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Legal Guide

The existing provincial and federal legislation and regulations concerning occupational health and safety provides information to workers and allows for some worker participation in health and safety matters. As well, a worker has the right to refuse unsafe work. While the specific language of each piece of legislation may slightly differ, they all have the intent to ensure that employers provide a safe and healthy workplace for their employees. The acts or regulations will specify minimum health and safety standards, including requirements that employers must conduct hazard assessments before beginning work, and develop policies and procedures respecting potential workplace violence. The relevant acts and regulations also provide a mechanism for identifying hazardous materials in the workplace.

Employers have a duty to provide safe work places, which is enforced by administrative compliance orders and/or prosecution. Employees or the public have the ability to submit complaints regarding unsafe working conditions to the regulator. In egregious cases, corporations and individuals may be subject to criminal conviction for breach of health and safety standards, with possible fines and imprisonments under the Criminal Code of Canada.

Additional posts from the blog



Canada’s Anti-Spam Law – New Guidance on Offering Apps, Software

by Margot Patterson

CASL also prohibits installing a “computer program” – including an app, widget, software, or other executable data – on a computer system (e.g. computer, device) unless the program is installed with consent and complies with disclosure requirements. The provisions in CASL related to the installation of computer programs will come into force on January 15, 2015.



Environment Canada issues Hydrofluorocarbon reporting requirement

by Nalin Sahni

On April 7, 2014, the Minister of the Environment issued a Notice with respect to hydrofluorocarbons (the “Notice”), pursuant to the Canadian Environmental Protection Act, 1999. The Notice imposes reporting requirements on those who imported, exported, or manufactured certain hydrofluorocarbons (“HFCs”) from 2008 and 2012. A non-exhaustive list of HFCs subject to these reporting requirements can be found in Schedule 1 of the Notice.



“Oh, what a tangled web we weave when first we practice to deceive.”

by Andy Pushalik

In an interesting decision, the Human Rights Tribunal of Ontario has ruled that an employer is not liable for discriminatory and harassing texts sent by a rogue employee to another of its workers.

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