincially-regulated employers
are required to post in their workplace a copy of the OHSA and
"any explanatory material prepared by the Ministry, both in
English and the majority language of the workplace, outlining the
rights, responsibilities and duties of workers."
On June 1, 2012, the Ministry of Labour (Ministry) released a
new health and safety awareness poster developed in consultation
with health and safety system partners1 and the public.
The poster, titled Health & Safety at Work –
Prevention Starts Here, briefly outlines the OHSA's
functions and summarizes the rights, responsibilities and
obligations of workers, employers and supervisors under this
This informational poster is responsive to the recommendations
of the Expert Advisory Panel on Occupational Health and Safety
(Panel) appointed by the Ministry in March 2010 to engage in a
comprehensive review of the province's health and safety
regime. The Panel found that many employees were unfamiliar with
the OHSA and their rights and duties with respect to health and
safety in the workplace.
The Ministry has instituted a posting deadline effective
October 1, 2012, to give employers adequate time for
compliance. Failure to post may result in an order from an
inspector, provincial prosecution and a fine upon conviction.
When printed, the poster must be at least 8.5 x 11 inches in
size. Printing may be in colour or in black and white.
1. The Ministry of Labour's system partners are the
Workplace Safety & Insurance Board (WSIB); Occupational Health
Clinics for Ontario Workers (OHCOW); Workers Health & Safety
Centre (WHSC); Health & Safety Ontario; Public Services Health
& Safety Association (PSHSA); Workplace Safety North (WSN); and
Workplace Safety & Prevention Services (WSPS).
Unfortunately, reasonable accommodation for employees in the workplace continues to be the source of significant litigation and even today we continue to see outrageous examples of employers behaving badly.
A former teacher at Bodwell High School has learned a valuable lesson from the B.C. Human Rights Tribunal— it is not discriminatory for an employer to offer child-related benefits to only employees with children.
We are now beginning to see reported cases involving charges and subsequent fines laid against employers for failing to provide information, instruction and supervision to protect a worker from workplace violence.
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