-
Sean Bawden Special Olympics Festival Breakfast - Champions Celebrating Champions Start your day inspired. The 9th A…http://lnkd.in/bc32ax4
-
Your Employer Wants To Erase Your Personal #CellPhone ... http://employeeatty.blogspot.com/2013/10/your-employer-wants-to-erase-your.html?spref=tw … #BYOD #hr #humanresources #hrlaw #emplaw #ITRetweeted by Joy Vas, CHRP
-
More Tech Jobs Posted on CATA Career Site http://www.brainhunter.com/CareerSite/CATA/Home.htm …Retweeted by Joy Vas, CHRP
-
Job opportunity ALERT!! Innovate Niagara is hiring an Office Administrator: http://bit.ly/GBwI4MRetweeted by Joy Vas, CHRP
-
RT @StatCan_eng The Labour Force Survey results for Sept. 2013 are scheduled to be released on October 11, 2013.Retweeted by Joy Vas, CHRP
-
Niagara College President, Dan Patterson is Man Enough! Join him on Oct. 19th for http://www.walkamileinhershoes.ca ! http://ow.ly/i/3kyDp #WAM2013Retweeted by Joy Vas, CHRP
Showing posts with label St. Catharines. Show all posts
Showing posts with label St. Catharines. Show all posts
Friday, October 4, 2013
Twitter your way to the Employer news
Wednesday, June 19, 2013
Student entrepreneurs and non-profits: grants
Student entrepreneurs and non-profits: grants
How to get funding for projects that teach young people about becoming an entrepreneur.
Dr. Eric Hoskins
Dr. Eric Hoskins
Minister of Economic Development, Trade and Employment
Minister of Economic Development, Trade and Employment
The
Ministry of Economic Development, Trade and Employment supports a
strong, innovative economy that can provide jobs, opportunities and
prosperity for all Ontarians.
Monday, May 13, 2013
Minister Goodyear Consults Stakeholders on Manufacturing and Future Plans for Jobs, Growth and Long-term Prosperity
Minister Goodyear Consults Stakeholders on Manufacturing and Future Plans for Jobs, Growth and Long-term Prosperity
For immediate releaseMay 13, 2013
Ottawa, Ontario—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.
"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."
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.
In Budget 2013, the Government of Canada demonstrated its continued commitment to workers, families and communities in southern Ontario with the renewal of FedDev Ontario.
Economic Action Plan 2013 provides $920 million for FedDev Ontario over five years, including $200 million for a new Advanced Manufacturing Fund in Ontario, starting on April 1, 2014.
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.
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.
At a second meeting, stakeholders provided their views on potential areas of focus for FedDev Ontario programs including: support for innovation and commercialization, business growth, productivity and communities.
With renewed funding, FedDev Ontario will continue to act as a convenor, advocate and catalyst to support the development of a prosperous and globally competitive southern Ontario economy.
Details of new programming will be posted on the Agency's website at www.FedDevOntario.gc.ca as they become available, so stakeholders are encouraged to check back regularly.
To learn more, please visit www.FedDevOntario.gc.ca or call 1-866-593-5505.
Follow us on Twitter @FedDevOntario
– 30 –
For more information, contact:
Michele-Jamali Paquette
Director of Communications
Office of the Honourable Gary Goodyear
613-947-2956
Media Relations
FedDev Ontario
416-954-6652
Thursday, May 2, 2013
АКТ О ТРУДОВЫХ СТАНДАРТАХ ЗАЩИТА РАБОЧИХ И СЛУЖАЩИХ
АКТ О ТРУДОВЫХ СТАНДАРТАХ
ЗАЩИТА РАБОЧИХ И СЛУЖАЩИХ
Акт о трудовых стандартах (The Employment Standards Act – ESA) принятый в 2000 году – это
закон, устанавливающий минимальные допустимые стандарты справедливых трудовых
отношений в Онтарио.
Если Вы защищены положениями ESA, то Ваш работодатель не имеет права:
• угрожать Вам
• уволить Вас
• отстранить Вас от работы
• уменьшить Вашу зарплату
• наказать Вас каким-либо другим способом или
• грозить Вам любыми из вышеперечисленных действий
только потому, что Вы спросили об этом или поинтересовались своими правами по ESA.
Если Вы работаете на территории провинции Онтарио, то вероятнее всего Вы находитесь
под защитой Акта о трудовых стандартах. Однако его положения не распространяются на
служащих федерального правительства и некоторые другие категории рабочих и служащих.
Для них имеются исключения и особые правила согласно закону.
Обратитесь в Министерство труда, если Вы хотите подробнее узнать о том, как Вы
защищены Актом о трудовых стандартах.
Имеется много прав, которые защищены Актом о трудовых стандартах, включая:
• часы работы
• минимальную оплату труда
• оплату сверхурочных часов
• выплату зарплаты
• праздничные дни и отпуска
• внеочередной отпуск
• отпуск по уходу за членами семьи
• отпуск по беременности или отпуск по уходу за детьми
• уведомление об увольнении
Для получения более полной информации о Ваших правах согласно ESA обращайтесь в
Министерство труда.
Мой работодатель заявил, что положения Акта о трудовых
стандартах на меня не распространяются. Правда ли это?
Какие у меня есть права?
Если Вы считатете, что Ваш работодатель наказал Вас за то, что Вы спросили о своих
трудовых правах или потребовали их соблюдения, обратитесь в Министерство труда как
можно скорее.
Сотрудники Министерства труда помогут Вам лучше понять свои права, ответить на
имеющиеся вопросы и заняться расследованием Вашей жалобы. Ваш работодатель не
имеет права наказывать Вас за то, что Вы обращаетесь в Министерство труда по поводу
своих трудовых прав.
ПРИМЕЧАНИЕ: Перед тем, как обращаться в Министерство труда, члены профсоюза
должны проконсультироваться у своего представителя.
Перед обращением в Министерство труда постарайтесь собрать как можно больше
информации и документов о Вашем работодателе и Вашей работе, например, корешки
зарплатной ведомости (pay stubs) и другие, которые помогут объяснить Вашу проблему.
Если Ваш работодатель наказал Вас за то, что Вы спросили о своих правах или
потребовали их соблюдать, сотрудник отдела трудовых стандартов имеет право
предписать Вашему работодателю вернуть Вам Вашу должность или выплатить
компенсацию. Он также может предписать работодателю выплатить Вам любую
имеющуюся задолженность по зарплате.
Кроме этого, Министерство труда может обвинить Вашего работодателя в совершении
преступления, караемое наложением штрафа или сроком тюремного заключения.
Меня наказали за то, что я спросил(а) о своих правах. Что я могу сделать?
Что мне потребуется?
Чем мне может помочь Министерство труда?
Пример:
Мария обнаружила, что ей платят меньше, чем минимальная ставка оплаты труда. Она
спросила об этом своего менеджера и через несколько дней была уволена.
Мария решила, что она была уволена за то, что спросила о своих трудовых правах.
Она позвонила в информационный центр отдела трудовых стандартов и объяснила
свою ситуацию. Сотрудники Министерства труда разъяснили Марии ее трудовые
права. Мария подала жалобу, по которой было проведено расследование.
После этого работодателю было предписано вернуть Марию назад на ее должность,
выплатить ей всю имеющуюся задолженность по зарплате и поднять размер
зарплаты до уровня минимальной заработной платы.
Обратитесь в информационный центр отдела трудовых стандартов (Employment Standards Information
Centre). После этого Вы можете решить подать жалобу.
Жалоба – это письменное пояснение того, на что жалуется работник. В ней также
содержится важная информация работнике, его работе и работодателе.
Формы искового заявления можно получить, в информационных центрах ServiceOntario или
посетив веб-сайт Министерства труда.
Жалобы подаются бесплатно.
Позвоните в информационный центр отдела трудовых стандартов по телефону
416-326-7160, по бесплатной линии 1-800-531-5551 или TTY 1-866-567-8893 (для людей
с плохим слухом). Если Вы не владеете английским или французским языком, то при
общении с нами по телефону Вы должны позаботиться о переводчике).
Посетите секцию трудовых стандартов (Employment Standards) на веб-сайте Министерства
труда www.labour.gov.on.ca, чтобы получить доступ к онлайн изданиям, в которых имеется
подробная информация о правах, защищенных ESA (Актом о трудовых стандартах).
©Queen’s Printer for Ontario, 2008
Printed in Canada
ISBN 1-4249-1342-X (Print)
ISBN 1-4249-1343-8 (HTML)
ISBN 1-4249-1344-6 (PDF)
Russian
Следует ли мне подать жалобу?
Данная информация предоставляется в качестве услуги населению. Хотя мы
прилагаем все усилия для того, чтобы информация, содержащаяся в данной
брошюре, была актуальной и соответствующей действительности, возможность
ошибок не исключена. Поэтому точность информации не гарантируется. Перед
тем как предпринять какие-либо действия, читатель должен, по возможности,
удостовериться в правильности информации.
Как связаться с Министерством труда
ЗАЩИТА РАБОЧИХ И СЛУЖАЩИХ
Акт о трудовых стандартах (The Employment Standards Act – ESA) принятый в 2000 году – это
закон, устанавливающий минимальные допустимые стандарты справедливых трудовых
отношений в Онтарио.
Если Вы защищены положениями ESA, то Ваш работодатель не имеет права:
• угрожать Вам
• уволить Вас
• отстранить Вас от работы
• уменьшить Вашу зарплату
• наказать Вас каким-либо другим способом или
• грозить Вам любыми из вышеперечисленных действий
только потому, что Вы спросили об этом или поинтересовались своими правами по ESA.
Если Вы работаете на территории провинции Онтарио, то вероятнее всего Вы находитесь
под защитой Акта о трудовых стандартах. Однако его положения не распространяются на
служащих федерального правительства и некоторые другие категории рабочих и служащих.
Для них имеются исключения и особые правила согласно закону.
Обратитесь в Министерство труда, если Вы хотите подробнее узнать о том, как Вы
защищены Актом о трудовых стандартах.
Имеется много прав, которые защищены Актом о трудовых стандартах, включая:
• часы работы
• минимальную оплату труда
• оплату сверхурочных часов
• выплату зарплаты
• праздничные дни и отпуска
• внеочередной отпуск
• отпуск по уходу за членами семьи
• отпуск по беременности или отпуск по уходу за детьми
• уведомление об увольнении
Для получения более полной информации о Ваших правах согласно ESA обращайтесь в
Министерство труда.
Мой работодатель заявил, что положения Акта о трудовых
стандартах на меня не распространяются. Правда ли это?
Какие у меня есть права?
Если Вы считатете, что Ваш работодатель наказал Вас за то, что Вы спросили о своих
трудовых правах или потребовали их соблюдения, обратитесь в Министерство труда как
можно скорее.
Сотрудники Министерства труда помогут Вам лучше понять свои права, ответить на
имеющиеся вопросы и заняться расследованием Вашей жалобы. Ваш работодатель не
имеет права наказывать Вас за то, что Вы обращаетесь в Министерство труда по поводу
своих трудовых прав.
ПРИМЕЧАНИЕ: Перед тем, как обращаться в Министерство труда, члены профсоюза
должны проконсультироваться у своего представителя.
Перед обращением в Министерство труда постарайтесь собрать как можно больше
информации и документов о Вашем работодателе и Вашей работе, например, корешки
зарплатной ведомости (pay stubs) и другие, которые помогут объяснить Вашу проблему.
Если Ваш работодатель наказал Вас за то, что Вы спросили о своих правах или
потребовали их соблюдать, сотрудник отдела трудовых стандартов имеет право
предписать Вашему работодателю вернуть Вам Вашу должность или выплатить
компенсацию. Он также может предписать работодателю выплатить Вам любую
имеющуюся задолженность по зарплате.
Кроме этого, Министерство труда может обвинить Вашего работодателя в совершении
преступления, караемое наложением штрафа или сроком тюремного заключения.
Меня наказали за то, что я спросил(а) о своих правах. Что я могу сделать?
Что мне потребуется?
Чем мне может помочь Министерство труда?
Пример:
Мария обнаружила, что ей платят меньше, чем минимальная ставка оплаты труда. Она
спросила об этом своего менеджера и через несколько дней была уволена.
Мария решила, что она была уволена за то, что спросила о своих трудовых правах.
Она позвонила в информационный центр отдела трудовых стандартов и объяснила
свою ситуацию. Сотрудники Министерства труда разъяснили Марии ее трудовые
права. Мария подала жалобу, по которой было проведено расследование.
После этого работодателю было предписано вернуть Марию назад на ее должность,
выплатить ей всю имеющуюся задолженность по зарплате и поднять размер
зарплаты до уровня минимальной заработной платы.
Обратитесь в информационный центр отдела трудовых стандартов (Employment Standards Information
Centre). После этого Вы можете решить подать жалобу.
Жалоба – это письменное пояснение того, на что жалуется работник. В ней также
содержится важная информация работнике, его работе и работодателе.
Формы искового заявления можно получить, в информационных центрах ServiceOntario или
посетив веб-сайт Министерства труда.
Жалобы подаются бесплатно.
Позвоните в информационный центр отдела трудовых стандартов по телефону
416-326-7160, по бесплатной линии 1-800-531-5551 или TTY 1-866-567-8893 (для людей
с плохим слухом). Если Вы не владеете английским или французским языком, то при
общении с нами по телефону Вы должны позаботиться о переводчике).
Посетите секцию трудовых стандартов (Employment Standards) на веб-сайте Министерства
труда www.labour.gov.on.ca, чтобы получить доступ к онлайн изданиям, в которых имеется
подробная информация о правах, защищенных ESA (Актом о трудовых стандартах).
©Queen’s Printer for Ontario, 2008
Printed in Canada
ISBN 1-4249-1342-X (Print)
ISBN 1-4249-1343-8 (HTML)
ISBN 1-4249-1344-6 (PDF)
Russian
Следует ли мне подать жалобу?
Данная информация предоставляется в качестве услуги населению. Хотя мы
прилагаем все усилия для того, чтобы информация, содержащаяся в данной
брошюре, была актуальной и соответствующей действительности, возможность
ошибок не исключена. Поэтому точность информации не гарантируется. Перед
тем как предпринять какие-либо действия, читатель должен, по возможности,
удостовериться в правильности информации.
Как связаться с Министерством труда
Thursday, August 9, 2012
Bill 160 in effect as of April 1, 2012
BILL 160 (what are you?)
30. The short title of this Act is the Occupational Health and Safety Statute Law Amendment Act, 2011.
EXPLANATORY NOTE
This Explanatory
Note was written as a reader’s aid to Bill 160 and does not form part of
the law. Bill 160 has been enacted as Chapter 11 of the Statutes of
Ontario, 2011.
The Bill amends the Occupational Health and Safety Act and the Workplace Safety and Insurance Act, 1997.
Amendments to the Occupational Health and Safety Act
Section 4.1,
which specifies the Minister’s responsibility for the administration of
the Act and sets out some of the Minister’s powers and duties in
administering the Act, is added to Part II of the Act.
The Act is
amended to allow the Chief Prevention Officer, appointed under Part II.1
of the Act, to establish standards for training programs and to approve
programs that meet the standards.
The Chief Prevention Officer may
also establish standards that a person must meet in order to become an
approved training provider and may approve a person who meets the
standards as a training provider with respect to one or more approved
training programs and may collect information about workers’ successful
completion of approved training programs for the purpose of maintaining a
record.
Section 7.6,
which allows the Chief Prevention Officer to establish training and
other requirements that a member of a joint health and safety committee
must fulfil in order to become a certified member, is added to the Act.
The Chief Prevention Officer may certify a committee member who meets
the requirements.
Section 7.7
permits the Chief Prevention Officer to delegate certain powers and duties under sections 7.1 to 7.6 to an employee in the Ministry of Labour.
Section 8 of the
Act is amended to require a constructor or employer to ensure that
health and safety representatives receive training to enable them to
effectively exercise the powers and perform the duties of a
representative.
Section 9 of the
Act is amended to allow either co-chair of a joint health and safety
committee to make written recommendations to a constructor or employer
if the committee fails to reach consensus.
The Bill adds
Part II.1 (Prevention Council, Chief Prevention Officer and Designated
Entities) to the Act.
Section 22.2 of the Act requires the Minister to
establish a Prevention Council responsible for providing advice to the
Minister on the appointment of a Chief Prevention Officer and providing
advice to the Chief Prevention Officer on occupational health and safety
matters.
Section 22.3 requires the Minister to appoint a Chief
Prevention Officer responsible for developing a provincial occupational
health and safety strategy, preparing an annual report on occupational
health and safety and advising the Minister on occupational health and
safety matters.
Section 22.4 requires that the
advice of the Chief Prevention Officer and the position of the
Prevention Council be obtained in respect of a proposed change to the
funding and delivery of services for the
prevention of workplace injuries and occupational diseases if the
proposed change would be significant.
Sections 22.5 to 22.9
allow the Minister to designate an entity as a safe workplace
association or as a medical clinic or training centre specializing in
occupational health and safety matters if the entity meets the standards
established by the Minister. A designated entity must operate in
accordance with the standards and with any other requirements imposed on
it, and is eligible for a grant from the Ministry.
Part III.1 of
the Act is amended to allow the Minister to approve codes of practice
with respect to both statutory and regulatory requirements and specify
that compliance with the code is deemed to be compliance with the
requirement, subject to any terms or conditions set out by the Minister
in the approval.
Section 50 of
the Act is amended to allow an inspector to refer a matter to the Board
where a worker alleges that his or her employer has violated the
prohibition against reprisals and where circumstances warrant. The
matter cannot have been dealt with by final and binding settlement by
arbitration under a collective agreement or by the worker filing a
complaint with the Board and the worker must consent to the referral.
Section 50.1,
which gives the Office of the Worker Adviser and the Office of the
Employer Adviser prescribed functions for the purposes of Part VI of the
Act, is added to the Act.
Section 63 of
the Act is amended so that persons employed in the Office of the Worker
Adviser or the Office of the Employer Adviser are not compellable
witnesses in a civil suit or any proceeding respecting any information
or material furnished to or obtained, made or received by them under the
Act while acting within the scope of their employment.
Subsection 70 (2) of the Act is amended to add complementary regulation-making authority.
Provisions
relating to the load bearing capacity of structures are updated to
remove references to an engineering design method that is no longer
current.
Other complementary and transitional amendments are made to the Act.
Amendments to the Workplace Safety and Insurance Act, 1997
Part II (Injury
and Disease Prevention) of the Act is repealed.
The substance of
subsection 4 (2) and section 10 of that Part (dealing with payments to
constructions workers and first aid requirements that may be set by the
Board) is re-enacted elsewhere in the Act.
Section 159 is
amended to exempt information sharing agreements between the Board and
the Ministry of Labour from the requirement that the agreement be
approved by the Lieutenant Governor in Council.
Transition from WSIB to Ministry of Labour
Bill 160 amendments to the Occupational Health and Safety Act provided for the transfer of several WSIB functions, including the Research Advisory Council, from the WSIB to the Ministry of Labour (MoL). The transition of the research program from the WSIB to the MOL is under way, and the Ministry continues to build capacity. Once the Ministry’s Prevention Council is in place, the Chief Prevention Officer will initiate a review of research priorities.In the meantime, the WSIB is working closely with the MoL on key transition issues, including the management of the Bridging the Gap competition. The 2012-13 Bridging the Gap application process will follow much the same cycle as in previous years. The key difference is that the authority for final approval of proposals no longer rests with the WSIB Board of Directors, but with the Chief Prevention Officer.
Wednesday, July 18, 2012
Waterloo North Hydro Inc. Fined $110,000 After Worker Injured
July 18, 2012 11:00 AM
On October 12, 2010, a mall was under construction in Waterloo. Workers from Waterloo North Hydro Inc. had installed transformers on site and were attempting to send power from a transformer in one location to a transformer in another location. As power was sent to the second transformer, a worker for an electrical contractor was in the area routing a metal tape through a duct. The tape came into contact with a newly energized electrical conductor and caused an arc flash. The worker was badly burned.
A Ministry of Labour investigation found that an adequate job plan for energizing the transformers had not been documented. A job plan would have identified all known hazards and implemented controls for each hazard to protect workers from injury.
Waterloo North Hydro Inc. pleaded guilty to failing to establish and implement an adequate job plan prior to installing and energizing the transformers.
The fine was imposed by Justice of the Peace Ruth Legate Exon. 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.
Court Information at a Glance
Location: Ontario Court of Justice
77 Queen St. N
Kitchener, ON
Judge: Justice of the Peace Ruth Legate Exon
Date of Sentencing: July 16, 2012
Defendant: Waterloo North Hydro Inc.
Matter: Occupational Health and Safety
Conviction: Ontario Regulation 213/91, Section 181(1)
Occupational Health and Safety Act, Section 23(1)(a)
Crown Counsel: Kikee Malik
Friday, June 15, 2012
Canada Day - when is YOUR Holiday?
HRNC FYI:
In Ontario, employees get a day off with public holiday pay. If the employee is required to work on the holiday, the employee must be paid regular wages and/or premium pay and/or get a substituted day off with pay at a later date.
This year, July 1 falls on a Sunday; thus the public holiday will be celebrated on Monday July 2.
Other provinces may have different guidelines. If you are dealing with employees in other locations check to be sure.
In Ontario, employees get a day off with public holiday pay. If the employee is required to work on the holiday, the employee must be paid regular wages and/or premium pay and/or get a substituted day off with pay at a later date.
This year, July 1 falls on a Sunday; thus the public holiday will be celebrated on Monday July 2.
Other provinces may have different guidelines. If you are dealing with employees in other locations check to be sure.
Wednesday, May 23, 2012
Town of Pelham Fined $60,000 After Worker Injured
Fines and Penalties for a violation of the Occupational Health and Safety Act
May 23, 2012 11:39 AM
On August 25, 2011, summer students working for the Town were repairing the lids of catch basins, which are the parts of storm drains used to collect debris. One worker lifted the lid of a catch basin with a pickaxe so another worker could apply tape to the basin. While the second worker's hand was in the basin, the lid slipped from the pickaxe and crushed that worker's hand.
A Ministry of Labour investigation found that the workers did not have a direct supervisor and they had not been shown how to do the job before. Instead, they received instructions from a manager and were sent to repair the catch basins alone.
The Corporation of the Town of Pelham was fined $60,000 for failing to provide adequate information and instructionto the workers on how to safely repair the catch basins.
The fine was imposed by Justice of the Peace Lena Mills. 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.
Saturday, May 12, 2012
Fines and Penalties for failing to protect worker under OHSA
May 10, 2012 3:00 PM
On May 9, 2010, workers from M & M Painting and Sand Blasting Ltd. were painting structural steel components for a company in Hamilton. A steel sheave was resting on the forks of a forklift while workers spray painted it from below. It was not secured to the forks. A gust of wind blew the sheave, causing it to fall off the forklift and seriously injure a worker.
M & M Painting and Sand Blasting Ltd. was fined $70,000 for failing to ensure thatthe sheave was secured against tipping or falling.
The fine was imposed by Justice of the Peace Paul Welsh. 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.
HRNC
Friday, April 20, 2012
What Am I Doing Here? Orientation and Training
So you’ve
hired your new employee and they show up on the first day. That’s a good start, but will it be their
most productive day at work? Maybe it
won’t be. Will it be the day that you
decide if this person is going to fit at your business? This is also not likely.
However, that first
day and the days that follow will be the most crucial time period for the new employee in terms of learning what’s expected, what they are supposed to do,
how your business operates and where they fit into the larger picture.
In
making this transition a smooth and efficient process you should provide a
company overview, your policies and job descriptions. This can all be told to a
new employee but it’s a lot to take in so an orientation package that explains
all the important aspects of your business, their job and what is expected of
an employee will speed the process up. Included with this orientation package
should be what is expected of them and what happens when they choose to deviate
from these expectations. This is so they
can avoid any unnecessary behaviours or actions. This type of orientation is an
important way to avoid misunderstandings that could cause future problems and
creates a smoother transition for all parties involved.
Training is the next
important step and how this is done will vary from one workplace to another but
simply expecting a new employee will do things right and in the way that your
business normally does them is unrealistic.
New employees often come into a workplace
with either little or no experience in exactly the job that you have them doing.
Perhaps, the experience they do have gave them
different habits or ways of thinking than would normally be expected at your
business.
Training has to be gradual and conducted in more than one way to best
deliver your message. Be sure to take
into account that some people will learn better through different methods or at
a different pace. Be thorough, expect bumps in the road and make sure you ask
for feedback so you know how your employee is adjusting and where they need
more help.
Thursday, March 15, 2012
Fines for violations of the Occupational Health and Safety Act after a worker was injured
Court Bulletin
Ministry of Labour 12-17 For Immediate Release
March 15, 2012
Manufacturer Fined $50,000 After Worker Injured
Brampton, ON – Surteco Canada Ltd., carrying on business as Doellken-Woodtape, an international manufacturer of plastic edging for use on furniture, was fined $50,000 for a violation of the Occupational Health and Safety Act after a worker was injured.
On March 30, 2010, a worker at the company’s Brampton plant was cleaning out a hopper. The worker reached a hand into the hopper while an auger inside it was slowly rotating. The worker’s hand was injured when it was caught by the auger and trapped against the hopper wall.
Surteco Canada Ltd., carrying on business as Doellken-Woodtape, pleaded guilty to failing to ensure that the auger had stopped rotating before the worker began cleaning the hopper.
The fine was imposed by Justice of the Peace Thomas McKeogh. 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.
Court Bulletin
Ministry of Labour 12-18 For Immediate Release
March 15, 2012
Con Cast Pipe Inc. Fined $55,000 After Worker Injured
Guelph, ON – Con Cast Pipe Inc., a Guelph manufacturer of concrete infrastructure products, was fined $55,000 for a violation of the Occupational Health and Safety Act after a worker was injured.
On August 24, 2010, workers were pouring concrete into a steel form. One worker was standing beside the form and using a remote control to operate an overhead crane to pour buckets of concrete into the form. Without warning, one side of the steel form detached and fell on the worker. The worker suffered multiple fractures and a punctured lung.
A Ministry of Labour investigation found that the welds used to hold the form together were inadequate to resist the weight of the wet concrete being poured into the form.
Con Cast Pipe Inc. pleaded guilty to failing to take the reasonable precaution of ensuring that the form was designed and constructed to resist all loads and forces which were likely to be applied to it.
The fine was imposed by Justice of the Peace Adriana Magoulas. 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.
www.hrnc.ca
Ministry of Labour 12-17 For Immediate Release
March 15, 2012
Manufacturer Fined $50,000 After Worker Injured
Brampton, ON – Surteco Canada Ltd., carrying on business as Doellken-Woodtape, an international manufacturer of plastic edging for use on furniture, was fined $50,000 for a violation of the Occupational Health and Safety Act after a worker was injured.
On March 30, 2010, a worker at the company’s Brampton plant was cleaning out a hopper. The worker reached a hand into the hopper while an auger inside it was slowly rotating. The worker’s hand was injured when it was caught by the auger and trapped against the hopper wall.
Surteco Canada Ltd., carrying on business as Doellken-Woodtape, pleaded guilty to failing to ensure that the auger had stopped rotating before the worker began cleaning the hopper.
The fine was imposed by Justice of the Peace Thomas McKeogh. 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.
Court Bulletin
Ministry of Labour 12-18 For Immediate Release
March 15, 2012
Con Cast Pipe Inc. Fined $55,000 After Worker Injured
Guelph, ON – Con Cast Pipe Inc., a Guelph manufacturer of concrete infrastructure products, was fined $55,000 for a violation of the Occupational Health and Safety Act after a worker was injured.
On August 24, 2010, workers were pouring concrete into a steel form. One worker was standing beside the form and using a remote control to operate an overhead crane to pour buckets of concrete into the form. Without warning, one side of the steel form detached and fell on the worker. The worker suffered multiple fractures and a punctured lung.
A Ministry of Labour investigation found that the welds used to hold the form together were inadequate to resist the weight of the wet concrete being poured into the form.
Con Cast Pipe Inc. pleaded guilty to failing to take the reasonable precaution of ensuring that the form was designed and constructed to resist all loads and forces which were likely to be applied to it.
The fine was imposed by Justice of the Peace Adriana Magoulas. 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.
www.hrnc.ca
Wednesday, January 18, 2012
Balancing Act: Internet and Social Media Use At Work
With social media outlets such as Facebook and Google+ being so popular
and things like fantasy football leagues becoming a staple for many during the
winter months personal computer use and even online shopping and banking are
inherently going to creep into your employees minds, especially with the ease
of receiving email updates on smartphones and wireless internet available
nearly everywhere now. So this brings up the question of how employers should
address this issue. Is it something that’s been constantly eating away at
productivity, is it merely a minor distraction or is it even an issue at all.
As the employer you have to ask yourself is it a problem worth addressing? what
will the reaction be? And what is the best case scenario or improvement that
could come of banning these distractions all together? In doing some online
reading reports have suggested ideas on both sides of the spectrum; employees
personal internet use is taking up hours of time each day and others saying
that yes internet use is common in the workplace but productivity is almost no lower on account of that. My take is distractions are going to creep into the
workplace in most cases, internet use is just one of these. Extended lunch
breaks, chatter amongst employees and at times foolish games or pranks invented
to add a bit of flavour to a sometimes mundane day are common at work. Taking
away personal computer use, the one contact they may have outside of work in an
8-10 hour day could cause some unrest with your employees, especially the
younger generations who are seemingly tapped into their network of friends,
online social groups and hobbies at all times. My opinion is don’t impose a
policy eliminating this practice altogether because internet use for personal
interests is going to happen. I would encourage employees to do this on their
breaks, lunches and at home as much as possible and suggest if it becomes a
problem then some disciplinary or internet limiting policies may find their way
into the workplace as a result of low productivity. What are your thought on
the topic?
Thursday, January 12, 2012
Recruiting; How To Find The Right People
Recruitment and hiring might
be the most important factor in determining how well your business is
going to run, especially in a small business where each member's
contributions, benefits and drawbacks can be amplified. Compared to a large
organization where it’s an entire team of maybe 100+ employees working towards the
same goals whereas one poor employee in a group of ten can have a significant negative impact. So where do you start? It’s like shopping, walking into a store
without knowing exactly what you want gives you plenty of options but what are
the chances you’ll come out with all the things you need. That being said make
a list of the “core competencies” that you’ll need in this position, what are
the most important skills, knowledge, experiences and educational
qualifications needed to perform the job. Next decide upon some of the secondary
qualities or personality traits that would make for the ideal fit in a given
position. Creating a ranking model or score sheet to track and maintain records accompanying these
competencies can make your decision making process that much easier. Next is advertising.
Make sure you’re doing this function in the right spots, simply posting an ad
in a local paper may not be enough or attract the right people. For example,
say you want an entry level IT person to join your team; advertising in a local
or national paper could be a costly mistake. How many young people with an
education in IT are scanning newspapers for their next job? My guess would be
very few so targeting your add can greatly affect who responds. Seek professional
associations, online advertising options, government job boards and university
or colleges will often provide student resources for new graduates and
exploring this option could reap an enthusiastic, knowledgeable individual just
waiting for an opportunity to prove him or herself. Think critically about what
you need, the ideal type of person for your company's “fit’ and make sure your
looking in the right spots to increase your odds of finding a successful new employee.
John Ruyter, HRNC
Subscribe to:
Posts (Atom)