Category Archives: AODA and Accessibility

Blogs and information on compliance with AODA legislation

Is Your Business Prepared for a Sudden Departure?

Accidents, illness, and employee turnover are an unfortunate part of business life, and your employees need to know what comes next in the event that you or another key person they rely on are no longer able to perform their usual duties.  It can also compromise your organization if you have only one person in control of this information-bills go unpaid, emails not returned, information that is vital can be lost forever if not backed up and secured. Trying to change accesses to online accounts can be very time consuming and troubling if there isn’t a second, or even third, Continue Reading »

2019 Will Be An Interesting Year

The Human Resources landscape has significantly changed in the past twelve months. From introduction and then repeal of key employment legislation, to threats of interference with union collective agreements, businesses and organizations are going crazy trying to keep up with changes, and in the process workers are being negatively affected as well. Some highlights I have encountered: A few employers have taken away pay raises that were given under the “equal pay regardless of status” rules, causing constructive dismissal cases and allegations of unfair practices. It’s important to remember that once you offer a benefit to a worker it is Continue Reading »

MORE Legislation Changes Coming in 2019

Did you hear?  “Bill 47” (cancelling “Bill 148” put in last year) PASSED and became law last week.  Not done yet, the Ford Government is now implementing “Bill 57: Restoring Trust, Transparency and Accountability Act”.   Bill 57 has “paused” the upcoming changes required under the Pay Transparency Act (introduced by the former Liberal government) which would have required employers to post wage information on job postings, and added a whole host of reporting requirements on businesses. In addition, the new act is also changing the way Legion Halls are assessed for tax purposes, makes changes to the Alcohol and Gaming legislation regarding Continue Reading »

What do “Fit for Duty” and “Safety Sensitive” Really Mean?

“Fit for Duty” policies are getting a lot of attention these days, and I am finding that a lot of employers and workers are confused about this terminology and how to apply it in the context of “Safety Sensitive” work. Fit for Duty means that a worker is able to safely perform their assigned duties without any limitations resulting from, but not limited to: the use or after-effects of Drugs, Alcohol, and/or medications. Impaired means “the condition of being less than fully functional to perform the tasks at hand” or “being under the influence of drugs or alcohol”  A Safety-Sensitive Position Continue Reading »