The Ontario government continues to enforce its zero-tolerance workplace safety inspections in certain sectors and in regions hardest hit by COVID-19. Businesses including warehouses, food processors, manufacturers, retail outlets and big-box stores will expect to be targeted by this enforcement effort.
Businesses already familiar with the Occupational Health and Safety Act (Act) are already aware of the number of health and safety obligations prescribed therein. These requirements include:
In the COVID-19 environment, employers must assess the workplace to determine what they need to do to protect the health and safety of their workers. This includes the requirement to take every reasonable precaution in the circumstance to protect the health and safety of workers, and do a risk assessment to determine what parts of the jobsite and what other workers the affected worker would have had contact with.
These inspections will focus on enforcing the COVID-19 safety requirements and violations may result in fines up to $750 for individuals and $1,000 for businesses. If a violation is more serious, a person can be charged with failing to comply with an order under the acts. If convicted, the court can impose fines as high as $100,000 for individuals, and directors and officers of a corporation can be fined up to $500,000. Both could also receive terms of imprisonment of up to one year. The maximum fine for a corporation on conviction of an offence is up to $10 million.
If an employer is advised that a worker has an occupational illness due to an exposure at the workplace or that a claim has been filed with the Workplace Safety and Insurance Board (WSIB), the employer must notify the Ministry of Labour, Training and Skills Development (Ministry) in writing within four days. The Act provides a worker with the right to refuse work that they believe is unsafe and we have seen the increase in complaints (many which are anonymous) against employers and an unsafe work environment.
We have had the opportunity to conduct several investigations into employer compliance with occupational health and safety requirements and have the following tips for employers who are facing an investigation:
By Sean Gladney, Vice-President, The Investigators Group Inc.
Sean Gladney is a licensed private investigator. He conducts workplace investigations involving harassment, bullying, discrimination and other forms of misconduct. Sean conducts investigations both provincial laws as well as under the Canada Labour Code in federally - regulated workplaces.
For more information regarding workplace harassment investigations, you can contact Sean via email at firstname.lastname@example.org
The Investigators Group Inc. (IGI) was established in 1995 as a full service private investigation and security firm serving individuals across North America. We serve the legal, insurance and corporate communities as well as individuals through our civil and executive services. IGI provides professional surveillance services, fraud investigators, workplace investigations, undercover operations, loss prevention and security services.
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A licensed private investigator is trained in investigative techniques and must understand the procedural steps required to be followed in order for video surveillance to be admissible.
Employers can conduct surveillance using tools such as a swipe-card system, which data can be used for time-management and disciplinary purposes, or cameras.
I have seen first-hand how fraud can be harmful to a company’s reputation and brand. Engaging in a fraud investigation is difficult and can erode the trust and morale of employees and raise questions and concerns to your outside relationships, customers, suppliers and even prospective employees. That is why before engaging in any investigation, I will ensure that I explain to the client the investigation process, the potential scope and risks, and care is taken in planning the execution and timing of any investigation.