Ontario’s Occupational Health and Safety Act (OHSA): Everything you wanted to know but were afraid to ask
Mandatory health and safety awareness training is the latest obligation being imposed on Ontario employers under OHSA.
All employees must complete training by July 1, 2014. The Ministry of Labour will exempt employers who have already provided equivalent training to its employees. For more information on this new training requirement, click here.
Under Bill 168, a 2010 amendment to OHSA, employers were required to create workplace harassment policies and programs, as well as completing a workplace violence assessment.
It is difficult for an employer to keep up to date on its health and safety obligations. Certain policies and posters must be posted in the workplace. Certain policies have to be updated annually. Health and safety representatives must be elected from the organization’s workers. The list goes on and on. For 7 things you should know about OHSA, click here.
If there is a “critical” injury an employer has certain reporting obligations to the Ministry of Labour. When there has been a critical injury, the MOL often files charges against the employer for violating the OHSA. The courts will impose fines of up to $ 500 000 plus a 25% victim surcharge. Fines in connection with relatively minor injuries often exceed $ 50 000. For 5 things to keep in mind if there has been a workplace accident, click here.
If you have any questions about the Occupational Health & Safety Act, please contact our managing partner, Doug MacLeod, at 416 317-9894 or at doug@macleodlawfirm.ca
The material and information in this blog and this website are for general information only. They should not be relied on as legal advice or opinion. The authors make no claims, promises, or guarantees about the accuracy, completeness, or adequacy of any information referred to in this blog or its links. No person should act or refrain from acting in reliance on any information found on this website or blog. Readers should obtain appropriate professional advice from a lawyer duly licensed in the relevant jurisdiction. These materials do not create a lawyer-client relationship between you and any of the authors or the MacLeod Law Firm.
Tags: Barrie Barrie Employment Lawyer Barrie Employment Lawyer Doug MacLeod Doing Business In Ontario Employer Duty Employer Obligations Employment Lawyers Barrie Employment Lawyers Toronto Health and Safety Ministry of Labour Occupational Health And Safety OHSA Ontario Employment Standards Act Ontario Health & Safety Act Toronto Training Workplace Safety
Recent Posts
Is Secretly Recording A Workplace Conversation Just Cause for Termination?
More and more employees are secretly recording workplace conversations. Although it not is not a crime to secretly record a workplace conversation if you are a party to it, one judge recently concluded it is just cause for termination. This blog discusses this case....
Ontario Government Proposes More Employment Laws
In my last blog, I summarized some new employment laws that the Ontario government passed in December 2021. On February 28, 2022 the Ford government proposed more new employment legislation when it tabled Bill 88. This blog discusses three parts of Bill 88; that is,...
Employer Update: Recent Changes to Ontario’s Employment Standards Act
In December 2021, the Doug Ford government amended Ontario’s Employment Standards Act. This blog discusses two of these changes. 1. Prohibition against Non-Compete Agreements As of October 25, 2021, employers are prohibited from entering into employment contracts or...