HR-HUB

Legislated Compliance

In June 2008, Ontario’s Provincial Government announced its Safe at Work Initiative to build on its previous initiative of reducing accidents in businesses deemed to be high risk.  With this new initiative, it means new businesses and those businesses without an injury may now receive a visit from an Offenses Officer.   These officers will arrive at your entrance unannounced and you have a legal obligation to allow them to inspect your workplace.  These officers will be focusing on what they call your Internal Responsibility System (i.e. how well singly and cooperatively with other everyone works to improve health & safety issues) supported by a well-functioning Joint Health & Safety Committee. 

Should an offenses officer finds that your business is in violation of OHSA, at a minimum you will receive an order to comply. There are presently 81 OHSA regulations for which immediate tickets may be issued, whereby you will be required to pay a fine. These tickets may be issued to employers, supervisors and workers. The offenses officer has the power to stop operations, if they believe workers are in immediate danger. In addition, the Criminal Code which applies to all Canadian workplaces, creates a duty to protect workers. Supervisors, managers, officers and directors can now be criminally prosecuted, fined and jailed. The bottom line is that, now more than ever, it is good business to ensure that you are proactive in implementing a Health & Safety Program that is in compliance with the Occupational Health & Safety Act.

Health & Safety Programs

HR-HUB has developed a framework for a Basic Health & Safety Program, which complies with Ontario's Occupational Health & Safety Act. We can tailor it to meet your business needs. The Health & Safety Program begins with your Health & Safety Policy. HR-HUB examines the written procedures you already have in place, to meet compliance with your policy. We then compare the elements of your policy, to standards set forth by the Occupational Health & Safety Act. This provides the framework for a compliant Basic Health & Safety Program. Then in partnership with you we develop and implement an action plan, identifying elements that will need to be modified or developed.

Workwell Audit Preparation

Employers whose accident rates are continually higher than those of similar firms in their rate group may be audited by an Evaluator from WSIB. Based on these evaluations employers can be assessed premium increases, in addition to substantial surcharges. The Workwell Audit is a strenuous audit that requires a minimum passing score of 70% to avoid surcharges and possible premium increases. HR-HUB has experience both in developing a Basic Health & Safety Program, and then using this as the foundation for developing a program that meets the standards of a Workwell Audit.

WSIB Claim Review and Cost Containment

HR-HUB is experienced in developing an effective full-cycle claims strategy.  Depending on your requirements, HR-HUB can implement strategies to ensure the following are in place: Accident Reporting System, Effective & Timely Reporting of Accidents, Claims Follow-Up, Modified Work Programs, NEER Statements Reviewed and Accident Cost Statement Review. We have been successful in assisting companies that were previously in surcharge positions to obtain rebates from WSIB.