Mental Health, Minimum Wage, Marijuana and Harassment
Several Employment Acts in Ontario have recently been updated which means employers will be under new regulations effective January 1, 2018. Join us on December 4, 2017 at a COPA/CHHMA information session as we review the most crucial changes that Human Resources need to accommodate in the New Year.
- Bill 127 – Workplace Chronic Mental Stress – changes to the Workplace Safety and Insurance Act (WSIA) – effective January 1, 2018
Good mental health is key to having healthy and productive workplaces. We want those suffering from work-related chronic mental stress to get the support and help they need to return to work. In May 2017, Bill 127, the Stronger, Healthier Ontario Act was passed by the Ontario legislature bringing in a number of new changes including amendments to the Workplace Safety and Insurance Act (WSIA) which will alter entitlements in various categories and will extend coverage to employees who suffer from chronic, work-related mental stress. This marks a departure from the previous entitlements for mental health injuries at work, whereby employees became entitled to Workplace Safety and Insurance Board (WSIB) benefits only if their mental stress resulted from an acute reaction to a sudden and unexpected event.
- Bill 148 – the Fair Workplaces, Better Jobs Act – changes to the Employee Standards Act (ESA) and Ontario Labour Relations Act (OLRA) including Minimum Wage – effective January 1, 2018
When Bill 148, the Fair Workplaces, Better Jobs Act, comes into effect in the New Year, it will usher in sweeping changes to Ontario’s labour and employment laws. Accordingly, it is absolutely crucial for employers to become familiar with the amended provisions and their potential impact on doing business in Ontario. Amendments will impact areas including minimum wage, vacation entitlement, holiday pay, overtime and personal emergency leave.
- Bill 132 – Workplace Harassment – one year after changes to the Ontario Occupational Health and Safety Act (OHSA)
On September 8, 2016, amendments to the Ontario Occupational Health and Safety Act (OHSA) came into effect that dramatically changed how workplace harassment is addressed in Ontario. To be clear, the OHSA has obligated Ontario employers to have workplace harassment policies and procedures in place as part of their general duty to provide employees with a safe workplace for years. But the new amendments built upon these existing obligations to require employers to specifically address sexual harassment.
- Marijuana and the Workplace, the Cannabis Act
In April of this year, the federal government tabled the Cannabis Act. While this legislation sets out the path forward for legalizing recreational marijuana, the responsibility for more detailed laws relating to distribution and sale will rest with the provinces. All of these moving parts are expected to come together by July, 2018.
In the meantime, Canadian employers have questions about how to respond to this changing legal landscape and what workplace policies and procedures they will need in place once the Act comes into force.
WHEN: Monday, December 4, 2017 @ 8:30 a.m.
WHERE: Centre for Health & Safety Innovation, Conference West, 5110 Creekbank Rd, Mississauga, ON L4W 0A1 | Directions
FEE: $69.99 + HST per person (Members only)
William D. Anderson LL B
Blaney McMurtry LLP’s – Partner, Labour and Employment
Labour and Employment Lawyers
Viki Scott RC (c); BSc OccHealth; RRP; CHRM; MBA; ADR(c)
Scott & Associates Inc. – President and Principal Consultant