The Ontario government passed a bill (this is the most recent version I've found online so it may not be up-to-date) that would result in "independent construction firms in Ontario [being] required to pay for
workplace insurance starting in 2012, a move critics warn will put many
contractors out of business." (see the this Toronto Star article).
The Canadian Human RIghts Commission released Policy and Procedures on the Accommodation of Mental Illness. Though these Guidelines arise out of the Canadian Human Rights Act and apply to federally regulated employers, they are nonetheless of some assistance to employers in other jurisdictions. Though they lack the force of law, they are certainly instructive and should not be ignored.
Also, the most recent issue of the Ontario Reports has the case of ADGA Group Consultants Inc. v. Lane, a case that deals with an employee diagnosed with "bipolar 1 Disorder" who was terminated 10 days after being hired.
These are exceedingly difficult cases and, frankly, employers struggle with how best to proceed in each and every case. The Guidelines, in that context, are helpful in at least providing some needed direction.
The Ontario Ministry of Labour reports on health and safety prosecutions. It reports that a temporary employment agency that supplied a worker to another company was fined $40,000 and the company was fined $120,000 after the death of the worker. According to the report:
.... both failed, as employers, to provide information, instruction, and supervision to a worker to protect the health or safety of the worker, contrary to paragraph 25(2)(a) of the Occupational Health and Safety Act.
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