8.4 HRM-Related Legislation: Part Two
Pay Equity
Ontario’s Pay Equity Act is the legislative document that applies to employers in the private sector that employ ten or more employees. The goal of the Pay Equity Act is “to redress systemic gender discrimination in compensation for work performed by employees in female job classes.”[1] A review and comparison of the value of work between male and female job classes and the compensation paid to each is the basis of this legislation.
“What is Gender Bias?
Gender bias is where the work performed by one gender is understated/undervalued/underpaid. Usually, “women’s work” (i.e., nursing, clerical, etc.) is understated/undervalued/underpaid in relation to “men’s work” (i.e., construction, policing).”[2]
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Accessibility
Employers must make their workplaces accessible to workers. According to the Accessibility for Ontarians with Disabilities Act, 2005 (AODA), Ontario employers are expected to follow all five of the standards in the AODA legislation, including:
- Employment
- Customer Service
- The Design of Public Spaces
- Information and communications
- Transportation
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Leaves of Absence
From time-to-time, your employees may seek a leave of absence from work. There are a number of “leaves” available to your employees, and it is important that you work closely with your Human Resources representative (or Employment Lawyer) if an employee asks about any of the following leaves from work:
- Pregnancy Leave
- Parental Leave
- Family Medical Leave
- Personal Emergency Leave
- Critical Illness Leave
- Family Caregiver Leave
- Reservist Leave
Did You Know?
Critical Illness Leave
“Employees are generally entitled to up to 37 weeks of unpaid leave in relation to a minor child, and 17 weeks in relation to an adult, to be taken in a 52-week period (and may requalify for subsequent 37 or 17 weeks of leave in subsequent 52-week periods).”[4]
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Workers Compensation
In Ontario, WSIB or the Workplace Safety and Insurance Board, provides coverage when an injury or illness occurs in any workplace that is covered by the Workplace Safety and Insurance Act. WSIB not only provides compensation if a workplace injury claim is approved, but it also assists injured workers with a safe return to work. WSIB is funded by employers and they play an important role in Ontario’s Health and Safety system.
Some of the benefits and services available from WSIB include:
- Income Replacement
- Health Care Equipment and Supplies
- Return-to-Work Services
- Health Care Benefits
- Loss of Retirement Income
- Non-Economic Loss
- Survivor Benefits
Did You Know?
Were you aware that employees can make a claim for an Occupational Disease? What is an Occupational Disease? “An occupational disease is a health problem caused by exposure to a workplace health hazard, for example:
- Cancer
- Asthma
- Asbestosis and silicosis
- Inhalation of substances and fumes
- Noise-induced hearing loss”[5]
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- Pay Equity Office. (2013). Our Guides and Tools: Introduction. https://www.payequity.gov.on.ca/en/LearnMore/Tools/Pages/minikit_introduction.aspx ↵
- Pay Equity Office. (2013). Our Guides and Tools: Quick Facts. https://www.payequity.gov.on.ca/en/LearnMore/Tools/Pages/space_toy_co2.aspx ↵
- Accessibility Services Canada. (n.d.). About the AODA. https://accessibilitycanada.ca/aoda/ ↵
- Ministry of Labour, Immigration, Training and Skills Development (n.d.). Part XIV - leaves of Absence: Employment Standards Act Policy and interpretation manual. Ontario. https://www.ontario.ca/document/employment-standard-act-policy-and-interpretation-manual/part-xiv-leaves-absence#:~:text=Employees%20are%20generally%20entitled%20to,subsequent%2052%2Dweek%20periods ↵
- Workplace Safety and Insurance Board. (n.d.). Occupational disease. WSIB. https://www.wsib.ca/en/occupationaldisease ↵
