ARTICLE
23 January 2025

Ring In 2025 With An Internal HR Compliance Audit

FR
Fogler, Rubinoff LLP

Contributor

For more than 40 years, we have invested in the success of each of our clients, leading them toward the achievement of their business and legal goals. The team focused nature of our firm means that clients benefit from our collective experience and the tailored approach we bring to each matter. At Fogler, Rubinoff LLP we pride ourselves on our exceptional client service, resourcefulness, and our entrepreneurial spirit. With expertise in over twenty areas of practice and across numerous industries, we see ourselves as a centralized resource for our clients. Our clients include financial institutions, publicly traded corporations, securities dealers, emerging companies, construction companies, real estate developers and lenders, franchisors, First Nations, and family-owned enterprises and individuals. To learn more about how we can assist with your business and legal needs visit: foglers.com.
January is a month notorious for resolutions. It is thus the perfect time to plan for the year ahead, which should include an internal HR compliance audit.
Canada Employment and HR

January is a month notorious for resolutions. It is thus the perfect time to plan for the year ahead, which should include an internal HR compliance audit. Below is a simple checklist* outlining specified legal requirements that apply to most workplaces in Ontario. This list has been created to assist your organization to determine whether it is compliant as it heads into 2025.

Do you have the following in place?

Harassment Prevention Policy and Training (Required under OHSA)
Violence Prevention Policy and Training (Required under OHSA)
Health and Safety Policy and Training (Required under OHSA)
AODA — mandated Policies and Training (Required under AODA)
Copy of the Occupational Health and Safety Act available in workplace.
Poster: "Health & Safety at Work: Prevention Starts Here" posted in your workplace.
Employment Standards Poster posted in your workplace.
Joint Health and Safety Committee (if your organization employs 20 or more employees) formed and trained.
Health and Safety Representative (if your organization employs more than 5 but less than 20 employees) selected and trained.
Disconnecting from Work Policy (required under ESA if your organization employs more than 25 employees)
Electronic Monitoring Policy (required under ESA if your organization employs more than 25 employees)
Pay Equity Plan (required if private sector organization with 10+ employees and if public sector organization)

* This list is non-exhaustive and applies to provincially-regulated employers.

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.

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