When it comes to First Aid in the workplace, every employer has to provide some level of prevention and support, and these requirements increase depending on the size of the workforce. Supports include kits containing basic first aid items as well as at least one employee on each shift who holds a valid St. John Ambulance Emergency First Aid Certificate or its equivalent and who works in the immediate vicinity of the station. Each first aid station must be easily accessible by workers. Employers must ensure that first aid boxes and their contents are inspected and replenished at least quarterly Continue Reading »
Summer weather will be here soon, and I am frequently asked about the heat and temperature levels for workplaces. Temperature is a legitimate issue in determining workplace safety. A particular concern is heat stress. While there are no set minimum or maximum temperatures for most workplaces, there are a few with specific requirements, because either extreme heat or cold may be a hazard. In health care facilities or an industrial establishment, (such as a factory, store, workshop or office), the OHSA regulations set a minimum temperature of 18 °C, subject to some exemptions for things like work outdoors or in Continue Reading »
Here is a link to my podcast, “In Conversation With…” which aired today on CKPC Radio. Learn about my services and get some tips!
The 2019 Winter Season has seen a record number of “snow days” which resulted in people not being able to go to work. Are workers eligible to be paid for these “snow days”? Under the Employment Standards Act (ESA), if there are “circumstances beyond the employer’s control” including stormy weather, the employer does not have to pay for cancelled shifts even if the worker showed up for work and was sent home. If the worker’s shift is not cancelled and they are required to show up for work, they could use a Personal Emergency Leave day, particularly if their children Continue Reading »
Thank you to my reader who asked questions regarding the confusing world of Attendance Management programs. These programs are tricky to navigate because of Human Rights concerns so employers need to use caution when using discipline for absences. 1. Mandated Leaves of Absence – If your workers use the Leave provisions from the Employment Standards Act, these absences cannot be subject to disciplinary action. There is a limited exception with regard to Personal Emergency Leave in that the absent employee must be able to provide “proof that is reasonable in the circumstances” to show entitlement to the leave. Failure to Continue Reading »