In December 2013, the Ontario government introduced Bill
146,Stronger Workplaces for a Stronger Economy Act,
2013. The bill passed first reading on Dec. 4, 2013 and is
expected to be further debated and considered as it works its way
through the Ontario legislature in 2014. According to the Ministry
of Labour, the legislation is designed to protect the
province's most vulnerable workers. Key proposals under Bill
removing the C$10,000 cap under the Employment Standards
Act, 2000 on the recovery of wages owed through a Ministry of
Labour order to pay;
increasing the time limit for recovery of wages under the
Employment Standards Act, 2000 from six or 12 months to
requiring employers to provide a handout to employees containing
information about their rights under the Employment Standards
introducing "joint and several liability" between
temporary help agencies and their clients under the Employment
Standards Act, 2000; and
extending coverage under the Occupational Health and Safety
Act (OHSA) to co-op students, trainees and other unpaid
NEW HEALTH AND SAFETY AWARENESS TRAINING
The Ontario Ministry of Labour has introduced mandatory health
and safety awareness training, which will take effect on July 1,
2014. All workers and supervisors in the province who are subject
to the OHSA will have to complete the training program. The
training is designed to inform supervisors and workers of their
basic rights and responsibilities under the OHSA, and must include
instruction on various health and safety topics including the
duties and rights of workers, employers and supervisors under the
OHSA, common workplace hazards and occupational illnesses, and the
role of joint health and safety committees and representatives. The
Ministry of Labour has provided a number of resources and tools to
assist employers in complying with these training requirements,
including workbooks and accompanying employer guides, as well as
electronic (e-learning) training tools. Employers may use these
training tools to comply with the OHSA requirements, but are not
required to do so as long as the training they provide covers the
AODA REQUIREMENTS NOW IN EFFECT
As noted in our June 2013 Blakes Bulletin on the
Accessibility for Ontarians with Disabilities Act, 2005
(AODA), most Ontario companies were required to file accessibility
compliance reports in relation to the Accessibility Standards for
Customer Service (Customer Service Standard) on or before Dec. 31,
2012. In 2013, enforcement actions were commenced by the
Accessibility Directorate of Ontario against companies that failed
to file reports as required by the legislation. Customer Service
Standard accessibility compliance reports can still be completed
online at Service Ontario's ONe-Source for Business.
Under the Integrated Accessibility Standards (Integrated
Standards), companies with 50 or more employees in Ontario must
also comply with other obligations as of Jan. 1, 2014.
Specifically, companies must develop and implement accessibility
policies and a multi-year accessibility plan describing how they
will achieve accessibility and compliance with the Integrated
Standards. The plan must include a statement of commitment and be
posted on the company's website. New Internet websites must
meet certain technical accessibility requirements and companies
must have regard to accessibility issues when designing, procuring
or acquiring self-service kiosks. Companies and organizations will
be required to certify compliance with these requirements in 2014.
Future bulletins will provide additional details regarding
certification requirements as that information becomes available
and will address upcoming Integrated Standards requirements for
2015 and 2016.
The content of this article is intended to provide a general
guide to the subject matter. Specialist advice should be sought
about your specific circumstances.
To print this article, all you need is to be registered on Mondaq.com.
Click to Login as an existing user or Register so you can print this article.
Please join members of the Blakes Commercial Real Estate group as they discuss five key provisions of a commercial real estate purchase agreement that are often the subject of much negotiation but are sometimes misunderstood.
Emotional culture is influenced in great part by the mindset and actions of leadership, although employees also play more of a role than they may realize in creating the culture that exists in the group.
The session will be led by Dr. Robert Brooks, an award-winning author and psychologist. In his presentation, Dr. Brooks will describe the mindset and realistic practices of leaders and staff that help to nurture and sustain a culture characterized by positive emotions, satisfying, respectful relationships, a sense of meaning and ownership for one’s work, and enhanced job performance. Examples will be offered to illustrate strategies for developing a positive emotional culture in an organization.
Join leading lawyers from the Blakes Pensions, Benefits & Executive Compensation group as they discuss recent updates and legal developments in pension and employee benefits law as well as strategies to identify and minimize common risks.
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.
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.
On October 13, 2016, the Supreme Court of Canada denied leave to appeal an Ontario Court of Appeal decision which ordered an employer to pay a former employee 37 months of salary and benefits following termination.
Register for Access and our Free Biweekly Alert for
This service is completely free. Access 250,000 archived articles from 100+ countries and get a personalised email twice a week covering developments (and yes, our lawyers like to think you’ve read our Disclaimer).