Contact

Workplace Law Consulting Inc. understands that your input and satisfaction is essential to our business.

If you have any questions regarding our consulting and training services, please contact us:

Phone: 416.930.6180
E-mail: wpl@workplacelawconsulting.com

We provide workplace training and consulting services in Ontario including cities such as Toronto, North York, Scarborough, Maple, Richmond Hill, Woodbridge, Markham, Newmarket, Bolton, Brampton, Mississauga, Oakville, Burlington, Milton, Ajax, Oshawa and Pickering.

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                    [post_content] => Over the past decade, the number of companies putting their forklift operators through formal training has increased significantly.

A major driver in the increase in training is the financial benefits reaped by employers as cost savings related to unsafe forklift operations become more apparent and also the the fact that training may reduce an employer's liability.

In the Occupational Health and Safety Act Section 25 details an employers responsibility when it comes to providng a safe environment for all workers and Section 51 of the Regulations for Industrial Establishments details the duties and responsibilities specific to lifting devices.

While it is important for employers to make sure their operators are properly trained it is important to consider that these same reasons do very little to motivate the operators themselves. This is a key issue because even the best forklift training programs can fall flat without proper supervision and enforcement, there is an even greater effect when the drivers do not buy in.
Forklift Training must not only provide the mechanics and rationale behind safe, proper operation but the motivation to doing things the right way. This is never an easy task but depending on how one chooses to approach it, it can be less difficult.

For example, it is unlikely that the average operator is going to find the inspiration to follow his/her safety training by listening to management's rhetoric on the enhanced profitability of the company or even worse,the evils of regulatory contravention. Most people find motivation wherever they believe personal benefits may be gained. In other words, the average operator wants to know, what's in it for me?
Get with operators, first aid attendants, supervisors or long-term coworkers and ask them about what they have seen and/or experienced and how they would go back and do things differently if they could.
Incident reports, statistical data or articles that illuminate the personal benefits of safety if not the tragic consequences of workplace incidents.
Drawing on the experiences of other forklift operators helps us reach the desired motivational level of the forklift operators during our training.

Although a major motivator for employers to complete forklift training certification for their staff is to be due dilligent and be in compliance with the law, shouldn't the number one motivator be 

to ensure all workers complete work safely in order arrive home and spend valuable time with family.
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                    [post_content] => Workplace Law Consulting Inc. always encourages our workshop participants to seek out many sources of information on workplace law and best practices.

We believe the most effective method of learning is when a qualified and knowledgeable instructor is readily available to the learner and when participants that have unique workplace experiences share their case with the class.

The optimal learning environment is when there is a good instructor, good resource materials/case studies and great open discussion and participation among learners. When this occurs the adult learner is truly engaged and absorbing good information.

The decisions of Tribunals and Courts of Ontario reinforces the legal realities that in your workplace you must have:

Specific policies in place
Training programs for both staff and managers
A reporting mechanism that is both reasonable and adequate

The following is a  sample case involves an employee’s complaint that she was inappropriately touched by a third-party service provider. The incident took place on the employer’s premises, but the alleged harasser was not employed directly by the employer.

At the hearing (just imagine the time, money and energy involved!) the tribunal chair pointed out:

The manager handling the complaint had not received training in workplace human rights
The employer did not have a harassment policy in place
The employer’s representative failed to investigate the complaint reasonably and adequately

 In light of these multiple issues, here is an offering of my top dos and don’ts for employers in 2012. 

Document disputes
Written documents do not lie.If you find yourself in a workplace dispute, take steps to document and then preserve your version of the events. Most court cases are resolved based on credibility so do not leave yours to memory. 

Employment contracts
The single biggest problem in workplace law is that employers do not have comprehensive employment contracts that reduce or eliminate their liability.
  
Off-duty conduct
Many employers believe that off-duty conduct cannot justify discipline. They are mistaken. Off-duty conduct that, in one way or another, demonstrates a revelation of poor character or is injurious to an employer’s interests can result in dismissal. Similarly blog postings, social networking and emailing among coworkers should be monitored. 
 
Policy manuals
These documents are not revised and neglected  by employers, often to their detriment. There were a number of court cases in 2011 that were ultimately decided in favour of employees on the basis of obscure language in the policy
manuals, without any regard to what was otherwise fair. Read your policy manuals carefully. 

     
Don’t tolerate abuse of the policies:
2011 saw many high-profile cases played out in the media and the courts. Evidence of progressive discipline is very improtant, not discipling an employee for a workplace violation is perceived as acceptance in the courts.


Think of training as insurance. What is the better investment:

An expensive, high profile hearing that reveals all the details and employer issues?

OR

A half-day training session that would have given the resources and taught the employer how to handle the issue in a reasonable manner and in compliance with the law ?
                    [post_title] => Is Workplace Training a Wise Investment???
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                    [post_content] => There are many examples of hazards in confined space entry such as physical and atmospheric. A physical confiend space hazard is when the occupant cannot or cannot easily egress from th econfined space. Atmospheric hazards in confiend spaces include: lack of oxygen, too much oxygen, flammability and explosion hazards and toxic chemicals.  All workers and attendants involved in confined space entry must receive specific training by the employer in order to ensure all workers involved are competent and aware of the potential hazards.

Workers fatalities occur every year while working in or around confined spaces. It is estimated that 60% of all fatalities are would be rescuers.  Our Confined Space program will provide supervisors, entrants and attending workers with the information needed to understand the potential hazards of working in these spaces and the requirements necessary to control those hazards prior to entry.

The course is broken down into the following content modules:

Applicable Legislation
Definitions
Elements of a Confined Space Program
Hazard Assessment
Entry Plan
Entry Permit
Confined Space Controls
Responsibilities
On-Site Rescue Procedures

Learning Evaluation: Case Studies and a Written  Test

Course Material:

Participant manual, sample entry and hot work permit, hazard assessment and entry plan, record of attendance and wallet card

 
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                    [post_content] => This course is designed for participants with a minimum of five years practical construction industry experience and currently employed by a company in the construction sector. All successful participants receive a wall certificate of completion and the employer receives records of training.

Often workers are promoted to a supervisory position because of their high-quality work and experience. This program teaches those workers how to be an effective supervisor by explaining their
role, responsibilities and how to prevent accidents by recognizing, assessing and controlling hazards. It is the employers responsibility to ensure competent supervisors are employed by providing training and education.

This one day interactive workshop features, video, case studies and a test to evaluate learning. Program Content Includes:
• Elements of supervision
• Specific construction health and safety hazards
• Legal responsibilities
• Health and safety programs
• Accident investigation
• Workplace inspection

Who Should Attend?

Construction supervisors, owners and health and safety officers

 
                    [post_title] => Construction Health and Safety Supervisor Training in Vaughan!
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                    [post_content] => Ontario is gearing up to go into full swing into efforts to revamp its enforcement and prevention strategy relating to health and safety. The province is acting on the Tony Dean Report which is a list of reccomendations that resulted from an independant review of the provinces occupational health and safety system.

It begins with the legislative passage of Bill 160, which comes into effect on April 1, 2012. The Bill essentially shifts the primary role of prevention from the WSIB to the Ministry of Labour. It also calls for the creation of a prevention council and the appointment of a chief prevention officer, who will take charge of developing a province wide strategy.

Some changes that are int he report include:  new training standards for new hire mandatory orientation and  safety awarenss training for construction workers. At this point we have to wait and see what decisions or revisions are made after the  April date.  There will be positive changes to the Health and Safety system in Ontario, however it will mean more work and focus on the health and safety program by employers in order to achieve compliance. 

Overall,  if the end result of Bill 160 produces a reduction in workplace fatalities and critical injuries then everybody wins!

 

 

 

 

 

 

 
                    [post_title] => Bill 160! The Health and Safety Prevention and Enforcement Strategy
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            [post_content] => Over the past decade, the number of companies putting their forklift operators through formal training has increased significantly.

A major driver in the increase in training is the financial benefits reaped by employers as cost savings related to unsafe forklift operations become more apparent and also the the fact that training may reduce an employer's liability.

In the Occupational Health and Safety Act Section 25 details an employers responsibility when it comes to providng a safe environment for all workers and Section 51 of the Regulations for Industrial Establishments details the duties and responsibilities specific to lifting devices.

While it is important for employers to make sure their operators are properly trained it is important to consider that these same reasons do very little to motivate the operators themselves. This is a key issue because even the best forklift training programs can fall flat without proper supervision and enforcement, there is an even greater effect when the drivers do not buy in.
Forklift Training must not only provide the mechanics and rationale behind safe, proper operation but the motivation to doing things the right way. This is never an easy task but depending on how one chooses to approach it, it can be less difficult.

For example, it is unlikely that the average operator is going to find the inspiration to follow his/her safety training by listening to management's rhetoric on the enhanced profitability of the company or even worse,the evils of regulatory contravention. Most people find motivation wherever they believe personal benefits may be gained. In other words, the average operator wants to know, what's in it for me?
Get with operators, first aid attendants, supervisors or long-term coworkers and ask them about what they have seen and/or experienced and how they would go back and do things differently if they could.
Incident reports, statistical data or articles that illuminate the personal benefits of safety if not the tragic consequences of workplace incidents.
Drawing on the experiences of other forklift operators helps us reach the desired motivational level of the forklift operators during our training.

Although a major motivator for employers to complete forklift training certification for their staff is to be due dilligent and be in compliance with the law, shouldn't the number one motivator be 

to ensure all workers complete work safely in order arrive home and spend valuable time with family.
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