| Employers in Ontario are impacted by a maze of | | | | and Insurance Act |
| legislation. Most employers are very aware that the | | | | - the Employment Insurance Act |
| most significant piece of legislation affecting the | | | | - the Pay Equity Act |
| workplace is the Employment Standards Act. It is the | | | | - the Canada Elections Act, the Ontario Elections Act |
| primary piece of legislation that deals with the | | | | and the Ontario Municipal Act |
| employment relationship. | | | | - the Economic Development and Workplace |
| Most employers are also aware of the Occupational | | | | Democracy Act |
| Health & Safety Act. However, many employers | | | | - the Pension Benefits Act ยท the Smoke-Free |
| believe that it was written just for the large | | | | Ontario Act |
| manufacturing operations. The small offices pose no | | | | - the Juries Act |
| dangers, so the legislation does not apply. Right? | | | | - the Personal Information Protection and Electronic |
| Very wrong! If you have as few as one employee, | | | | Documents Act (PIPEDA), which deals with the issue |
| you, the employer, have a legislated obligation to | | | | of privacy and |
| provide a safe and healthy work environment. The | | | | - numerous industry-specific pieces of legislation. |
| Act does apply. | | | | Your employment practices must conform to every |
| Other pieces of legislation, along with the associated | | | | piece of legislation that impacts your business. You |
| regulations, that impact the workplace in Ontario | | | | also need to continually update your employment |
| include: | | | | policy and procedures manuals with ongoing changes |
| - the Ontario Human Rights Code or the Canada | | | | to Ontario and Canadian employment legislation. Keep |
| Human Rights Act for those companies covered by | | | | in mind that you cannot contract out of your |
| federal legislation | | | | legislated obligations. |
| - the Labour Relations Act - the Workplace Safety | | | | |