What Are The Three Parts of WHMIS?
The main components of WHMIS are hazard identification and product classification, labelling, safety data sheets, and worker education and training. Table of Contents: Understanding Hazardous Materials (Supplier Labels & Workplace Labels) Safety Data Sheets Required WHMIS Education and Training for Employees 1. Understanding Hazardous Materials: Hazardous products are harmful to ones health if exposure […]
What is WHMIS?
What Does WHMIS Stand For? WHMIS, which stands for Workplace Hazardous Materials Information System, is Canada’s national hazard communication standard. It was created in 1988 to communicate important health and safety information about the hazardous products employers and workers may be exposed to while at work. It remained relatively unchanged until 2015, when WHMIS was […]
What Employers Need to Know: HR Compliance Checklist 2024 (Ontario)
To help employers in Ontario navigate their responsibilities to stay compliant with new laws as well as manage the workforce effectively, HR Proactive Inc. has compiled the following HR Compliance Checklist for 2024. Workplace Training Employers are required to provide workers with mandatory training on: Harassment and Violence in the Workplace Sexual Harassment in the […]
Injury Prevention for Young and New Workers
Workplace Safety = Minimizing Hazards Studies show that new and young workers in Ontario are four times more likely to get injured during their first month on the job than at any other time. That’s because they often aren’t told about or don’t understand the hazards of the job. 1 in 5 Canadian workplaces have […]
Internal vs. External Workplace Harassment Investigator
When to Hire an External Investigator? As a human resources professional or manager, you may be responsible for conducting or assigning workplace harassment investigations into problematic employee behaviour. Allegations may include: An employee makes a formal harassment or discrimination complaint. Allegations surface regarding inappropriate workplace conduct; or, A workplace has become “poisoned” and dysfunctional. These situations […]
Tips on Conducting Workplace Harassment Investigations
Why Investigate? Acts of violence and harassment in the workplace are illegal (Occupational Health & Safety & Human Rights legislation). Employers are expected to provide harassment and violence – free work environments. Harassment and human rights matters are highly sensitive and emotional situations to deal with, and require sound and thorough investigations to properly handle […]
What to Expect in a Workplace Harassment Investigation
Role of the Investigators: HR Proactive Investigators are trained specialists with extensive experience in the human rights field. Our Investigators act as neutral fact finders who interview the Complainant, the Respondent and any witnesses to the alleged incidents of harassment. Evidence is gathered and a confidential report is prepared by the assigned Investigator which sets […]
Uttering Verbal Threats Constitutes an Act of Violence
Bill 168 (Ontario’s Workplace Violence and Harassment Legislation) changes the way in which employers must now respond to verbal threats. In short, the uttering of a threat of violence now legally constitutes an act of violence, employers can no longer dismiss such behaviour as mere talk. Any threat (let alone a death threat), whether uttered […]
The Cost of Bullying and Sexual Harassment
The Cost of Bullying and Sexual Harassment if Not Addressed: The bottom line is that sexual harassment and bullying, left unaddressed, is corrosive to workplaces. Costs associated with litigating cases are only a small part of what an employer must deal with. Other costs include lost production and a decline in employee morale. A workplace […]
Bill 132, Sexual Violence & Harassment: What you need to know
Bill 132, Sexual Violence & Harassment The Ontario government launched a campaign – “It’s Never Okay: An Action Plan to Stop Sexual Violence and Harassment“- to herald the changes to occupational health and safety legislation that resulted in Bill 132. On March 8, 2016, Bill 132 received Royal Assent, and came into effect in Ontario […]
