NOTICE OF MEETING

NOTICE OF MEETING
NOTICE OF MEETING
This notice is to confirm that the next regular meeting of the
Program and Human Resources Committee will be held on:
Tuesday, February 16, 2010
commencing at 7:00 p.m.
in the
Board Committee Room, Education Centre
156 Ann Street, Belleville, Ontario
The agenda and supporting documents for this meeting are attached to this notice.
Monica Walker, Chair
Program and Human Resources Committee
Trish FitzGibbon
Superintendent of Education
Special Education Services
Jim Williams, Vice-chair
Program and Human Resources Committee
Rob McGall
Superintendent of Education
Human Resources Support Services
Jan Montgomery
Superintendent of Education
Curriculum Services
June Rogers
Superintendent of Education
Education Services
Committee members: T. Goodfellow, M. Hall, H. Marissen, C. Pitman, M. Walker, J. Williams
Program and Human Resources Committee
PUBLIC AGENDA
Regular meeting of
February 16, 2010 – 7:00 p.m.
Board Committee Room, Education Centre
Section
Item
Report No.
A
Call to order
Delegations / presentations – none
Approval of agenda
Approval of minutes – January 18, 2010
Business arising from the minutes
B
Resp.
A-1
Recommendations
None
C
Information
7:00 p.m.
Adult Education
C-1
RM
J. Jarvis
D
Bill 168, the Occupational Health and Safety Amendment Act
(Violence and Harassment in the Workplace), 2009
C-2
RM
Policy 18: The Hastings and Prince Edward Learning Foundation
C-3
RM
Pilot project: North Hastings school group succession planning
C-4
RM
Correspondence
None
Motion to move into closed session
Next regular meeting: Monday, March 8, 2010 @ 7:00 p.m.
HASTINGS AND PRINCE EDWARD DISTRICT SCHOOL BOARD
PROGRAM AND HUMAN RESOURCES COMMITTEE
PUBLIC MEETING MINUTES
Monday, January 18, 2010
DRAFT
Members present:
T. Goodfellow, M. Hall, H. Marissen, C. Pitman, M. Walker, Chair
J. Williams
Student Trustee:
None
Absent:
None
Regrets:
None
Guests:
None
Resource:
T. FitzGibbon, R. McGall, J. Montgomery, J. Rogers, K. Soule
Minutes:
C. Reid, Administrative Assistant
Call to order
The meeting was called to order at 7:00 p.m.
Delegations/presentations - None
Approval of agenda
Moved:
C. Pitman
Seconded:
M. Hall
That the agenda be approved, as amended.
An information item was added regarding Procedure 528: International Student Program.
Carried
Approval of minutes
Moved:
T. Goodfellow
Seconded:
J. Williams
That the minutes of the regular meeting of November 9, 2009 be approved.
Carried
Business arising from minutes - None
Information
Timed Item: Board and School Improvement Plans
Superintendent Montgomery commented on the inclusiveness of the new Board Improvement
Plan and recognized the combined efforts of System Principals Colleen DeMille, Ken
HASTINGS AND PRINCE EDWARD DISTRICT SCHOOL BOARD
PROGRAM AND HUMAN RESOURCES COMMITTEE
PUBLIC MEETING MINUTES – JANUARY 18, 2010
Page 2
Manderville and Cathy Portt. She thanked them and others who worked hard to develop a
comprehensive, focused and precise Board Improvement Plan for student achievement. In past
years, two plans have been developed, one that addressed elementary student achievement
and one that addressed secondary. This year a single, comprehensive plan has been
developed that encompasses Kindergarten to Grade 12.
System Principals Colleen DeMille, Ken Manderville and Cathy Portt presented information
related to Report No. C-1. They commented that the Board Improvement Plan focuses on four
key areas of success for all students: Literacy; Numeracy; Pathways; and Community, Culture
and Caring. Appendix A to the report contains definitions of these terms. Each of these areas
has an identified SMART (Specific, Measureable, Attainable, Results-Oriented and Time Bound)
goal.
It was noted that committees with elementary and secondary representatives were established
to develop SMART goals and action steps for each of the four areas. These committees
reviewed student achievement data to determine areas of strength in the system and areas of
continued need. This information was used to develop Literacy SMART goals focused on
applying higher level thinking skills in reading and writing; a Numeracy SMART goal addressing
students’ ability to communicate their thinking and problem solving in mathematics; a Pathways
SMART goal focused on differentiated instruction for students in Grade 7 and 8 and locally
developed pathways; and a Community, Culture and Caring SMART Goal aimed at increasing
access and use of assistive technology for special education needs from Grades 6 -10.
The System Principals reviewed the strategies that have been implemented to date relating to
each of the SMART goals and responded to various questions from committee members
regarding gradual release instruction strategy; Premier software as it relates to community
libraries; differentiated instruction in relationship to student IEP’s; the Three Part Problem
Solving Lesson or MAC strategy; and the financial support in place to provide release time for
teachers to develop the skills needed to implement the strategies outlined in the plan.
Appendix B to the report contains a summary of the SMART goals and the key strategies being
used to attain them. Appendix C to the report contains the entire Board Improvement Plan.
Committee members were asked to email any further questions they have to Superintendent
Montgomery.
Timed Item: Leadership Succession Planning and Talent Development Strategy
Superintendent McGall referred trustees to Report No. C-2 and commented that this initiative is
driven by the need to have successful strategies in place to attract and develop passionate,
capable and skilled leaders as a way to support student achievement. He noted that this is also
a Ministry driven initiative. He referred to the Hastings and Prince Edward District School Board
Leadership Development Strategy chart and reviewed the four key components which include
succession planning, professional learning, performance appraisal and mentoring.
System Principal Colleen DeMille distributed and reviewed an update regarding the leadership
development strategy and highlights of progress to date in the four areas. Committee members
inquired about how potential leaders are identified. It was noted that this strategy promotes a
targeted approach to identifying future leaders within the district for all leadership roles.
Recommendations
Special Education Advisory Committee Member Appointment
Superintendent FitzGibbon commented that Regulation 464/978 states that persons appointed
to a Special Education Advisory Committee (SEAC) of a board shall hold office during the term
HASTINGS AND PRINCE EDWARD DISTRICT SCHOOL BOARD
PROGRAM AND HUMAN RESOURCES COMMITTEE
PUBLIC MEETING MINUTES – JANUARY 18, 2010
Page 3
of office of the members of the board and until a new board is organized. If a seat or position on
the committee becomes vacant, the board that appointed the person whose seat has become
vacant shall appoint a qualified person to fill the vacancy for the remainder of the term. Where a
seat has not yet been filled, the alternate for the member, if an alternate exists, shall act in the
member’s place.
Board Policy 11 states, if the board so chooses, up to two members appointed by the board who
are not representatives of a local association, and are not members of the Board or another
committee of the board, may become members of the Special Education Advisory Committee.
An alternate member does not exist to fill this vacancy. Currently SEAC has one member-atlarge appointed and a vacant position currently exists. Mrs. Eve Jelley, has made application to
the Director of Education for consideration in filling this vacancy. Mrs. Jelley submitted a letter of
interest highlighting her involvement in education, special education and her experiences in
raising children with special education needs. Mrs. Jelley has attended the last three meetings
as a member of the public audience.
Moved:
Seconded:
J. Williams
M. Hall
That the Program and Human Resources Committee recommend that Hastings
and Prince Edward District School Board approve the appointment of Eve Jelley
as a Member-at-large on the Special Education Advisory Committee for the
remainder of the current Special Education Advisory Committee’s term, as
contained in the Program and Human Resources Committee Public Session
Report No. B-1 dated January 18, 2010.
Committee members commented that Mrs. Jelley has been very engaged with the Board.
Carried.
Information
Early Learning
Superintendent Montgomery referred to Report No. C-3 and the pamphlet attached, which is a
summary of the recommendations of Charles E. Pascal, the Special Advisor on Early Learning.
The Ministry of Education has established a five year plan to implement the recommendations
of the Pascal report beginning in the school year 2010-2011. Hastings and Prince Edward
District School Board was allocated 286 student spaces, which is equivalent to 11 classes at an
average of 26 students per class. Each class will be staffed with a full time qualified teacher and
early learning educator. Boards will also offer before and after school programs supervised by
an early learning educator. Details on the extended day programs are not yet available.
A consultation meeting was held with a number of community partners, noted in Report No. C-3.
Based on this consultation a list of potential sites for year one classes was developed and
submitted to the Ministry of Education for final approval.
The criteria for site selection included:
• All JK/SK students in the school must be provided with all-day learning;
• Space must be available without requiring new capital construction or renovations;
• The school will remain open over the next five years;
• Students would benefit significantly from the increased learning opportunities offered by the
ELP; and
• There will be minimal impact on existing child care and early years programs.
HASTINGS AND PRINCE EDWARD DISTRICT SCHOOL BOARD
PROGRAM AND HUMAN RESOURCES COMMITTEE
PUBLIC MEETING MINUTES – JANUARY 18, 2010
Page 4
The following seven schools were selected for the eleven classes:
College Street Public School
2 classes
Deseronto Public School
2 classes
Earl Prentice Public School
2 classes
Madoc Township Public School
1 class
North Trenton Public School
1 class
Queen Elizabeth Public School (Trenton)
1 class
Queen Victoria Public School
2 classes
Confirmation of these sites was received on Monday January 11, 2010 with public
announcements made on January 12. A board news release was sent to media on Tuesday
January 12, and information for inclusion in school newsletters has been sent to all schools.
It was noted that, if parents don’t want every day all day learning for their child, they have the
option of having their child attend every other day only. Further, it was confirmed that the every
day, all day programming is offered to students who live within the boundary of the school. For
those schools with only one class, JK and SK will be combined in the same class.
The programming being offered through the Early Learning initiative will replace Best Start
programs that may be running in the schools noted above. Best Start programs were paid for by
parents. Early Learning programs allow all students to attend all day every day learning at no
additional cost to parents. It was noted that extended day learning programs will be paid for by
the parents and transportation would be the responsibility of the parent.
A handout was provided to committee members containing questions and answers about the
Early Learning Program.
Aboriginal Education/Self-Identification Update
Superintendent Rogers referred to Report No C-4. In September 2009 parents/guardians of
Aboriginal students were provided an opportunity to confidentially self-identify as being of
Aboriginal ancestry. Self-identification numbers by school group and ancestry as of January 12,
2010 was provided and reviewed. The following key points were noted:
• 486 elementary students and 23 secondary students voluntarily identified
• The highest number by school group is North Hastings, followed by Moira, then Centennial
• All elementary students were provided an opportunity to self-identify through the Student
Information Form completed in September
• Secondary students were provided an opportunity through voluntary self-identification forms
distributed in September
• Information is recorded in Maplewood and reported to the Ministry through OnSIS (Ontario
Student Information System)
• Enrolment forms are being revised to include self-identification and will be implemented in
January 2010; a standard form will be used for both elementary and secondary registration
• A mandatory ‘Student Information Form’ for secondary schools will be implemented in
September 2010
• Both processes above should see numbers increase across the district
The mandate of the Aboriginal Steering Committee is to guide further implementation of this
initiative through an awareness campaign, which will include: the development of a poster with
student and community involvement; radio ads with student involvement; and community forums
and consultations.
HASTINGS AND PRINCE EDWARD DISTRICT SCHOOL BOARD
PROGRAM AND HUMAN RESOURCES COMMITTEE
PUBLIC MEETING MINUTES – JANUARY 18, 2010
Page 5
Committee members inquired about students identifying themselves as Aboriginal if they are
not. It was noted that no proof of ancestry is required. Questions were also raised regarding
how the information is shared and with whom. It was noted that the purpose of collecting data is
to identify if there are a significant number of Aboriginal students within our district then to look
at assessment practices to ensure that strategies related to Aboriginal student learning is being
applied across the schools. School or student information is not shared in any way unless there
is a specific need.
Implementation of Bill 157: Keeping Our Kids Safe at School Act
Referring to Report No. C-5, Superintendent Rogers noted that Bill 157: Keeping Our Kids Safe
at School Act becomes effective February 1, 2010 and includes a number of requirements for
school boards and principals. The OESC (Ontario Education Services Corporation) has
provided an Action Plan for Principals and an Action Plan for Boards to help principals and
boards to understand the steps that must be taken to inform staff about the new expectations
inherent in the legislation, and adjustments that will need to be made to both school and board
policies and procedures. New expectations in Policy/Program Memorandum No. 144: Bullying
Prevention and Intervention and Policy/Program Memorandum No. 145: Progressive Discipline
and Promoting Positive Student Behaviour will require that the board’s current Procedure 373:
Bullying Prevention and Intervention and Procedure 377: Progressive Discipline, be revised.
A work group consisting of senior administration and principals has been formed to
review/revise current board procedures related to progressive discipline and bullying prevention
and intervention to reflect the new legislative and policy requirements as per Bill 157. The draft
procedure is being presented to Administrative Council on January 19, 2010 for review and
approval. Half-day training sessions will be held at the Education Centre on Friday, January 29,
2010 for school teams consisting of the principal, vice-principal, one teacher and one support
staff from each school. Trustees are invited to attend.
A question was raised regarding the unions’ position on this legislation. It was noted that a Safe
Workplace Panel has been formed with membership from all unions and discussions are
ongoing. The panel has been briefed on the impact of Bill 157 and have been invited to attend
training sessions.
Operational Review
Superintendent McGall referred to Report No. C-6, noting that, as previously reported to
trustees the Ministry of Education has selected HPEDSB to participate in Wave IV of the
Operational Reviews. The Operational Reviews provide the Ministry of Education and school
boards with opportunities to build management capacity, ensure efficient stewardship of
resources, share best practices and identify ways for continuous improvement. Wave IV began
in September 2009 and will be completed by the end of June 2010. Board staff welcome the
opportunity to share practices and receive feedback and best practices from the Ministry in this
way.
The review for Hastings and Prince Edward District School Board is scheduled for the week of
February 1, 2010. In advance of the actual field work, we have been requested to provide
background data and information related to the areas of review. A copy of the Ministry’s request
for supporting documentation was distributed.
Staff in the affected departments have accumulated the necessary documentation and have
posted it on a secure area of the Board’s Website. This will allow the Operational Review team
to access the documentation in advance of their visit in order to become more familiar with the
board. Director Soule thanked Superintendents Rob McGall and Dave Rutherford and
HASTINGS AND PRINCE EDWARD DISTRICT SCHOOL BOARD
PROGRAM AND HUMAN RESOURCES COMMITTEE
PUBLIC MEETING MINUTES – JANUARY 18, 2010
Page 6
Administrative Assistants Pauline Hoskin, Della Knights and Connie Reid for their hard work in
completing this task.
Procedure 528: International Student Program
Director Soule distributed the draft procedure and noted that it was developed to support the
structure and formalize the program within the district’s administrative procedures. Questions
regarding the Homestay Program and the payment of fees were responded to by Director
Soule.
Correspondence – None
At 8:51 p.m. the Program and Human Resources Committee moved into closed session.
Program and Human Resources
Committee Report No. C-1
Page 1
February 16, 2010
Decision
To:
Information X
The Chair and Members of the Program and Human Resources Committee
From: Rob McGall, Superintendent of Education, Human Resources Support Services
Julie Jarvis, Adult Education Coordinator
Re:
Quinte Adult Education
Purpose
To provide trustees with information regarding the Adult Education Program.
Background
The Adult Education Program is another way that Hastings and Prince Edward District School Board
achieves its system goal of Success for All Students. The program is available to adults who are 18 years
of age and older. The main office is located at Quinte Secondary School with branch offices in Bancroft,
Madoc and Trenton. Students can earn their Grade 12 diploma, complete a college/university
prerequisite, upgrade their skills or just to take a course for fun. All courses offered are secondary school
credits and can be obtained through mature/ PLAR credits; correspondence courses; on-line courses;
“Learn While You Earn” co-op; night school courses; summer school courses; and apprenticeship (OYAP)
credits.
Current situation
In the 2008-2009 school year, the Adult Education Program supported 1,323 learners. The number of
students successfully completing their secondary school diploma through Adult Education for the 20082009 school year was 107, up from 60 the previous year.
Factors that have contributed to the success of the program include: the addition of over 30 e-Learning
courses; the addition of over 20 correspondence courses; “Learn While You Earn” co-op; tutoring
sessions; and new community partnerships.
Appendices
Quinte Adult Education 2008-2009 Report (to be handed out at the meeting)
For information only.
Respectfully submitted,
Rob McGall
Superintendent of Education
Human Resources Support Services
Julie Jarvis
Adult Education Coordinator
Education Centre, 156 Ann Street, Belleville, Ontario K8N 1N9
Telephone: (613) 966-1170 Toll-free: 1 800 267-4350 Fax: (613) 966-6023
www.hpedsb.on.ca
Program and Human Resources
Committee Report No. C-2
Page 1
February 16, 2010
Decision
To:
Information X
The Chair and Members of the Program and Human Resources Committee
From: Rob McGall, Superintendent of Education, Human Resources Support Services
Re:
Bill 168, the Occupational Health and Safety Amendment Act (Violence and Harassment
in the Workplace), 2009
Purpose
To provide trustees with information regarding the proposed amendments to the Occupational Health and
Safety Act.
Background
On December 9, 2009, the Ontario Legislature passed Bill 168, the Occupational Health and Safety
Amendment Act (Violence and Harassment in the Workplace), 2009. Bill 168 will come into force six
months after it receives Royal Assent, which is likely to be June 2010. Bill 168 requires employers to
develop policies to address workplace violence and harassment and to assess the risk of violence in its
workplace.
Current situation
A Safe Workplace Panel has been established to discuss the terms of the new legislation and to review
existing training and supports in place to ensure a safe workplace. Membership on the panel includes
superintendents with school responsibilities and union presidents.
As a result of the proposed legislation, employers will be required to do the following:
• Designate a workplace coordinator with respect to workplace violence and workplace harassment.
• Prepare and post a workplace violence and workplace harassment policy that mirrors the definition of
“workplace violence” and “workplace harassment” as set out in the legislation.
• Perform risk assessments at each workplace location, considering risks such as violence from
students or visitors towards workers in the school, parking lot or playground, working alone,
summoning assistance, etc.
• Share the results of the risk assessments with the Joint Health and Safety Committee and develop a
response to each risk identified.
• Develop a schedule of times the risks assessment and results will be reviewed (i.e. once a year).
o Develop a workplace violence prevention program that will address the risks identified in the
assessment or reassessment, including procedures, training and increased security
protocols. The program must also address:
ƒ How to summon immediate assistance when workplace violence occurs or is likely to
occur including when a threat of workplace violence is made;
ƒ A reporting mechanism for workers to report incidents or threats of workplace
violence to the employer or supervisor;
ƒ A procedure to investigate and deal with incidents, complaints or threats of workplace
violence; and any further elements required by regulation.
• Draft a policy on domestic violence defining what the employer believes it is and what programs are
available to the employee if they are a victim of domestic violence (i.e. EAP). The policy will require
employees to bring domestic violence that may impact them at the workplace to the attention of a
specified person so that steps may be taken to assist/protect them while at work.
Education Centre, 156 Ann Street, Belleville, Ontario K8N 1N9
Telephone: (613) 966-1170 Toll-free: 1 800 267-4350 Fax: (613) 966-6023
www.hpedsb.on.ca
Program and Human Resources
Committee Report No. C-2
Page 2
February 16, 2010
•
•
•
Develop a procedure for identifying a person with a history of violence that will define what is a history
of violence, what information can be used to assess whether the person has a history of violence and
how to address privacy or other legal requirements.
o The procedure should set out a protocol for how the information will be communicated to
workers, require workers to be told about the person to be identified and indicate whether the
individual identified should be notified, as well as address what steps should be taken to
reduce the risk of violence towards workers (i.e. training, PPE).
Review any existing work refusal policy to determine if it needs to be updated to address workplace
violence. Provide training to all supervisory personnel on how to address a work refusal that is related
to workplace violence.
Establish a clear procedure for workers and supervisors to report and record incidents of workplace
violence. Ensure that incidents are reported to the Joint Health and Safety Committee or Health and
Safety representative within four days.
Appendices
Bill 168, the Occupational Health and Safety Amendment Act (Violence and Harassment in the
Workplace), 2009
For information only.
Respectfully submitted,
Rob McGall
Superintendent of Education
Human Resources Support Services
Education Centre, 156 Ann Street, Belleville, Ontario K8N 1N9
Telephone: (613) 966-1170 Toll-free: 1 800 267-4350 Fax: (613) 966-6023
www.hpedsb.on.ca
1ST SESSION, 39TH LEGISLATURE, ONTARIO
58 ELIZABETH II, 2009
1re SESSION, 39e LÉGISLATURE, ONTARIO
58 ELIZABETH II, 2009
Bill 168
Projet de loi 168
(Chapter 23
Statutes of Ontario, 2009)
(Chapitre 23
Lois de l’Ontario de 2009)
An Act to amend the
Occupational Health and Safety Act
with respect to violence and
harassment in the workplace
and other matters
Loi modifiant la
Loi sur la santé et la sécurité au travail
en ce qui concerne la violence
et le harcèlement au travail
et d’autres questions
The Hon. P. Fonseca
L’honorable P. Fonseca
Minister of Labour
Ministre du Travail
April 20, 2009
1re lecture
20 avril 2009
2nd Reading
October 20, 2009
2e lecture
20 octobre 2009
3rd Reading
December 9, 2009
3e lecture
9 décembre 2009
Royal Assent
December 15, 2009
1st Reading
Printed by the Legislative Assembly
of Ontario
Sanction royale
15 décembre 2009
Imprimé par l’Assemblée législative
de l’Ontario
EXPLANATORY NOTE
NOTE EXPLICATIVE
This Explanatory Note was written as a reader’s aid to Bill 168
and does not form part of the law. Bill 168 has been enacted as
Chapter 23 of the Statutes of Ontario, 2009.
La note explicative, rédigée à titre de service aux lecteurs du
projet de loi 168, ne fait pas partie de la loi. Le projet de loi 168
a été édicté et constitue maintenant le chapitre 23 des Lois de
l’Ontario de 2009.
The Bill adds Part III.0.1 (Violence and Harassment) to the
Occupational Health and Safety Act. Subsection 1 (1) of the
Act is amended to include definitions of workplace violence and
workplace harassment.
Le projet de loi ajoute la partie III.0.1 (Violence et harcèlement)
à la Loi sur la santé et la sécurité au travail. Le paragraphe 1 (1)
de la Loi est modifié pour inclure les définitions de «violence au
travail» et de «harcèlement au travail».
Section 32.0.1 of the Act requires an employer to prepare policies with respect to workplace violence and workplace harassment, and to review the policies at least annually.
L’article 32.0.1 de la Loi exige que l’employeur formule des
politiques concernant respectivement la violence au travail et le
harcèlement au travail et examine celles-ci au mois une fois
l’an.
Section 32.0.2 of the Act requires an employer to develop a
program to implement the workplace violence policy. The program must include measures to control risks of workplace violence identified in the risk assessment that is required under
section 32.0.3, to summon immediate assistance when workplace violence occurs, and for workers to report incidents of
workplace violence. The program must also set out how the
employer will deal with incidents and complaints of workplace
violence.
L’article 32.0.2 de la Loi exige que l’employeur élabore un
programme de mise en oeuvre de la politique concernant la
violence au travail. Ce programme doit comprendre les mesures
à prendre pour contrôler les risques de violence au travail indiqués dans l’évaluation du risque exigée à l’article 32.0.3 et pour
obtenir une aide immédiate lorsqu’il se produit de la violence au
travail, ainsi que celles que les travailleurs doivent prendre pour
signaler les incidents de violence au travail. Il doit également
indiquer la manière dont l’employeur compte faire face aux
incidents et aux plaintes de violence au travail.
Section 32.0.3 of the Act requires an employer to assess the
risks of workplace violence and to report the results of the assessment to the joint health and safety committee or to a health
and safety representative. If there is no committee or representative, the results must be reported to the workers. The risks
must be reassessed as often as is necessary to protect workers
from workplace violence.
L’article 32.0.3 de la Loi exige que l’employeur évalue les risques de violence au travail et informe le comité ou un délégué à
la santé et à la sécurité des résultats de l’évaluation. En
l’absence de comité ou de délégué, il faut en informer les travailleurs eux-mêmes. Les risques doivent être réévalués aussi
souvent que cela est nécessaire pour protéger les travailleurs
contre la violence au travail.
Under section 32.0.4 of the Act, if an employer is aware or
ought to be aware that domestic violence that is likely to expose
a worker to physical injury may occur in the workplace, the
employer must take every reasonable precaution to protect the
worker.
Selon l’article 32.0.4 de la Loi, si un employeur a connaissance,
ou devrait raisonnablement avoir connaissance, du fait qu’il peut
se produire, dans le lieu de travail, de la violence familiale susceptible d’exposer un travailleur à un préjudice corporel, il doit
prendre toutes les précautions raisonnables pour le protéger.
Section 32.0.5 of the Act clarifies that the employer duties in
section 25, the supervisor duties in section 27 and the worker
duties in section 28 apply, as appropriate, with respect to workplace violence. Section 32.0.5 also requires an employer to
provide a worker with information and instruction on the contents of the workplace violence policy and program.
L’article 32.0.5 de la Loi précise que les devoirs de l’employeur
prévus à l’article 25, ceux du superviseur prévus à l’article 27 et
ceux du travailleur prévus à l’article 28 s’appliquent, s’il y a
lieu, à l’égard de la violence au travail. Il exige également que
les employeurs fournissent aux travailleurs des renseignements
et des directives sur le contenu de la politique et du programme
concernant la violence au travail.
Section 32.0.6 of the Act requires an employer to develop a
program to implement the workplace harassment policy. The
program must include measures for workers to report incidents
of workplace harassment and set out how the employer will deal
with incidents and complaints of workplace harassment. Section 32.0.7 requires an employer to provide a worker with information and instruction on the contents of the workplace harassment policy and program.
L’article 32.0.6 de la Loi exige que l’employeur élabore un
programme de mise en oeuvre de la politique concernant le
harcèlement au travail. Ce programme doit comprendre les mesures que les travailleurs doivent prendre pour signaler les incidents de harcèlement au travail et énoncer la manière dont
l’employeur compte faire face aux incidents et aux plaintes de
harcèlement au travail. L’article 32.0.7 exige que l’employeur
fournisse aux travailleurs des renseignements et des directives
sur le contenu de la politique et du programme concernant le
harcèlement au travail.
The Bill amends section 43 of the Act, which deals with a
worker’s right to refuse work in various circumstances where
health or safety is in danger, to include the right to refuse work
if workplace violence is likely to endanger the worker.
Le projet de loi modifie l’article 43 de la Loi, lequel porte sur le
droit d’un travailleur de refuser de travailler dans des circonstances susceptibles de mettre sa santé ou sa sécurité en danger,
pour inclure le droit de refuser de travailler si de la violence au
travail est susceptible de le mettre en danger.
The Bill adds sections 55.1 and 55.2 to the Act, authorizing
inspectors to make orders requiring policies under section 32.0.1
and assessments and reassessments under section 32.0.3 to be in
writing or to be posted in the workplace.
Le projet de loi ajoute à la Loi les articles 55.1 et 55.2, lesquels
autorisent les inspecteurs à ordonner que les politiques prévues à
l’article 32.0.1 et que les évaluations et réévaluations prévues à
l’article 32.0.3 soient écrites ou affichées dans le lieu de travail.
The Bill provides for authority to make regulations, including
the following:
Le projet de loi prévoit des pouvoirs réglementaires, notamment :
i
1. Requiring an employer to designate a workplace coordinator with respect to workplace violence and workplace harassment.
1. Exiger qu’un employeur désigne un coordonnateur du
lieu de travail à l’égard de la violence au travail et du
harcèlement au travail.
2. In the case of workers with a limited right to refuse work
under section 43 of the Act, specifying situations in
which a danger to health or safety is inherent in the
workers’ work or a normal condition of employment.
2. Dans le cas des travailleurs qui ont, en vertu l’article 43
de la Loi, un droit limité de refuser de travailler, préciser
les cas où un danger pour la santé ou la sécurité est inhérent au travail d’un travailleur ou constitue une condition normale de son emploi.
3. Varying or supplementing subsections 43 (4) to (13) of
the Act with respect to workers with a limited right to
refuse under section 43 and workers to whom section 43
applies by reason of a regulation made for the purposes
of subsection 3 (3) of the Act.
3. Modifier ou compléter les paragraphes 43 (4) à (13) de
la Loi en fonction des travailleurs qui ont, en vertu de
l’article 43, un droit limité de refuser de travailler et des
travailleurs auxquels l’article 43 s’applique en raison
d’un règlement pris pour l’application du paragraphe 3
(3) de la Loi.
4. Governing the application of the duties and rights set out
in Part III.0.1 to the taxi industry.
4. Régir l’application, à l’industrie du taxi, des devoirs et
des droits prévus à la partie III.0.1.
ii
Bill 168
2009
Projet de loi 168
2009
An Act to amend the
Occupational Health and Safety Act
with respect to violence and
harassment in the workplace
and other matters
Loi modifiant la
Loi sur la santé et la sécurité au travail
en ce qui concerne la violence
et le harcèlement au travail
et d’autres questions
Note: This Act amends the Occupational Health and
Safety Act. For the legislative history of the Act, see the
Table of Consolidated Public Statutes – Detailed Legislative History on www.e-Laws.gov.on.ca.
Remarque : La présente loi modifie la Loi sur la santé et
la sécurité au travail, dont l’historique législatif figure à
la page pertinente de l’Historique législatif détaillé des
lois d’intérêt public codifiées sur le site www.lois-enligne.gouv.on.ca.
Her Majesty, by and with the advice and consent of the
Legislative Assembly of the Province of Ontario, enacts
as follows:
1. Subsection 1 (1) of the Occupational Health and
Safety Act is amended by adding the following definitions:
Sa Majesté, sur l’avis et avec le consentement de
l’Assemblée législative de la province de l’Ontario,
édicte :
1. Le paragraphe 1 (1) de la Loi sur la santé et la
sécurité au travail est modifié par adjonction des définitions suivantes :
“workplace harassment” means engaging in a course of
vexatious comment or conduct against a worker in a
workplace that is known or ought reasonably to be
known to be unwelcome; (“harcèlement au travail”)
“workplace violence” means,
(a) the exercise of physical force by a person against a
worker, in a workplace, that causes or could cause
physical injury to the worker,
(b) an attempt to exercise physical force against a
worker, in a workplace, that could cause physical
injury to the worker,
(c) 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. (“violence au
travail”)
2. Section 25 of the Act is amended by adding the
following subsection:
«harcèlement au travail» Fait pour une personne
d’adopter une ligne de conduite caractérisée par des
remarques ou des gestes vexatoires contre un travailleur dans un lieu de travail lorsqu’elle sait ou devrait
raisonnablement savoir que ces remarques ou ces gestes sont importuns. («workplace harassment»)
«violence au travail» Selon le cas :
a) emploi par une personne contre un travailleur, dans
un lieu de travail, d’une force physique qui lui
cause ou pourrait lui causer un préjudice corporel;
b) tentative d’employer contre un travailleur, dans un
lieu de travail, une force physique qui pourrait lui
causer un préjudice corporel;
c) propos ou comportement qu’un travailleur peut
raisonnablement interpréter comme une menace
d’employer contre lui, dans un lieu de travail, une
force physique qui pourrait lui causer un préjudice
corporel. («workplace violence»)
2. L’article 25 de la Loi est modifié par adjonction
du paragraphe suivant :
Same
Idem
(3.1) Any explanatory material referred to under clause
(2) (i) may be published as part of the poster required
under section 2 of the Employment Standards Act, 2000.
3. The Act is amended by adding the following
Part:
(3.1) Tout document explicatif visé à l’alinéa (2) i)
peut faire partie de l’affiche publiée en application de
l’article 2 de la Loi de 2000 sur les normes d’emploi.
3. La Loi est modifiée par adjonction de la partie
suivante :
PART III.0.1
VIOLENCE AND HARASSMENT
PARTIE III.0.1
VIOLENCE ET HARCÈLEMENT
Policies, violence and harassment
32.0.1 (1) An employer shall,
Politiques : violence et harcèlement
32.0.1 (1) L’employeur :
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OCCUPATIONAL HEALTH AND SAFETY AMENDMENT ACT (VIOLENCE AND HARASSMENT IN THE WORKPLACE),
2009
(a) prepare a policy with respect to workplace violence;
a) formule une politique concernant la violence au
travail;
(b) prepare a policy with respect to workplace harassment; and
b) formule une politique concernant le harcèlement au
travail;
(c) review the policies as often as is necessary, but at
least annually.
c) examine les politiques aussi souvent que nécessaire, mais au moins une fois par année.
Written form, posting
Formulation par écrit, affichage
(2) The policies shall be in written form and shall be
posted at a conspicuous place in the workplace.
(2) Les politiques sont formulées par écrit et sont affichées dans un endroit bien en vue du lieu de travail.
Exception
Exception
(3) Subsection (2) does not apply if the number of employees regularly employed at the workplace is five or
fewer, unless an inspector orders otherwise.
(3) Le paragraphe (2) ne s’applique pas si le nombre
de personnes employées régulièrement dans le lieu de
travail est égal ou inférieur à cinq, sauf ordre contraire
d’un inspecteur.
Program, violence
Programme : violence
32.0.2 (1) An employer shall develop and maintain a
program to implement the policy with respect to workplace violence required under clause 32.0.1 (1) (a).
32.0.2 (1) L’employeur élabore et maintient un programme de mise en oeuvre de la politique concernant la
violence au travail exigée à l’alinéa 32.0.1 (1) a).
Contents
Contenu
(2) Without limiting the generality of subsection (1),
the program shall,
(2) Sans préjudice de la portée générale du paragraphe
(1), le programme :
(a) include measures and procedures to control the
risks identified in the assessment required under
subsection 32.0.3 (1) as likely to expose a worker
to physical injury;
a) inclut les mesures à prendre et les méthodes à suivre pour contrôler les risques indiqués dans l’évaluation exigée aux termes du paragraphe 32.0.3 (1)
comme étant susceptibles d’exposer un travailleur
à un préjudice corporel;
(b) include measures and procedures for summoning
immediate assistance when workplace violence occurs or is likely to occur;
b) inclut les mesures à prendre et les méthodes à suivre pour obtenir une aide immédiate lorsqu’il se
produit ou qu’il est susceptible de se produire de la
violence au travail;
(c) include measures and procedures for workers to
report incidents of workplace violence to the employer or supervisor;
c) inclut les mesures que les travailleurs doivent
prendre et les méthodes qu’ils doivent suivre pour
signaler les incidents de violence au travail à
l’employeur ou au superviseur;
(d) set out how the employer will investigate and deal
with incidents or complaints of workplace violence; and
d) énonce la manière dont l’employeur enquêtera sur
les incidents ou les plaintes de violence au travail
et dont il compte y faire face;
(e) include any prescribed elements.
e) inclut les éléments prescrits.
Assessment of risks of violence
Évaluation des risques de violence
32.0.3 (1) An employer shall assess the risks of workplace violence that may arise from the nature of the
workplace, the type of work or the conditions of work.
32.0.3 (1) L’employeur évalue les risques de violence
au travail qui peuvent découler de la nature du lieu de
travail, du genre de travail ou des conditions de travail.
Considerations
Facteurs à prendre en considération
(2) The assessment shall take into account,
(2) L’évaluation tient compte des facteurs suivants :
(a) circumstances that would be common to similar
workplaces;
a) les circonstances qu’auraient en commun des lieux
de travail semblables;
(b) circumstances specific to the workplace; and
b) les circonstances propres au lieu de travail;
(c) any other prescribed elements.
c) les autres éléments prescrits.
Results
(3) An employer shall,
Résultats
(3) L’employeur :
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3
(a) advise the committee or a health and safety representative, if any, of the results of the assessment,
and provide a copy if the assessment is in writing;
and
a) informe le comité ou un délégué à la santé et à la
sécurité, s’il y en a un, des résultats de l’évaluation
et lui en remet une copie, dans le cas d’une évaluation écrite;
(b) if there is no committee or health and safety representative, advise the workers of the results of the
assessment and, if the assessment is in writing,
provide copies on request or advise the workers
how to obtain copies.
b) informe les travailleurs des résultats de l’évaluation et, dans le cas d’une évaluation écrite, leur en
fournit une copie sur demande ou leur indique
comment en obtenir des copies, s’il n’y a ni comité
ni délégué à la santé et à la sécurité.
Reassessment
Réévaluation
(4) An employer shall reassess the risks of workplace
violence as often as is necessary to ensure that the related
policy under clause 32.0.1 (1) (a) and the related program
under subsection 32.0.2 (1) continue to protect workers
from workplace violence.
(4) L’employeur réévalue les risques de violence au
travail aussi souvent que cela est nécessaire pour que la
politique afférente visée à l’alinéa 32.0.1 (1) a) et le programme afférent visé au paragraphe 32.0.2 (1) continuent
de protéger les travailleurs contre la violence au travail.
Same
Idem
(5) Subsection (3) also applies with respect to the results of the reassessment.
(5) Le paragraphe (3) s’applique également à l’égard
des résultats de la réévaluation.
Domestic violence
Violence familiale
32.0.4 If an employer becomes aware, or ought reasonably to be aware, that domestic violence that would
likely expose a worker to physical injury may occur in the
workplace, the employer shall take every precaution reasonable in the circumstances for the protection of the
worker.
32.0.4 L’employeur qui prend connaissance, ou devrait
raisonnablement avoir connaissance, du fait qu’il peut se
produire, dans le lieu de travail, de la violence familiale
susceptible d’exposer un travailleur à un préjudice corporel prend toutes les précautions raisonnables dans les circonstances pour le protéger.
Duties re violence
Devoirs concernant la violence
32.0.5 (1) For greater certainty, the employer duties
set out in section 25, the supervisor duties set out in section 27, and the worker duties set out in section 28 apply,
as appropriate, with respect to workplace violence.
32.0.5 (1) Il est entendu que les devoirs de l’employeur énoncés à l’article 25, les devoirs du superviseur
énoncés à l’article 27 et les devoirs du travailleur énoncés
à l’article 28 s’appliquent, selon le cas, à l’égard de la
violence au travail.
Information
Renseignements
(2) An employer shall provide a worker with,
(2) L’employeur fournit ce qui suit au travailleur :
(a) information and instruction that is appropriate for
the worker on the contents of the policy and program with respect to workplace violence; and
a) des renseignements et des directives adaptés au
travailleur sur le contenu de la politique et du programme concernant la violence au travail;
(b) any other prescribed information or instruction.
b) les autres renseignements ou directives prescrits.
Provision of information
Fourniture de renseignements
(3) An employer’s duty to provide information to a
worker under clause 25 (2) (a) and a supervisor’s duty to
advise a worker under clause 27 (2) (a) include the duty
to provide information, including personal information,
related to a risk of workplace violence from a person with
a history of violent behaviour if,
(3) Le devoir de l’employeur de fournir des renseignements au travailleur conformément à l’alinéa 25 (2) a)
et le devoir du superviseur d’informer un travailleur
conformément à l’alinéa 27 (2) a) s’entendent notamment
du devoir de fournir des renseignements, y compris des
renseignements personnels, relatifs au risque de violence
au travail de la part d’une personne qui a des antécédents
de comportement violent, si les conditions suivantes sont
réunies :
(a) the worker can be expected to encounter that person in the course of his or her work; and
a) selon toute attente, le travailleur rencontrera cette
personne dans le cadre de son travail;
(b) the risk of workplace violence is likely to expose
the worker to physical injury.
b) le risque de violence au travail est susceptible
d’exposer le travailleur à un préjudice corporel.
Limit on disclosure
(4) No employer or supervisor shall disclose more per-
Restriction de la divulgation
(4) Ni l’employeur ni le superviseur ne doit divulguer,
4
OCCUPATIONAL HEALTH AND SAFETY AMENDMENT ACT (VIOLENCE AND HARASSMENT IN THE WORKPLACE),
2009
sonal information in the circumstances described in subsection (3) than is reasonably necessary to protect the
worker from physical injury.
dans les circonstances visées au paragraphe (3), plus de
renseignements personnels que raisonnablement nécessaire pour protéger le travailleur d’un préjudice corporel.
Program, harassment
Programme : harcèlement
32.0.6 (1) An employer shall develop and maintain a
program to implement the policy with respect to workplace harassment required under clause 32.0.1 (1) (b).
32.0.6 (1) L’employeur élabore et maintient un programme de mise en oeuvre de la politique concernant le
harcèlement au travail exigée à l’alinéa 32.0.1 (1) b).
Contents
Contenu
(2) Without limiting the generality of subsection (1),
the program shall,
(2) Sans préjudice de la portée générale du paragraphe
(1), le programme :
(a) include measures and procedures for workers to
report incidents of workplace harassment to the
employer or supervisor;
a) inclut les mesures que les travailleurs doivent
prendre et les méthodes qu’ils doivent suivre pour
signaler les incidents de harcèlement au travail à
l’employeur ou au superviseur;
(b) set out how the employer will investigate and deal
with incidents and complaints of workplace harassment; and
b) énonce la manière dont l’employeur enquêtera sur
les incidents et les plaintes de harcèlement au travail et dont il compte y faire face;
(c) include any prescribed elements.
c) inclut les éléments prescrits.
Information and instruction, harassment
32.0.7 An employer shall provide a worker with,
Renseignements et directives : harcèlement
32.0.7 L’employeur fournit ce qui suit au travailleur :
(a) information and instruction that is appropriate for
the worker on the contents of the policy and program with respect to workplace harassment; and
a) des renseignements et des directives adaptés au
travailleur sur le contenu de la politique et du programme concernant le harcèlement au travail;
(b) any other prescribed information.
b) les autres renseignements prescrits.
4. (1) Clause 43 (1) (a) of the Act is amended by
striking out “clause (3) (a), (b) or (c)” and substituting
“clause (3) (a), (b), (b.1) or (c)”.
4. (1) L’alinéa 43 (1) a) de la Loi est modifié par
substitution de «l’alinéa (3) a), b), b.1) ou c)» à
«l’alinéa (3) a), b) ou c)».
(2) Subsection 43 (3) of the Act is amended by striking out “or” at the end of clause (b) and by adding the
following clause:
(2) Le paragraphe 43 (3) de la Loi est modifié par
adjonction de l’alinéa suivant :
(b.1) workplace violence is likely to endanger himself or
herself; or
b.1) que de la violence au travail est susceptible de le
mettre en danger;
(3) Subsection 43 (5) of the Act is repealed and the
following substituted:
(3) Le paragraphe 43 (5) de la Loi est abrogé et
remplacé par ce qui suit :
Worker to remain in safe place and available for investigation
Obligations du travailleur de demeurer dans un lieu sûr et de rester
disponible aux fins de l’enquête
(5) Until the investigation is completed, the worker
shall remain,
(5) Tant que l’enquête n’est pas terminée, le travailleur :
(a) in a safe place that is as near as reasonably possible
to his or her work station; and
a) d’une part, demeure dans un lieu sûr aussi près que
raisonnablement possible de son poste de travail;
(b) available to the employer or supervisor for the purposes of the investigation.
b) d’autre part, reste à la disposition de l’employeur
ou du superviseur aux fins de l’enquête.
(4) Subsection 43 (6) of the Act is amended by striking out “or” at the end of clause (b) and by adding the
following clause:
(4) Le paragraphe 43 (6) de la Loi est modifié par
adjonction de l’alinéa suivant :
(b.1) workplace violence continues to be likely to endanger himself or herself; or
b.1) que de la violence au travail est toujours susceptible de le mettre en danger;
(5) Subsection 43 (8) of the Act is repealed and the
following substituted:
(5) Le paragraphe 43 (8) de la Loi est abrogé et
remplacé par ce qui suit :
Decision of inspector
Décision de l’inspecteur
(8) The inspector shall, following the investigation
(8) À la suite de l’enquête visée au paragraphe (7),
LOI DE 2009 MODIFIANT LA LOI SUR LA SANTÉ ET LA SÉCURITÉ AU TRAVAIL (VIOLENCE ET HARCÈLEMENT AU TRAVAIL)
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referred to in subsection (7), decide whether a circumstance described in clause (6) (a), (b), (b.1) or (c) is likely
to endanger the worker or another person.
l’inspecteur décide si une circonstance visée à l’alinéa (6)
a), b), b.1) ou c) est susceptible de mettre le travailleur ou
une autre personne en danger.
(6) Subsection 43 (10) of the Act is repealed and the
following substituted:
(6) Le paragraphe 43 (10) de la Loi est abrogé et
remplacé par ce qui suit :
Worker to remain in safe place and available for investigation
Obligation du travailleur de demeurer dans un lieu sûr et de rester
à la disposition de l’enquêteur
(10) Pending the investigation and decision of the inspector, the worker shall remain, during the worker’s
normal working hours, in a safe place that is as near as
reasonably possible to his or her work station and available to the inspector for the purposes of the investigation.
(10) Tant que l’enquête n’a pas eu lieu et tant que
l’inspecteur n’a pas rendu sa décision, le travailleur demeure, pendant ses heures normales de travail, dans un
lieu sûr aussi près que raisonnablement possible de son
poste de travail et reste à la disposition de l’inspecteur
aux fins de l’enquête.
Exception
Exception
(10.1) Subsection (10) does not apply if the employer,
subject to the provisions of a collective agreement, if any,
(10.1) Le paragraphe (10) ne s’applique pas si l’employeur, sous réserve des dispositions de la convention
collective, le cas échéant :
(a) assigns the worker reasonable alternative work
during the worker’s normal working hours; or
a) donne au travailleur un autre travail raisonnable
pendant ses heures normales de travail;
(b) subject to section 50, where an assignment of reasonable alternative work is not practicable, gives
other directions to the worker.
b) sous réserve de l’article 50, donne au travailleur
d’autres directives s’il est impossible de lui donner
un autre travail raisonnable.
5. Subsection 52 (1) of the Act is amended by striking out “or fire” in the portion before paragraph 1
and substituting “fire or incident of workplace violence”.
5. Le paragraphe 52 (1) de la Loi est modifié par
substitution de «, d’un incendie ou d’un incident de
violence au travail» à «ou d’un incendie» dans le passage qui précède la disposition 1.
6. The Act is amended by adding the following sections:
6. La Loi est modifiée par adjonction des articles
suivants :
Order for written policies
Ordre : politiques écrites
55.1 In the case of a workplace at which the number of
employees regularly employed is five or fewer, an inspector may in writing order that the policies with respect to
workplace violence and workplace harassment required
under section 32.0.1 be in written form and posted at a
conspicuous place in the workplace.
55.1 Dans le cas d’un lieu de travail où le nombre de
personnes régulièrement employées est égal ou inférieur à
cinq, un inspecteur peut ordonner par écrit que les politiques concernant la violence au travail et le harcèlement
au travail exigées aux termes de l’article 32.0.1 soient
formulées par écrit et affichées dans un endroit bien en
vue du lieu de travail.
Order for written assessment, etc.
Ordre : évaluation écrite
55.2 An inspector may in writing order that the following be in written form:
55.2 Un inspecteur peut ordonner par écrit que les évaluations suivantes soient écrites :
1. The assessment of the risks of workplace violence
required under subsection 32.0.3 (1).
1. L’évaluation des risques de violence au travail
exigée au paragraphe 32.0.3 (1).
2. A reassessment required under subsection 32.0.3
(4).
2. La réévaluation exigée au paragraphe 32.0.3 (4).
7. Subsection 70 (2) of the Act is amended by adding the following paragraphs:
7. Le paragraphe 70 (2) de la Loi est modifié par
adjonction des dispositions suivantes :
15. prescribing elements that any policy required under
this Act must contain;
15. prescrire les éléments que doivent comprendre les
politiques exigées par la présente loi;
.
.
.
.
.
33. prescribing restrictions, prohibitions or conditions
with respect to workers or workplaces relating to
the risks of workplace violence;
.
.
.
.
.
.
.
.
.
.
33. prescrire des restrictions, des interdictions ou des
conditions à l’égard des travailleurs ou des lieux de
travail relativement aux risques de violence au travail;
.
.
.
.
.
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OCCUPATIONAL HEALTH AND SAFETY AMENDMENT ACT (VIOLENCE AND HARASSMENT IN THE WORKPLACE),
2009
50. requiring an employer to designate a person in a
workplace to act as a workplace co-ordinator with
respect to workplace violence and workplace harassment, and prescribing the functions and duties
of the co-ordinator;
50. exiger qu’un employeur désigne une personne dans
un lieu de travail pour agir à titre de coordonnateur
du lieu de travail à l’égard de la violence au travail
et du harcèlement au travail et prescrire les fonctions et les obligations du coordonnateur;
51. in the case of a worker described in subsection 43
(2), specifying situations in which a circumstance
described in clause 43 (3) (a), (b), (b.1) or (c) shall
be considered, for the purposes of clause 43 (1) (a),
to be inherent in the worker’s work or a normal
condition of employment;
51. dans le cas d’un travailleur décrit au paragraphe 43
(2), préciser les cas où une circonstance visée à
l’alinéa 43 (3) a), b), b.1) ou c) doit être considérée, pour l’application de l’alinéa 43 (1) a), comme
étant inhérente au travail d’un travailleur ou
comme une condition normale de son emploi;
52. varying or supplementing subsections 43 (4) to
(13) with respect to the following workers, in circumstances when section 43 applies to them:
52. modifier ou compléter les paragraphes 43 (4) à
(13) en fonction des travailleurs suivants, dans les
circonstances où l’article 43 s’applique à ces derniers :
i. workers to whom section 43 applies by reason
of a regulation made for the purposes of subsection 3 (3), and
i. les travailleurs auxquels l’article 43 s’applique en raison d’un règlement pris pour l’application du paragraphe 3 (3),
ii. workers described in subsection 43 (2).
ii. les travailleurs visés au paragraphe 43 (2).
8. The Act is amended by adding the following section:
8. La Loi est modifiée par adjonction de l’article
suivant :
Regulations, taxi industry
Règlements : industrie du taxi
71. (1) The Lieutenant Governor in Council may
make regulations governing the application of the duties
and rights set out in Part III.0.1 to the taxi industry.
71. (1) Le lieutenant-gouverneur en conseil peut, par
règlement, régir l’application, à l’industrie du taxi, des
devoirs et des droits énoncés à la partie III.0.1.
Same
Idem
(2) Without limiting the generality of subsection (1),
the Lieutenant Governor in Council may make regulations,
(2) Sans préjudice de la portée générale du paragraphe
(1), le lieutenant-gouverneur en conseil peut, par règlement :
(a) specifying that all or any of the duties set out in
Part III.0.1 apply for the purposes of the regulations, with such modifications as may be necessary
in the circumstances;
a) préciser que la totalité ou une partie des devoirs
énoncés à la partie III.0.1 s’applique dans le cadre
des règlements, avec les adaptations nécessaires
dans les circonstances;
(b) specifying who shall be considered an employer
for the purposes of the regulations and requiring
that person to carry out the specified duties;
b) préciser les personnes qui sont considérées comme
étant des employeurs pour l’application des règlements et exiger que ces personnes s’acquittent des
devoirs précisés;
(c) specifying who shall be considered a worker for
the purposes of the regulations;
c) préciser les personnes qui sont considérées comme
étant des travailleurs pour l’application des règlements;
(d) specifying what shall be considered a workplace
for the purposes of the regulations.
d) préciser ce qui est considéré comme étant un lieu
de travail pour l’application des règlements.
Commencement
Entrée en vigueur
9. This Act comes into force six months after the
day it receives Royal Assent.
9. La présente loi entre en vigueur six mois après le
jour où elle reçoit la sanction royale.
Short title
Titre abrégé
10. The short title of this Act is the Occupational
Health and Safety Amendment Act (Violence and Harassment in the Workplace), 2009.
10. Le titre abrégé de la présente loi est Loi de 2009
modifiant la Loi sur la santé et la sécurité au travail
(violence et harcèlement au travail).
Program and Human Resources
Committee Report No. C-3
Page 1
February 16, 2010
BOARD POLICY NO. 18
DRAFT
Adopted
Last Revised
Review Date
HASTINGS AND PRINCE EDWARD LEARNING FOUNDATION
1.
PURPOSE
Hastings and Prince Edward District School Board affirms its commitment to enriching the
lives of students through the establishment of the Hastings and Prince Edward Learning
Foundation.
The Learning Foundation exists to provide all students of the Board with expanded
opportunities through fundraising efforts. The Foundation co-ordinates diverse resources to
support projects which are of direct benefit to students but are not funded by standard
sources.
The Hastings and Prince Edward Learning Foundation accomplishes its mission by working
with volunteers, teachers, principals, school staff and donors to provide philanthropic support
for an entire spectrum of enhanced learning opportunities for students.
2.
POLICY
2.1
The Hastings and Prince Edward Learning Foundation is the registered charitable
organization of the Hastings and Prince Edward District School Board. The Board
recognizes the Hastings and Prince Edward Learning Foundation as a separately
incorporated, independent entity governed by a Board of Directors.
2.2
All activities of the Learning Foundation must be compatible with the mission, goals,
policies and procedures of the Board.
2.3
It is the policy of Hastings and Prince Edward District School Board that any donation for
charitable purposes other than student bursaries or external agencies such as, but not
limited to, The Terry Fox Foundation should be performed through the Learning
Foundation.
2.4
The Learning Foundation works to develop partnerships with the community to build a
funding base that ensures the availability of enhanced learning opportunities for students in
Hastings and Prince Edward District School Board schools. The Foundation and its
community partners build on existing programs and explore new ideas for projects which
are responsive to student needs.
2.5
Funding for the Foundation comes from local businesses, grants, community organizations
and concerned citizens who want to provide financial or in-kind support for students. The
Foundation helps donors achieve their charitable goals in support of student learning.
Hastings and Prince Edward District School Board
Policy Handbook
1
Hastings and Prince Edward Learning Foundation
Board Policy No. 18
_____________________________________________________________________________
3.
SPECIFIC POLICY DIRECTIVES
3.1
The Executive Director of the Foundation shall be an employee of the Board. The Learning
Foundation shall cover all other administrative compensation costs, including reimbursing
the Board for the salaries of staff members other than the Executive Director. The
additional staff members shall be considered as Board employees for administrative
purposes.
3.2
The Learning Foundation shall be located in a Hastings and Prince Edward District School
Board facility. The Board shall provide accounting, payroll, and human resources services
to the Learning Foundation. This provision is subject to annual review during the Board
budget process.
3.3
The Learning Foundation shall have a Board of Directors, with the Director of Education
and Superintendent of Financial Services (or designates) for Hastings and Prince Edward
District School Board serving as mandatory voting members. Community and staff
volunteers shall make up the remaining members of the Board of Directors for the Learning
Foundation. These shall be appointed in compliance with the Foundation’s by-laws.
3.4
The operations of the Learning Foundation shall be governed by the by-laws of that
corporation.
3.5
The Learning Foundation shall be accountable for the quality and effective administration
of all projects that it undertakes, and have a business management plan that clearly
defines its accountability, risk management, structures, roles and responsibilities.
3.6
The Hastings and Prince Edward Learning Foundation shall maintain transparency and
accountability of financial reporting and present an annual audited financial report to the
Board at fiscal year-end. The Board reserves the right to review the operations of the
Learning Foundation following receipt of this annual report.
3.7
The Board may at any time re-evaluate its relationship with the Hastings and Prince
Edward Learning Foundation.
Legal References:
Education Act, section 171.1(2) Agreements to Cooperate
Board References:
Board Policy No. 1 Board Mission and Goals; The Achievement in Motion System Plan
Administrative Procedure 182 Sponsorship/Partnership/Fund-Raising; AP 184 Philanthropic Fund-Raising
______________________________________________________________________________________
Hastings and Prince Edward District School Board
2
Policy Handbook
Program and Human Resources
Committee Report No. C-4
Page 1
February 16, 2010
SYSTEM MEMO
2009/10: #70
DATE: February 11, 2010
TO:
Principals and Vice-principals – North Hastings School Group
Teachers – North Hastings School Group
Senior Administration
FROM: Rob McGall, Superintendent of Human Resources Support Services
June Rogers, Superintendent of Education Services
Sue Taylor, Human Resources Officer - Teaching
RE:
Pilot project: North Hastings school group succession planning
Purpose
To initiate a pilot project to support succession planning in the North Hastings school group.
Background
Action steps within the AiM system plan support succession planning as a component of the leadership
strategy identified within the Employee Excellence goal. Over the past few years there has been a
shortage of qualified applicants for vice-principal and principal positions in North Hastings. In some cases,
vice-principal positions have been filled with temporary administrators.
Current situation
A pilot project is being initiated to establish a self-identification process for aspiring leaders interested in
school administration, along with an incentive program that will fund up to 50% of the cost of approved
courses related to moving an aspiring leader into a position of readiness to apply for vice-principal
positions.
The pilot project will make available a maximum of $5,000 each year for the next two years to support
approved applicants who are working on qualifications related to school administration.
Action required
Interested aspiring leaders are encouraged to submit the attached application form outlining their
academic pathway and the course(s) they are currently working on. Forms must be submitted to Sue
Taylor in Human Resources Support Services. All applications for support will be reviewed by a panel of
superintendents, with successful applicants being notified by their school superintendent. Please note
that approved support will only be issued after evidence of successful course completion has been
received in Human Resources Support Services.
Contacts
Sue Taylor, Human Resources Officer - Teaching, ext. 2238, [email protected]
Program and Human Resources
Committee Report No. C-4
Page 1
February 16, 2010
NORTH HASTINGS SCHOOL GROUP
SUCCESSION PLANNING
APPLICATION FORM
NAME:
DATE:
SCHOOL/DEPARTMENT:
COURSE NAME:
START/END DATES:
COURSE DESCRIPTION:
ACADEMIC PATHWAY/COURSE(S) CURRENTLY WORKING ON:
Support requested $
Approved (up to a maximum of 50%) $
_____________________________
Applicant’s signature
Applicants are required to submit an original copy of the paid registration receipt
along with evidence of successful course completion.
SUBMIT TO
SUE TAYLOR, HUMAN RESOURCES SUPPORT SERVICES
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