Beginning on July 1, 2014, employers in Ontario will have an
added responsibility of ensuring that all workers and all
supervisors in all workplaces that fall subject to the Ontario
Occupational Health and Safety Act (OHSA) have completed a
mandatory occupational health and safety awareness training
program. This training requirement has been introduced by O. Reg. 297/13, a new regulation under OHSA
that is commonly referred to as the Occupational Health and
Safety Awareness and Training Regulation.
The required training will be slightly different for workers and
supervisors but will cover similar topics such as the roles and
responsibilities of employers and employees under OHSA and the
roles of various boards and associations.
With less than 2.5 months to go, employers who have not yet done
so are well-advised to begin preparing for and implementing the
required training. As part of the preparations, employers who
already train employees should ensure that such training meets the
requirements of O. Reg. 297/13. Workers and supervisors who have
completed training that meets the requirements will not have to be
trained again. However, if an employer's current training falls
short or if an employer has not implemented similar training
before, the employer must ensure that all workers and supervisors
complete the required training. After July 1, 2014, new workers
will need to complete training as soon as possible and new
supervisors will need to complete training within one week of
working as a supervisor.
One way to complete the training is to use the Ministry of
Labour's online tutorial or hardcopy workbooks that are
available, free of charge. Employers may also use their own
equivalent materials so long as the materials include the required
content. Alternatively, employers may use the services of a private
company that offers online training modules that include the
In addition, employers will need to make sure that they have an
effective system in place for maintaining records of completed
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.
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).