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!
Did you know that Franchise owners are personally responsible for all financial risk when it comes to their employees because the Franchisee is the Employer of Record, not the corporation? While there is usually an HR Department for corporate staff to turn to, the Store staff generally have nowhere to go except the Ministry of Labour or lawyers. If the Franchisee owes money for unpaid wages or vacation pay for example, the Ministry can seize their home, car, cottage, and other assets to pay obligations to employees. Given the vast number of changes that have happened to all pieces of Continue Reading »
Bill 66 passed third reading on April 2 and contains changes to the Employment Standards Act provisions for agreements between workers and employers regarding hours of work and overtime. The requirement for Director approval on agreements to work over 48 hours per week has been removed and the averaging agreements for overtime purposes will now be capped at four weeks and will also no longer require Director approval. Further research is required on the full impact of these changes, so stay tuned!