tag:blogger.com,1999:blog-30776154663815728752024-03-12T20:31:55.299-04:00HRNC BlogHRNChttp://www.blogger.com/profile/01675632216971313334noreply@blogger.comBlogger81125tag:blogger.com,1999:blog-3077615466381572875.post-78302486884310711242013-12-13T12:03:00.000-05:002013-12-13T12:03:19.943-05:00Cisco R&D to boost Ontario tech sector job opportunities<table align="center" bgcolor="#FFFFFF" cellpadding="0" cellspacing="0" style="width: 100%px;"><tbody>
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News Release </div>
<h1 style="font-size: 16px; font-weight: bold;">
<a href="http://news.ontario.ca/opo/en/2013/12/creating-jobs-in-ontarios-high-tech-sector.html?utm_source=ondemand&utm_medium=email&utm_campaign=p" style="color: #462616; font-weight: bold;" target="_blank">Creating Jobs in Ontario's High Tech Sector</a> </h1>
<div style="color: #6a6a6a; font-size: 11px;">
December 13, 2013</div>
<h2 style="color: black; font-size: 14px; font-weight: bold; margin: 1em 0;">
Ontario Partners With Cisco Canada to Help Create Up to 1,700 New Jobs</h2>
Ontario
is partnering with Cisco Canada to launch the largest job-creating
investment in the history of the province's tech sector.<br />
<br />
Cisco
will make Ontario one of its global research and development hubs for
its next-generation technologies. It will create up to 1,700 jobs to
expand its current Ontario workforce to 3,000 in the next six years,
with up to $190 million in provincial support. Cisco will potentially
grow its Ontario workforce to 5,000 within the next 10 years. <br />
Cisco
is investing up to $4 billion in Ontario over the next decade,
including up to $2.2 billion in salaries alone.<br />
<br />
The Ontario government
is providing a total grant of up to $220 million to support Cisco's
investment. <br />
Ontario is attracting leading companies like Cisco
through its talented workforce, research infrastructure and competitive
business climate. The majority of Cisco's new hires will be in the field
of research and development, and the company will be focusing on recent
graduates and mentoring the next generation of talent in Ontario.<br />
<br />
Partnering
with business to create jobs is part of the government's economic plan
to invest in people, build modern infrastructure and support a dynamic
and innovative business climate across Ontario.<br />
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<tr> <td> <h3 style="color: #415634; font-family: sans-serif; font-size: 13px; font-weight: bold; margin-bottom: 0.8em; margin-left: 0; margin-right: 0; margin-top: 1.3em;">
QUICK FACTS </h3>
<ul>
<li style="color: black; font-family: sans-serif; font-size: 13px; line-height: 1.5em; margin-bottom: .9em; margin-left: 0; margin-right: 0; margin-top: 0;">Ontario’s
grants are contingent on the company meeting investment and job
targets. Projects are closely monitored over their lifespan to protect
taxpayers’ investment.</li>
<li style="color: black; font-family: sans-serif; font-size: 13px; line-height: 1.5em; margin-bottom: .9em; margin-left: 0; margin-right: 0; margin-top: 0;">Cisco’s
new positions will be located primarily in Ottawa and Toronto, with
additional opportunities created across Cisco’s Ontario operations.</li>
<li style="color: black; font-family: sans-serif; font-size: 13px; line-height: 1.5em; margin-bottom: .9em; margin-left: 0; margin-right: 0; margin-top: 0;">Ontario’s
Information and Communications Technology (ICT) industry directly
employs about 250,000 people, representing almost half of the sector
employment in Canada.</li>
<li style="color: black; font-family: sans-serif; font-size: 13px; line-height: 1.5em; margin-bottom: .9em; margin-left: 0; margin-right: 0; margin-top: 0;">Ontario ranks third in North America after California and Texas for the number of ICT companies.</li>
</ul>
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LEARN MORE </h3>
<ul>
<li style="color: black; font-family: sans-serif; font-size: 13px; line-height: 1.5em; margin-bottom: .9em; margin-left: 0; margin-right: 0; margin-top: 0;"><a href="http://www.investinontario.com/Documents/English/Ontario_Top10_EN_web.pdf" target="_blank" title="Learn More">Explore Ontario's strengths as a destination for international business.</a> </li>
<li style="color: black; font-family: sans-serif; font-size: 13px; line-height: 1.5em; margin-bottom: .9em; margin-left: 0; margin-right: 0; margin-top: 0;"><a href="http://www.fin.gov.on.ca/en/budget/fallstatement/2013/" target="_blank" title="Learn More">Read the 2013 Ontario Economic Outlook and Fiscal Review.</a> </li>
</ul>
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QUOTES </h3>
<div class="quote" style="color: black; font-family: sans-serif; font-size: 13px; line-height: 1.4em; margin-bottom: 0; margin-left: 0; margin-right: 0; margin-top: 0;">
"This
is a great example of how government partnerships with the private
sector can help create jobs and grow the economy. We are building on
Ontario’s position as a global leader in research and innovation, and
creating important tech sector jobs across the province."<br /> — <span style="color: #566d49; font-family: sans-serif; font-size: 13px; font-style: italic; line-height: 1.4em; margin-bottom: 1.2em; margin-left: 0; margin-right: 0; margin-top: 0;">Kathleen Wynne, Premier of Ontario</span> </div>
<br /> <div class="quote" style="color: black; font-family: sans-serif; font-size: 13px; line-height: 1.4em; margin-bottom: 0; margin-left: 0; margin-right: 0; margin-top: 0;">
"Cisco’s
investment positions Ontario as an undisputed leader in the global tech
industry. We’re sending a message to the world that Ontario is the best
place anywhere for business to innovate, grow and create jobs. Today’s
investment and the jobs it will create are part of our plan to create
opportunity today and for the long-term."<br /> — <span style="color: #566d49; font-family: sans-serif; font-size: 13px; font-style: italic; line-height: 1.4em; margin-bottom: 1.2em; margin-left: 0; margin-right: 0; margin-top: 0;">Dr. Eric Hoskins, Minister of Economic Development, Trade and Employment</span> </div>
<br /> <div class="quote" style="color: black; font-family: sans-serif; font-size: 13px; line-height: 1.4em; margin-bottom: 0; margin-left: 0; margin-right: 0; margin-top: 0;">
"Today
marks a significant milestone for Cisco Canada and the Province of
Ontario. This announcement builds on our existing partnership and our
mutual commitment to drive productivity and create new economic
opportunities through innovation. Together with the province we will
create high value jobs that will stimulate the economy. This initiative
will also ensure that Ontario continues to be a leader in the
information and communications technology industry, with a vast talent
pool representing the country’s next generation of innovation."<br /> — <span style="color: #566d49; font-family: sans-serif; font-size: 13px; font-style: italic; line-height: 1.4em; margin-bottom: 1.2em; margin-left: 0; margin-right: 0; margin-top: 0;">Nitin Kawale, President, Cisco Canada</span> </div>
<br /> </td> </tr>
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</td> </tr>
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HRNChttp://www.blogger.com/profile/01675632216971313334noreply@blogger.com1tag:blogger.com,1999:blog-3077615466381572875.post-19883692379693317222013-11-14T17:49:00.001-05:002013-11-14T18:17:32.920-05:00Coca-Cola Bottling Company Fined $70,000 After Worker Injured<table align="center" bgcolor="#FFFFFF" cellpadding="0" cellspacing="0" style="width: 100%px;"><tbody>
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Court Bulletin </div>
<h1 style="font-size: 16px; font-weight: bold;">
<a href="http://news.ontario.ca/mol/en/2013/11/coca-cola-bottling-company-fined-70000-after-worker-injured.html?utm_source=ondemand&utm_medium=email&utm_campaign=p" style="color: #462616; font-weight: bold;" target="_blank">Coca-Cola Bottling Company Fined $70,000 After Worker Injured</a> </h1>
<div style="color: #6a6a6a; font-size: 11px;">
November 14, 2013<br />
</div>
BRAMPTON,
ON - Coca-Cola Bottling Company, based in Halifax, Nova Scotia, has
been fined $70,000 for a violation of Ontario's Occupational Health and
Safety Act after a worker in a Brampton plant was injured.<br />
<br />
On
December 1, 2010, a worker was operating a palletizer machine at the
company plant located at 15 Westcreek Boulevard in Brampton when the
worker noticed that cases of product were becoming stuck on transfer
plates. The palletizer machine loads beverage product cases onto pallets
for shipping. Due to spillage of pop products, transfer plates become
sticky and often interfere with the movement and proper alignment of
beverage product cases; workers commonly spray the plates with an
aerosol silicone spray to overcome the sticking. The safety equipment on
the palletizer machines includes a gate that is interlocked so the
palletizer machine stops if the gate is opened.<br />
<br />
In this incident
the worker proceeded to reach inside the opening in the gate to spray
the plate with silicone without shutting off the production line. As the
worker did so, a push bar cycled on and pinched the worker's arm
between the push bar and a metal support beam. The worker suffered a
fractured arm as a result.<br />
<br />
Coca-Cola Bottling Company pleaded
guilty to failing, as an employer, to ensure that an in-running nip
hazard on the palletizer that endangered the safety of a worker was
equipped with and guarded with a device that prevents access to the
pinch point as required by the Occupational Health and Safety Act, and
was fined $70,000.<br />
<br />
The fine was imposed by Justice of the Peace
Richard Quon. In addition to the fine, the court imposed a 25-per-cent
victim fine surcharge as required by the Provincial Offences Act. The
surcharge is credited to a special provincial government fund to assist
victims of crime. <br />
<b><br /> </b><br />
<b>Court Information at a Glance</b><br />
<br />
<b>Location: </b>Ontario Court of Justice<br />
<b> </b>7755 Hurontario Street<br />
Brampton, ON<br />
<br />
<b>Judge: </b>Justice of the Peace Richard Quon<br />
<br />
<b>Date of Sentencing: </b>November 12, 2013<br />
<br />
<b>Defendant: </b>Coca-Cola Bottling Company<br />
1959 Upper Water Street, Suite 1100<br />
Halifax, Nova Scotia<br />
<br />
<b>Matter: </b>Occupational Health and Safety<br />
<br />
<b>Conviction: </b>Ontario Regulation 851/90<br />
(Industrial Establishments)<br />
Occupational Health and Safety Act<br />
Section 25(1)(a)<br />
<br />
<b>Crown Counsel: </b>Daniel KleimanHRNChttp://www.blogger.com/profile/01675632216971313334noreply@blogger.com1tag:blogger.com,1999:blog-3077615466381572875.post-12739037995391549792013-10-11T11:16:00.000-04:002013-10-11T11:20:07.565-04:00Twitter your way to Employment News...continued<h2 class="js-timeline-title search-nav">
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<span title="12:18 PM - 9 Oct 13">12:18 PM - 9 Oct 13</span>
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Reference letters can invite <a class="twitter-hashtag pretty-link js-nav" data-query-source="hashtag_click" dir="ltr" href="https://twitter.com/search?q=%23lawsuits&src=hash"><s>#</s><b>lawsuits</b></a> from former employees <a class="twitter-timeline-link" data-expanded-url="http://fw.to/gqvaGie" dir="ltr" href="http://t.co/2e0pD4nA8R" rel="nofollow" target="_blank" title="http://fw.to/gqvaGie"><span class="tco-ellipsis"></span><span class="invisible">http://</span><span class="js-display-url">fw.to/gqvaGie</span><span class="invisible"></span><span class="tco-ellipsis"><span class="invisible"> </span></span></a> <a class="twitter-hashtag pretty-link js-nav" data-query-source="hashtag_click" dir="ltr" href="https://twitter.com/search?q=%23hrlaw&src=hash"><s>#</s><b><b>hrlaw</b></b></a> <a class="twitter-hashtag pretty-link js-nav" data-query-source="hashtag_click" dir="ltr" href="https://twitter.com/search?q=%23hr&src=hash"><s>#</s><b>hr</b></a> <a class="twitter-hashtag pretty-link js-nav" data-query-source="hashtag_click" dir="ltr" href="https://twitter.com/search?q=%23humanresources&src=hash"><s>#</s><b>humanresources</b></a> <a class="twitter-hashtag pretty-link js-nav" data-query-source="hashtag_click" dir="ltr" href="https://twitter.com/search?q=%23workplace&src=hash"><s>#</s><b>workplace</b></a> <a class="twitter-hashtag pretty-link js-nav" data-query-source="hashtag_click" dir="ltr" href="https://twitter.com/search?q=%23recruiting&src=hash"><s>#</s><b>recruiting</b></a></div>
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<span title="8:40 AM - 9 Oct 13">8:40 AM - 9 Oct 13</span>
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Just Cause: (dis)honesty and continued employment <a class="twitter-timeline-link" data-expanded-url="http://buff.ly/15nyWOV" dir="ltr" href="http://t.co/ovGFuknH7h" rel="nofollow" target="_blank" title="http://buff.ly/15nyWOV"><span class="tco-ellipsis"></span><span class="invisible">http://</span><span class="js-display-url">buff.ly/15nyWOV</span><span class="invisible"></span><span class="tco-ellipsis"><span class="invisible"> </span></span></a></div>
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<span title="7:18 AM - 10 Oct 13">7:18 AM - 10 Oct 13</span>
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RT <a class="twitter-atreply pretty-link" dir="ltr" href="https://twitter.com/OntMinLabour"><s>@</s><b>OntMinLabour</b></a>: Breaks and eating periods in Ontario workplaces <a class="twitter-timeline-link" data-expanded-url="http://bit.ly/HSXjtE" dir="ltr" href="http://t.co/008GabEKJK" rel="nofollow" target="_blank" title="http://bit.ly/HSXjtE"><span class="tco-ellipsis"></span><span class="invisible">http://</span><span class="js-display-url">bit.ly/HSXjtE</span><span class="invisible"></span><span class="tco-ellipsis"><span class="invisible"> </span></span></a> <a class="twitter-hashtag pretty-link js-nav" data-query-source="hashtag_click" dir="ltr" href="https://twitter.com/search?q=%23hrlaw&src=hash"><s>#</s><b><b>hrlaw</b></b></a> <a class="twitter-hashtag pretty-link js-nav" data-query-source="hashtag_click" dir="ltr" href="https://twitter.com/search?q=%23hr&src=hash"><s>#</s><b>hr</b></a> <a class="twitter-hashtag pretty-link js-nav" data-query-source="hashtag_click" dir="ltr" href="https://twitter.com/search?q=%23humanresources&src=hash"><s>#</s><b>humanresources</b></a> <a class="twitter-hashtag pretty-link js-nav" data-query-source="hashtag_click" dir="ltr" href="https://twitter.com/search?q=%23payroll&src=hash"><s>#</s><b>payroll</b></a></div>
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<span title="5:31 PM - 8 Oct 13">5:31 PM - 8 Oct 13</span>
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ACTION LINE: Ontario <a class="twitter-hashtag pretty-link js-nav" data-query-source="hashtag_click" dir="ltr" href="https://twitter.com/search?q=%23labour&src=hash"><s>#</s><b>labour</b></a> legislation leaves some workers out of luck <a class="twitter-timeline-link" data-expanded-url="http://www.thespec.com/news-story/4136083-ontario-labour-legislation-leaves-some-workers-out-of-luck/" dir="ltr" href="http://t.co/wKbhupSKkS" rel="nofollow" target="_blank" title="http://www.thespec.com/news-story/4136083-ontario-labour-legislation-leaves-some-workers-out-of-luck/"><span class="tco-ellipsis"></span><span class="invisible">http://www.</span><span class="js-display-url">thespec.com/news-story/413</span><span class="invisible">6083-ontario-labour-legislation-leaves-some-workers-out-of-luck/</span><span class="tco-ellipsis"><span class="invisible"> </span>…</span></a> via <a class="twitter-atreply pretty-link" dir="ltr" href="https://twitter.com/TheSpec"><s>@</s><b>thespec</b></a> <a class="twitter-hashtag pretty-link js-nav" data-query-source="hashtag_click" dir="ltr" href="https://twitter.com/search?q=%23hrlaw&src=hash"><s>#</s><b><b>hrlaw</b></b></a> <a class="twitter-hashtag pretty-link js-nav" data-query-source="hashtag_click" dir="ltr" href="https://twitter.com/search?q=%23hr&src=hash"><s>#</s><b>hr</b></a> <a class="twitter-hashtag pretty-link js-nav" data-query-source="hashtag_click" dir="ltr" href="https://twitter.com/search?q=%23humanresources&src=hash"><s>#</s><b>humanresources</b></a></div>
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<span title="5:08 PM - 8 Oct 13">5:08 PM - 8 Oct 13</span>
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The Ontario Superior Court (finally) Awards Human Rights Damages in a Wrongful Dismissal case: <a class="twitter-timeline-link" data-expanded-url="http://seanbawden.blogspot.ca/2013/10/ontario-superior-court-awards-human.html#.UlSeXb817z4.twitter" dir="ltr" href="http://t.co/YQZQokYnvu" rel="nofollow" target="_blank" title="http://seanbawden.blogspot.ca/2013/10/ontario-superior-court-awards-human.html#.UlSeXb817z4.twitter"><span class="tco-ellipsis"></span><span class="invisible">http://</span><span class="js-display-url">seanbawden.blogspot.ca/2013/10/ontari</span><span class="invisible">o-superior-court-awards-human.html#.UlSeXb817z4.twitter</span><span class="tco-ellipsis"><span class="invisible"> </span>…</span></a> <a class="twitter-hashtag pretty-link js-nav" data-query-source="hashtag_click" dir="ltr" href="https://twitter.com/search?q=%23emplaw&src=hash"><s>#</s><b>emplaw</b></a> <a class="twitter-hashtag pretty-link js-nav" data-query-source="hashtag_click" dir="ltr" href="https://twitter.com/search?q=%23HRlaw&src=hash"><s>#</s><b><b>HRlaw</b></b></a></div>
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Appeal of $1.2M+ award against former Walmart employee, Meredith Boucher, heard yesterday by the Ontario Court of Appeal. <a class="twitter-hashtag pretty-link js-nav" data-query-source="hashtag_click" dir="ltr" href="https://twitter.com/search?q=%23hrlaw&src=hash"><s>#</s><b><b>hrlaw</b></b></a></div>
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Ontario Ministry of Labour blitz of the retail industry – Are you ESA...
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The Ontario Ministry of Labour has announced a blitz of the retail industry for compliance with the Employment Standards Act, 2000. The blitz will run from October through to December 2013.
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<span title="6:49 AM - 8 Oct 13">6:49 AM - 8 Oct 13</span>
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RT <a class="twitter-atreply pretty-link" dir="ltr" href="https://twitter.com/yosieHRLaw"><s>@</s><b>yosieHRLaw</b></a> ON Min of Labour blitz of retail industry – Are U <a class="twitter-hashtag pretty-link js-nav" data-query-source="hashtag_click" dir="ltr" href="https://twitter.com/search?q=%23ESA&src=hash"><s>#</s><b>ESA</b></a> compliant? <a class="twitter-timeline-link" data-expanded-url="http://blog.firstreference.com/2013/10/08/ministry-of-labour-blitz-of-the-retail-industry-are-you-esa-compliant/" dir="ltr" href="http://t.co/c3gobFFFhp" rel="nofollow" target="_blank" title="http://blog.firstreference.com/2013/10/08/ministry-of-labour-blitz-of-the-retail-industry-are-you-esa-compliant/"><span class="tco-ellipsis"></span><span class="invisible">http://</span><span class="js-display-url">blog.firstreference.com/2013/10/08/min</span><span class="invisible">istry-of-labour-blitz-of-the-retail-industry-are-you-esa-compliant/</span><span class="tco-ellipsis"><span class="invisible"> </span>…</span></a> … <a class="twitter-hashtag pretty-link js-nav" data-query-source="hashtag_click" dir="ltr" href="https://twitter.com/search?q=%23hr&src=hash"><s>#</s><b>hr</b></a> <a class="twitter-hashtag pretty-link js-nav" data-query-source="hashtag_click" dir="ltr" href="https://twitter.com/search?q=%23hrlaw&src=hash"><s>#</s><b><b>hrlaw</b></b></a> <a class="twitter-hashtag pretty-link js-nav" data-query-source="hashtag_click" dir="ltr" href="https://twitter.com/search?q=%23employmentlaw&src=hash"><s>#</s><b>employmentlaw</b></a></div>
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<span title="2:11 PM - 7 Oct 13">2:11 PM - 7 Oct 13</span>
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Angry Letters to Your Boss Can Get You Fired <a class="twitter-timeline-link" data-expanded-url="http://www.workplace.ca/newsletter/pdf/pdf1377535760.pdf" dir="ltr" href="http://t.co/s56Cse69Bk" rel="nofollow" target="_blank" title="http://www.workplace.ca/newsletter/pdf/pdf1377535760.pdf"><span class="tco-ellipsis"></span><span class="invisible">http://www.</span><span class="js-display-url">workplace.ca/newsletter/pdf</span><span class="invisible">/pdf1377535760.pdf</span><span class="tco-ellipsis"><span class="invisible"> </span>…</span></a>
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<span title="1:29 PM - 7 Oct 13">1:29 PM - 7 Oct 13</span>
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Woman with bad back awarded $20,000 in discrimination lawsuit <a class="twitter-timeline-link" data-expanded-url="http://www.thestar.com/news/gta/2013/10/01/woman_with_bad_back_awarded_20000_in_discrimination_lawsuit.html" dir="ltr" href="http://t.co/Xsi4ywAGWh" rel="nofollow" target="_blank" title="http://www.thestar.com/news/gta/2013/10/01/woman_with_bad_back_awarded_20000_in_discrimination_lawsuit.html"><span class="tco-ellipsis"></span><span class="invisible">http://www.</span><span class="js-display-url">thestar.com/news/gta/2013/</span><span class="invisible">10/01/woman_with_bad_back_awarded_20000_in_discrimination_lawsuit.html</span><span class="tco-ellipsis"><span class="invisible"> </span>…</span></a> via <a class="twitter-atreply pretty-link" dir="ltr" href="https://twitter.com/TorontoStar"><s>@</s><b>torontostar</b></a> <a class="twitter-hashtag pretty-link js-nav" data-query-source="hashtag_click" dir="ltr" href="https://twitter.com/search?q=%23emplaw&src=hash"><s>#</s><b>emplaw</b></a> <a class="twitter-hashtag pretty-link js-nav" data-query-source="hashtag_click" dir="ltr" href="https://twitter.com/search?q=%23hrlaw&src=hash"><s>#</s><b><b>hrlaw</b></b></a></div>
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RT <a class="twitter-atreply pretty-link" dir="ltr" href="https://twitter.com/yosieHRLaw"><s>@</s><b>yosieHRLaw</b></a>: Employee rights to access information in their personnel and payroll files <a class="twitter-timeline-link" data-expanded-url="http://icblog.firstreference.com/employee-rights-to-to-access-information-in-their-personnel-and-payroll-files/" dir="ltr" href="http://t.co/WhjegKdlK4" rel="nofollow" target="_blank" title="http://icblog.firstreference.com/employee-rights-to-to-access-information-in-their-personnel-and-payroll-files/"><span class="tco-ellipsis"></span><span class="invisible">http://</span><span class="js-display-url">icblog.firstreference.com/employee-right</span><span class="invisible">s-to-to-access-information-in-their-personnel-and-payroll-files/</span><span class="tco-ellipsis"><span class="invisible"> </span>…</span></a> /<b>HRLaw</b></div>
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Employee rights to access information in their personnel and payroll...
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In Canada, employees have the right to access information in their
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another employee’s privacy rights.
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<span title="10:36 AM - 7 Oct 13">10:36 AM - 7 Oct 13</span>
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" data-feedback-key="stream_status_387270233016512512" data-item-id="387270233016512512" data-my-retweet-id="388680553048072193" data-name="Stuart Rudner" data-screen-name="CanadianHRLaw" data-tweet-id="387270233016512512" data-user-id="36228831" data-you-block="false" data-you-follow="true">
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New Blog: Lying on resumé could be just cause, but due diligence is key when recruiting <a class="twitter-timeline-link" data-expanded-url="http://ow.ly/pzVof" dir="ltr" href="http://t.co/HtheKMLf5E" rel="nofollow" target="_blank" title="http://ow.ly/pzVof"><span class="tco-ellipsis"></span><span class="invisible">http://</span><span class="js-display-url">ow.ly/pzVof</span><span class="invisible"></span><span class="tco-ellipsis"><span class="invisible"> </span></span></a> <a class="twitter-hashtag pretty-link js-nav" data-query-source="hashtag_click" dir="ltr" href="https://twitter.com/search?q=%23HRLaw&src=hash"><s>#</s><b><b>HRLaw</b></b></a></div>
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<span title="8:30 AM - 7 Oct 13">8:30 AM - 7 Oct 13</span>
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" data-feedback-key="stream_status_387238591442587648" data-item-id="387238591442587648" data-name="Bruce " data-screen-name="WSIB_Paralegal" data-tweet-id="387238591442587648" data-user-id="60766552" data-you-block="false" data-you-follow="true">
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Anyone else going to the 2013 Schedule 2 Employers' Group Conference? <a class="twitter-hashtag pretty-link js-nav" data-query-source="hashtag_click" dir="ltr" href="https://twitter.com/search?q=%23s2e2013&src=hash"><s>#</s><b>s2e2013</b></a> <a class="twitter-timeline-link" data-expanded-url="http://www.cvent.com/events/2013-schedule-2-employers-group-conference/event-summary-73d3cdd81316433daff84c883be60952.aspx?lang=en&sms=2&cn=5l4DbsPV7UWCCx_18wkiRA" dir="ltr" href="http://t.co/JyasHRAdBH" rel="nofollow" target="_blank" title="http://www.cvent.com/events/2013-schedule-2-employers-group-conference/event-summary-73d3cdd81316433daff84c883be60952.aspx?lang=en&sms=2&cn=5l4DbsPV7UWCCx_18wkiRA"><span class="tco-ellipsis"></span><span class="invisible">http://www.</span><span class="js-display-url">cvent.com/events/2013-sc</span><span class="invisible">hedule-2-employers-group-conference/event-summary-73d3cdd81316433daff84c883be60952.aspx?lang=en&sms=2&cn=5l4DbsPV7UWCCx_18wkiRA</span><span class="tco-ellipsis"><span class="invisible"> </span>…</span></a> <a class="twitter-hashtag pretty-link js-nav" data-query-source="hashtag_click" dir="ltr" href="https://twitter.com/search?q=%23workerscomp&src=hash"><s>#</s><b>workerscomp</b></a> <a class="twitter-hashtag pretty-link js-nav" data-query-source="hashtag_click" dir="ltr" href="https://twitter.com/search?q=%23disabilitymgmt&src=hash"><s>#</s><b>disabilitymgmt</b></a> <a class="twitter-hashtag pretty-link js-nav" data-query-source="hashtag_click" dir="ltr" href="https://twitter.com/search?q=%23HRLaw&src=hash"><s>#</s><b><b>HRLaw</b></b></a></div>
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<span title="7:52 AM - 7 Oct 13">7:52 AM - 7 Oct 13</span>
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" data-feedback-key="stream_status_387229021538627584" data-item-id="387229021538627584" data-name="Bruce " data-screen-name="WSIB_Paralegal" data-tweet-id="387229021538627584" data-user-id="60766552" data-you-block="false" data-you-follow="true">
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2 cases where boilerplate language in employment contracts came back to haunt ERs. <a class="twitter-hashtag pretty-link js-nav" data-query-source="hashtag_click" dir="ltr" href="https://twitter.com/search?q=%23HRLaw&src=hash"><s>#</s><b><b>HRLaw</b></b></a> <a class="twitter-timeline-link" data-expanded-url="http://www.lexology.com/library/detail.aspx?g=36837d40-dc46-40b4-9962-f21d43c1e357&utm_source=Lexology+Daily+Newsfeed&utm_medium=HTML+email+-+Body+-+General+section&utm_campaign=Lexology+subscriber+daily+feed&utm_content=Lexology+Daily+Newsfeed+2013-10-07&utm_term=" dir="ltr" href="http://t.co/AmG6HoDkJQ" rel="nofollow" target="_blank" title="http://www.lexology.com/library/detail.aspx?g=36837d40-dc46-40b4-9962-f21d43c1e357&utm_source=Lexology+Daily+Newsfeed&utm_medium=HTML+email+-+Body+-+General+section&utm_campaign=Lexology+subscriber+daily+feed&utm_content=Lexology+Daily+Newsfeed+2013-10-07&utm_term="><span class="tco-ellipsis"></span><span class="invisible">http://www.</span><span class="js-display-url">lexology.com/library/detail</span><span class="invisible">.aspx?g=36837d40-dc46-40b4-9962-f21d43c1e357&utm_source=Lexology+Daily+Newsfeed&utm_medium=HTML+email+-+Body+-+General+section&utm_campaign=Lexology+subscriber+daily+feed&utm_content=Lexology+Daily+Newsfeed+2013-10-07&utm_term=</span><span class="tco-ellipsis"><span class="invisible"> </span>…</span></a></div>
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HRNChttp://www.blogger.com/profile/01675632216971313334noreply@blogger.com0tag:blogger.com,1999:blog-3077615466381572875.post-27196724418573481552013-10-04T10:46:00.002-04:002013-10-04T10:46:45.904-04:00Twitter your way to the Employer news<div class="timeline-header customisable-border">
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<a class="customisable-highlight" href="https://twitter.com/joyvas" title="Tweets from Joy Vas, CHRP">Tweets from www.hrnc.ca</a>
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Sean Bawden
Special Olympics Festival Breakfast - Champions Celebrating Champions Start your day inspired. The 9th A…<a class="link customisable" data-expanded-url="http://lnkd.in/bc32ax4" dir="ltr" href="http://t.co/a1OlRvt66d" rel="nofollow" target="_blank" title="http://lnkd.in/bc32ax4"><span class="tco-hidden">http://</span><span class="tco-display">lnkd.in/bc32ax4</span><span class="tco-hidden"></span><span class="tco-ellipsis"><span class="tco-hidden"> </span></span></a></div>
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Your Employer Wants To Erase Your Personal <a class="hashtag customisable" data-query-source="hashtag_click" dir="ltr" href="https://twitter.com/search?q=%23CellPhone&src=hash" rel="tag">#<b>CellPhone</b></a> ... <a class="link customisable" data-expanded-url="http://employeeatty.blogspot.com/2013/10/your-employer-wants-to-erase-your.html?spref=tw" dir="ltr" href="http://t.co/V2h5HFjrf0" rel="nofollow" target="_blank" title="http://employeeatty.blogspot.com/2013/10/your-employer-wants-to-erase-your.html?spref=tw"><span class="tco-hidden">http://</span><span class="tco-display">employeeatty.blogspot.com/2013/10/your-e</span><span class="tco-hidden">mployer-wants-to-erase-your.html?spref=tw</span><span class="tco-ellipsis"><span class="tco-hidden"> </span>…</span></a> <a class="hashtag customisable" data-query-source="hashtag_click" dir="ltr" href="https://twitter.com/search?q=%23BYOD&src=hash" rel="tag">#<b>BYOD</b></a> <a class="hashtag customisable" data-query-source="hashtag_click" dir="ltr" href="https://twitter.com/search?q=%23hr&src=hash" rel="tag">#<b>hr</b></a> <a class="hashtag customisable" data-query-source="hashtag_click" dir="ltr" href="https://twitter.com/search?q=%23humanresources&src=hash" rel="tag">#<b>humanresources</b></a> <a class="hashtag customisable" data-query-source="hashtag_click" dir="ltr" href="https://twitter.com/search?q=%23hrlaw&src=hash" rel="tag">#<b>hrlaw</b></a> <a class="hashtag customisable" data-query-source="hashtag_click" dir="ltr" href="https://twitter.com/search?q=%23emplaw&src=hash" rel="tag">#<b>emplaw</b></a> <a class="hashtag customisable" data-query-source="hashtag_click" dir="ltr" href="https://twitter.com/search?q=%23IT&src=hash" rel="tag">#<b>IT</b></a></div>
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Retweeted by <a class="profile h-card" href="https://twitter.com/joyvas" title="@joyvas on Twitter">Joy Vas, CHRP</a>
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Job opportunity ALERT!! Innovate Niagara is hiring an Office Administrator: <a class="link customisable" data-expanded-url="http://bit.ly/GBwI4M" dir="ltr" href="http://t.co/H7ALkmoFcy" rel="nofollow" target="_blank" title="http://bit.ly/GBwI4M"><span class="tco-hidden">http://</span><span class="tco-display">bit.ly/GBwI4M</span><span class="tco-hidden"></span><span class="tco-ellipsis"><span class="tco-hidden"> </span></span></a></div>
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Niagara College President, Dan Patterson is Man Enough! Join him on Oct. 19th for <a class="link customisable" data-expanded-url="http://www.walkamileinhershoes.ca" dir="ltr" href="http://t.co/nYYs57Gt96" rel="nofollow" target="_blank" title="http://www.walkamileinhershoes.ca"><span class="tco-hidden">http://www.</span><span class="tco-display">walkamileinhershoes.ca</span><span class="tco-hidden"></span><span class="tco-ellipsis"><span class="tco-hidden"> </span></span></a>! <a class="link customisable" data-expanded-url="http://ow.ly/i/3kyDp" dir="ltr" href="http://t.co/PN0wKBWF6I" rel="nofollow" target="_blank" title="http://ow.ly/i/3kyDp"><span class="tco-hidden">http://</span><span class="tco-display">ow.ly/i/3kyDp</span><span class="tco-hidden"></span><span class="tco-ellipsis"><span class="tco-hidden"> </span></span></a> <a class="hashtag customisable" data-query-source="hashtag_click" dir="ltr" href="https://twitter.com/search?q=%23WAM2013&src=hash" rel="tag">#<b>WAM2013</b></a></div>
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HRNChttp://www.blogger.com/profile/01675632216971313334noreply@blogger.com0tag:blogger.com,1999:blog-3077615466381572875.post-36180427103714600952013-06-19T16:20:00.001-04:002013-06-19T16:21:02.554-04:00Student entrepreneurs and non-profits: grants<div class="node-content">
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<h1 id="page-title">
Student entrepreneurs and non-profits: grants</h1>
<div class="field field-name-field-intro field-type-text-long field-label-hidden view-mode-full">
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<div class="field-item even">
<img alt="Student working for non-profit" src="http://www.ontario.ca/sites/default/files/pictures/not-for-profit-funding.jpg" />How to get funding for projects that teach young people about becoming an entrepreneur.</div>
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On this page -</h4>
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<h2>
How it works</h2>
</div>
<div class="field-item even">
The Youth Entrepreneurship Partners program gives money to non-profit organizations for projects that:
<br />
<ul>
<li>
give young people hands-on experience with small business</li>
<li>
educate youth about being an entrepreneur.</li>
</ul>
<h2 id="section-1">
Grant amount</h2>
<h3>
Maximum funding</h3>
$75,000 per project per year.<br />
Your project could be renewed for an extra year to a maximum of $75,000.<br />
<h2 id="section-2">
Who is eligible</h2>
You need to be either:<br />
<ul>
<li>
a Canadian non-profit organization with a strong presence in Ontario</li>
<li>
a board of education</li>
<li>
a postsecondary school</li>
<li>
a municipality or</li>
<li>
an incorporated Aboriginal organization.</li>
</ul>
<h2 id="section-3">
How to apply</h2>
You need to submit a proposal with details about the project and its deliverables during a Call for Proposals process.<br />
The last round of proposals closed in December 2012. Currently, proposals are not being accepted.<br />
Please check back for updates and application information.<br />
<h2 id="section-4">
Past project partnerships</h2>
Examples of previous partnerships include:<br />
<ul>
<li>
<a href="http://www.ktei.net/">Kenjewin Teg Educational Institute’s <i>eSpirit Learning Café</i></a></li>
<li>
<a href="http://eatlocalcaledon.org/youth/hayville/">Caledon Countryside Alliance HAYville incubator</a></li>
<li>
<a href="http://www.elginbusinessresourcecentre.com/">Elgin Business Resource Centre’s <i>Think Business: Imagine, Create, Innovate</i> workshops</a></li>
<li>
<a href="http://milo.mcmaster.ca/pressroom/press-releases/yep2011/">McMaster University’s <i>STEM (Science, Technology, Engineering, and Math)</i> Entrepreneurship Program</a></li>
<li> </li>
<li> </li>
<li>Updated: June 5, 2013
</li>
</ul>
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The
Ministry of Economic Development, Trade and Employment supports a
strong, innovative economy that can provide jobs, opportunities and
prosperity for all Ontarians.</div>
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HRNChttp://www.blogger.com/profile/01675632216971313334noreply@blogger.com0tag:blogger.com,1999:blog-3077615466381572875.post-13538460438871348632013-05-13T15:21:00.000-04:002013-05-13T15:21:05.647-04:00Minister Goodyear Consults Stakeholders on Manufacturing and Future Plans for Jobs, Growth and Long-term Prosperity<h1>
Minister Goodyear Consults Stakeholders on Manufacturing and Future Plans for Jobs, Growth and Long-term Prosperity</h1>
For immediate release<br />
May 13, 2013<br />
<br />
<b>Ottawa, Ontario</b>—The Honourable Gary Goodyear, Minister of
State for the Federal Economic Development Agency for Southern Ontario
(FedDev Ontario), met with manufacturers and stakeholders today at
Invest Ottawa to seek input on the new Advanced Manufacturing Fund in
Ontario and future Agency programs for southern Ontario.<br />
"With Economic Action Plan 2013, the Government of Canada remains
focused on the priorities of Canadians, including creating jobs and
growing the economy in Ontario and across Canada," said Minister
Goodyear. "My colleagues and I are participating in roundtable
discussions to ensure we continue to develop programs that work for
businesses, workers and communities."<br />
<br />
Since its launch in 2009, the Agency has made significant progress in
creating jobs and growing the economy. However, Ontario remains under
considerable pressure, and more than ever our businesses and workers
need to be more innovative and productive, and strive to access new
markets.<br />
<br />
In Budget 2013, the Government of Canada demonstrated its continued
commitment to workers, families and communities in southern Ontario with
the renewal of <abbr class="noWrap" title="Federal Economic Development Agency for southern Ontario">FedDev Ontario</abbr>.<br />
Economic Action Plan 2013 provides $920 million for <abbr class="noWrap" title="Federal Economic Development Agency for southern Ontario">FedDev Ontario</abbr> over five years, including $200 million for a new Advanced Manufacturing Fund in Ontario, starting on April 1, 2014.<br />
<br />
Minister Goodyear and Members of Parliament are meeting with
manufacturers, business and academia across Ontario to gather feedback
on challenges, opportunities and ideas for the development and
implementation of new programs.<br />
<br />
This morning, Minister Goodyear met with a group of firms and
manufacturing stakeholders to discuss the Advanced Manufacturing Fund in
Ontario. Input was provided on the expected outcomes of the Fund, as
well as on proposed program parameters.<br />
At a second meeting, stakeholders provided their views on potential areas of focus for <abbr class="noWrap" title="Federal Economic Development Agency for southern Ontario">FedDev Ontario</abbr> programs including: support for innovation and commercialization, business growth, productivity and communities.<br />
<br />
With renewed funding, <abbr class="noWrap" title="Federal Economic Development Agency for southern Ontario">FedDev Ontario</abbr>
will continue to act as a convenor, advocate and catalyst to support
the development of a prosperous and globally competitive southern
Ontario economy.<br />
<br />
Details of new programming will be posted on the Agency's website at <a href="http://www.feddevontario.gc.ca/eic/site/723.nsf/eng/home">www.FedDevOntario.gc.ca</a> as they become available, so stakeholders are encouraged to check back regularly.<br />
<br />
To learn more, please visit <a href="http://www.feddevontario.gc.ca/eic/site/723.nsf/eng/home">www.FedDevOntario.gc.ca</a> or call <span class="noWrap">1-866-593-5505</span>.<br />
Follow us on Twitter <a href="http://www.twitter.com/feddevontario">@FedDevOntario</a><br />
<div class="alignCenter">
<br /></div>
<div class="alignCenter">
– 30 –</div>
<br />
<b>For more information, contact:</b><br />
<span lang="fr"><span class="noWrap">Michele-Jamali</span> Paquette</span><br />
Director of Communications<br />
Office of the Honourable Gary Goodyear<br />
<span class="noWrap">613-947-2956</span><br />
Media Relations<br />
<abbr class="noWrap" title="Federal Economic Development Agency for southern Ontario">FedDev Ontario</abbr><br />
<span class="noWrap">416-954-6652</span>HRNChttp://www.blogger.com/profile/01675632216971313334noreply@blogger.com0tag:blogger.com,1999:blog-3077615466381572875.post-65196168978063406852013-05-10T16:15:00.000-04:002013-05-10T16:15:09.106-04:00St. Marys Cement, Supervisor Fined $78,000 After Worker Injured<section class="wrapper clearfix" id="topWidgets">
<h2>
Court Bulletin
</h2>
</section>
<hgroup>
<h3>
St. Marys Cement, Supervisor Fined $78,000 After Worker Injured</h3>
</hgroup>
<div class="newsData">
<time datetime="2013-05-08">May 8, 2013 11:46 a.m.</time>
<div class="newsMinistry">
Ministry of Labour</div>
<div class="newsMinistry">
<br /></div>
</div>
WHITBY, ON - St. Marys Cement Inc. of Toronto
has been fined $75,000 and a supervisor was fined $3,000 for <a href="http://hrnc.ca/prof-health.php" target="_blank">violations
of the Occupational Health and Safety Act after a worker was injured.</a><br />
<a href="http://hrnc.ca/prof-health.php" target="_blank">
</a><br />
On January 29, 2012, workers were clearing
mud and rock from the vanes of a large rotary sluice at the St. Marys
Cement plant located at 400 Waverly Road South in Bowmanville.<br />
<br />
Although
the electrical supply had been turned off, a brake on the sluice was not
able to hold the vanes in place for cleaning. An inspection determined
that the brake drum was cracked. A steel bar was inserted to prevent the
vanes from rotating. When the bar came into contact with one of the
vanes, the force of the rotation caused the bar's handle to suddenly fly
upward. It struck one of the workers on the face, causing a concussion
and facial fractures. A Ministry of Labour investigation followed the
incident.<br />
<br />
St. Marys Cement <a href="http://hrnc.ca/prof-health.php" target="_blank">pleaded guilty to failing, as an employer</a>, to ensure that gravity-stored energy was dissipated or
contained while work was being done on the sluice, and was fined
$75,000.<br />
<br />
Edward Maybee <a href="http://hrnc.ca/prof-health.php" target="_blank">pleaded guilty to failing, as a supervisor</a>, to
ensure that workers worked in the manner and with the protective
devices, measures and procedures required by the Occupational Health and
Safety Act and Regulations, and was fined $3,000. <br />
<br />
The fines
were imposed by Justice of the Peace Robert G. Boychyn. In addition to
the fines, the court imposed a 25-per-cent victim fine surcharge as
required by the Provincial Offences Act. The surcharge is credited to a
special provincial government fund to assist victims of crime. <br />
<strong><br /> </strong><br />
<strong>Court Information at a Glance</strong><br />
<br />
<strong>Location: </strong>Provincial Offences Court<br />
<strong> </strong>605 Rossland Road<br />
Courtroom #103<br />
Whitby, ON<br /> <br />
<strong>Judge: </strong>Justice of the Peace Robert G. Boychyn<br />
<br />
<strong>Date of Sentencing: </strong>May 1, 2013<br />
<br />
<strong>Defendant: </strong>St. Marys Cement (employer)<br />
<strong> </strong>Edward Maybee (supervisor)<br />
<br />
<strong>Matter: </strong>Occupational Health and Safety<br />
<br />
<strong>Conviction: </strong>Ontario Regulation 854/90<br />
<strong> </strong>Section 185(7)(b)<strong></strong><br />
<strong> </strong><br />
<strong> </strong>Occupational Health & Safety Act<br />
Section 25(1)(c) and Section 27(1)(a)<br />
<br />
<strong>Crown Counsel: </strong>Dan KleimanHRNChttp://www.blogger.com/profile/01675632216971313334noreply@blogger.com0tag:blogger.com,1999:blog-3077615466381572875.post-12714779985534108112013-05-03T13:30:00.000-04:002013-05-03T13:30:48.732-04:00Long lines continue for wind turbine work <!--[if !mso]>
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<a href="http://www.blogger.com/null" name="sa"><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Friday,
May 3, 2013 </span></a></div>
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<span style="mso-bookmark: sa;"><b><span style="font-family: "Times New Roman","serif"; font-size: 18.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Long lines continue for wind turbine work </span></b></span></div>
<div class="MsoNormal">
<span style="mso-bookmark: sa;"><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA; mso-no-proof: yes;"><br /></span></span><span style="mso-bookmark: sa;"><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"></span></span></div>
<div class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<span style="mso-bookmark: sa;"><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">By </span></span><a href="http://www.stcatharinesstandard.ca/author/dave-johnson"><span style="mso-bookmark: sa;"><span style="color: blue; font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Dave
Johnson</span></span><span style="mso-bookmark: sa;"></span></a><span style="mso-bookmark: sa;"><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">, The
Tribune </span></span></div>
<div class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<span style="mso-bookmark: sa;"><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Thursday,
May 2, 2013 6:34:10 EDT PM </span></span></div>
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<span style="mso-bookmark: sa;"><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA; mso-no-proof: yes;"><br /></span></span><span style="mso-bookmark: sa;"><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"></span></span></div>
<div class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<span style="mso-bookmark: sa;"><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Job
seekers are lined up in front of Job Gym on East Main St. for the second day
trying to get a position at PowerBlades Inc., a German wind turbine
manufacturer opening up a blade plant in Welland in July.</span></span></div>
<div class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<br /></div>
<div class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<span style="mso-bookmark: sa;"><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">WELLAND - With
resumes in hand, more job seekers lined East Main St. in front of Job Gym
Thursday morning, hoping to land one of 125 initial positions at PowerBlades
Inc., or possibly one of the 75 to follow.</span></span></div>
<div class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<br /></div>
<div class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<span style="mso-bookmark: sa;"><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Job Gym
manager Deanna Villella had expected at least 600 people to pass through its
downtown doors in hopes of landing a future at the manufacturing plant on the
east side of the Welland Canal.</span></span></div>
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<span style="mso-bookmark: sa;"><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Hamburg,
Germany-based REpower Systems is setting up shop for its subsidiary on Rusholme
Rd. Production is expected to start in July.</span></span></div>
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<br /></div>
<div class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<span style="mso-bookmark: sa;"><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">“From our
perspective, things are going really well,” Villella said of the job hunt. “The
employer is really happy with the candidates coming through and the people they
are meeting with. With 200 jobs to fill, they have to see a lot of people.”</span></span></div>
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<br /></div>
<div class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<span style="mso-bookmark: sa;"><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">People
who lined the street on Wednesday and Thursday were asked to meet criteria for
production workers, with experience in manufacturing of plastic parts and
surface finishing, an ability to read blueprints, experience with composites
manufacturing, and certification for overhead cranes and forklift. Quality
inspector and laboratory technicians are sought with experience in composites;
and production/maintenance/support technicians are also required.</span></span></div>
<div class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<br /></div>
<div class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<span style="mso-bookmark: sa;"><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">“People
who met the criteria were given a number to meet with the employer for a
face-to-face interview,” said Villella, adding there were seven people from the
company on hand at Job Gym.</span></span></div>
<div class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<span style="mso-bookmark: sa;"><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Though
they were trying to keep interviews short, between five and 10 minutes, to keep
people moving through the line and process, Villella said some interviews were
taking a while. Seventy people were asked to come back on Thursday for
interviews because of the huge lineups on Wednesday.</span></span></div>
<div class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<br /></div>
<div class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<span style="mso-bookmark: sa;"><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Second
interviews were set up by the employer for those people that made it through
the first interview.</span></span></div>
<div class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<br /></div>
<div class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<span style="mso-bookmark: sa;"><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">“We’re
happy to help the employer,” said Villella, who walked the lineup on Wednesday.
“Our staff have been working 12 to 14 hours, but their spirits are positive.</span></span></div>
<div class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<br /></div>
<div class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<span style="mso-bookmark: sa;"><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"> </span></span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">© 2012 St. Catharines Standard.
All rights reserved. The St. Catharines Standard are members of <a href="http://www.canoe.ca/"><span style="color: blue;">Canoe Sun Media </span></a>Community
Newspapers.</span></div>
<div class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Powered by Fatwire</span></div>
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HRNChttp://www.blogger.com/profile/01675632216971313334noreply@blogger.com0tag:blogger.com,1999:blog-3077615466381572875.post-59775914775548536052013-05-02T12:20:00.002-04:002013-05-02T12:22:51.802-04:00АКТ О ТРУДОВЫХ СТАНДАРТАХ ЗАЩИТА РАБОЧИХ И СЛУЖАЩИХАКТ О ТРУДОВЫХ СТАНДАРТАХ<br />
ЗАЩИТА РАБОЧИХ И СЛУЖАЩИХ<br />
<br />
Акт о трудовых стандартах (The Employment Standards Act – ESA) принятый в 2000 году – это<br />
<br />
закон, устанавливающий минимальные допустимые стандарты справедливых трудовых<br />
отношений в Онтарио.<br />
Если Вы защищены положениями ESA, то Ваш работодатель не имеет права:<br />
• угрожать Вам<br />
• уволить Вас<br />
• отстранить Вас от работы<br />
• уменьшить Вашу зарплату<br />
• наказать Вас каким-либо другим способом или<br />
• грозить Вам любыми из вышеперечисленных действий<br />
только потому, что Вы спросили об этом или поинтересовались своими правами по ESA.<br />
<br />
Если Вы работаете на территории провинции Онтарио, то вероятнее всего Вы находитесь<br />
под защитой Акта о трудовых стандартах. Однако его положения не распространяются на<br />
служащих федерального правительства и некоторые другие категории рабочих и служащих.<br />
Для них имеются исключения и особые правила согласно закону.<br />
Обратитесь в Министерство труда, если Вы хотите подробнее узнать о том, как Вы<br />
защищены Актом о трудовых стандартах.<br />
Имеется много прав, которые защищены Актом о трудовых стандартах, включая:<br />
• часы работы<br />
• минимальную оплату труда<br />
• оплату сверхурочных часов<br />
• выплату зарплаты<br />
• праздничные дни и отпуска<br />
• внеочередной отпуск<br />
• отпуск по уходу за членами семьи<br />
• отпуск по беременности или отпуск по уходу за детьми<br />
• уведомление об увольнении<br />
Для получения более полной информации о Ваших правах согласно ESA обращайтесь в<br />
Министерство труда.<br />
Мой работодатель заявил, что положения Акта о трудовых<br />
стандартах на меня не распространяются. Правда ли это?<br />
Какие у меня есть права?<br />
Если Вы считатете, что Ваш работодатель наказал Вас за то, что Вы спросили о своих<br />
трудовых правах или потребовали их соблюдения, обратитесь в Министерство труда как<br />
можно скорее.<br />
Сотрудники Министерства труда помогут Вам лучше понять свои права, ответить на<br />
имеющиеся вопросы и заняться расследованием Вашей жалобы. Ваш работодатель не<br />
имеет права наказывать Вас за то, что Вы обращаетесь в Министерство труда по поводу<br />
своих трудовых прав.<br />
ПРИМЕЧАНИЕ: Перед тем, как обращаться в Министерство труда, члены профсоюза<br />
должны проконсультироваться у своего представителя.<br />
Перед обращением в Министерство труда постарайтесь собрать как можно больше<br />
информации и документов о Вашем работодателе и Вашей работе, например, корешки<br />
зарплатной ведомости (pay stubs) и другие, которые помогут объяснить Вашу проблему.<br />
Если Ваш работодатель наказал Вас за то, что Вы спросили о своих правах или<br />
потребовали их соблюдать, сотрудник отдела трудовых стандартов имеет право<br />
предписать Вашему работодателю вернуть Вам Вашу должность или выплатить<br />
компенсацию. Он также может предписать работодателю выплатить Вам любую<br />
имеющуюся задолженность по зарплате.<br />
Кроме этого, Министерство труда может обвинить Вашего работодателя в совершении<br />
преступления, караемое наложением штрафа или сроком тюремного заключения.<br />
Меня наказали за то, что я спросил(а) о своих правах. Что я могу сделать?<br />
Что мне потребуется?<br />
Чем мне может помочь Министерство труда?<br />
Пример:<br />
Мария обнаружила, что ей платят меньше, чем минимальная ставка оплаты труда. Она<br />
спросила об этом своего менеджера и через несколько дней была уволена.<br />
Мария решила, что она была уволена за то, что спросила о своих трудовых правах.<br />
Она позвонила в информационный центр отдела трудовых стандартов и объяснила<br />
свою ситуацию. Сотрудники Министерства труда разъяснили Марии ее трудовые<br />
права. Мария подала жалобу, по которой было проведено расследование.<br />
После этого работодателю было предписано вернуть Марию назад на ее должность,<br />
выплатить ей всю имеющуюся задолженность по зарплате и поднять размер<br />
зарплаты до уровня минимальной заработной платы.<br />
Обратитесь в информационный центр отдела трудовых стандартов (Employment Standards Information<br />
Centre). После этого Вы можете решить подать жалобу.<br />
Жалоба – это письменное пояснение того, на что жалуется работник. В ней также<br />
содержится важная информация работнике, его работе и работодателе.<br />
Формы искового заявления можно получить, в информационных центрах ServiceOntario или<br />
посетив веб-сайт Министерства труда.<br />
Жалобы подаются бесплатно.<br />
Позвоните в информационный центр отдела трудовых стандартов по телефону<br />
416-326-7160, по бесплатной линии 1-800-531-5551 или TTY 1-866-567-8893 (для людей<br />
с плохим слухом). Если Вы не владеете английским или французским языком, то при<br />
общении с нами по телефону Вы должны позаботиться о переводчике).<br />
Посетите секцию трудовых стандартов (Employment Standards) на веб-сайте Министерства<br />
труда www.labour.gov.on.ca, чтобы получить доступ к онлайн изданиям, в которых имеется<br />
подробная информация о правах, защищенных ESA (Актом о трудовых стандартах).<br />
<br />
©Queen’s Printer for Ontario, 2008<br />
Printed in Canada<br />
ISBN 1-4249-1342-X (Print)<br />
ISBN 1-4249-1343-8 (HTML)<br />
ISBN 1-4249-1344-6 (PDF)<br />
<br />
Russian<br />
Следует ли мне подать жалобу?<br />
Данная информация предоставляется в качестве услуги населению. Хотя мы<br />
прилагаем все усилия для того, чтобы информация, содержащаяся в данной<br />
брошюре, была актуальной и соответствующей действительности, возможность<br />
ошибок не исключена. Поэтому точность информации не гарантируется. Перед<br />
тем как предпринять какие-либо действия, читатель должен, по возможности,<br />
удостовериться в правильности информации.<br />
Как связаться с Министерством трудаHRNChttp://www.blogger.com/profile/01675632216971313334noreply@blogger.com0tag:blogger.com,1999:blog-3077615466381572875.post-67387277861358834402013-05-02T12:06:00.000-04:002013-05-02T12:06:14.714-04:00Algoma Tubes Inc. Fined $70,000 After Workers Injured<section class="wrapper clearfix" id="topWidgets">
<h2>
Court Bulletin
</h2>
</section>
<hgroup>
<h3>
Algoma Tubes Inc. Fined $70,000 After Workers Injured</h3>
</hgroup>
<div class="newsData">
<time datetime="2013-05-01">May 1, 2013 4:55 pm</time></div>
<div class="newsData">
<time datetime="2013-05-01"> </time>
<div class="newsMinistry">
Ministry of Labour</div>
<div class="newsMinistry">
<br /></div>
</div>
SAULT STE. MARIE, ON - Algoma Tubes Inc., a
manufacturer of steel pipe products based in Whitehorse, Yukon, has been
fined $70,000 for a violation of the <a href="http://hrnc.ca/prof-health.php" target="_blank">Occupational Health and Safety Act</a>
after two workers were injured.<br />
<br />
On July 15, 2011, two workers employed as electrical
maintenance technicians by Algoma Tubes at the facility located at 547
Wallace Terrace in Sault Ste. Marie were decommissioning an
out-of-service motor control centre (a large electrical panel). A
de-energized control cable that one of the workers was removing came
into contact with a 480-volt energized panel. The resulting arc flash
caused one of the workers to sustain burns to one hand and the other
worker to suffer burns to the hand, forearm and face.<br />
<br />
The <a href="http://hrnc.ca/prof-health.php" target="_blank">Ministry of Labour investigated the incident</a> and found that Algoma Tubes
failed as an employer to ensure that the workers used rubber gloves,
mats, shields or other protective equipment and procedures adequate to
ensure protection from electrical shock and burns while performing the
work.<br />
<br />
This was contrary to section 42.1(2) of Ontario Regulation 851,
R.R.O. 1990, as amended, and to section 25(1)(c) of the <em>Occupational Health and Safety Act,</em> R.S.O. 1990, c.O.1, as amended.<br />
<br />
The company pleaded guilty and was fined $70,000.<br />
<br />
The fine was imposed by Justice of the Peace Jill Morris. In addition
to the fine, the court imposed a 25-per-cent victim fine surcharge as
required by the Provincial Offences Act.<br />
<br />
The surcharge is credited to a
special provincial government fund to assist victims of crime.<br /> <br /> <br />
<strong>Court Information at a Glance</strong><br />
<br />
<strong>Location: </strong>Provincial Offences Court<br />
<strong> </strong>Civic Centre<br />
99 Foster Drive <br /> Sault Ste. Marie, ON<br />
<br />
<strong>Judge: </strong>Justice of the Peace Jill Morris<br />
<br />
<strong>Date of Sentencing: <a href="http://news.ontario.ca/mol/en/2013/05/editor-content.html?cs=utf-8" name="Text24"></a></strong>April 30, 2013<br />
<br />
<strong>Defendant: <a href="http://news.ontario.ca/mol/en/2013/05/editor-content.html?cs=utf-8" name="Text25"></a></strong> Algoma Tubes Inc<br />
.<br />
<strong>Matter: </strong>Occupational Health and Safety<br />
<br />
<strong>Conviction: <a href="http://news.ontario.ca/mol/en/2013/05/editor-content.html?cs=utf-8" name="Text27"></a></strong>Ontario Regulation 851<br />
<br />
Occupational Health & Safety Act, Sec.25(1)(c)<br />
<br />
<strong>Crown Counsel</strong>: <a href="http://news.ontario.ca/mol/en/2013/05/editor-content.html?cs=utf-8" name="Text26"></a>Shantanu RoyHRNChttp://www.blogger.com/profile/01675632216971313334noreply@blogger.com0tag:blogger.com,1999:blog-3077615466381572875.post-46250354161712155602013-04-12T13:19:00.001-04:002013-04-12T13:29:05.190-04:00 Company Director Jailed for Failing to Comply with Order to Pay Wages Owed to Young Workers<br />
<br />
<section class="wrapper clearfix" id="topWidgets">
<h2>
Court Bulletin
</h2>
</section>
<hgroup>
<h3>
Company Director Jailed for Failing to Comply with Order to Pay Wages Owed to Young Workers</h3>
</hgroup>
<br />
<div class="newsData">
<time datetime="2013-04-12">April 12, 2013 9:35 am</time></div>
<div class="newsData">
<time datetime="2013-04-12"> </time>
<br />
<div class="newsMinistry">
Ministry of Labour</div>
</div>
<br />
BRAMPTON, ON - A director who<a href="http://hrnc.ca/prof-employment.php" target="_blank"> failed to ensure a company paid wages</a> to 68 employees has been convicted of
failing to comply with three orders to pay and has been sentenced to 90
days in jail, fined $15,000 and ordered to pay outstanding wages.<br />
<br />
The defendant, Peter Check of Cambridge,
operated a business in Mississauga known as All Pool Solution and
Aquatic Pools Solutions. The Ministry of Labour received <a href="http://hrnc.ca/prof-employment.php" target="_blank">employment standards claims</a> in 2007 and 2008 for unpaid wages from former employees
of companies operated by Check. A number of the claimants were young
people who worked as lifeguards. <br />
<br />
An extensive investigation by
Ministry of Labour <a href="http://hrnc.ca/prof-employment.php" target="_blank">employment standards </a>officers found that wages
ranging from $80 to $3,100 were owed and issued three orders to pay
between December 2008 and May 2009. The amount of the orders totaled
about $63,000. The majority of the wages - about $55,000 - are still
unpaid. In addition to the jail term and fines, Check was ordered to pay
the outstanding wages.<br />
<br />
The conviction was imposed by Justice
Donald Cooper. In addition to the fine, the court imposed a 25-per-cent
victim fine surcharge as required by the Provincial Offences Act. The
surcharge is credited to a special provincial government fund to assist
victims of crime. <br />
<u><br /> </u><br />
<b>Court Information at a Glance</b><br />
<br />
<b>Location: </b>Ontario Court of Justice<br />
<b> </b>7755 Hurontario Road<br />
Brampton, ON<br />
<br />
<b>Judge: </b>Justice Donald Cooper<br />
<br />
<b>Date of Sentencing: </b>April 8, 2013<br />
<br />
<b>Defendant: </b>Peter Check as a director of 2092263 Ontario Inc.<br />
<br />
<b>Matter: </b>Employment Standards Act <br />
<br />
<b>Conviction: </b>ESA, Section 137(1) - 3 counts<br />
<br />
<b>Crown Counsel: </b>Line Forestier<br />
<br />
<br />
<a href="http://hrnc.ca/">hrnc.ca</a>HRNChttp://www.blogger.com/profile/01675632216971313334noreply@blogger.com0tag:blogger.com,1999:blog-3077615466381572875.post-71932723310940556982013-04-10T10:29:00.000-04:002013-04-10T10:29:10.358-04:00Employer and Supervisor fined after Co-op Student Injured<section class="wrapper clearfix" id="topWidgets">
<h2>
News Release
</h2>
</section>
<hgroup>
<h3>
CRS Specialties Inc. and Supervisor Fined $59,000 After Co-op Student Injured</h3>
</hgroup>
<div class="newsData">
<time datetime="2013-04-09">April 9, 2013 4:20 pm</time> Ministry of Labour<div class="newsMinistry">
<br /></div>
</div>
<a href="http://www.hrnc.ca/" target="_blank">St. Catharines, ON</a> - CRS Specialties Inc., a
Welland manufacturer of rebar bending equipment, was fined $55,000 for a
violation of the <a href="http://hrnc.ca/prof-health.php" target="_blank">Occupational Health and Safety Act</a> after a student,
working there as a co-operative education placement, was injured. A
further fine of $4,000 was imposed on a supervisor for a similar
violation of the act during the investigation of the incident.<br />
<br />
On March 23, 2011, at the company's Welland
workplace, the student was taking apart a fan and washing it in a Varsol
bath. When finished, the student was told to start a welding task. When
beginning the task, the young worker was wearing a polyester-blend
sweatshirt over overalls. Polyester materials are susceptible to
ignition and should not be worn while welding. The student was not
supplied with a welding jacket, welding sleeves, neck shroud or
flame-retardant clothing. The supervisor did not intervene to make sure
the student removed the sweatshirt and had sufficient apparel to prevent
injury.<br />
<br />
While the student was welding, the sweatshirt ignited and caught fire. The student suffered second degree burns.<br />
<br />
Later,
on March 28, 2011, while the Ministry of Labour was <a href="http://hrnc.ca/prof-health.php" target="_blank">investigating that incident</a>, an inspector saw another worker in the same workplace not
wearing apparel sufficient to prevent injury while welding. The worker
was wearing a polyester-blend sweatshirt and only one welding sleeve.<br />
<br />
CRS Specialties Inc. pleaded guilty to failing to ensure that a <a href="http://hrnc.ca/prof-health.php" target="_blank">competent person</a> was appointed as supervisor.<br />
<br />
Supervisor
Chad Corriveau pleaded guilty to failing to ensure that a worker was
wearing apparel sufficient to protect the worker from injury while
welding.<br />
<br />
<strong></strong><br />
The fines were imposed by Justice of
the Peace B. Phillips. In addition to the fine, the court imposed a
25-per-cent victim fine surcharge, as required by the Provincial
Offences Act. The surcharge is credited to a special provincial
government fund to assist victims of crime.<br />
<strong><br /> </strong><br />
<strong>Court Information at a Glance</strong><br />
<br />
<strong>Location: </strong><a href="http://www.blogger.com/blogger.g?blogID=3077615466381572875" name="OLE_LINK4"></a><a href="http://www.blogger.com/blogger.g?blogID=3077615466381572875" name="OLE_LINK3"></a>Ontario Court of Justice<br />
71 King St.<br /> St. Catharines, ON<br />
<br />
<strong>Judge: </strong>Justice of the Peace B. Phillips<br />
<br />
<strong>Date of Sentencing: </strong>April 4, 2013<br />
<br />
<strong>Defendant: </strong>CRS Specialties Inc.<br />
<br />
<strong>Matter: </strong>Occupational Health and Safety<br />
<br />
<strong>Conviction: </strong>Ontario Regulation 851, Section 84<br />
<strong> </strong>Occupational Health and Safety Act,<br />
Section 25(2)(c), Section 27(1)(a)<br />
<br />
<strong>Crown Counsel: </strong>Daniel KleimanHRNChttp://www.blogger.com/profile/01675632216971313334noreply@blogger.com0tag:blogger.com,1999:blog-3077615466381572875.post-73497915940407319962013-02-15T15:41:00.001-05:002013-02-15T15:41:19.367-05:00What must an employer do in your workplace?<br /><a href="http://www.blogger.com/blogger.g?blogID=3077615466381572875" id="top" name="top"></a>
<br />
<div class="inforow">
<div align="right" class="docnav">
<br /><a href="http://www.labour.gov.on.ca/english/hs/pubs/ohsa/ohsag_part3.php#"></a>
</div>
<h1>
Part III: Duties of Employers and Other Persons</h1>
</div>
<div class="row">
<ul class="nobulletlist" id="pageinfo">
<li style="line-height: 200%;">Revised: October 18, 2012</li>
<li>Content last reviewed: October 2012</li>
<li style="line-height: 200%;"><a href="http://www.labour.gov.on.ca/english/hs/pdf/ohsa_guide.pdf">PDF Version</a><img alt="PDF" border="0" height="16" src="http://www.labour.gov.on.ca/images/icon_pdf.gif" width="16" /> [ 488 Kb / 106 pages | <a href="http://get.adobe.com/reader/">Download Adobe Reader</a> ]</li>
</ul>
<div class="small">
<strong>Disclaimer:</strong> This resource has been prepared to help
the workplace parties understand some of their obligations under the
Occupational Health and Safety Act (OHSA) and regulations. It is not
legal advice. It is not intended to replace the OHSA or the regulations.
<a href="http://www.labour.gov.on.ca/english/hs/hs_disclaimer.php">FOR FURTHER INFORMATION PLEASE SEE FULL DISCLAIMER</a></div>
</div>
The <a class="laws" href="http://www.e-laws.gov.on.ca/html/statutes/english/elaws_statutes_90o01_e.htm" title="Occupational Health and Safety Act (www.e-laws.gov.on.ca)">Occupational Health and Safety Act</a> (<acronym>OHSA</acronym>)
imposes duties on employers, constructors, supervisors, owners,
suppliers, licensees, officers of a corporation and workers, among
others. Part III of the Act specifies the general duties of these
workplace parties.<br />
<h2>
General Duties of Employers</h2>
An Ontario employer, who is covered by the <acronym title="Occupational Health and Safety Act">OHSA</acronym>, has a range of legal obligations, including the obligation to:<br />
<ul>
<li>instruct, inform and supervise workers to protect their health and safety [clause 25(2)(a)]</li>
<li>assist in a medical emergency by providing any
information—including confidential business information—to a qualified
medical practitioner and other prescribed persons for the purpose of
diagnosis or treatment [clause 25(2)(b)]</li>
<li>appoint competent persons as supervisors [clause 25(2)(c)].
“Competent person” is a defined term under the Act. A “competent
person” is defined as one who must:
<ul class="nospaceb">
<li>be qualified—through knowledge, training and experience—to organize the work and its performance</li>
<li>be familiar with the Act and the regulations that apply to the work being performed in the workplace </li>
<li>know about any actual or potential danger to health and safety in the workplace</li>
</ul>
<br /> An employer may appoint themselves as supervisors if they meet all three qualifications [subsection 25(3)].
</li>
<li>inform a worker, or a person in authority over a worker, about
any hazard in the work and train that worker in the handling, storage,
use, disposal and transport of any equipment, substances, tools,
material, <abbr title="etcetera">etc.</abbr> [clause 25(2)(d)]</li>
<li>help joint health and safety committees and health and safety representatives to carry out their functions [clause 25(2)(e)]</li>
<li>not employ or permit persons, who are under the prescribed age
for the employer’s workplace to be in or near the workplace [clauses
25(2)(f) and (g)] </li>
<li>take every precaution reasonable in the circumstances for the protection of a worker [clause 25(2)(h)]</li>
<li>post in the workplace a copy of the <acronym title="Occupational Health and Safety Act">OHSA</acronym>,
as well as explanatory material prepared by the Ministry of Labour that
outlines the rights, responsibilities and duties of workers. This
material must be in English and the majority language in the workplace
[clause 25(2)(i)]</li>
<li>in workplaces in which <strong>more than five workers</strong>
are regularly employed, prepare a written occupational health and safety
policy, review that policy at least once a year and set up and maintain
a program to implement it [clause 25(2)(j)]. For guidance on how to do
this, see <a href="http://www.labour.gov.on.ca/english/hs/pubs/ohsa/ohsag_appx_a.php">Appendix A</a> of this Guide</li>
<li>post a copy of the occupational health and safety policy in the
workplace, where workers will be most likely to see it [clause 25
(2)(k)]</li>
<li>provide the joint health and safety committee or the health and
safety representative with the results of any occupational health and
safety report that the employer has. If the report is in writing, the
employer must also provide a copy of the parts of the report that
relate to occupational health and safety [clause 25(2)(1)] </li>
<li>advise workers of the results of such a report. If the report
is in writing, the employer must, on request, make
available to workers copies of those portions that
concern occupational health and safety [clause 25(2)(m)]</li>
<li>ensure that every part of the physical structure of the
workplace complies with load requirements prescribed in the applicable
Building Code provisions, any prescribed standards and sound engineering
practice [clause 25(1)(e)] </li>
<li>prepare policies with respect to workplace violence and
workplace harassment and review them at least once a year [subsection
32.0.1(1)]</li>
<li>regardless of how many workers they employ, develop programs
supporting workplace harassment and workplace violence policies and
include measures and procedures for workers to report incidents of
workplace harassment and workplace violence, and set out how the
employer will investigate and deal with incidents or complaints. </li>
</ul>
<strong>Note:</strong> the version of the <a class="laws" href="http://www.e-laws.gov.on.ca/html/statutes/english/elaws_statutes_90o01_e.htm" title="Occupational Health and Safety Act (www.e-laws.gov.on.ca)">Occupational Health and Safety Act</a> on the e-Laws website is an official version of the Act per the <a href="http://www.e-laws.gov.on.ca/html/statutes/english/elaws_statutes_06l21_e.htm">Legislation Act, 2006</a>.<br />
<h2>
Prescribed Duties of Employers</h2>
Please note that some employer duties make reference to prescribed requirements. For example, clause 25(1)( c) of the <acronym title="Occupational Health and Safety Act">OHSA</acronym>
requires that employers carry out any measures and procedures that are
prescribed for the workplace. “Prescribed” means specified in
regulation. Where a regulation specifies measures and procedures for a
specific type of workplace (<abbr title="for example">e.g.</abbr> an industrial establishment), the employer is required to carry out those measures and procedures.<br />
A complete list of <a href="http://www.labour.gov.on.ca/english/hs/laws/regulations.php"><acronym title="Occupational Health and Safety Act">OHSA</acronym> regulations</a> can be viewed on the Ministry of Labour website.<br />
<h2>
Duties of Employers with respect to Workplace Violence and Workplace Harassment</h2>
Employers have specific duties regarding workplace violence and workplace harassment. Please see <a href="http://www.labour.gov.on.ca/english/hs/pubs/ohsa/ohsag_part3-01.php">Part III.0.I</a> of this Guide for more information. <br />
<h2>
Duties of Employers Concerning Toxic Substances</h2>
In workplaces where there are toxic or hazardous substances, the
employer has many specific duties. These are described in detail in <a href="http://www.labour.gov.on.ca/english/hs/pubs/ohsa/ohsag_part4.php">Part IV - Toxic Substances</a>.<br />
<h2>
Duties of Supervisors </h2>
The Act sets out certain specific duties for workplace supervisors. A supervisor must:<br />
<ul>
<li>ensure that a worker works in compliance with the Act and regulations [clause 27(1)(a)]</li>
<li>ensure that any equipment, protective device or clothing
required by the employer is used or worn by the worker [clause 27(1)(b)]</li>
<li>advise a worker of any potential or actual health or safety dangers known by the supervisor [clause 27(2)(a)]</li>
<li>if prescribed, provide a worker with written instructions about
the measures and procedures to be taken for the worker's protection
[clause 27(2)(b)], and</li>
<li>take every precaution reasonable in the circumstances for the protection of workers [clause 27(2)(c)].</li>
</ul>
<h3>
Who is a supervisor?</h3>
A supervisor is a person appointed by the employer who has charge of a workplace or authority over a worker [subsection 1 (1)].<br />
Workers are often asked to act as supervisors in the absence of
persons hired in that capacity, particularly those identified by such
terms as senior, charge, or lead hands. Despite the term used, it is
very important to understand that if a worker or lead hand has been
given “charge of a workplace or authority over a worker” this person has
met the definition of a supervisor within the meaning of the <acronym title="Occupational Health and Safety Act">OHSA</acronym> and assumes the legal responsibilities of a supervisor under the Act. <br />
<h3>
Who is a Competent Person?</h3>
A competent person is defined in the <acronym title="Occupational Health and Safety Act">OHSA</acronym> as someone who is
qualified because of knowledge, training and experience to
organize the work and its performance, is familiar with this Act
and the regulations that apply to the work, and has knowledge of
any potential or actual danger to health or safety in the workplace. <br />
The <acronym title="Occupational Health and Safety Act">OHSA</acronym> requires that employers appoint a competent person
as a supervisor [clause 25(2)(c)].<br />
<h2>
Duties of Constructors</h2>
<h3>
Who is a constructor?</h3>
A constructor is defined in the OHSA as a person who undertakes a
project for an owner and includes an owner who undertakes all or part of
a project by himself or by more than one employer. The constructor is
generally the person who has overall control of a project.<br />
See also the publication entitled: <a href="http://www.labour.gov.on.ca/english/hs/pubs/constructor/index.php">Constructor Guideline: Health and Safety</a> which is also available on the <acronym title="Ministry of Labour">MOL</acronym> website.<br />
Under the Act, the constructor’s duties include the following:<br />
<ul>
<li>to ensure that the measures and procedures in the Act and regulations are carried out [clause 23(1)(a)]</li>
<li>to ensure that every employer and worker on the project complies with the Act and regulations [clause 23(1)(b)], and </li>
<li>to ensure that the health and safety of workers on the project is protected [clause 23(1)(c)].</li>
</ul>
Where required in regulation, a constructor must give written
notice to a Director at the Ministry of Labour, containing prescribed
information, before work begins on a project [subsection 23(2)]. The
Regulation for Construction Projects (<abbr title="Ontario Regulation">O. Reg.</abbr> 213/91) made under the Act specifies the projects in respect of which notice shall be provided and the content of the notice. HRNChttp://www.blogger.com/profile/01675632216971313334noreply@blogger.com0tag:blogger.com,1999:blog-3077615466381572875.post-21720381918747573882013-02-15T15:23:00.000-05:002013-02-15T15:27:04.708-05:00 Teranorth Construction Engineering Limited Fined $115,000 After Worker Killed<div class="newsData">
<time datetime="2013-01-24">January 24, 2013 2:10 pm</time>
<br />
<div class="newsMinistry">
Ministry of Labour</div>
<div class="newsMinistry">
<br /></div>
</div>
Thunder Bay, ON - Teranorth Construction
& Engineering Limited, a Sudbury constructor, was fined $115,000 for
a violation of the <a href="http://hrnc.ca/prof-health.php" target="_blank">Occupational Health and Safety Act </a>after a worker
was killed.<br />
<br />
On June 24, 2011, the company was
constructing new eastbound and westbound bridge decks on Highway 11/17
at the Mackenzie River in the Municipality of Shuniah. Precast concrete
bridge spans were already installed and workers were pouring liquid
grout into the joints. A worker was on an elevated work platform beneath
the bridge decks sealing leaks caused by liquid grout seeping through
the concrete spans. The elevated work platform was on a sloped surface
when it overturned, fatally injuring the worker.<br />
<br />
Teranorth
Construction & Engineering Limited pled guilty to failing to ensure
that the elevated work platform was used only on a firm, level surface.<br />
<br />
The
fine was imposed by Justice Dianne P. Baig. In addition to the fine,
the court imposed a 25-per-cent victim fine surcharge, as required by
the Provincial Offences Act. The surcharge is credited to a special
provincial government fund to assist victims of crime.<br />
<b><br /> </b><br />
<b>Court Information at a Glance</b><br />
<br />
<b>Location: </b><a href="http://www.blogger.com/blogger.g?blogID=3077615466381572875" name="OLE_LINK4"></a><a href="http://www.blogger.com/blogger.g?blogID=3077615466381572875" name="OLE_LINK3"></a>Ontario Court of Justice<br />
1805 Arthur St.<br />
Thunder Bay, ON<br />
<br />
<b>Judge: </b>Justice Dianne P. Baig<br />
<br />
<b>Date of Sentencing: </b>January 21, 2013<br />
<br />
<b>Defendant: </b>Teranorth Construction & Engineering Limited<br />
<br />
<b>Matter: </b>Occupational Health and Safety<br />
<br />
<b>Conviction: </b><a href="http://www.e-laws.gov.on.ca/html/regs/english/elaws_regs_910213_e.htm#BK29">Ontario Regulation 213, Section 148(b)</a><br />
<br />
<b>Crown Counsel: </b>Shantanu Roy<br />
<br />HRNChttp://www.blogger.com/profile/01675632216971313334noreply@blogger.com0tag:blogger.com,1999:blog-3077615466381572875.post-53653543119750227832013-02-04T11:20:00.001-05:002013-02-04T11:21:17.246-05:00New Ontario Requirement as of January 1, 2014: Provide Safety Awareness Training Using Ministry's Materials or Equivalent<!--[if gte mso 9]><xml>
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<div align="center" class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: center;">
<b><span style="font-family: "Arial","sans-serif"; font-size: 15.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">New Ontario Requirement as of January 1, 2014:
Provide Safety Awareness Training Using Ministry's Materials or Equivalent</span></b><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"></span></div>
<div align="center" class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: center;">
<i><span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">By <a href="http://www.fmc-law.com/People/MiedemaAdrian.aspx" target="_blank"><span style="color: blue;">Adrian Miedema</span></a>, partner, and <a href="http://www.fmc-law.com/People/ZiaSaba.aspx" target="_blank"><span style="color: blue;">Saba Zia</span></a>, associate. © Fraser Milner
Casgrain LLP, Toronto, <a href="http://www.fmc-law.com/" target="_blank"><span style="color: blue;">www.fmc-law.com</span></a>.</span></i><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"></span></div>
<div align="center" class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: center;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Ontario's
new mandatory safety awareness requirement is set to come into effect on
January 1, 2014. This is a "do nothing and you will be in violation"
obligation; employers who fail to take the active step of ensuring that all new
and current workers receive the safety awareness training — using the Ministry of
Labour's new materials or equivalent — will be in violation and will be subject
to compliance orders, charges, and fines.</span></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">The
government has said that it intends to file a regulation on or before July 1,
2013 making the safety awareness training mandatory and imposing the January 1,
2014 deadline.</span></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; mso-outline-level: 2;">
<b><span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Mandatory for all Workplaces Covered by OHSA</span></b></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">At this
point, it appears that almost all Ontario workplaces will be affected. The
Ontario Ministry of Labour says, <a href="http://www.labour.gov.on.ca/english/hs/prevention/consultations/training.php" target="_blank"><span style="color: blue;">on its website</span></a>, that the
training will be mandatory for all workplaces currently covered by the <i>Occupational
Health and Safety Act</i> ("OHSA"), regardless of sector, including
industrial establishments, construction projects, health care and residential
facilities, mines and mining plants, and farming operations. Even employees in
jobs that are thought to have a low safety risk — such as many office jobs —
must be given the safety orientation.</span></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; mso-outline-level: 2;">
<b><span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">New Employees</span></b></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">The
regulation will also require that any <i>new</i> employees receive the worker
safety training as soon as practicable after commencing work duties, and that
new supervisors complete the supervisory safety awareness training within the
first week of commencing supervisory duties. New employees or supervisors who
can prove that they received the safety awareness training at a previous
employer will not be required to retake that training.</span></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; mso-outline-level: 2;">
<b><span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Ministry's Worker Training Materials</span></b><b><span style="font-family: "Times New Roman","serif"; font-size: 18.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"></span></b></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">The
Ministry has finalized and released worker safety awareness training materials
that employers can use. The materials include a worker workbook, "<a href="http://www.labour.gov.on.ca/english/hs/pubs/workbook/index.php" target="_blank"><span style="color: blue;">Worker Health and Safety Awareness in
4 Steps</span></a>", and an <a href="http://www.labour.gov.on.ca/english/hs/pubs/employerguide.php" target="_blank"><span style="color: blue;">employer guide</span></a> to that
workbook. Employers who train workers using the Ministry materials will
automatically comply with the new mandatory safety awareness training
requirement. Note that the new requirement is for basic safety awareness
training only; employers will, depending on the employee's job, also be
required to provide additional safety training, developed by the employer,
tailored to the job.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"></span></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; mso-outline-level: 2;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; mso-outline-level: 2;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; mso-outline-level: 2;">
<b><span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Ministry's Supervisor Training Materials</span></b><b><span style="font-family: "Times New Roman","serif"; font-size: 18.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"></span></b></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">The
Ministry's supervisor safety awareness training materials have not yet been
finalized. A version of the supervisor training materials is being <a href="http://www.labour.gov.on.ca/english/hs/pubs/sup_workbook/index.php" target="_blank"><span style="color: blue;">piloted</span></a>, along with an <a href="http://www.labour.gov.on.ca/english/hs/pubs/sup_employerguide.php" target="_blank"><span style="color: blue;">employer guide</span></a> to the
supervisor training program. The final version should be released shortly.</span></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; mso-outline-level: 2;">
<b><span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Required Content of Training</span></b><b><span style="font-family: "Times New Roman","serif"; font-size: 18.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"></span></b></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Employers
who opt to use their own training materials instead of the Ministry's must,
according to the Ministry, ensure that the training covers, at a minimum, the
following topics:</span></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; mso-outline-level: 2;">
<b><span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Worker Awareness Training</span></b><b><span style="font-family: "Times New Roman","serif"; font-size: 18.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"></span></b></div>
<ul type="disc">
<li class="MsoNormal" style="line-height: normal; mso-list: l1 level1 lfo1; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Rights and responsibilities
of workers and supervisors under the OHSA.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"></span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l1 level1 lfo1; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Roles of workplace parties,
health and safety representatives, and joint health and safety committees.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"></span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l1 level1 lfo1; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Roles of the Ministry of
Labour, Workplace Safety and Insurance Board, and Health and safety
partners.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"></span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l1 level1 lfo1; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Hazard recognition.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"></span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l1 level1 lfo1; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Right to be informed of
hazards.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"></span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l1 level1 lfo1; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Reference to an employer's
obligations to provide information and instruction to workers about
controlled products as required under <a href="http://www.e-laws.gov.on.ca/html/regs/english/elaws_regs_900860_e.htm" target="_blank"><span style="color: blue;">Regulation 860</span></a> (WHMIS)
of the OHSA.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"></span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l1 level1 lfo1; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Latency and illness related
to occupational disease.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"></span></li>
</ul>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; mso-outline-level: 2;">
<b><span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Supervisor Awareness Training</span></b><b><span style="font-family: "Times New Roman","serif"; font-size: 18.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"></span></b></div>
<ul type="disc">
<li class="MsoNormal" style="line-height: normal; mso-list: l0 level1 lfo2; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Rights and responsibilities
of workers and supervisors under the OHSA.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"></span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l0 level1 lfo2; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Roles of workplace parties,
health and safety representatives, and joint health and safety committees.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"></span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l0 level1 lfo2; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Roles of the Ministry of
Labour, Workplace Safety and Insurance Board, and health and safety
partners.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"></span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l0 level1 lfo2; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Recognition, assessment,
control, and evaluation of hazards.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"></span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l0 level1 lfo2; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Where resources and
assistance are available.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"></span></li>
</ul>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; mso-outline-level: 2;">
<b><span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Previous Training May Not Be Sufficient</span></b><b><span style="font-family: "Times New Roman","serif"; font-size: 18.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"></span></b></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Although
many employers will have already provided safety awareness training to workers
and supervisors, if that training did not include all of the above topics and
was not "equivalent" to the training program developed by the
Ministry, then the training will not meet the new legal requirement.</span></div>
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<br /></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; mso-outline-level: 2;">
<b><span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">What if you Miss the Deadline?</span></b><b><span style="font-family: "Times New Roman","serif"; font-size: 18.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"></span></b></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Employers
who fail to ensure that all employees receive the safety awareness training
before January 1, 2014 could be ordered by a Ministry inspector to comply —
meaning, they will have to scramble to complete the training in short order —
or, in a worst-case scenario, they could be charged and fined.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"></span></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; mso-outline-level: 2;">
<b><span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"> </span></b></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; mso-outline-level: 2;">
<b><span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">What Should Employers Do</span></b><b><span style="font-family: "Times New Roman","serif"; font-size: 18.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"></span></b></div>
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<span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Ontario
employers should, in the near future, do the following:</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"></span></div>
<ul type="disc">
<li class="MsoNormal" style="line-height: normal; mso-list: l2 level1 lfo3; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Review existing worker and
supervisor safety awareness and orientation programs and consider whether
they contain the content required by the Ministry's "Worker Health
and Safety Awareness in 4 Steps" and "Supervisor Health and
Safety Awareness in 5 Steps".</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"></span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l2 level1 lfo3; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">If there are training gaps —
that is, if your company's current program is missing content required by
the new Ministry requirements — the company must ensure that the gaps are
filled by the end of 2013. Occupational health and safety legal counsel
can assist in determining whether there are gaps.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"></span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l2 level1 lfo3; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Decide how the training will
be provided: in person, by webinar, etc. The Ministry says that it intends
to make an e-learning program available, at no charge, for employers to
use.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"></span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l2 level1 lfo3; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Review your existing
training documentation: are you able to prove that your employees have
received the safety awareness or orientation training that you have
already done?</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"></span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l2 level1 lfo3; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Consider how you will
document that employees and supervisors have received the new mandatory
training. If the training is not properly documented, or you cannot
adequately prove that a person received the training, the Ministry could
still lay orders or charges.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"></span></li>
</ul>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<span style="font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">The new
requirement of safety awareness training is a sweeping requirement that all
Ontario employers must be aware of. Ministry inspectors who visit an employer's
workplace in 2013 may ask whether the employer is making progress towards
completing the training. In 2014, inspectors will want to see proof that the
training has been completed.</span></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<br /></div>
<div class="MsoNormal">
<a href="http://connect.cch.ca/LP=302?utm_source=Careers+-+020413&utm_campaign=020413Careers&utm_medium=email" target="_blank">Original Article web-link</a></div>
<div class="MsoNormal">
February 4, 2013</div>
HRNChttp://www.blogger.com/profile/01675632216971313334noreply@blogger.com0tag:blogger.com,1999:blog-3077615466381572875.post-81133248147615193102013-02-03T15:26:00.001-05:002013-02-03T16:07:48.384-05:00Employers are Consumers: Learn how to Fight Back and Office Politics: the game everyone plays<!--[if !mso]>
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<br />
<br />
By <a href="http://www.officepolitics.com/advice/?page_id=34" title="Franke James bio">Franke James</a>, author, <a href="http://www.officepolitics.com/advice/?page_id=14" title="Dear Office-Politics">Dear Office-Politics</a><br />
<br />
<span style="color: #666699;">When <a href="http://www.ellenroseman.com/" target="_blank"><span style="color: #666699;">Ellen Roseman</span></a>, author
and consumer-advocate columnist for <a href="http://www.thestar.ca/" target="_blank"><span style="color: #666699;">The Toronto Star</span></a>,
invited me to contribute to her new book, <a href="http://www.amazon.com/gp/product/1118300882/ref=as_li_tf_tl?ie=UTF8&camp=1789&creative=9325&creativeASIN=1118300882&linkCode=as2&tag=officepolitic-20" target="_blank"><span style="color: #666699;">Fight Back</span></a>, I was delighted. As you’ll
read in my excerpted article below, Ellen was an instrumental pair of “eyes” in
helping me fight back — and win!<b> <a href="http://www.amazon.com/gp/product/1118300882/ref=as_li_tf_tl?ie=UTF8&camp=1789&creative=9325&creativeASIN=1118300882&linkCode=as2&tag=officepolitic-20" target="_blank">FIGHT BACK</a> </b></span><br />
<br />
<b>I
WAS FIGHTING A COMPANY</b> over the faulty installation of a gas furnace
and ductwork, which had caused major structural damage to our home. I wanted
them to pay for repairs. The company had deep pockets and no fear of going to
court. Its lawyer said in a surly email, “Go ahead. Sue us.”<br />
<br />
Going to court could have amounted to financial suicide for our family, or
at the very least, hardship. There was no way I wanted to fight this battle in
court, or even in an arbitration hearing.<br />
<br />
I wanted to fight it where the odds were more in my favour: the court of
public opinion. And for most people that’s a good strategy. It’s a lot cheaper
than hiring lawyers but it does depend on having good communication skills.<br />
<br />
In my experience most companies will do the right thing – but only under
threat of having their behavior (which often amounts to bullying) exposed to
the world. Everyone – from private enterprises, to public companies, to local
and federal governments, is sensitive to public opinion.<br />
<br />
<i><span style="color: #666699;">Excerpted from <span style="color: #666699;"><a href="http://www.amazon.com/gp/product/1118300882/ref=as_li_tf_tl?ie=UTF8&camp=1789&creative=9325&creativeASIN=1118300882&linkCode=as2&tag=officepolitic-20" target="_blank">Fight Back: 81 Ways to Save Money and Protect Yourselffrom Corporate Trickery</a>.</span> Copyright (c) 2012 by Ellen
Roseman. Excerpted with permission of the publisher </span></i><b><i><span style="color: #666699;">John Wiley & Sons Canada, Ltd.</span></i></b><br />
<br />
<b>About Franke James:</b><br />
<span style="mso-no-proof: yes; text-decoration: none; text-underline: none;"></span><br />
<span style="mso-no-proof: yes; text-decoration: none; text-underline: none;"></span><br />
<span style="mso-no-proof: yes; text-decoration: none; text-underline: none;"><span style="mso-ignore: vglayout;"></span></span><b><a href="http://www.officepolitics.com/advice/?page_id=34">Franke James, MFA</a></b>
is the author/inventor of <a href="http://www.officepolitics.com/?page_id=14">Dear
Office-Politics: the game everyone plays</a> and the Founder of <a href="http://www.officepolitics.com/">Office-Politics.com</a>. Franke is
also the author/artist of <a href="http://www.frankejames.com/" target="_blank">Bothered
by My Green Conscience</a>. <i id="__mceDel">Franke brings over 20 years
of real-world business experience to her role as an adviser on
OfficePolitics.com. See her 2012 quiz for <a href="http://www.officepolitics.com/advice/?p=3426" target="_blank" title="CNN quiz">CNN’s Global Office</a> show. Franke has been quoted and
featured in print, radio and TV on the topic of office-politics by the <a href="http://www.nytimes.com/2008/11/16/jobs/16career.html" target="_blank" title="NYT article by Phyllis Korkki">New York Times</a>, Chatelaine Magazine, <a href="http://www.inc.com/news/articles/2009/07/love.html" target="_blank" title="Inc Mag">Inc. Magazine</a>, the <a href="http://m.theglobeandmail.com/life/work/why-the-hostility-im-only-doing-my-job/article1240187/?service=mobile&page=1" target="_blank" title="Dave McGinn in Globe">Globe and Mail</a>, <a href="http://www.jobpostings.ca/articleDetail_jp.cfm?id=425" target="_blank" title="Job Postings">Job Postings Magazine</a>, CBC Radio, CTV News and other
media. (Follow her on Twitter <a href="https://twitter.com/officepolitics" target="_blank" title="@officepolitics">@officepolitics</a> and @frankejames) <a href="http://www.officepolitics.com/advice/?page_id=34"><br />
</a></i><br />
<br />
<br />
<b>About Ellen Roseman and ‘<a href="http://www.amazon.com/gp/product/1118300882/ref=as_li_tf_tl?ie=UTF8&camp=1789&creative=9325&creativeASIN=1118300882&linkCode=as2&tag=officepolitic-20" target="_blank">Fight Back</a>’:</b><br />
<br />
<span style="mso-no-proof: yes; text-decoration: none; text-underline: none;"><span style="mso-ignore: vglayout;"></span></span><b><a href="http://www.ellenroseman.com/" target="_blank">Ellen Roseman</a></b>
is a journalist who sticks up for ordinary Canadians. As a long-time advocate
for consumer rights, she’s become a brand name for activism and a champion at
helping consumers fight back against injustices. Her columns appear three times
a week in the Toronto Star and her popular blog, EllenRoseman.com, has been
online since 2007. She’s the author of seven books, including Money 101: Every
Canadian’s Guide to Personal Finance and Money 201: More Personal Finance
Advice for Every Canadian. She teaches investing and personal finance at the
University of Toronto’s continuing studies department and Ryerson University’s
Chang School, and is on the board of FAIR (Canadian Foundation for Advancement
of Investor Rights) and Community Legal Education Ontario (CLEO).<br />
<br />
In <b><a href="http://www.amazon.com/gp/product/1118300882/ref=as_li_tf_tl?ie=UTF8&camp=1789&creative=9325&creativeASIN=1118300882&linkCode=as2&tag=officepolitic-20">Fight
Back</a></b>, Ellen Roseman distills the financial advice she gives in her
columns and blogs into 81 quick tips that all Canadians can use to help them
spend sensibly, save money, and avoid costly consumer traps. This book of
“personal finance greatest hits” is filled with illustrative examples and
cautionary advice from Roseman and stories from her faithful readers. Filled
with a wealth of information, the book includes the low-down on dealing with
banks and car dealers, cutting costs of communication services, improving your
credit, buying and renovating a home, fighting online fraud, ensuring you have
the right insurance, and more.<br />
<br />
<div class="MsoNormal">
<b><b><a href="http://www.ellenroseman.com/" target="_blank">Ellen Roseman</a></b> has assisted <a href="http://www.hrnc.ca/" target="_blank">HRNC</a> to <a href="http://www.amazon.com/gp/product/1118300882/ref=as_li_tf_tl?ie=UTF8&camp=1789&creative=9325&creativeASIN=1118300882&linkCode=as2&tag=officepolitic-20" target="_blank">fight back</a>!</b></div>
HRNChttp://www.blogger.com/profile/01675632216971313334noreply@blogger.com0tag:blogger.com,1999:blog-3077615466381572875.post-48758384164915707142013-01-24T11:29:00.000-05:002013-01-24T11:31:07.085-05:00Proactive Employment Standards Inspections<h1>
</h1>
<div class="row">
Proactive may be another way of saying "without a complaint". Ministry of Labour Officers often used to be reactive NOT proactive. For instance, if an employee made a complaint about an employer the MOL would come and investigate. The Chief Prevention Officer wants to change that. By hiring and training more officers; putting out more public warnings; using social media to repeat the warnings and make sure all those "unknown" employers comply.<br />
<br />
If you are in business it is time to <a href="http://www.hrnc.ca/" target="_blank">make it your business</a> to find out what your employer obligations demand of you with regards to the understanding of your employees' rights and safety.<br />
<br />
Ontario will help ensure fairness in the workplace by enhancing the enforcement of the <a href="http://hrnc.ca/prof-employment.php" target="_blank"><span class="laws">Employment Standards Act, 2000</span> (<acronym>ESA</acronym>)</a>
through proactive inspections. Each year, employment standards officers
visit employers to ensure compliance with core ESA standards such as
posting the <acronym title="Employment Standards">ES</acronym> poster,
wage statements, unauthorized deductions, record keeping, hours of work,
eating periods, overtime pay, minimum wage, public holidays, vacation
with pay and in the case of temporary help agencies, providing required
information to assignment employees and charging employees fees.<br />
<br />
Inspections are also aimed at educating employers and employees about their rights and responsibilities under the <acronym title="Employment Standards Act">ESA</acronym>,
and helping them to find more information. If violations are found
during an inspection, officers may issue a range of compliance tools,
including compliance orders, orders to pay wages/fees, or Part I Notices
of Offence ("tickets"). In some cases, prosecution may be considered,
and employers may also be re-inspected at a later date.<br />
<br />
Chief Prevention Officer, <a href="http://www.labour.gov.on.ca/english/hs/eap/cpo_bio.php">George Gritziotis</a>, wants complete compliance from all Ontario employers and businesses according to his talk to the CME-EAC last fall.<br />
<br />
<br />
<div class="row">
We are ALL responsible — employers, supervisors and workers — for
preventing workplace illness and injury. Get involved now! Your search
for workplace health and safety information starts right here…or <a href="http://www.hrnc.ca/" target="_blank">here</a>.</div>
</div>
HRNChttp://www.blogger.com/profile/01675632216971313334noreply@blogger.com0tag:blogger.com,1999:blog-3077615466381572875.post-86133313165510591922012-12-11T14:43:00.001-05:002012-12-11T14:43:21.064-05:00Ministry of Labour Consultation Period on New Mandatory Health & Safety Training for everyoneHello,<br />
<br />
I am somewhat concerned about the impact this
new MOL initiative may have on employers and business owners. It
sounds like a great idea - but who pays for the time and training? And
what will be the ROI?<br />
<br />
Here is the MOL Link: <a href="http://www.labour.gov.on.ca/english/hs/prevention/consultations/training.php" target="_blank">http://www.labour.gov.on.ca/english/hs/prevention/consultations/training.php </a><br />
<br />
The consultation period ends February 4, 2013. Submissions may be mailed or sent electronically to the following addresses:<br />
<br />
<table border="0" cellpadding="0" style="width: 50%px;"><tbody>
<tr align="left" valign="top"><td width="10%"><b>Mail:</b></td><td width="40%"> Awareness Training Programs Regulation Project<br /> 400 University Ave., 12th floor<br /> Toronto, ON M7A 1T7</td></tr>
<tr align="left" valign="top"><td><b>E-mail:</b></td><td><a href="http://www.labour.gov.on.ca/english/hs/prevention/consultations/feedback.php">WebHSpolicy@ontario.ca</a></td></tr>
</tbody></table>
<br />Maybe
I am cutting off my own consulting opportunities here - but if the
Province keeps dumping legislation on to the business owner - the costs
will be too high! Just like development charges move businesses away
from Niagara. This (could) cause small businesses not to hire; to avoid
compliance; to try to download their costs somehow. <br />
<br />
I
believe that it will make it harder on businesses. Zero accidents in
Ontario sounds great. I also believe that everyone has the right to go to work and come
home again safely. What is the cost? What is the way to implement? Why aren't the District School Board's including Health and Safety training in the curriculum? The schools used to have a First Aid course as part of the curriculum. <br />
<br />
Why is it that Quebec can educate their students in less years than Ontario and it is not an inferior education - quite the opposite? Quebec also has a mandatory 30 hours of health and safety training before someone can participate in construction. <br />
<br />
I think we can find a more economically viable way than make employers pay.<br />
<br />
Thanks - JoyHRNChttp://www.blogger.com/profile/01675632216971313334noreply@blogger.com0tag:blogger.com,1999:blog-3077615466381572875.post-19966791307461217782012-11-29T13:20:00.002-05:002012-11-29T13:20:36.943-05:00WSIB Chair - Elizabeth WitmerNovember 29, 2012<br />
<br />
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<br />
<div class="MsoBodyText">
Elizabeth Witmer – WSIB Chair spoke to a group from the
EAC-CME on Tuesday, November 27, 2012.</div>
<div class="MsoBodyText">
<br /></div>
<div class="MsoNormal">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 115%;">She complemented the CME on being good lobbyists, adding
that people do listen to the CME.</span><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 115%;">They have decided to keep the Safety Groups going for at least one more year because of the CME lobbying for it.</span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 115%;">Then she started to go over the changes that have been
and are coming from WSIB.</span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 115%;">WSIB is reviewing their policies annually.<span style="mso-spacerun: yes;"> </span>They need stakeholders’ (that is you and me)
input on what they are doing. </span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 115%;">The Arthurs’ Funding Review is bringing reforms; first
there will be changes to the present classifications and corresponding rate
structure.</span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 115%;">WSIB has changed their investment portfolio realizing a
7% ROI.<span style="mso-spacerun: yes;"> </span>Transforming the WSIB is
imperative to be able to align with the changing and new workforce.</span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 115%;">The WSIB has a $2.2 billion unfunded liability.<span style="mso-spacerun: yes;"> </span>They are proposing changes to bring that to
60% by 2017; 80% by 2022 and fully funded by 2027.<span style="mso-spacerun: yes;"> </span>The ways this will be accomplished are not
yet set down; however, she prefers not to increase premiums.</span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 115%;">Some things already accomplished have been:</span></div>
<br />
<ul>
<li><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 115%;"><span style="font-family: Symbol; font-size: 12.0pt; line-height: 115%; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;"><span style="font: 7.0pt "Times New Roman";">
</span></span></span><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 115%;">Retraining has been brought in-house instead
of outsourced which has seen substantial advantages.</span></span></li>
<li><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 115%;"><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 115%;"><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 115%;">A new medical strategy has immediate staff
intervention with the employee and employer for return to work for those with
lower back and shoulder injuries which are becoming the most common source of
claims.</span></span> </span></li>
</ul>
<br />
<div class="MsoListParagraphCxSpLast" style="mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<span style="font-family: Symbol; font-size: 12.0pt; line-height: 115%; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;"><span style="font: 7.0pt "Times New Roman";"></span><span style="font: 7.0pt "Times New Roman";"> </span></span></span></div>
<div class="MsoNormal">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 115%;">When questioned whether the NEER program would remain at
the four years of experience ratings instead of the previous three – she commented
that she had not yet been briefed regarding that issue but would be sure to
bring it forward.</span></div>
HRNChttp://www.blogger.com/profile/01675632216971313334noreply@blogger.com0tag:blogger.com,1999:blog-3077615466381572875.post-65343744587761891042012-11-21T16:25:00.002-05:002012-11-21T16:28:26.770-05:00 Stacey Electric Company Limited Fined $150,000 After Worker Killed<div class="newsData">
<time datetime="2012-11-21">November 21, 2012 1:10 pm</time></div>
<div class="newsData">
<time datetime="2012-11-21"> </time>
<br />
<div class="newsMinistry">
Ministry of Labour</div>
<div class="newsMinistry">
<br /></div>
</div>
Toronto, ON - Stacey Electric Company
Limited, a Toronto company, was fined $150,000 on November 19, 2012, for
violations of the Occupational Health and Safety Act after one worker
was killed and another worker was injured.<br />
<br />
On December 23, 2010, two Stacey Electric
workers were repairing a broken beacon at a railway underpass on
Bathurst St. near Dupont St. in Toronto. The beacon was on a cement
median between four lanes of traffic. One worker was in the bucket of a
boom truck that had been extended over a lane of traffic next to the
median. The other worker was standing on the median assisting the worker
in the bucket. There were no traffic control measures such as signs or
traffic cones in place. While the workers were repairing the beacon, a
bus struck the boom attached to the bucket holding one of the workers.
The worker on the median was struck and killed by the bus and the bucket
as it fell to the ground. The other worker was also injured.<br />
<br />
A Ministry of Labour investigation found that there was no traffic protection plan in place during the repair operation.<br />
<br />
Stacey
Electric Company Limited plead guilty to failing to take the reasonable precaution of ensuring that their workers prepare a traffic protection
plan for their protection.<br />
<br />
The fine was imposed by Justice of
the Peace Donald Buchanan. In addition to the fine, the court imposed a
25-per-cent victim fine surcharge, as required by the Provincial
Offences Act. The surcharge is credited to a special provincial
government fund to assist victims of crime.<br />
<b><br /></b>
<b>Court Information at a Glance</b><br />
<br />
<b>Location: </b>Ontario Court of Justice<br />
1530 Markham Rd.<br />
Toronto, ON<br />
<br />
<b>Judge: </b>Justice of the Peace Donald Buchanan<br />
<br />
<b>Date of Sentencing: </b>November 19, 2012<br />
<br />
<b>Defendant: </b>Stacey Electric Company Limited<br />
<br />
<b>Matter: </b>Occupational Health and Safety<br />
<br />
<b>Convictions:</b> <a href="http://www.e-laws.gov.on.ca/html/statutes/english/elaws_statutes_90o01_e.htm#s25s2">Occupational Health and Safety Act, Section 25(2)(h)</a><br />
<br />
<b>Crown Counsel:</b> Mike Nicol<br />
<br />HRNChttp://www.blogger.com/profile/01675632216971313334noreply@blogger.com0tag:blogger.com,1999:blog-3077615466381572875.post-16501202947390954092012-11-19T12:33:00.000-05:002012-11-19T12:33:43.372-05:001648133 Ontario Ltd. and Employee Fined $156,000 After Worker Injured<div class="newsData">
<time datetime="2012-11-15">November 15, 2012 2:30 pm</time> Ministry of Labour</div>
<div class="newsData">
</div>
Brampton, ON - 1648133 Ontario Ltd., operator
of Furmar Dixie Road, a Mississauga facility that produces asphalt, was
fined $150,000 for violations of the <a href="http://hrnc.ca/prof-health.php" target="_blank">Occupational Health and Safety Act</a>
after a worker was injured. An employee of the company, Colin Martin,
was fined $6,000 in relation to the same incident.<br />
<br />
On June 3, 2011, a truck driver arrived at
Furmar Dixie Road to pick up six tons of asphalt. The driver asked about
the pickup procedure at the main office and was told to drive under a
silo and a horn would indicate when to load up. The driver stopped the
truck after hearing the horn, believing that the truck was correctly
lined up to receive the asphalt. There were no signals to indicate that
the truck was in the wrong position, and the asphalt began releasing
onto the cab of the truck, caving it in. The driver yelled for help, was
pulled from the truck and suffered severe injuries.<br />
<br />
1648133
Ontario Ltd. <a href="http://hrnc.ca/prof-health.php" target="_blank">plead guilty to failing to ensure</a> that the silo was guarded
or shielded to prevent its asphalt from endangering a worker. The
company also plead guilty to <a href="http://hrnc.ca/prof-health.php" target="_blank">failing to provide the driver with adequate information, instruction and supervision</a> regarding the asphalt loading
process. It was fined $75,000 for each offence.<br />
<br />
When Ministry
of Labour personnel went to investigate the incident they tested the
system of photo sensors intended to prevent the release of asphalt if a
truck was not lined up correctly. The testing, done in the control
tower, showed the sensors for one of the silos were not working. Mr.
Martin, who was in the control tower with the ministry personnel, left
the room, returned and asked that they test the silo again. This time it
worked. When questioned, Mr. Martin told the inspector for the first
time that there was a control box that would allow the sensors to be
bypassed. He had turned off the sensor bypass to the silo without the
inspector's knowledge or permission.<br />
<br />
Colin Martin plead guilty to altering the scene without the inspector's permission to do so.<br />
The
fines were imposed by Justice of the Peace Michael Barnes. In addition
to the fines, the court imposed a 25-per-cent victim fine surcharge, as
required by the Provincial Offences Act. The surcharge is credited to a
special provincial government fund to assist victims of crime.<br />
<strong><br /></strong>
<strong>Court Information at a Glance</strong><br />
<strong>Location: </strong>Ontario Court of Justice<br />
5 Ray Lawson Blvd.<br />
Brampton, ON<br />
<br />
<strong>Judge: </strong>Justice of the Peace Michael Barnes<br />
<br />
<strong>Date of Sentencing: </strong>November 13, 2012<br />
<br />
<strong>Defendants: </strong>1648133 Ontario Ltd.<br />
Colin Martin<br />
<br />
<strong>Matter: </strong>Occupational Health and Safety<br />
<br />
<strong>Convictions:</strong> <a href="http://www.e-laws.gov.on.ca/html/regs/english/elaws_regs_900851_e.htm#s26">Ontario Regulation 851, Section 26</a><br />
<a href="http://www.e-laws.gov.on.ca/html/statutes/english/elaws_statutes_90o01_e.htm#s25s2">Occupational Health and Safety Act, Section 25(2)(a)</a><br />
<a href="http://www.e-laws.gov.on.ca/html/statutes/english/elaws_statutes_90o01_e.htm#s51s2">Occupational Health and Safety Act, Section 51(2)</a><br />
<br />
<strong>Crown Counsel: </strong> Catherine Glaister<br />
<br />
<br />HRNChttp://www.blogger.com/profile/01675632216971313334noreply@blogger.com0tag:blogger.com,1999:blog-3077615466381572875.post-84155773143743266042012-11-08T11:29:00.001-05:002012-11-08T11:35:06.970-05:00Director Jailed and Companies Fined After Failing to Pay Employees<table align="center" bgcolor="#FFFFFF" cellpadding="0" cellspacing="0" style="width: 100%px;"><tbody>
<tr style="background: #566d49;"><td align="left"><img alt="Ontario Newsroom" border="0" src="http://s3.amazonaws.com/ontarionewsroom/email_banner_EN.gif?id=22557m" style="border-bottom-width: 0; border-left-width: 0; border-right-width: 0; border-top-width: 0;" /> </td> <td align="right"><img alt="Ontario Newsroom" border="0" src="http://s3.amazonaws.com/ontarionewsroom/nr-heading-en.gif?id=22557m" style="border-bottom-width: 0; border-left-width: 0; border-right-width: 0; border-top-width: 0;" /> </td> </tr>
<tr> <td colspan="2"></td> </tr>
</tbody></table>
<table align="center" bgcolor="#FFFFFF" cellpadding="0" cellspacing="0" style="width: 100%px;"> <tbody>
<tr> <td style="color: black; font-family: sans-serif; font-size: 13px; line-height: 1.4em; margin-bottom: 0; margin-left: 0; margin-right: 0; margin-top: 0;"><div class="quote" style="color: black; font-family: sans-serif; font-size: 16px; font-style: italic; line-height: 1.4em; margin-bottom: 0; margin-left: 0; margin-right: 0; margin-top: 0;">
News Release </div>
<h1 style="font-size: 16px; font-weight: bold;">
<br /> </h1>
<div style="color: #6a6a6a; font-size: 11px;">
November 8, 2012</div>
<h2 style="color: black; font-size: 14px; font-weight: bold; margin: 1em 0;">
McGuinty Government Reaffirms Commitment to Protecting Workers</h2>
The
Ontario Court of Justice has sentenced Steven Blondin, a director of
six Ontario companies, to 90 days in jail for violations of the<a href="http://www.hrnc.ca/" target="_blank"> Employment Standards Act after failing to pay employees</a>.<br />
Between
March 2007 and October 2009, 61 employees from six companies, operated
by Blondin filed claims with the Ministry of Labour for unpaid wages.
An investigation by the ministry found that wages were owed to all 61
employees. <br />
Between February 2008 and April 2010, an employment
standards officer issued 113 orders to the six companies and Blondin to
pay over $125,000. None of the orders were paid.<br />
Blondin and each company pleaded guilty to failing to comply with the ministry's orders. <br />
In
addition to the jail term and fines totaling $280,000, Blondin and
his companies were ordered to pay the wages owing to the employees along
with a 25 per cent victim fine surcharge, as required by the Provincial
Offences Act. <br />
Protecting workers on the job is part of the
McGuinty government's continued commitment to ensuring all Ontarians are
treated fairly, while creating jobs.</td> </tr>
</tbody></table>
<table bgcolor="#FFFFFF" border="0" cellpadding="0" cellspacing="0" style="height: 5px; width: 100%px;"> <tbody>
<tr> <td></td> </tr>
</tbody></table>
<h3 style="color: #415634; font-family: sans-serif; font-size: 13px; font-weight: bold; margin-bottom: 0.8em; margin-left: 0; margin-right: 0; margin-top: 1.3em;">
QUICK FACTS </h3>
<ul>
<li style="color: black; font-family: sans-serif; font-size: 13px; line-height: 1.5em; margin-bottom: .9em; margin-left: 0; margin-right: 0; margin-top: 0;">The
six companies owned and operated by Blondin include Steven’s Inc. of
Orangeville, Axcea International Inc. of Toronto, Automotive Containment
Solutions Inc. of Concord, Automotive CSI Inc. of Richmond Hill,
Automotive CSI – Alliston Inc., and Automotive CSI – Newmarket Inc.</li>
<li style="color: black; font-family: sans-serif; font-size: 13px; line-height: 1.5em; margin-bottom: .9em; margin-left: 0; margin-right: 0; margin-top: 0;">The sentences were imposed by Justice of the Peace Vladimir Bubrin in Toronto. </li>
<li style="color: black; font-family: sans-serif; font-size: 13px; line-height: 1.5em; margin-bottom: .9em; margin-left: 0; margin-right: 0; margin-top: 0;">Since
2004, the Ministry’s Employment Standards Program has recovered more
than $90 million in wages and other monies owed to employees through
inspections, claims and collections.</li>
<li style="color: black; font-family: sans-serif; font-size: 13px; line-height: 1.5em; margin-bottom: .9em; margin-left: 0; margin-right: 0; margin-top: 0;">The
Ministry of Labour prosecutes persons, including corporations, for
violations of the Employment Standards Act, 2000 and its regulations to
ensure compliance.</li>
<li style="color: black; font-family: sans-serif; font-size: 13px; line-height: 1.5em; margin-bottom: .9em; margin-left: 0; margin-right: 0; margin-top: 0;">A
victim fine surcharge is required under the Provincial Offences Act and
contributes to a special provincial government fund to assist victims
of crime.</li>
</ul>
HRNChttp://www.blogger.com/profile/01675632216971313334noreply@blogger.com0tag:blogger.com,1999:blog-3077615466381572875.post-46291568351858326552012-11-02T12:24:00.000-04:002012-11-05T18:59:56.845-05:00Do you know what the IRS stands for in Ontario Occupational Health and Safety?November 2, 2012<br />
<br />
The Ontario Ministry of Labour has been prosecuting violations of the Occupational Health and Safety Act by employers, with hefty penalties and fines.<br />
<br />
Most of these violations involve the employers omission in training their employees of certain hazards. The Ontario Ministry of Labour has found a violation in the omission of training in certain workplace operations of machinery, that
none of the workers had received traffic control training and a traffic control
plan was not in effect, that the employer <a href="http://www.hrnc.ca/prof-health.php" target="_blank">failed to ensure</a> that the work surface was kept free
of slip and fall hazards, and there are many more.<br />
<br />
We do not have accidents in Ontario workplaces. If you remember the ads the Prevention division of the WSIB released a few years ago - it was scary stuff! Horrible things happened to people in the workplace who did not follow the OHSA or whose employer did not train them in proper procedures.<br />
<br />
Where does the employee fall in all of this?<br />
<br />
Perhaps, it is a little like Scott Street in St. Catharines. If you have ever had the privilege of driving down that street you will notice the many traffic stop signals that have been installed. Let me mention here that except for major intersections; those are not preventive measures taken - they are completely reactive. Each of those "extra" traffic signals represents someone who was killed while crossing Scott Street. Crossing without going to a nearby intersection. Crossing in the middle of the street. The reaction of the City because the public outcry for something to be done demanded an action. The re-action was another traffic signal. It was a horrible way to die for a young student and for an elderly grandmother. I hope that these additional traffic signals prevent it from happening again.<br />
<br />
In the workplace, Justice Ham instituted the Internal Responsibility System. It was a reaction. However, it was after a careful investigation into what happened in a terrible workplace "accident".<br />
<br />
The triangle of responsibility that he designed puts the Province of Ontario at the top. They pass legislation and regulations that are made to protect workers.<br />
<br />
Then the first stop in the bottom of the triangle is the employer, who is legislated to take all measures to keep employees safe.<br />
<br />
The next stop in the triangle is the employees who are in the workplace. Essentially, the foundation of this structure is the relationship between the employer and the employees. Each communicating to the other about any possible hazards that may be in the workplace. Then each taking responsibility for taking all measures to make sure that the workplace is safe.<br />
<br />
I feel like I am repeating myself. Everyone is responsible to make sure the workplace is safe because the Province of Ontario does not have any accidents!<br />
<br />
It is extremely difficult for the Justice in these cases to charge an employee who has been killed or injured. The employer is found to be at fault. Common sense tells us that often the employee should not have been doing what they were doing. Still, the employer is at fault.<br />
<br />
Even when an employee is rushing at the end of the day to finish on time, early, or if working on piece work - to make an extra few bucks for their family - when tragedy strikes; the employer is at fault.<br />
<br />
The employer may have set up an accident by using a compensation method that doesn't allow employees to take their time on a more dangerous job. The employer may have given a young worker a chance to have his first job even without experience and paired him with a more experienced worker who was taking chances.<br />
<br />
However, regardless of the Internal Responsibility System that is in place in the Province of Ontario; the employer pays the penalty with his cash and the employee pays the penalty with his life.<br />
<br />
When will we learn that employees also have a duty to mitigate the dangers in the workplace. They also have a responsibility to use common sense on the job. They also must give up the chance for the extra buck by slowing down and doing the job safely.<br />
<br />
The OHSA is like Scott Street for me. It is the reaction to many injuries in the workplace over the years. A collection of decisions so that this will not happen again. It is also a collection of common sense. Use it or lose it!<br />
<br />
The Province of Ontario is regulating workplaces to use common sense. Employers must train their employees properly and to use common sense.<br />
<br />
Employees must use common sense to come home from work each day - alive and in one piece.<br />
<br />
It is our right in Ontario workplaces.<br />
<br />
Other information links:<br />
<a href="http://www.hrnc.ca/">www.hrnc.ca</a><br />
<a href="http://www.labour.gov.on.ca/english/hs/pubs/mining/syn_minirs_2.php">http://www.labour.gov.on.ca/english/hs/pubs/mining/syn_minirs_2.php</a><br />
<br />HRNChttp://www.blogger.com/profile/01675632216971313334noreply@blogger.com0tag:blogger.com,1999:blog-3077615466381572875.post-69410948246073318762012-11-02T11:32:00.001-04:002012-11-02T11:32:56.738-04:00Safety is ultimately employer’s responsibility, not committee’s: Arbitrator<!--[if gte mso 9]><xml>
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<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">The
health and safety of employees is ultimately the responsibility of the employer
and can’t be delegated to a joint health and safety committee, an Ontario
arbitrator has ruled.</span></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Gerdau
Ameristeel, a steel manufacturing company, introduced a policy in its Whitby,
Ont., plant requiring employees to wear chin straps on their safety headgear.
The union grieved the policy, noting that the collective agreement required
Gerdau to take all reasonable precautions for the safety of employees — in line
with health and safety legislation — and to provide all personal protective
equipment prescribed by the joint health and safety committee. The union argued
this gave the power to approve safety equipment to the joint committee, not the
company.</span></div>
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<br /></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">The
arbitrator found that the <a href="http://hrnc.ca/prof-health.php" target="_blank">Ontario Occupational Health and Safety Act</a> placed the
main responsibility for employee health and safety with the employer, including
the assigning of personal protective equipment. This legal responsibility did
not diminish with the existence of a joint health and safety committee and a
collective agreement allowing the committee to recommend safety equipment, said
the arbitrator. If the employer didn’t have the ability to dictate equipment,
then it would be susceptible to being charged and prosecuted for safety
conditions over which it had no control.</span></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">The
arbitrator ruled that Gerdau was entitled to prescribe personal protective
equipment for employees, independent of the joint health and safety committee,
regardless of the collective agreement provision giving the committee a say in
prescribing equipment. The greivance was dimissed.</span></div>
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<br /></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">“Although
I do not doubt this union’s commitment to the safety of its members, I do not
believe that the employer can avoid its legal obligation, even when acting in
good faith, to <a href="http://hrnc.ca/prof-health.php" target="_blank">take every precaution reasonable in the circumstances for theprotection of a worker</a>,” said the arbitrator.</span></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<b><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">For more
information see:</span></b></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm;">
<b><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">•</span></b><i><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Gerdau Ameristeel v. U.S.W.,
Local 6571</span></i><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">, 2012
CarswellOnt 9066 (Ont. Arb. Bd.). </span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm;">
<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">©
Copyright Canadian HR Reporter, Thomson Reuters Canada Limited. All rights
reserved.</span></div>
<div class="MsoNormal">
http://www.employmentlawtoday.com/articleview/16594-safety-is-ultimately-employers-responsibility-not-committees-arbitrator</div>
<br /><br />
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</div>
HRNChttp://www.blogger.com/profile/01675632216971313334noreply@blogger.com0tag:blogger.com,1999:blog-3077615466381572875.post-57844750083206841922012-11-01T10:48:00.001-04:002012-11-01T10:48:55.388-04:00Royal Group, Inc. Fined $50,000 After Worker Injured<h1 style="font-size: 16px; font-weight: bold;">
</h1>
<h1 style="font-size: 16px; font-weight: bold;">
Is a wet floor really that bad? Yes, when people can be hurt!</h1>
<h1 style="font-size: 16px; font-weight: bold;">
Doesn't the employee have a duty under the IRS?</h1>
<h1 style="font-size: 16px; font-weight: bold;">
Who is ultimately responsible?</h1>
<h1 style="font-size: 16px; font-weight: bold;">
</h1>
<div style="color: #6a6a6a; font-size: 11px;">
October 30, 2012</div>
<div style="color: #6a6a6a; font-size: 11px;">
<br /></div>
Newmarket,
ON - Royal Group, Inc., carrying on business as Royal Pipe Co., a
Toronto pipe manufacturer, was fined $50,000 for a violation of the
<a href="http://www.hrnc.ca/prof-health.php" target="_blank">Occupational Health and Safety Act</a> after a worker was injured.<br />
<br />
On
July 2, 2011, a worker at the company's Woodbridge manufacturing
facility was setting up one of the production lines. The worker slipped
on a wet surface and fell onto a machine. The worker's arm was trapped
and injured between the frame of the machine and one of its moving
parts.<br />
<br />
Royal Group, Inc., carrying on business as Royal Pipe Co.,
pleaded guilty to <a href="http://www.hrnc.ca/prof-health.php" target="_blank">failing to ensure</a> that the work surface was kept free
of slip and fall hazards.<br />
<br />
The fine was imposed by Justice of the
Peace John MacDonald. In addition to the fine, the court imposed a
25-per-cent victim fine surcharge, as required by the Provincial
Offences Act. The surcharge is credited to a special provincial
government fund to assist victims of crime.<br />
<b><br /></b>
<b>Court Information at a Glance</b><br />
<br />
<b>Location: </b>Ontario Court of Justice<br />
465 Davis Dr.<br />
Newmarket, ON<br />
<br />
<b>Judge: </b>Justice of the Peace John MacDonald<br />
<br />
<b>Date of Sentencing: </b>October 26, 2012<br />
<br />
<b>Defendants: </b>Royal Group, Inc. carrying on business as Royal Pipe Co.<br />
<b>Matter: </b>Occupational Health and Safety<br />
<br />
<b>Convictions:</b> <a href="http://www.e-laws.gov.on.ca/html/regs/english/elaws_regs_900851_e.htm#s11" target="_blank">Ontario Regulatio 851, Section 11(a)(ii)</a><br />
<br />
<b>Crown Counsel:</b> Shantanu Roy HRNChttp://www.blogger.com/profile/01675632216971313334noreply@blogger.com0