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Memo

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Memo

To: All Staff

From: Operational Hospitality Manager

Date: September 22, 2022

Subject: Notify members of staff concerning Bill 132, sexual violence and harassment action Act, 2016

General information-

As you are aware, the laws enacted by the legislative assembly of Ontario aim to protect employees'

rights and freedom. The reason for writing this memorandum is to provide employees with information

about the amendments made to the sexual violence and harassment action plan act, of 2016.

Bill 132: Ontario’s Sexual Violence and Harassment Action Plan Act

Bill 132 received royal assent on 08/03/2016 and it involved the amendments to different statutes

concerning sexual harassment, sexual violence, and other matters at work. one of the governing statutes

that were amended by bill132 is the occupational health and safety act also referred to as OHSA.

According to the amendments, Ontario’s sexual violence and harassment action plan act, 2016 explains

that the definition of workplace sexual harassment would include:

I. Engaging in a course of vexatious comment or conduct against a worker in a place of work

because of gender identity, sex, gender expressed, or sexual orientation where the comment

course of conduct or comment ought to be known to be unwelcome

II. Making a sexual advancement or solicitation where an individual making the advancement or

solicitation is in a higher position or in a position to grant, deny a benefit or confer or

advancement to the employee and the person ought reasonably or knows that the advancement or

solicitation is not welcomed.

Furthermore, bill 132 gives in detail the overall definition of workplace harassment to incorporate

workplace sexual harassment.

Workplace harassment policy and program

The amendment of sections 32 to 32.0.8 of the occupational health and safety act aims to impose extra

duties on employers to protect workers from any sort of harassment. A written program must be

developed and maintained by the employers to implement a workplace harassment policy. The program

must set out the following:

I. The process of investigating and dealing with incidents.

II. Measures and procedures to be followed when reporting workplace harassment incidents

III. The process of protecting and the procedures to disclose the information obtained regarding the

incident that occurred.

IV. The procedure or means of informing the employee of the results of the investigation and the

corrective action to be followed.

The amendments also compel the employer to provide employees with full information about the contents

of the policy and program. In addition, the employer also should provide the required instructions to

workers regarding the policy and program.

Our company policy

Our company makes sure to strict adherence to all the laws and regulations as dictated by Ontario's

legislative assembly which helps in protecting the rights of employees. Therefore, all the workers and

other staff members should be aware of these rights and employees at all times.

Where to find more information

For more information about Bill 132: Ontario’s Sexual Violence and Harassment Action Plan Act, 2016,

the workers are advised to visit the legislative assembly of Ontario's official website or one can find the

details on their portals.

Memo#2

To: All Staff

From: Operational Hospitality Manager

Date: September 22, 2022

Subject: notify members of staff regarding bill 47, employment standards act, 2000

General information-

Rules and regulations that guides employees and employers are enacted by the legislators in the Ontario

national assembly. These laws are important since they dictate the rights and responsibilities of all

workers. The main purse of this memo is to enlighten employees on their rights and responsibilities as per

bill 47 (making Ontario open for business activities, 2018)

Employment Standards Act, 2000 changes

Minimum salary

 The least amount of salary paid to workers will be frozen at $14.00 until October 1, 2020, and it

will be subject to yearly inflation adjustment from 1/10/2020

 Workers are not allowed to will to submit a request to the employer requesting changes to the

employee’s schedule or work location.

Generally, the leave provision states that,

 Child death leave, critical illness leaves, domestic violence leave, Family medical leave, and

crime-related child disappearance leave will not be in addition to any of the aforementioned leave

entitlements.

 In circumstances where the employee takes a paid or unpaid leave of absence under an

employment contract in situations for which one will be entitled to take bereavement leave,

responsibility leave or sick leave, or family responsibility leaves, the employee will be deemed to

have taken the leave under that section.

• Bereavement Leave, unpaid Sick Leave, and Family Responsibility Leave, to replace personal

emergency leave and these leave provisions will apply separately.

• One must have worked for two consecutive weeks to be eligible for family responsibility leave,

sick leave, and bereavement leave.

• The employee must have reasonable evidence, for instance, the doctor's note to be allowed to go

for bereavement leave, family responsibility leave, or sick leave.

 Furthermore, leave days will be considered to be full days.

Sick Leave- according to Bill 47, three days of unpaid leave per annum will be established for personal

illness, medical emergency, and injury. In Family Responsibility Leave- Bill 47 will establish three days

of unpaid leave annually for injury, urgent matters of child, parents, sibling, spouse, dependent relative,

medical emergency, grandparents, or illness. Bill 47 will establish two days of unpaid leave annually for

the death of a parent, sibling, dependent relative, child, or grandparent.

• Public Holiday Pay- the proposal by bill 47 demands that public holiday pay should be

determined by the pre-bill 148 formula of the regular salary earned by the employee and the

vacation pay payable to the worker four weeks before the week of the holiday, then the whole

sum is divided by 20.

Employee Misclassification- the employer obligation that requires them to classify employees will remain

but the reverse onus which requires the owners of the companies to prove that an employee is not active

in case a dispute arises over the eligibility of the employee will be repealed.

Equal Pay for Equal Work

 The repealing of the definition of the phrase “difference in employment status", according to the

making Ontario open for business activities, 2018, took place hence the employers no use the

principle of equal pay for equal work based on the number of hours regularly worked (for

example full-time or part-time) or employment differences (for example, casual, seasonal,

temporary, permanent). 
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The right of employees to have their pay reviewed by their employers will be repealed by Bill 47.

Furthermore, in case an employee requests his or her rate of pay review, no employers will be required to

provide any response verbally or written response stating with reasons for replying to the request.

Penalties in case one acts contrary:

The authorities may be returning to the preceding administrative penalties for ESA contraventions

employing reducing the maximum consequences for 1st, 2nd, and 3rd contraventions from $350/$

700/$1500 to $250/$500/$1000, respectively. On October 23, 2018, the Ontario authorities brought bill

forty-seven, Making Ontario Open for Business Act, 2018, which was created to repeal some of the

employment and hard work reforms that had been introduced by way of the previous Ontario authorities

as a part of bill 148, fair workplaces, Better Jobs Act, 2017.

Where to find more information

For more information about Bill 47: Making Ontario Open for Business Act, 2018, the workers are

advised to visit the legislative assembly of Ontario's official website or one can find the details on their

portals.
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References

Sexual violence and harassment action plan act (Supporting survivors and challenging sexual

violence and harassment), 2016. (n.d.). Legislative Assembly of

Ontario. https://www.ola.org/en/legislative-business/bills/parliament-41/session-1/bill-

132

Making Ontario open for the business act, 2018. (n.d.). Legislative Assembly of

Ontario. https://www.ola.org/en/legislative-business/bills/parliament-42/session-1/bill-47