Workplace safety and employer negligence represent a delicate legal balance between protecting workers and allowing businesses reasonable leeway to operate. Employers must adopt measures that a prudent employer would take under similar circumstances, while employees retain legal recourse when serious lapses occur. Injured workers benefit greatly from prompt reporting, careful evidence preservation, and competent legal advocacy.

Correctly classifying salespeople for overtime exemption is critical. It hinges on job duties and location, not titles or commission. Key differences: California demands a strict ">50% outside" time test. The US federal standard is a more flexible "primary duty" analysis. Ontario & Alberta use an interpretive "normally made away from" test, often making remote staff non-exempt due to the "home office trap." Misclassification carries severe financial risks from back pay, fines

Employee use of supplements like Turkesterone creates complex legal duties. Your obligations are governed by 3 key areas: Human Rights Codes, requiring you to accommodate potential disabilities (including dependence) to the point of undue hardship; Occupational Health & Safety acts, mandating a safe, impairment-free workplace; and Employment Standards, governing fair discipline. Focus not on the substance, but on objective job performance and safety. Follow the accommodation