Under Ontario's Workplace Safety and Insurance Act, 1997, the Return to Work (RTW) process is central to injury mitigation. However, despite the statutory duty to re-employ, the system often falters in complex cases. This report critiques the friction between administrative "deeming" policies and actual employability, highlighting how psychological gaps leave workers administratively "restored" yet destitute. It navigates the conflict between legislative intent and WSIB opera

Effective workplace harassment prevention exceeds mere compliance. It demands proactive leadership and ongoing diligence. Robust policies, regular training, and strict adherence to evolving legal standards are essential to mitigate liability and ensure a respectful, productive, and compliant workplace. Prioritizing prevention is not just a best practice; it is a legal imperative fundamental to sound corporate governance and risk management.

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

Workplace disputes, from wrongful termination to harassment and wage issues, can turn a job into a legal battle. Employment law sets standards to protect employees and define employer obligations. When physical or psychological harm occurs, the line between a workplace injury (covered by WSIB) and a personal injury can be blurry. Understanding the intersection of employment law, employee rights, personal injury claims is vital. We further explores how to determine if an injur

We will compare Toronto and Houston anti-harassment laws. Toronto, under OHSA, broadly defines harassment, including bullying, offering flexible recourse (human rights claims, constructive dismissal). Houston's Title VII is stricter: harassment must be "severe or pervasive" and tied to protected characteristics, with a firm 180-day EEOC filing deadline. The guide emphasizes that diligent documentation is crucial for employees, while proactive policy enforcement is the best de

Off-duty behavior like stunt driving may seem like a personal mistake, but in certain employment settings, it can have professional consequences. The answer depends on several factors, including the nature of your role, the terms of your employment contract, and how your actions are perceived in relation to your employer’s reputation and workplace policies. This article explores the nuanced relationship between off-duty behavior and employment law consequences in Ontario.

In both Ontario and USA, the process of applying for disability benefits can be complex and time-consuming, and there may be delays in receiving benefits. It is important for injured workers to document their injuries and the circumstances surrounding the accident. This may include obtaining medical records, witness statements, and other evidence to support their claim. Read on to learn more about to Filing for Injury and Disability Benefits.

Federal law (banking, etc.) is treating harassment and violence as a single continuum with highly prescriptive employer duties. In contrast, Ontario's system is more reactive and fragmented, separating harassment from violence and giving employers more discretion in their response. The most significant difference is in remedies: Ontario's Human Rights Tribunal offers uncapped damages for pain and suffering, while the federal system's outdated $40,000 cap creates a profound in

AI screening tools in Ontario, while efficient, pose significant discrimination risks under the Human Rights Code. Biased algorithms and "proxy discrimination"—where neutral data like postal codes correlates with protected grounds—can lead to illegal outcomes for which employers are liable for discrimination and human rights violations. OHRC advises proactive measures like impact assessments, bias audits, and meaningful human oversight. Read On to Learn More.