|►||MPAC’s RfR Deadline Fast Approaching|
|►||Employment Standards Poster|
|►||NGCOA Canada Reacts to Bill 148 - Fair Workplace Employment - Sept. 6, 2017|
|►||Dramatic Changes to Minimum Wage in Ontario|
|►||MOL Summer Inspection Blitz|
|►||Resources to help you create workplace harassment & violence policies & programs|
|►||Does your dress code pass the Ontario Human Rights Commission Code of Conduct?|
|►||Don't get caught by government inspectors: resources on changes & new legislation|
|►||IPM Accreditation Program: updated policies & procedures|
|►||IPM Desk Reviews due January 31, 2017|
|►||Workplace Violence and Workplace Harassment Policy [Bill 132]|
|►||Key Issues Facing the Golf Industry|
The NGCOA Canada Property Tax Committee continues to work closely with MPAC in making sure your assessments have been accurate and fair. This is a great working relationship and in the interest of your protection and with the impact of the new Ontario minimum wage legislation “Bill 148” which came into effect on Jan 1st 2018; we suggest filing a Request for Reconsideration (RFR) so that if there is a change in the current agreement your property will qualify for an adjustment for 2018.
Below is a copy of the 2018 Request for Reconsideration (RfR) form for non-residential properties and the Golf Course Methodology Guide for property owners to review as part of the reconsideration process.
MPAC’s web site (www.MPAC.ca) has all of the information a property owner requires should they want to become more informed about their individual property. You will need your assessment roll number for access to their individual property information.
The Legislated deadline for filing RfR’s is March 30, 2018.
The following letter from Premier Wynne was received in response to NGCOA Canada's letter sent August 18, 2017 expressing concern and requesting changes to Bill 148. To view a copy of the response received from Premier Wynne, please click on the button below.
Bill 148, Fair Workplaces, Better Jobs Act, 2017 has been a hot topic in our industry as well as with small businesses throughout Ontario.
Some of the key points in the bill that the NGCOA Canada has focused on are:
NGCOA Canada Sends Letter to Premier Wynne
Your Association is working hard on your behalf on this issue. See below for an update on what the NGCOA Canada has done in response to this critical issue.
Letter to Premier Wynne
NGCOA Canada sent a letter to Premier Wynne on August 18, 2017 expressing its concern and requesting changes to Bill 148. A copy of the Fair Workplace Employment position statement developed by the NGCOA Canada in support of our members accompanied the letter to Premier Wynne. Click on the buttons below to view the letter and the Position Statement.
Members of NGCOA Canada and our Ontario Chapter Advisory Boards presented at 3 of the 10 hearings: July 12 in Ottawa, July 18 in Kitchener-Waterloo, and July 19 in Niagara. Click on the button below to view a transcript of the Ottawa presentation.
Letter Submission to Standing Committee of Finance & Economic Affairs
In addition to open hearings, the Ontario government requested organizations to submit a written letter outlining their concerns. Please click on the button below to view the NGCOA Canada submission.
Meeting with MPP Ted Arnott
Your Association continues to work on your behalf in response to Bill 148: Fair Workplace Employment. On August 30th, Shawn Hunter, Regional Director of NGCOA Canada - Southwestern Ontario joined Cory Janzen, Superintendent Westmount G & CC and Sally Ross, Manager OGSA in meeting with MPP Ted Arnott (Critic, Environment and Climate Change and Critic,Labour) to discuss potential changes in pesticide usage reporting and the minimum wage increase and how changes to legislation on these issues impact the golf industry.
The feature article in the fall issue of Golf Business Canada magazine provides an overview on the impact of the minimum wage increase to the golf industry. Click on the button below to read the article.
Under the banner “Fair Workplaces, Better Jobs”, Premier Kathleen Wynne has announced the Ontario government is taking historic action to create more opportunity and security for workers. This includes hiking the minimum wage to $15/hr, ensuring part-time workers are paid the same hourly wage as full-time workers, introducing paid sick days for every worker and stepping up enforcement of employment laws.
|Minimum Wage Categories||Current to Sept. 30, 2017||Oct. 1, 2017 to Dec. 31, 2017||Jan. 1, 2018 to Dec 31, 2018||Jan 1 2019 to Sept. 30, 2019|
|General Minimum Wage||$11.40 / hour||$11.60 / hr||$14.00 / hr||$15.00 / hr|
Students under 18 who work not more than 28
hours per week when school is in session; or
work during a school break or summer holidays
|$10.70 / hour||$10.90 / hr||$13.15 / hr||$14.10 / hr|
|Liquor Servers||$9.90 / hour||$10.10 / hr||$12.20 / hr||$13.05 / hr|
The Ontario government is also moving forward with a landmark package of measures, including:
The government will also propose measures to expand family leaves and make certain that employees are not misclassified as independent contractors, ensuring they get the benefits they deserve. To enforce these changes, the province will hire up to 175 more employment standards officers and launch a program to educate both employees and small and medium-sized businesses about their rights and obligations under the Employment Standards Act.
For the official announcement from Ontario government, please click here.
For detailed background information, click here.
The Ministry of Labour will once again be visiting many golf courses in the Eastern Ontario region over the next couple months. In addition to the expected interest for these inspections of general compliance with Ontario’s Employment Standards Act (2000) , with a major focus on Young and Temporary Foreign Worker Safety at your facility; inspectors will focus on employment standards such as:
Everyone should be able to work in a safe and healthy workplace. The Occupational Health and Safety Act sets out roles and responsibilities of workplace parties with respect to workplace violence and workplace harassment including developing and implementing policies and programs and providing information and instruction on these.
The table below provides some key links to online resources to help you create policies and programs that need to be in place at your facility:
|Understanding the Law - Workplace Harassment & Violence||INFO|
|Preventing Workplace Violence & Harassment||INFO|
|Workplace Harassment: Investigation by the Employer||INFO|
|Investigation Template for Incidents or Complaints||INFO|
|Sample Workplace Harassment Policy (simply copy and insert your club name)||DOWNLOAD|
|Sample Workplace Harassment Program (simply copy and insert your club name)||DOWNLOAD|
|Sample Workplace Violence Policy (simply copy and insert your club name)||DOWNLOAD|
|Sample Workplace Violence Program (simply copy and insert your club name)||DOWNLOAD|
|Toolbox and Electronic Assessment Tool for Workplace Violence Assessment||DOWNLOAD|
Recently, some Ontario restaurants have come under fire for their sexist and discriminating dress code requirements specifically for female servers. As you know, employers can have dress codes but only if they do not violate the Ontario Human Rights Code. Employers need to review their dress codes and remove discriminatory requirements otherwise they make themselves vulnerable to human rights complaints. Click on the button below for more information taken directly from the Ontario Human Rights Commission.
With the start of a new golf season in the province comes the possibility of surprise inspections from various government agencies. Ensure a well-prepared staff by reviewing the resources below on changes to Accessible Customer Service Standard, key information from the Alcohol and Gaming Commission of Ontario, tools to prepare for Ministry of Labour site inspections and occupational health & safety training.
Accessible Customer Service Standard changes now in effect.
Key information (and printable Tip Sheets) for liquor licensees and their staff from the Alcohol and Gaming Commission of Ontario.
Guide for Liquor Sales Licensed Establishment from the Alcohol and Gaming Commission of Ontario.
Ministry of Labour Occupational Health & Safety Training and Awareness.
Tools to help you prepare for Ministry of Labour site inspections.
An updated policies & procedures document for the IPM Golf Accreditation Program has now been posted on the IPM Council of Canada’s home page.
This updated document contains the following changes:
You can also visit www.ontarioipm.com for more information on the Integrated Pest Management Accreditation Program.
IPM Desk Reviews from the 2016 season are due January 31 2017. Any Desk Reviews submitted after that time is subject to a late fee, and no desk reviews will be accepted after May 31st 2017.
What happens if I do not submit?
Not submitting a desk review will result in a golf course being demoted from level 2 accreditation to level 1 accreditation or from level 1 accreditation to registered level. Please note that Level 2 Accreditation is what is required by the Ontario Ministry of the Environment and Climate Change to legally use Class 9 pesticides.
Please be aware the submission of desk reviews is the responsibility of the registered golf course; and although most courses leave the reporting to their IPM Certified Agent, it is the course owner’s responsibility to make sure the desk review is submitted. More information is available here.
National / Ontario
Advocacy is an integral part of your Association’s dedication to provide our members with the business support necessary to develop initiatives and programs within an effective networking environment to enable you to operate more efficient and profitable golf facilities.
Renewing your NGCOA Canada membership is the single most cost efficient and effective way to ensure a healthy, viable golf industry.
Click here to view the current list of National Advocacy Issues.
Click here to view Ontario's Advocacy Issues.
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