This guide to the law for hospitals, long-term care homes and home care aims to help employers, supervisors and workers understand their obligations under the Occupational Health and Safety Act (OHSA) and O. Reg. 67/93 – Health Care and Residential Facilities Regulation, including workplace violence prevention.

Employers that employ 25 or more employees in Ontario on January 1 of any year are required to have a written policy on disconnecting from work (i.e., not engaging in work-related communications, including emails, telephone calls, video calls or sending or reviewing other messages, to be free from the performance of work).

A clear stance on harassment, bullying and any behaviour that undermines midwives in any work setting. An invitation to denounce bullying in practice groups, birth centres, hospitals and all other places of work and life and address it through a four-prong approach.

A clear stance on diversity, equity, and inclusion and the development of an Anti-Discrimination and Anti-Harassment policy in midwifery.

A clear stance on racial justice and a call to address and dismantle both the systemic and interpersonal racism in midwifery.

A professional leave of absence seen as a development experience meant to foster growth and revitalize careers.

This document outlines the accommodation process and provides guidance to help managers and supervisors take proactive steps to ensure employees with mental illness are offered appropriate supports.

Ensure that dentists who must withdraw from practice to undergo treatment for mental health or addiction reasons keep their practice viable in their absence (see p. 7).

For dentists, the process of returning to work after treatment for mental health or addiction problems can be extremely challenging. There is a need for a policy to address and protect the future insurability of the dentist for short- or long-term disability once they have undergone rehabilitation (see p. 7).