Managing safety in any workplace is important for keeping everyone, from workers to clients to supervisors, safe. With the new Fair Workplaces, Better Jobs Act in Ontario, there is a lot for employers and business owners to know. Some of the key aspects of the Act affect call-in and on-call employees, equal pay for casual, part-time, and temporary employees, minimum wage employees, paid leaves, holidays and more. A safer working environment requires everyone to be on board. Protect yourself, your workers, and your reputation. Contact the experts at ACUTE today to learn more about their consulting services and the Fair Workplaces, Better Jobs Act!
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Fair Workplaces, Better Jobs Act Employer’s and Business Owner’s Summary
The Fair Workplaces, Better Jobs Act, 2017 was introduced in Ontario on May 30, 2017, by Premiere Kathleen Wynn. In her speech, she stated “So today, I want to tell you about our plan for Fair Workplaces and Better Jobs — a plan that will help ensure that employees are treated fairly across the province. Our plan addresses a wide range of issues.” To view the full act click here. The Act means major changes for employers and business owners.
According to the new Act, employers must pay casual, part-time, temporary, and seasonal employees equal to full-time employees when they perform the same job for the employer. This means major changes for employers. Be sure to book consulting with ACUTE if you are not sure how these changes affect you. For many seasonal and part-time employees this will be beneficial, however to employers and workplaces as a whole, this could have a detrimental effect financially.
Employers must provide a minimum of 3 hours pay at the regular rate for employees who are called into work, or who are “on call” but not called in to work. This effects industries such as: nurses, physicians, care-takers, drivers, serving staff, etc.
Contractors will be presumed employees and entitled to all benefits. There will be penalties for employers who misclassify employees as independent contractors. This is important in industries that commonly contract out positions and tasks. Employers will have to keep the work relationship with independent contractors adequately separate from relationships with employees.
Employees will have increased vacation entitlement. Currently, the entitlement legally is a minimum of two weeks however it will now be three weeks per year after five years of employment with the same employer. This is an added incentive for employees to remain with their employer long-term, promoting better jobs and fair workplaces, much like the Bill name.
The Employment Standards Act (ESA) Personal Emergency Leave (PEL) will now apply to all workplaces not just workplaces with more than 50 employees. All employees will be entitled to 10 PEL days a year, with two paid PEL days. All of the specifics about PEL can be found here.
The current protected leaves will include other circumstances related to family and criminal death and crisis. Read more about Protected Leaves from the Ministry of Labor (MLITSD) here. This leave may be taken for illness, injury or medical emergency whether for you or because of the same circumstances with the following family members:
- your spouse
- a parent, step-parent, foster parent, child, step-child, foster child, grandparent, step-grandparent, grandchild or step-grandchild of you or your spouse
- the spouse of your child
- your brother or sister
- a relative who is dependent on you for care or assistance.
Employees will be able to request schedule changes after being employed for 12 months. Employees also will have the right to refuse to accept shifts if they are asked to work with less than four days notice. For small businesses prone to last minute scheduling this will effect them. These scheduling changes require employers to schedule further in advance, otherwise risking the denial of work activities.
These are just a few of the many proposed changes. While the changes were introduced in May of 2017, the proposed bill will be passed into law by 2018. As we know now the minimum wage legislation was passed and began to increase as of January 1, 2018. These changes will continue to be passed throughout the next two years.
Stay Safe at Work With ACUTE!
Hands-on, practical training is the best way to keep employers and workers safe in the workplace! ACUTE is dedicated to workplace safety and understands the importance of course and training provider approval. If you have questions about the legislation and how this will impact your workplace, get in touch with ACUTE today. Why get workplace safety training with ACUTE? Here are just some of the benefits of working with ACUTE.
- Open Door Instructor-Student Partnership – ACUTE’s training services emphasize client participation. Staff foster relationships with clients and serve as a touchstone for advice anytime moving forward.
- Serving Your Team and Industry – With a vast array of clients in manufacturing, construction, health, academic, and government sectors, ACUTE brings the best safety practices from across the spectrum to your workplace.
- 100 Years Combined Experience – ACUTE provides comprehensive health and safety training, on-site safety services, and consulting services. With over 100 years of combined experience, our company staff offer more than theoretical or abstract ideas. ACUTE offers solutions.
- Track Record of Success – ACUTE is rated 4.9/5 stars on Google reviews, demonstrating a commitment to our clients, quality, and passion for training.
“We have relied on ACUTE for years to train our staff and
keep them safe on the job site.”
– Bob, Millwrighting Company – Read More Testimonials Here!
Click here to see what training courses we have at ACUTE or contact us today for quality training in your workplace or on-site at ACUTE’s proven training facilities!
ACUTE is located in Waterloo, Ontario, and services customers from cities such as Toronto, Mississauga, Brampton, Hamilton, Milton, Kitchener, London, Guelph, and others across Ontario.
