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Archived - Labour Focus Newsletter
Volume 1, Issue 4, Spring 2010

Archived Content

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Fact Sheets

Workplace Violence

Unfortunately, many Canadians are affected by violence in the workplace. This violence comes in many forms. In fact, any act that infringes on anyone else’s physical or psychological integrity and restricts personal freedom, productivity or well-being can be considered violence and must not be tolerated.

The Labour Program is committed to reducing workplace violence in federally-regulated sectors. In 2008, the Violence Prevention in the Workplace Regulations were added to the Canada Labour Code to provide employers and employees with the tools to prevent workplace violence.

Workplace violence prevention is everyone’s responsibility. Employers are required to evaluate the risk of violence, develop and assess the effectiveness of a violence policy, and investigate acts of workplace violence. Employees are expected to show respect for others in the workplace, to speak up for their own integrity, and to report acts of violence that they see or experience.

Together, employees, employers, and the Labour Program can ensure that Canadians are treated with the respect and dignity they deserve in the workplace.

For more information on violence in the workplace, please visit: Workplace Violence Fact Sheet.

Termination of Employment

Nobody expects to lose their job, and it is extremely important that employees be treated with respect and dignity during the stress of a termination.

Employers have a number of responsibilities regarding the termination of workers. First, the employee must be informed at least two weeks in advance of their termination or be provided with two weeks’ pay. If more than 50 employees are being terminated within a 4-week period, the employer must give 16 weeks’ notice to the Labour Program, the Employment Insurance Commission, any unions representing the employees, and the employees themselves. Employees are also entitled to severance pay if they have been working for the employer for 12 months or more. The severance pay is equal to two days’ wages for each complete year of service, with a minimum benefit of five days’ wages.

These regulations are minimum requirements, and in many situations are surpassed by other agreements. The regulations help protect workers from sudden changes in employment status, and provide security during difficult periods of employment transition.

For more information on termination of employment, please visit : Termination of Employment Fact Sheet.

New Corporate Brochure

The Labour Program has recently released a new corporate brochure The brochure describes the Labour Program and its role within the federal government and within Canada.

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Date Modified:
2012-01-30