Got a complaint at work
- Thread starter poorboy
- Start date
Bill 168 addresses workplace violence and harassment. http://www.ontla.on.ca/web/bills/bills_detail.do?locale=en&BillID=2181&BillStagePrintId=4499&btnSubmit=go Employers in Ontario are required by Bill 168 to have such policies covering their work force. As for Hof's sage advice, I just don't know where to begin with it, so I will just simply say that it is not the law.
July 9 - post 23
https://terb.cc/vbulletin/showthrea...-to-canoe-fish&p=3626327&posted=1#post3626327
July 17 - post 17
https://terb.cc/vbulletin/showthread.php?344481-Speaking-of-guns-and-fucktards
July 24 - post 19
https://terb.cc/vbulletin/showthrea...r-in-toronto&p=3643421&highlight=#post3643421
July 27 - post 5
https://terb.cc/vbulletin/showthrea...orporate-133-million.-Who-said-profit-is-evil
August 2 - post 8
https://terb.cc/vbulletin/showthread.php?346708-Need-a-heavy-duty-wire-cutter
August 11 - post 48
https://terb.cc/vbulletin/showthread.php?347664-Better-than-sex
September 3 - post 80
https://terb.cc/vbulletin/showthread.php?350409-Got-a-complaint-at-work/page4
September 4 - post 85
https://terb.cc/vbulletin/showthread.php?350409-Got-a-complaint-at-work/page5
Above is an example of how some people have nothing better to do than to criticize and complain about everything under the sun. I will make it easy for them to avoid my comments by posting in red. If he wants to build up his resume of thread hyjackings, I guess I will just allow him to do so.
Dear Alanis Morissette. Remember when you were asking me for some examples of real irony for if you ever remake that Isn`t it Ironic song. Here is one. Seems this guy accuses someone else of having nothing better to do yet spends time hunting through the terb archives looking for examples to make his point. PS sorry but I do agree with that Irish comedian Ed Byrne, you are a moaning cow.
I was incorrect regarding the private sector and appraisals. It is not mandated by law but an employer could be sued for wrongful dismissal and have problems with the OHRC. Example provided below.
Within the OPS and broader public service sector, appraisals are required.
Violence in the workplace is bill 168, it is in OHSA which would be referenced in the policies and procedures manual.
http://www.eluta.ca/top-employer-ontario-public-service
Employee EngagementOntario Public Service's employee engagement program is rated as very good. Employees receive individual performance reviews every 6 months. Managers receive training in how to conduct effective performance reviews. Performance feedback is also solicited from co-workers and other managers familiar with each employee's work. As part of the review process employees can provide confidential feedback on their manager's performance. Exit interview provided for departing employees. The OPS recently implemented a mandatory training program for all managers designed to develop communication and coaching skills. The Service also operates a performance rewards program to recognize exceptional work performance of its management, executive and professional employees, encompassing approximately 25% of its workforce. Recognition may come be represented through pay increases and bonus payments. Ontario Public Service sponsors its own in-house employee satisfaction survey. Ontario Public Service hires an outside consultant to conduct confidential employee satisfaction and engagement surveys. (These surveys are held every 24 months).
The bolded section is IMO why all employers should have appraisals and stay out of courts.
1. http://www.torontoemploymentlawyer.ca/the_law.htm
Wrongful Dismissal
A 1997 Supreme Court of Canada decision, Wallace v. United Grain Growers Ltd., [1997] 3 S.C.R. 701, 1997 CanLII 332 (which is considered to be one of the most influential employment law decisions to date) established the standard requiring employers to treat employees with good faith and fair dealing at the time of their termination.
not being honest, reasonable or straightforward with the employee;
misleading the employee;
humiliating or embarrassing the employee;
making unfounded allegations or negative public statements about the employee;
falsely assuring the employee continued job security;
refusing to produce a letter of reference or record of employment;
not returning any personal property left at the office;
firing the employee immediately upon returning from a disability leave;
withholding money that is owed to the employee at the time of termination.
http://www.hrinfodesk.com/preview.asp?article=26734
It is part of the OHSA
http://www.ontla.on.ca/web/bills/bi...2181&detailPage=bills_detail_status&Intranet= Bill 168 [video]http://www.labour.gov.on.ca/english/gallery/v_workplaceviolence_hs.php[/video]
Within the OPS and broader public service sector, appraisals are required.
Violence in the workplace is bill 168, it is in OHSA which would be referenced in the policies and procedures manual.
http://www.eluta.ca/top-employer-ontario-public-service
Employee EngagementOntario Public Service's employee engagement program is rated as very good. Employees receive individual performance reviews every 6 months. Managers receive training in how to conduct effective performance reviews. Performance feedback is also solicited from co-workers and other managers familiar with each employee's work. As part of the review process employees can provide confidential feedback on their manager's performance. Exit interview provided for departing employees. The OPS recently implemented a mandatory training program for all managers designed to develop communication and coaching skills. The Service also operates a performance rewards program to recognize exceptional work performance of its management, executive and professional employees, encompassing approximately 25% of its workforce. Recognition may come be represented through pay increases and bonus payments. Ontario Public Service sponsors its own in-house employee satisfaction survey. Ontario Public Service hires an outside consultant to conduct confidential employee satisfaction and engagement surveys. (These surveys are held every 24 months).
The bolded section is IMO why all employers should have appraisals and stay out of courts.
1. http://www.torontoemploymentlawyer.ca/the_law.htm
Wrongful Dismissal
A 1997 Supreme Court of Canada decision, Wallace v. United Grain Growers Ltd., [1997] 3 S.C.R. 701, 1997 CanLII 332 (which is considered to be one of the most influential employment law decisions to date) established the standard requiring employers to treat employees with good faith and fair dealing at the time of their termination.
not being honest, reasonable or straightforward with the employee;
misleading the employee;
humiliating or embarrassing the employee;
making unfounded allegations or negative public statements about the employee;
falsely assuring the employee continued job security;
refusing to produce a letter of reference or record of employment;
not returning any personal property left at the office;
firing the employee immediately upon returning from a disability leave;
withholding money that is owed to the employee at the time of termination.
http://www.hrinfodesk.com/preview.asp?article=26734
It is part of the OHSA
http://www.ontla.on.ca/web/bills/bi...2181&detailPage=bills_detail_status&Intranet= Bill 168 [video]http://www.labour.gov.on.ca/english/gallery/v_workplaceviolence_hs.php[/video]
The thread hyjacker has released his little yapper on me! oh no! I will let your chihuahua master build his thread hyjacking resume and dig himself a hole.
Ceiling Cat, I agree with FatOne too.
As Shania Twain says, "Hey, you`re all right", but if Rub criticized you in those threads, it`s cuz maybe your LOUD posts can be annoying to see every single time. Furthermore, when you post with such emphasis, it`s almost like you`re making an official pronouncement, when your comments may not be so correct or spot on. Ergo his firm rebuttals.
As Shania Twain says, "Hey, you`re all right", but if Rub criticized you in those threads, it`s cuz maybe your LOUD posts can be annoying to see every single time. Furthermore, when you post with such emphasis, it`s almost like you`re making an official pronouncement, when your comments may not be so correct or spot on. Ergo his firm rebuttals.
July 9 - post 23
https://terb.cc/vbulletin/showthrea...-to-canoe-fish&p=3626327&posted=1#post3626327
July 17 - post 17
https://terb.cc/vbulletin/showthread.php?344481-Speaking-of-guns-and-fucktards
July 24 - post 19
https://terb.cc/vbulletin/showthrea...r-in-toronto&p=3643421&highlight=#post3643421
July 27 - post 5
https://terb.cc/vbulletin/showthrea...orporate-133-million.-Who-said-profit-is-evil
August 2 - post 8
https://terb.cc/vbulletin/showthread.php?346708-Need-a-heavy-duty-wire-cutter
August 11 - post 48
https://terb.cc/vbulletin/showthread.php?347664-Better-than-sex
September 3 - post 80
https://terb.cc/vbulletin/showthread.php?350409-Got-a-complaint-at-work/page4
September 4 - post 85
https://terb.cc/vbulletin/showthread.php?350409-Got-a-complaint-at-work/page5
Above is an example of how some people have nothing better to do than to criticize and complain about everything under the sun. I will make it easy for them to avoid my comments by posting in red. If he wants to build up his resume of thread hyjackings, I guess I will just allow him to do so.
GPIDEAL,
Rubby has previously announced a list of several people that he he does not respect and he will disrupt their threads and counter their opinions at every turn. He will jump on every opportunity to disrupt and hijack their threads. Even to the point where he criticize their spelling errors. He must be giddy with delight when people like you join in on his cause.
