|Friday May 26, 2017|
9:30am to 4:00pm
2347 Kennedy Road, Suite 204
Wednesday, May 10, 2017
Thursday, April 27, 2017
Tuesday, April 18, 2017
SOME WAYS TO INVOLVE SENIOR CITIZENS IN
EARTH DAY ACTIVITIES
On April 22, 2017 the largest civic observance in the world celebrated by over one billion people in 19 countries will participate in Earth Day activities. You can involve seniors and loved ones of all ages with reduce, reuse, and recycle campaigns across the GTA this Saturday. Here are a few ideas to help them with some activities;
Wednesday, March 1, 2017
What is workplace violence?
Under Ontario Bill 168 now known as Section 32 of the Ontario Occupational Health and Safety Act (Ontario OHSA), workplace violence is defined as:
- The exercise of physical force by a person against a worker in a workplace that causes or could cause physical injury to the worker;
- An attempt to exercise physical force against a worker, in a workplace, that could cause physical injury to the worker; or
- A statement or behaviour that it is reasonable for a worker to interpret as a threat to exercise physical force against the worker, in a workplace, that could cause physical injury to the worker.
What are the requirements for Ontario Employers?
The law breaks down into a series of steps that every employer must take. These include:
- Develop written policies that are posted with respect to workplace violence and workplace harassment.
- Conduct a risk assessment for workplace violence.
- Develop a workplace violence and harassment program.
- Incidents or threats of workplace violence must be reported to the employer or supervisor.
- Establish practice of how the employer investigates and manages incidents, complaints, or threats of workplace violence.
- Reassess policies and programs.
- Train employees in these policies and procedures.
- Employee refusal to work where he/she has reason to believe that he/she is in danger of being a victim of workplace violence.
The Employment Standards Act, 2000 (ESA)
This information is from The Ministry of Labour
Expect a regular pay day and a pay stub that is clear. Keep a record of the hours that you work.
2. Deductions from wages
Some employers require you to pay for your uniform. Deductions from your wages to pay for a uniform may be made only if you agree in writing to have a specified amount deducted.
If a customer leaves without paying, or your error costs your employer money, that amount cannot be deducted from your wages.
3. Tips and other gratuities
Employers cannot withhold tips and other gratuities from employees or make deductions from their employees’ tips to cover things like spillage, breakage, losses or damage, etc. However, employers can make deductions from employees’ tips and other gratuities if it is authorized by statute or a court order, or if the amount will be distributed to other employees as part of a tip pool.
4. The Employment Standards Poster
The Employment Standards Poster describes important rights and requirements under the Employment Standards Act, 2000. The poster must be posted in the workplace where it is likely that employees will see it. Employers are also required to give every employee a copy of the poster.
5. What is work time?
Time spent in training that is required by the employer or by law counts as work time. If you have to transport materials from the workplace to another job site, that is work time, too.
6. Can I be required to work on a public holiday?
If you work in a hotel, motel, tourist resort, restaurant, tavern, hospital or an establishment with continuous operations, you may be required to work on a public holiday. If you work on a public holiday, you are entitled to premium pay.
7. Special rules
Some jobs have special standards or exemptions.
8. What’s my vacation pay?
Vacation pay is at least 4% of wages (excluding vacation pay). Any vacation pay not already paid is owed to you when your employment ends.
9. Are you a “temp”?
Temporary employees generally have the same rights as other employees under the ESA.
Employment Standards Information Centre
416-326-7160 (Greater Toronto Area)
1-866-567-8893 (TTY for hearing impaired)
1-866-567-8893 (TTY for hearing impaired)
Mumps Outbreak Investigation
The compiled information is from Toronto Public Health, February 28, 2017
Toronto Public Health is seeing a rise in mumps cases in the city among 18-35 year olds. Currently, there have been 18 confirmed cases of mumps in Toronto in 2017 (as of noon on February 28, 2017). Increased mumps activity has also been noted in Winnipeg and Western Canada hockey teams.
Mumps infection and spread during outbreaks
The mumps virus is found in saliva and respiratory droplets. It is spread from person to person through coughing, sneezing, and coming into contact with a person's saliva by sharing drinks or utensils, food or water bottles, or by kissing. A major factor contributing to outbreaks is being in a crowded environment, such as attending the same class, playing on the same sports team or living in a dormitory with a person who has the mumps
If you are unsure of your vaccination status, contact your healthcare provider or if you attended school in Toronto, call the Toronto Public Health Immunization Information Line at 416-392-1250.
For more information, contact Toronto Health Connection: 416-338-7600, TTY: 416-392-0658.
How can NHI help?
If you or a loved one has fallen ill to the effects of any illness and you need short or long-term health care assistance or assistance with the activities of daily living, please contact one of our coordinators and they can help create a care plan for your specific needs.
You can reach NHI by phone at 416-754-0700, toll free at 1-800-567-6877 or by email at firstname.lastname@example.org . Nursing & Homemakers Inc. is Accredited by Accreditation Canada.