Some of Ontario’s Mandatory Training Requirements
In recent years, the Ontario government has imposed several new mandatory training requirements on employers carrying on business in Ontario.
As an employment lawyer who advises employers of all sizes I see that employers are finding it increasingly difficult to keep up to date on these obligations.
This blog summarizes some of the mandatory training requirements that are set out in the Occupational Health & Safety Act, and the Accessibility for Ontarians with Disabilities Act.
Occupational Health & Safety Act
As of July 1, 2014, most employers have been required to provide mandatory health and safety awareness training to employees.
An employer must appoint a “competent” supervisor who is, among other things, familiar with the Occupational Health and Safety Act and the regulations that apply to the work.
For most employers with 20 or more employees, certain members of a joint health & safety committee must be “certified” and only certain training companies like FAST Rescue are qualified to provide this training.
Employers are generally required to provide training to a worker exposed or likely to be exposed to a hazardous material or to a hazardous physical agent.
A new regulation requires employers to ensure that workers on construction projects successfully complete a working at heights training program if they may use specified methods of fall protection.
Accessibility for Ontarians With Disabilities Act
Pursuant to the Customer Service Regulation, employers with 20 or more employees are required to provide training about the provision of its goods or services to persons with disabilities.
Pursuant to the Integrated Accessibility Standards, employers with 50 or more employees must receive training on the Human Rights Code as it pertains to persons with disabilities and this Standard.
For the past 25 years, Doug MacLeod of the MacLeod Law Firm has advised employers on Ontario’s mandatory training requirements. If you have any questions, you can contact him directly at 416 317-9894 or at [email protected]
The material and information in this blog and this website are for general information only. They should not be relied on as legal advice or opinion. The authors make no claims, promises, or guarantees about the accuracy, completeness, or adequacy of any information referred to in this blog or its links. No person should act or refrain from acting in reliance on any information found on this website or blog. Readers should obtain appropriate professional advice from a lawyer duly licensed in the relevant jurisdiction. These materials do not create a lawyer-client relationship between you and any of the authors or the MacLeod Law Firm.
Tags: Accessibility For Ontarians With Disabilities Act AODA Barrie Employment Lawyer Doug MacLeod Doing Business In Ontario Doug MacLeod Employment Law Barrie Employment Lawyer Barrie Employment Lawyer Toronto Employment Lawyers Barrie Employment Lawyers Toronto Health and Safety Training Human Rights MacLeod Law Firm Occupational Health And Safety Ontario Human Rights Training
Recent Posts
Doug’s Top 5 Employment Law Stories of 2022
Here are my top 5 employment law stories for 2022: 1. COVID 19 - Temporary Layoffs This issue remains my number one story because this issue impacts so many court cases. Some judges have concluded that a temporary layoff set out in the Infectious Disease Emergency...
Reducing Litigation Risk
In a recent case, Pohl v. Hudson’s Bay Company, 2022 ONSC 5230 (CanLII),an employer was ordered to pay a long service employee the equivalent of about 3 years pay and contribute about $ 35 000 to his legal fees. Although this was a without cause termination case, it...
Employment Law Update: Electronic Monitoring Policy
A new amendment to the Employment Standards Act requires employers with 25 or more employees on January 1st of a given year to put in place a written policy regarding any electronic monitoring processes they use to monitor employees. The deadline for 2022 is October...