Health & Safety, JHSC & Lock Training Programs & Procedure Manuals
Online Health and Safety Training Sessions
In-House Health and Safety Training Sessions
Health and Safety Products
Company Profile Injury Prevention Medical Management - WSIB-WCB-Insurance Claims Management and Workers Compensation Labour Management Education and Training - Management and Workers
Contact APCM View Cart
Canada US Ireland

SIGN-UP FOR OUR MONTHLY NEWSLETTER

Join our mailing list and sign up for our monthly newsletter to learn more about current trends and industry related news that could save your company time, money, and headaches.

Below you will find a listing of up to date news covering the US, Canada, and Ireland.

 
Website Home Members Home   Course Catalog   Safety Products   Manuals   In-House Training   Corporate Training   Login




Current News | News Page 2 | News Page 3 | News Page 4

June 28, 2017

Proposed Changes to Ontario’s Employment and Labour Laws will result in higher costs for employers in Ontario as well as the loss of jobs.

THIS DOCUMENT IS RELATED TO BILL 148

To help you understand the importance of the impact of the changes

4 **** - Will identify for you the amount of importance by the number of asterisks and the impact they will have on the employer.

3 *** - Will put in place new rules employers will need to ensure employers are in compliance.

2 ** - Will require employers to review carefully before taking steps to change without fully considering and some issues/changes will require further review before making any changes. 

Should all the changes become Law after passing the proposed legislation of Ontario’s Employment and Labour Laws, these Ontario’s proposed changes will require that management understand that they will only benefit workers/employee’s and will increase the cost to employers, company owner/directors and managers. 

It is my opinion that these changes will have a big impact on the temporary help agencies, not only with increased costs but as well as the loss of jobs. 

These changes are not a win win for Ontario jobs; it is my opinion the change will cost the loss of jobs over time. 

Take the time to carefully read the Ontario’s proposed changes. 

Proposed Changes to Ontario's Employment and Labour Laws

May 30, 2017 10:04 A.M.

The Ontario government has announced its intention to introduce proposed legislation, the Fair Workplaces, Better Jobs Act, 2017. The legislative proposals include broad ranging amendments to Ontario's Employment Standards Act and Labour Relations Act.

While the province's economy is strong and growing, the nature of work has changed, leaving many workers struggling to support their families on part-time, contract or minimum-wage work. Workers in Ontario have the right to strong protections at work. Fairness and decency must continue to be the defining values of our workplaces. These legislative changes seek to create more opportunity and security for workers across Ontario. These changes will cost jobs in Ontario

***Minimum Wage Increases

Ontario is increasing its minimum wage rates - generally, the lowest rate that can be paid by employers to employees.

If passed, the government is proposing to increase the general minimum wage to:

  • $14 per hour on January 1, 2018
  • $15 per hour on January 1, 2019

The special minimum wage rates for liquor servers, students under 18, hunting and fishing guides, and homeworkers will be maintained, and will increase by the same percentage as the general minimum wage.

Minimum Wage Categories

Current to Sept. 30, 2017

Oct. 1, 2017 to Dec. 31, 2017

Jan. 1, 2018 to Dec 31, 2018

Jan 1 2019 to Sept. 30, 2019

General Minimum Wage

$11.40 per hour

 

$11.60

$14.00

$15.00

Students under 18 who work not more than 28 hours per week when school is in session, or work during a school break or summer holidays

$10.70 per hour

 

 

$10.90

$13.15

$14.10

Liquor Servers

$9.90 per hour

 

$10.10

$12.20

$13.05

Hunting and Fishing Guides

$56.95: Rate for working less than five consecutive hours in a day

 

$58.00

$70.00

$75.00

$113.95: Rate for working five or more hours in a day whether or not the hours are consecutive

 

$116.00

$140.00

$150.00

Homeworkers (employees doing paid work in their own home for an employer)

 

$12.55 per hour 

$12.80

$15.40

$16.50

****Proposed Changes to Employment Standards

Equal Pay for Equal Work Provisions:  Casual, Part-time, Temporary & Seasonal Employees

The proposed legislation would ensure that casual, part-time, temporary and seasonal employees are paid equally to full-time employees when performing the same job for the same employer.

The proposed amendments would enable employees to request a review of their wages if they believe that they are not receiving equal wages to full-time employees. The employer would have to respond to the request with either an adjustment in pay or a written explanation.   

There would be exceptions to the requirement for equal wages where a wage difference is based on:

  • * Seniority system
  • * Merit system
  • * Systems that determine pay by quantity or quality of production
  • * Other factors (sex and employment status do not qualify as exceptions to this requirement)

The proposed legislation would also protect casual, part-time, temporary and seasonal employees against repercussions for inquiring about their wage rate or asking another employee about their wage rate.

**If the proposed legislation passes, this proposal would come into force on April 1, 2018.

****Equal Pay for Equal Work Provisions: Temporary Help Agency Employees

The proposed legislation would ensure Temporary Help Agency (THA) employees (assignment workers) are paid equally to permanent employees of the THA client when performing the same job.

The proposed changes would protect assignment employees from repercussions for inquiring about their wage rate or the wage rate of an employee of the client.

If the proposed legislation passes, this proposal would come into force on April 1, 2018.

****Termination of Assignment

The legislation would require a THA to provide an assignment employee with at least one week's notice when an assignment scheduled to last longer than three months will be terminated early.

If less than one week's notice is given, the assignment employee must be paid for the difference, unless the assignment employee is offered at least one week's worth of reasonable work during the notice period. 

* If the proposed legislation passes, this proposal would come into force on January 1, 2018.

**** Scheduling

The proposed legislation would set out new scheduling rules:

  • Employees would have the right to request schedule or location changes after having been employed for three months, without fear of reprisal.
  • Employees who regularly work more than three hours per day, but upon reporting to work are given less than three hours, must be paid three hours at their regular rate of pay.
  • Employees can refuse to accept shifts without repercussion if their employer asks them to work with less than four days' notice.
  • If a shift is cancelled within 48 hours of its start, employees must be paid three hours at their regular rate of pay.
  • When employees are "on-call" and not called in to work, they must be paid three hours at their regular rate of pay. This would be required for each 24 hour period that employees are on-call.
  • If a collective agreement is made between an employer and a union, the agreement would prevail in place of some of these new rules.

* If the proposed legislation passes, this proposal would come into force on January 1, 2019.

*** Overtime Pay

Under the proposed legislation, employees who hold more than one position with an employer and who are working overtime must be paid at the rate for the position they are working during the overtime period.

*If the proposed legislation passes, this proposal would come into force on January 1, 2018

****Employee Misclassification

The proposed legislation would prohibit employers from misclassifying employees as "independent contractors." This is intended to address cases where employers improperly treat their employees as if they are self-employed and not entitled to the protections of the ESA.

Employers that misclassify their employees could be subject to penalties including prosecution, public disclosure of a conviction and monetary penalties.

In the event of a dispute, the employer would be responsible for proving that the individual is not an employee.

There will be no change to the definition of "employee" to include a "dependent contractor." The current ESA definition is already quite broad, and changes to the definition are likely to have unintended consequences. The real issue is the misclassification of the employees.

As well, the Law Commission of Ontario, which recently studied this issue, specifically advised against a "dependent contractor" provision as its scope would be very difficult to define without inadvertently capturing true "independent contractors". This would create significant legal and potentially economic uncertainties.

If the proposed legislation passes, this proposal would come into force on Royal Assent.

**Joint Liability

The proposed legislation would remove the provision that requires proof of "intent or effect" to defeat the purpose of the Employment Standards Act, 2000 when determining whether related businesses can be treated as one employer and held jointly and severally liable for monies owing under the Act.

The current language has limited the effectiveness of the joint liability provisions. This change would restore the original intention.

** If the proposed legislation passes, this proposal would come into force on January 1, 2018.

Paid Vacation

The proposed legislation would ensure that employees are entitled to three weeks of paid vacation after five years of service with the same employer.

**If the proposed legislation passes, this proposal would come into force on January 1, 2018.

**Public Holiday Pay

***The proposed changes would simplify the formula for calculating public holiday pay so that employees are entitled to their average regular daily wage.  

Other elements of the public holiday provisions would also be simplified.

**If the proposed legislation passes, this proposal would come into force on January 1, 2018.

***Paid Emergency Leave

Personal emergency leave (PEL) currently applies only in workplaces with 50 or more employees. Under the proposed amendments, this threshold would be eliminated.

The proposed legislation would also ensure all employees are entitled to 10 PEL days per year, including two paid PEL days.

***The reasons for taking PEL would also be expanded so that employees experiencing domestic or sexual violence or the threat of sexual or domestic violence could take the leave.

**If the proposed legislation passes, this proposal would come into force on January 1, 2018.

***Leave for the Death of a Child and for Crime-Related Disappearance

The proposed legislation would create a new, separate leave for child death from any cause for a period of up to 104 weeks.

***The proposed amendments would also establish a separate leave for crime-related child disappearance for a period of up to 104 weeks.

**If the proposed legislation passes, this proposal would come into force on January 1, 2018.


***Family Medical Leave

The proposed legislation would increase Family Medical Leave from up to 8 weeks in a 26-week period to up to 27 weeks in a 52-week period.

If the proposed legislation passes, this proposal would come into force on January 1, 2018.

***Physician Notes for Absences

The proposed changes would prohibit employers from requesting a sick note from an employee taking Personal Emergency Leave.

*If the proposed legislation passes, this proposal would come into force on January 1, 2018.

 Paying Employees

The proposals would create the authority to prescribe additional methods of payment.

The proposals would also allow for an Employment Standards Officer to order money to be paid directly to an employee when an employer or Temporary Help Agency client owes money to that employee.

**If the proposed legislation passes, this proposal would come into force on January 1, 2018.

***Employee Contact

The proposed legislation would no longer require employees to contact their employer before filing claim under the Employment Standards Act (ESA).

Under the proposed changes, the Director of Employment Standards could no longer refuse to assign an Employment Standards Officer to investigate an ESA claim due to insufficient information from the claimant.

**If the proposed legislation passes, this proposal would come into force on January 1, 2018.

 ****Penalties for Non-Compliance of the ESA

The proposed legislation would increase flexibility around the administrative monetary penalties that Employments Standards Officers can give out to employers that do not comply with the ESA.

The government also intends to amend a regulation under the ESA to increase the maximum administrative monetary penalties for non-compliant employers from $250, $500, and $1000 to $350, $700, and $1500, respectively.

The proposed changes would allow the Director of Employment Standards to publish (including online) the names of individuals who have been issued a penalty, a description of the contravention, the date of the contravention and the amount of the penalty.

**If the proposed legislation passes, the legislative proposal would come into force on January 1, 2018.

***Interest on Unpaid Wages

The proposed legislation would enable Employment Standards Officers to award interest on employees' unpaid wages and on fees that were unlawfully charged to employees.

The Director of Employment Standards would be allowed, with the Minister's approval, to determine rates of interest for amounts owing under different provisions of the ESA.

**If the proposed legislation passes, this proposal would come into force on January 1, 2018.

 **Collections

The proposed changes would improve wage collections by the government or an authorized collector, including:

  • Allowing a collector authorized by the Director of Employment Standards to issue warrants, place liens on real and personal property and to hold a security while a payment plan is underway
  • Enabling government and the authorized collector to collect and share personal information
  • **If the proposed legislation passes, this proposal would come into force on January 1, 2018.

Electronic Agreements

***The proposed changes would make clear that electronic agreements between employers and employees, such as an agreement to work excess hours, can serve as an agreement in writing.  

If the proposed legislation passes, this proposal would come into force on January 1, 2018.

*Exclusions

 The proposed legislation would:

  • Ensure that almost all existing ESA requirements and entitlements would apply to Crown employees.  If the proposed legislation passes, this proposal would come into force on January 1, 2018.
  • Ensure that all ESA requirements and entitlements would apply to people receiving training for work through their employer.
  • **However, individuals working as part of an experiential learning program run by a university, community college, private career college or high school would be excluded from the requirements and entitlements under the ESA. If the proposed legislation passes, this proposal would come into force on January 1, 2018.
  • **Ensure that students who are employed and regularly work more than three hours are paid for at least three hours even if they work less than three hours. If the proposed legislation passes, this proposal would come into force on January 1, 2019.
  • **Ensure that all ESA requirements and entitlements would apply to employees working in a simulated job or working environment for their rehabilitation (commonly known as a "sheltered workshop"). If the proposed legislation passes, this proposal would come into force on January 1, 2019.
  • ****Beginning in fall 2017, the Ministry of Labour will conduct a review of ESA exemptions and special industry rules, including consultation with affected stakeholders. This review would include exemptions in place for managers and supervisors.

***Proposed Changes to the Labour Relations Act

Union Certification

***The proposed legislation would:

  • **Establish card-based union certification for the temporary help agency industry, the building services sector and home care and community services industry.
  •  **Make the following changes to the union certification process:
  •  **Eliminating certain conditions for remedial union certification, allowing unions to more easily get certified when an employer engages in misconduct that contravenes the LRA
  • **Making access to first contract arbitration easier, and also adding an intensive mediation component to the process.
  • **Requiring the Ontario Labour Relations Board (OLRB) to address first contract mediation-arbitration applications before dealing with displacement and decertification applications
  • **Allow unions to access employee lists and certain contact information, provided the union can demonstrate that it has already achieved the support of 20 per cent of employees involved
  • **Expressly empower the OLRB to conduct votes outside the workplace, including electronically and by telephone
  • **Empower the OLRB to authorize Labour Relations Officers to give directions relating to the voting process and voting arrangements in order to help assure the neutrality of the voting process

**Successor Rights

The proposals would extend successor rights to the retendering of building services contracts.

The proposed legislation would also enable the government to apply this expanded notion of successor rights, by regulation, to the retendering of other publicly funded contracted services.

****Structure of Bargaining Units

*The proposed legislation would allow the OLRB to change the structure of bargaining units within a single employer, where the existing bargaining units are no longer appropriate for collective bargaining.

*The proposed changes would also allow the OLRB to consolidate newly certified bargaining units with other existing bargaining units under a single employer, where those units are represented by the same bargaining agent.

***Return-to-Work Rights and Procedures

Currently, the LRA gives employees the right, under certain conditions, to return to work within six months of the commencement of a lawful strike. The proposed changes would remove the six-month limitation.

*The proposed legislation would require an employer to reinstate an employee at the conclusion of a legal strike or lock-out (subject to certain conditions), and to provide access to grievance arbitration for the enforcement of that obligation.

***Just Cause Protection

The proposed legislation would protect employees from being disciplined or discharged without just cause by their employer in the period between certification and conclusion of a first contract, and during the period between the date the employees are in a legal strike or lock-out position and the new collective agreement.

***Fines

The proposals would increase maximum fines under the Labour Relations Act to $5,000 for individuals and $100,000 for organizations (from the current $2,000 for individuals and $25,000 for organizations).

Coming Into Force

If the proposed legislation is passed, all labour relations proposals would be in effect six months after the Act comes into force.

**Exemptions

The Ministry of Labour will work with affected ministries to consult with stakeholders to review the Special Advisors' recommendation to remove the exclusions under the LRA taking into account ongoing litigation.

****Enhancing Employment Standards Enforcement

The province plans to hire up to 175 more employment standards officers and launch a program to educate both employees and small and medium-sized businesses about their rights and obligations under the Employment Standards Act. Education will help employers understand their obligations.

***Once the new employment standards officers are hired by 2020-2021, the Employment Standards program will resolve all claims filed within 90 days and inspect 1 in 10 Ontario workplaces. Additionally, the program will provide compliance assistance to new employers specifically focusing on medium and small business. This will help good employers understand their obligations.

Enforcement will focus on employers who compete unfairly by breaking the law, and will level the playing field for the majority of employers that follow the rules.

Increased enforcement will aim to motivate compliance and deter non-compliance. This requires resources in enforcement and in education to impact employer behaviour and deter potential violators.

These new resources will help to ensure that the proposed changes under the ESA are fully and effectively implemented.                                                                                                                                                                                    


June 14, 2017

ONTARIO COURT OF APPEAL CONFIRMS ONTARIO LABOUR RELATIONS BOARD MUST RESPECT LANGUAGE OF

COLLECTIVE AGREEMENT WHEN DETERMINING JURISDICITION

FILION.ON.CA/ONTARIO - COURT OF APPEAL CONFIRMS ONTARIO LABOUR RELATIONS BOARD MUST RESPECT

LANGUAGE OF COLLECTIVE AGREEMENT.

Greater Essex County District School Board and United Association of the Journeymen and Apprentices of the Plumbing and Pipefitting Industry of the United States and Canada, Local 552, 2012 ONCA 482[i]

In a recent decision, the Ontario Court of Appeal determined that the Ontario Labour Relations Board (the "OLRB") cannot ignore the express terms of a collective agreement dealing with grievances and arbitration, including applicable timelines.

The grievance at issue began in July 2004 and involved an allegation that the employer school board had hired certain construction workers not covered by the Collective Agreement to do work within its schools. The union relied upon s. 133 of the Ontario Labour Relations Act (the "Act"), which allows a party to a collective agreement in the construction sector to refer a grievance to the OLRB for final and binding arbitration. However, the grievance was not referred to the OLRB until December 2004, more than four months beyond the 14-day time limit for referral of a matter to arbitration under the Collection Agreement. While the Collective Agreement provided for the extension of the timelines by mutual agreement of the parties, this had not occurred.

The OLRB Vice-Chair accepted the union’s submissions that the grievance referral mechanism in s. 133 of the Act constituted an entirely separate procedure from that of the normal grievance procedure within a collective agreement. Accordingly, the Vice-Chair held that the 14-day time limit within the Collective Agreement was directory only, and not mandatory. The Vice-Chair then concluded that he had the discretion to extend the timeline for the referral of the grievance to arbitration before the OLRB. He decided to exercise that discretion and hear the grievance. The Vice-Chair then decided the grievance in favour of the union.

The employer applied to the Ontario Divisional Court for a judicial review of, among other things, the Vice-Chair’s jurisdictional ruling. The Court concluded that the timelines within the Collective Agreement were mandatory, and took special note of the language of Articles 17.3 and 18.5 of the collective agreement between the parties. Article 17.3 provided:

any grievance … that has not been carried through Article 17-Grievance Procedure Clauses and in accordance with the time limits specified, or mutually agreed to, will be deemed to have been settled satisfactorily by the parties to the grievance.

The Divisional Court found that once this clause had been engaged, it effectively brought the grievance to a conclusion, leaving nothing to be referred to the OLRB. As a result, the Divisional Court reversed the Vice-Chair’s ruling. The union appealed this decision to the Ontario Court of Appeal.

Before the Court of Appeal, the union relied heavily on the language of s. 133 (1) of the Act, which provides that a grievance under a collective agreement may be referred to the OLRB "despite the grievance arbitration provisions in a collective agreement". The Court of Appeal rejected this argument, stating that it agreed without reservation with the Divisional Court’s conclusion that the Vice-Chair’s jurisdiction decision was unreasonable and could not stand.

The Court emphasized that s. 133 (1) of the Act exists to provide a useful forum for the prompt resolution of construction industry grievances, provided that there is, in fact, a grievance to arbitrate. The Court of Appeal cited past decisions of the OLRB, which held that where a collective agreement clearly provides that a grievance that is not processed in a timely fashion is deemed to be abandoned, the grievance effectively ceases to exist and is not therefore capable of referral to arbitration. The Court found that the Vice-Chair declined to follow this line of authority, and instead "invested the Labour Board with the wide open discretion to ignore or override the collective agreement". The Court continued at paragraph 58:

Thus, according to the Vice-Chair, the Labour Board has the authority to deal with any matters it likes, including past grievances deemed to have been settled under the collective agreement.

The Court found this departure from established OLRB jurisprudence was unreasonable, and concluded that there was no live grievance that could be referred to the OLRB under s. 133, pursuant to the terms of the Collective Agreement.

The decision of the Ontario Court of Appeal clearly establishes that s. 133 of the Act may not be used to disregard the established and agreed upon time limits contained within a Collective Agreement. Employers involved in the construction industry should take note and continue to follow the grievance referral time lines established within the applicable Collective Agreements.

When employers lose on a jurisdictional issue, they may be tempted to apply for judicial review immediately, prior to a decision on the merits. This decision reminds employers that frequently the better course is to wait for a final decision, and if it is unfavourable, to have all issues reviewed at the same time.

For further information, please contact Chris Sinal at 519-435-6006 or your regular lawyer at the firm.

Christopher A. Sinal

October 2012


February 7, 2017

APCM Ontario Regulation AODA 429/07 send New Amendments Ontario Reg 165, New Accessibility, Ergonomics and AODA New Amendments compliance requirements are now law and mandatory - call to set up compliance meetings to reduce the risk of fines for non-compliance.  APCM will offer on-line working at heights training starting April 15, 2017 which is mandatory.  Working at heights training is also available onsite starting April 15, 2017.  Mandatory fall arrest training is also available on-line 24/7 - mandatory sexual harassment training requirements available 24/7 on-line which meets the MOL requirements and is mandatory.

It is still winter, snow and ice can cause workplace injuries, ensure that snow and ice is removed from sidewalks, parking lots and entrances to all buildings. 

It is a requirement in Ontario by the MOL mandatory under Section (11)

  • A floor or other surface used by any worker shall,

(a)  be kept free of,

(i)   obstructions

(ii)  hazards, and

(iii) accumulations of refuse, snow or ice and

(b) not have any finish or protective material used on it that is likely to make the surface slippery.   R.0.1990, Reg 851, S 11.

APCM can also provide health and safety manuals with the necessary procedures to ensure the workplace is in compliance with the legal requirements set out by Governments across Canada.  Call 905-891-3474 or email info@advantagepcm.com.  Call one of our health and safety representatives and ask to have free advice, and ask one of our resource people any question related tot he Ministry of Labour Industrial Construction Acts and Regulations. 


IDEAS FOR PREVENTING HEAT STRESS

ALERT

Heat stress can happen to us all

Hot temperatures combined with factors such as high humidity, hard physical work, loss of body fluids, fatigue or some medical conditions can put stress on the body’s cooling system. When this happens it can lead to a heat related illness or disability or even death.

Who’s at risk?

Heat stress can happen to anybody, even the young and fit, and heat exposure may occur in all kinds of workplaces. Industrial furnaces, bakeries, smelters, foundries and worksites with heavy equipment are significant sources of heat inside workplaces. For outdoor workers, direct sunlight is the main source of heat. In mines, geothermal gradients and equipment can contribute to exposure.

Controlling Heat Stress

Acclimatization – You should take a week or two to get used to the heat and allow your body to adjust. This is called "acclimatization". Be aware that if you are away from work for a week you may need to re-adjust to the heat.

Engineering Controls – Air-cooling systems, fans and insulating and reflective barriers around furnaces and machinery can help to reduce heat exposure and control workplace temperatures and humidity.

Administrative Controls – Ensure that there are appropriate monitoring and control strategies in place and be ready to take appropriate action for hot days and hot workplaces. To prevent heat stress, increase the frequency and the length of rest breaks and slow down the pace of work.

Don’t underestimate the hazards of heat stress. When it’s hot you need to drink a lot of fluids, dress appropriately and recognize the signs of heat stress. If heat exposure is an issue in your workplace you need to develop and implement policies to prevent heat-related illnesses.


February 10, 2016

Bill C-45 and the New Health and Safety Crime OHS Criminal Negligence

Offer training on-line to your Supervisors, Managers, General Manager, Vice President’s, Presidents, and Directors to reduce the risk to OHS Charges. Reduce the risk of being charged for violation of the Occupational Health and Safety Act and Regulations by the police - in any province of Canada for failing to ensure workers are properly instructed on how to work safely. Management shall provide the proper Occupational Health and Safety training to all its workers, it’s not enough to provide OHS training without a written test with a 80% pass mark, Management shall provide written instruction on how to operate equipment – (verbal instructions are not enough) and will not protect management if there is a critical injury or the death of a worker. Management who have not met their obligations to protect workers will find it very costly, it is the companies responsibility to ensure workers are protected, take the on-line training to reduce the risk of work place injuries. Bill C-45 and the New Health and Safety Crime OHS Criminal Negligence Training is available 24/7 on-line at www.advantagepcm.com call 905-891-3474 or fax 905-486-1675 for information.


November 10, 2015

Advantagepcm.com online occupational health and safety center for all your workplace safety training.  Occupational health and safety available 24/7 in 80 languages.  Winter is about to start, are you ready?  Occupational health and safety on-line training will help reduce the risk of a workplace injury.  Start your on-line training before winter starts with slip, trip and fall training to reduce the risk of injury.  Wear non slip shoes and boots, keep sidewalks free of snow and ice by removing it before production starts, this will reduce the risk of slips and falls.  Ensure the workplace removes snow and ice from parking lots, walkways and from the plant and or buildings.  Make sure you have winter tires on the car or truck,  make sure your car or truck are ready for the winter driving conditions.  Plant and building heating systems are cleaned with new filters installed.  Check air make-up system to see they are working properly.  Employers who own the building are responsible for salting and removing snow and ice from parking lots and walkways.  Employers who lease should make sure snow and ice removal is written into lease agreement, one slip and fall could result in a workplace injury costing workers compensation cost of approximately $40,000.00 to $50,000.00.  Occupational health and safety on-line will reduce the risk of workplace injury.  APCM is your one stop shop for occupational health and safety training on-line 24/7 in 80 languages - info@advantagepcm.com or call 905-891-3474, all employee needs is company credit card.


July 28, 2015

Worker – Revised Definition

  1. The definition of "worker" in subsection 1 (1) of the Occupational Health and Safety Act is repealed and the following substituted:

"worker" means any of the following, but does not include an inmate of a correctional institution or like institution or facility who participates inside the institution or facility in a work project or rehabilitation program:

  1. A person who performs work or supplies services for monetary compensation.

  2. A secondary school student who performs work or supplies services for no monetary compensation under a work experience program authorized by the school board that operates the school in which the student is enrolled.

  3. A person who performs work or supplies services for no monetary compensation under a program approved b y a college of applied arts and technology, university or other post-secondary institution.

  4. A person who receives training from an employer, but who, under the Employment Standards Act, 2000, is not an employee for the purposes of that Act because the conditions set out in subsection 1 (2) of that Act have been met.

  5. Such other persons as may be prescribed who perform work or supply services to an employer for no monetary compensation.

 
 
 
 

COPYRIGHT © 2007 ADVANTAGE PCM. ALL RIGHTS RESERVED. VIEW OUR PRIVACY POLICY

DEVELOPED BY ACECOMP PLUS