Williams HR Law LLP

Occupational Health and Safety

Addressing Workplace Sexual Harassment: Insights From The Metrolinx Decision

The Ontario Superior Court of Justice (“ONSC” or the “Court”) recently released the decision of Metrolinx v Amalgamated Transit Union, Local 1587 [Metrolinx], involving the dismissal of five employees...

Ontario Labour Relations Board Clarifies Employer Disclosure Obligations Following a Harassment Investigation

The Ontario Labour Relations Board (the “OLRB”) in Shannon Horner v Stelco Inc. Lake Erie [Horner] considered the scope of the duties imposed on employers with respect to workplace...

Construction Site Owner Found to Be an Employer Under OHSA Despite Lacking Direct Control over Employee

Under the Occupational Health and Safety Act [OHSA], employers have a duty to ensure that health and safety measures are implemented and carried out in the workplace. In scenarios...

WSIB Finalizes Operational Policy on Chronic Mental Stress

[vc_row][vc_column width=”1/4″][vc_single_image image=”2294″ img_size=”large”][/vc_column][vc_column width=”3/4″][vc_column_text]When the Ontario government passed Bill 127, the Stronger, Healthier Ontario Act (Budget Measures), 2017 (“Bill 127”) in May 2017, it introduced significant amendments to the Workplace Safety...

REINSTATEMENT APPROPRIATE MANY YEARS AFTER DISCRIMINATORY TERMINATION

[vc_row][vc_column width=”1/3″][vc_single_image image=”144″ img_size=”full”][/vc_column][vc_column width=”2/3″][vc_column_text]Hamilton-Wentworth District School Board v. Fair, 2016 ONCA 421 Facts Ms. Sharon Fair started her employment with the Hamilton-Wentworth District School Board (the “School Board”)...

Workplace Investigations: Part 3 – the Code Of Practice: Some Answers to Questions About Bill 132

[vc_row][vc_column width=”1/3″][vc_single_image image=”181″ img_size=”full”][/vc_column][vc_column width=”2/3″][vc_column_text]Part 2 of our series on workplace investigations focused on the recent amendments made to the Occupational Health and Safety Act (the “OHSA”) and Limitations...

Workplace Investigations: Part 2 – the Impact Of New Legislation to Address Sexual Violence and Harassment

[vc_row][vc_column width=”1/3″][vc_single_image image=”183″ img_size=”full”][/vc_column][vc_column width=”2/3″][vc_column_text]Earlier this summer, we introduced our three-part series on workplace investigations (link here) by explaining what they are and offering some proactive strategies

HIGH TIMES: MEDICAL MARIJUANA IN THE WORKPLACE

[vc_row][vc_column width=”1/3″][vc_single_image image=”1980″ img_size=”full”][/vc_column][vc_column width=”2/3″][vc_column_text] Since 2001, medicinal marijuana has been legal and highly regulated as a controlled substance in Canada. But recent trends point towards a gradual relaxing...

YOU COULD GO TO JAIL – CRIMINAL NEGLIGENCE CONSEQUENCES FOR INDIVIDUALS WHO VIOLATE WORKPLACE SAFETY DUTIES

[vc_row][vc_column width=”1/3″][vc_single_image image=”1996″ img_size=”full”][/vc_column][vc_column width=”2/3″][vc_column_text] When Vadim Kazenelson was sentenced to an unprecedented three and a half years in jail for his role in a construction site tragedy, employers...

DOES YOUR COMPANY’S DRESS CODE VIOLATE THE HUMAN RIGHTS CODE?

[vc_row][vc_column width=”1/3″][vc_single_image image=”2010″ img_size=”full”][/vc_column][vc_column width=”2/3″][vc_column_text]Employee dress codes have long been a fixture for customer-facing employees working in the service industry. However, we have recently seen numerous high-profile legal challenges...