LAWS & ANNOUNCEMENTS
Aug.: Enforcement of new 2018 Canadian Electrical Code provisions officially began, including changes affecting:
- Power over Ethernet (POE)
- Installation of identified conductors at control locations
- Arc fault circuit interrupters
- Disconnecting means for LED luminaires
- Tamper resistant receptacles
- GFCI protections for wet areas
- Electric vehicle energy management systems
- Maximum continuous loads
Aug. 27: Police officers can now use roadside oral fluid screening equipment to detect whether drivers are impaired by THC, the principle ingredient in cannabis and cocaine. Remember that after legalization, THC-impaired driving will still be illegal even if the use that causes it is legal.
Oct. 5: That’s the deadline to comment on Canada’s most innovative workplace violence and harassment bill since Ontario Bill 168. Highlights of Bill C-65:
- Stronger privacy and reprisal protections for employees who complain of harassment
- New employee right to have complaints investigated by neutral third parties and resolved via informal resolution
- Employee right to sue employer for not protecting them from violence/harassment for up to 3 months after employment ends.
Sept. 21: Comments end on proposed new regulations affecting the reporting and notification obligations of Class II nuclear facilities under the Nuclear Safety and Control Act.
Sept. 28: That’s when the MOE will complete its public review of new greenhouse gas emissions for light-duty vehicles for model years 2022-2025.
Aug. 1: New Species At Risk Act regulations protecting the critical habitat of the Western Chorus Frog took effect.
Aug.: Good news for federally-regulated companies participating in the Ontario workers’ comp program as Schedule 2 employers: The WSIB is giving you a one-time credit accounting for the disparity between the 2017 Schedule 2 provisional rate of 27.9% and the actual administrative rate of 21.72%. adjustmentThe actual 2017 Schedule 2 provincial administration rate for decreased to 29.73% from the provisional rate of 35.5%. Result: Schedule 2 employers will receive a one-time credit adjustment. Federally regulated employers will also get a credit adjustment as a result of the disparity between the federal administration and provisional rate, i.e., 21.72% vs. 27.9%, respectively.