Ontario Government Employment Law Enforcement Blitzes
Did you know that the Ontario government targets certain industries and types of employment for enforcement blitzes?
Occupational Health & Safety Blitz
For example, in July and August, 2015, Ministry of Labour inspectors visited various construction projects where trenches are being excavated across Ontario. Inspectors checked for hazards that could result in worker injuries or death. This included checking that employers are taking appropriate action to assess and address these hazards and are complying with Ontario’s occupational health and safety laws.
In addition, from October to November 2015, the Ministry of Labour is undertaking an enforcement blitz in connection with Heavy Equipment Operation in the construction industry.
AODA Blitz
On October 5, 2015 the Ontario government announced that for the balance of 2015 it will be targeting retailers with more than 500 employees to ensure that these employers are complying with the Accessibility for Ontarians with Disabilities Act (AODA).
Employment Standards Act Blitz
On October 14, 2015 the Ministry of Labour announced that employment standards officers will be visiting select workplaces especially in the GTA that are believed to have internship programs. These inspectors are checking for contraventions of the Employment Standards Act (ESA) involving interns and whether those individuals are employees under the ESA and, therefore, entitled to be paid. Did you know that interns should be paid at least the minimum wage unless certain conditions are met? For more information on interns, click here.
AODA Compliance
As far as AODA enforcement is concerned, inspectors will be checking to see whether the employer has complied with various obligations such as:
- Creating and making public a multi-year accessibility plan that outlines the steps put in place to remove and prevent barriers for employees and customers.
- Developing customized emergency plans for employees with disabilities.
AODA is perhaps the least understood law for Ontario employers. For more information on AODA, click here.
For information on our AODA compliance program, click here.
For the past 25 years, Doug MacLeod of the MacLeod Law Firm has advised employers on Ontario’s employment laws. If you have any questions, you can contact him directly at 416 317-9894 or at [email protected]
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: Accessibility For Ontarians With Disabilities Act AODA Barrie Employment Lawyer Barrie Employment Lawyer Doug MacLeod Doing Business In Ontario Doug MacLeod Employment Law Employment Lawyer Toronto Employment Lawyers Barrie Employment Lawyers Toronto Employment Standards MacLeod Law Firm Occupational Health And Safety Ontario Employment Standards Act Toronto Employment Lawyer
Recent Posts
Doug’s Top 5 Employment Law Stories of 2022
Here are my top 5 employment law stories for 2022: 1. COVID 19 - Temporary Layoffs This issue remains my number one story because this issue impacts so many court cases. Some judges have concluded that a temporary layoff set out in the Infectious Disease Emergency...
Reducing Litigation Risk
In a recent case, Pohl v. Hudson’s Bay Company, 2022 ONSC 5230 (CanLII),an employer was ordered to pay a long service employee the equivalent of about 3 years pay and contribute about $ 35 000 to his legal fees. Although this was a without cause termination case, it...
Employment Law Update: Electronic Monitoring Policy
A new amendment to the Employment Standards Act requires employers with 25 or more employees on January 1st of a given year to put in place a written policy regarding any electronic monitoring processes they use to monitor employees. The deadline for 2022 is October...