The Occupational Health and Safety Act’s new regulation mandates basic safety awareness training for all Ontario workers and supervisors – with a specific focus on small business and vulnerable workers.
Effective July 1, 2014, Ontario employers will be required to ensure that all workers and supervisors have completed a basic occupational health and safety awareness training program.
A basic occupational health and safety awareness training program for workers must include instruction on the following:
1. The duties and rights of workers under the Occupational Health and Safety Act (the “Act”).
2. The duties of employers and supervisors under the Act.
3. The roles of health and safety representatives and joint health and safety committees under the Act.
4. The roles of the Ministry, the Workplace Safety and Insurance Board (WSIB) and entities designated under section 22.5 of the Act with respect to occupational health and safety.
5. Common workplace hazards.
6. The requirements set out in Regulation 860 (Workplace Hazardous Materials Information System) with respect to information and instruction on controlled products.
7. Occupational illness, including latency.
There are some exceptions to this general obligation:
The Ministry of Labour (MOL) has created a training program suite to help employers meet these new health and safety obligations. All of the MOL training products are available at no cost and in multiple formats and languages.
Some employers already offer training and awareness programs that meet or exceed the new MOL mandatory training requirements. An equivalency checklist is being prepared by the MOL to help employers determine if their programs meet the new statutory requirements. Either way, as of July 1, 2014 employers need to keep records to confirm worker participation in mandatory training or its equivalent.
If you have any questions about this new employer obligation, or any other question about Ontario’s Occupational Health & Safety Act, please contact Doug MacLeod at 416 317-9894 or [email protected]
Waksdale v. Swegon North America Inc.: Ontario Court of Appeal Strikes Down Another Termination Clause
In this case, Mr. Waksdale was terminated without cause after about eight (8) months of employment. Both parties agreed that the “without cause” termination clause in his employment contract was enforceable. Both parties also agreed the “with cause” termination...
COVID-19 Update: Do Reduced Hours of Work or a Temporary Lay Off Constitute a Termination or a Constructive Dismissal? The legal waters just got murkier
The Ontario government has just amended the Employment Standards Act (the "ESA") to address reduced hours of work and layoffs caused by COVID-19. A copy of the new law is found here. Essentially, the definition of temporary layoff and constructive dismissal under the...
Yesterday, Premier Ford announced Stage 1 of the reopening of Ontario and identified some businesses that are permitted to reopen on Tuesday after the long weekend. To view the health and safety guidelines for reopening, click here. These employers will, therefore,...