HR Heartbeat: Mandatory washrooms at construction sites, UN criticizes Temporary Foreign Workers Program and…

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Welcome to HR Heartbeat, where we give you a rundown of the week's top employment law stories. Stay on the pulse of current trends impacting your business, plus get up-to-the-minute commentary on all things HR and legal.

New construction site requirements in B.C.

Starting October 1, 2024, employers based in B.C.’s construction industry will have an obligation to provide flush toilets, hand-washing facilities, and clean washrooms at all construction sites with at least 25 workers.

Flush toilets and hand-washing facilities must be serviced, cleaned, and sanitized as frequently as necessary.

If you operate a site where it isn’t practical to provide flush toilets, portable toilets must be provided and maintained. But to take this route, you’ll have to provide a reason and evidence for why you’re unable to provide flush facilities and/or hand-washing facilities with running water.

Employers must document and log their compliance with cleaning and washroom maintenance. Plus, you must ensure there’s a process in place that allows workers to report issues.

Well-lit, sanitary, and well-maintained plumbed/flush washrooms with hot and cold running water will ensure workplace hygiene, personal dignity, and attract more female workers to consider joining the construction industry.

For more insights on this topic, ask Bright BrAInbox

What are the statutory requirements for employers in the construction industry related to washroom facilities?

Do construction industry employers have an obligation to have clean-up facilities in place?

UN report criticizes Canada’s Temporary Foreign Worker Program

Following a recent visit to Canadian cities (Ottawa, Moncton, Montreal, Toronto, and Vancouver), the UN Special Rapporteur on Contemporary Forms of Slavery has released a critical report of Canada’s Temporary Foreign Worker Program (TFWP).

Despite a high rate of compliance with local laws, the report highlights ongoing concerns and provides key recommendations for Canadian employers.

The report recommends that employers:

1. Proactively inform temporary foreign workers of their rights under employment standards legislation.
   
2. Conduct regular workplace risk assessments and adopt measures such as modern slavery policies, non-compliance reporting procedures, and employee awareness training.

Implementing these cost-efficient, simple actions in your business goes a long way in protecting your workers’ rights. Staying compliant not only strengthens your business, but helps you stay on the right side of the law, avoid legal fines and reputational damage.

BrightHR’s suite of software, tools, and services makes it easy to tick every box. From carrying out risk assessments to determine dangers in your workplace via BrightSafe to conducting employee training through our e-learning platform BrightLearn.

Manitoba moves to extend temporary work permits

In response to recent changes in Canada’s approach to Temporary Foreign Workers (TFWs), the Manitoba Government has approved an extension for Temporary Work Permits for Skilled Foreign Workers.

This could benefit up to 6,700 TFWs identified by Manitoba, allowing them to continue contributing to the province’s workforce by applying through the Manitoba Provincial Nominee Program (MPNP).

The MPNP also provides a pathway to permanent residency for eligible workers. With this extension, Manitoba businesses can continue to tap into the valuable talent pool of skilled TFWs while helping them take steps toward permanent residency.

Employers across Manitoba looking to retain their skilled foreign workers should inform them of this update and direct them to Manitoba’s resource website for more details on eligibility and application steps.

PEI introduces increased paid sick leave

Starting October 1, 2024, Prince Edward Island’s Bill 106, An Act to Amend the Employment Standards Act, comes into effect—introducing a new paid sick leave program to the province.

Provincially regulated employees will now be eligible to earn up to three days of paid sick leave: one day after 12 months of continuous employment, a second day after 24 months, and a third after 36 months.

Here’s the breakdown:

• Hourly employees must be paid their regular hourly rate multiplied by the hours they would’ve worked.
• Salaried employees will be paid their regular rate for a full day of work.

While implementing these changes to your employee’s sick leave entitlements, it’s important to note that unused sick days cannot be carried over into the next calendar year.

This update will impact how you manage employee absences and payroll, so make sure you’re ready to meet the new requirements before the deadline!

That's it for today! Come back next time for more HR news so you stay ahead of major employment law changes.