Do all of the managers within your business understand their responsibilities and how they are to respond if they become aware of workplace harassment or workplace violence? If you, or your managers, do not understand these obligations, this could lead to an unsafe work environment and serious legal penalties for the entire company.
Bill 132, amended the Occupational Health and Safety Act as of September 2016 and it requiresAnti Harassment and Anti Violence Training employers with more than 5 employees to train all of their staff on anti harassment and anti violence prevention. Employers have obligations under the Occupational Health and Safety Act to protect workers from all sources of violence. The goal of the legislation is to support the prevention of  workplace violence and workplace harassment.  The Respectful Workplace, is interactive workshop designed to remind your team members of the acceptable and unacceptable workplace behaviours and their responsibilities to maintain a healthy work environment. 

The HR Reporter indicated "In the year after Ontario passed amendments to the Occupational Health and Safety Act to address workplace violence and harassment, the province has issued about 1,100 orders related to the new legislation, according to the Ministry of Labour.

Contact us today  to book a 1/2 day  or full day workshop for your staff.

Who Must Comply and By When?

The AODA is the Accessibility for Ontarians with Disabilities Act, a piece of legislation that became law in 2005. The AODA is made up of five standards that are being introduced in a staggered roll out. We offer  an interactive workshop that covers the following topics related to the legislation.

  • General requirements
  • Information and Communication Standard
  • Employment StandardAODA Compliance Training
  • Design of Public Spaces Standard
  • Transportation Standard
  • Customer Service Standard

What Do You Need To Do?

Train staff, volunteers, contractors and any other people who interact with the public or other third parties on your behalf.

Links for the relevant court cases regarding BIll 168 or sexual harassment.

Ljuboja v Aim Group Inc, 2013 CanLII 76529 (ON LRB) Labour Relations Board rules on reprisal termination.
Kingston (City) v Canadian Union of Public Employees, Local 109, 2011 CanLII 50313 (ON LA) - The courts upheld the employee's termination. August 2011
The lie, not the affair, got the manager fired - Vancouver Sun - May 2012 - Best practice suggested for sexual harassment policy.
Canada (Human Rights Commission) v. Canada (Attorney General), 2012 FC 445 (CanLII)2012-04-18Federal Court of Canada — Canada (Federal) 
Vanessa Knight-Ezzard v Ontario Native Women's Association, 2011 CanLII 81721 (ON LRB)
Perron v Ontario Native Women's Association, 2011 CanLII 81786 (ON LRB)
Ontario Public Service Employees Union (Lefkowitz) v Ontario (Community Safety and Correctional Services), 2011 CanLII 83718 (ON GSB)

Contact Us

Spark Training and Coaching Associates Inc.

We appreciate your feedback and strive to exceed your expectations.
P.O. Box 85529,
Toronto, Ontario, M5N 0A2
Phone: (416) 977 0200
Contact us via email.