As one employer learned recently, smoke-free workplace
legislation has teeth.
According to a Nunavut government
press release, a government safety officer, in a workplace
inspection, “observed evidence of smoking in the
The moving company was charged under the Nunavut
Environmental Tobacco Smoke Work Site Regulations, made
under that Territory’s Safety Act, with failing to
control the exposure of workers to environmental tobacco smoke at
an enclosed work site. The company was sentenced to a fine of
$2,000, plus a 15% Victim of Crime Surcharge.
The government’s press release states, “It is
important that all employers provide safe work environments by
prohibiting smoking in an enclosed work site, and outside the
enclosed work site within a three metre radius of any entrance to
or exit from the site.”
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Ten days following the election, join us for a discussion with Gary Doer, former Canadian Ambassador to the US, and Gordon Giffin, US Ambassador to Canada under Bill Clinton, to discuss how the new President and Congressional makeup will shape US-Canada relations for years to come.
On November 8, 2016, the United States will go to the polls to elect their 45th president. Whether it is Hillary Clinton or Donald Trump, this decision will profoundly shape American policy for the next four to eight years. As our largest trading partner and neighbour to the south, the next US administration will influence a broad range of policy issues that directly impact Canada. These include the future of NAFTA and the TPP, the Arctic and geo-politics, the renewal of the Softwood Lumber Agreement, and the energy sector.
On Thursday, September 22, 2016, Dentons hosted a panel discussion about the management of liabilities and risks associated with environmental crises, including potential liabilities for directors and officers and provided insight into risk and liability techniques associated with environmental crisis management.
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.
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