...Test Driver's Handbook Online Introduction Ontario's goal is to make its roads the safest in North America, and that's why the Ministry of Transportation has introduced a range of measures to improve the behaviour of all drivers, including new ones. In 1999, more than 860 people were killed and more than 84,000 injured on Ontario roads. The social and economic costs of these collisions have been previously estimated at $9 billion annually. Many collisions are caused by driver error - behaviour like following too closely, speed too fast, failure to yield the right of way, and improper turns and lane changes. And statistics show that new drivers of all ages are far more likely than experienced drivers to be involved in serious or fatal collisions. Ontario campaigns against drinking and driving, aggressive driving and promoting the correct use of seat belts and child safety seats are making a difference. Graduated licensing, which lets new drivers gain skills and experience in low-risk environments, is also helping to develop better, safer drivers. The Driver's Handbook Online gives new drivers the basic information they need about learning to drive in Ontario: the rules of the road, safe driving practices and how to get their licence to drive a car, van or small truck. The ministry recommends that all drivers would benefit from taking a course in advanced driver training....
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...Test Driver's Handbook Online Introduction Ontario's goal is to make its roads the safest in North America, and that's why the Ministry of Transportation has introduced a range of measures to improve the behaviour of all drivers, including new ones. In 1999, more than 860 people were killed and more than 84,000 injured on Ontario roads. The social and economic costs of these collisions have been previously estimated at $9 billion annually. Many collisions are caused by driver error - behaviour like following too closely, speed too fast, failure to yield the right of way, and improper turns and lane changes. And statistics show that new drivers of all ages are far more likely than experienced drivers to be involved in serious or fatal collisions. Ontario campaigns against drinking and driving, aggressive driving and promoting the correct use of seat belts and child safety seats are making a difference. Graduated licensing, which lets new drivers gain skills and experience in low-risk environments, is also helping to develop better, safer drivers. The Driver's Handbook Online gives new drivers the basic information they need about learning to drive in Ontario: the rules of the road, safe driving practices and how to get their licence to drive a car, van or small truck. The ministry recommends that all drivers would benefit from taking a course in advanced driver training....
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...Question 11 on Page 206 By Giiwedin Kakegabon Business Law BUSL 261 John Kennair April 4, 2014 The case between passenger Rose Alder v. Ontario Cruises Inc. and employee Wallis Boatswain can be explained by more then three ways. Passenger Rose Alder suffered head trauma and recovering from serious injuries because an employee of the provincial government was distracted from his duty. Rose alder then decided to sue the company Ontario Cruises Inc. and the employee involved, which was Wallis Boatswain. Ontario Cruises Inc. can be held liable, the government of Ontario can be held liable and Wallis Boatswain can also be held liable for the accident. There are certain steps and things missing that make this case complicated because of certain mistakes and steps that were taken to lead a lawsuit. Ontario Cruises Inc. offers cruises around Lake Ontario at 50 dollars a ticket, which entitles the customer to 3 hours of an enjoyable cruise. At the time of ticket purchase, the customer must sign a “Waiver of Liability”. The waiver states, “The passenger accepts all physical and legal risks of loss or injury. Neither Ontario Cruises Inc. nor its employees shall be held responsible or liable for any loss or injury suffered by any passenger that is caused by the negligence of Ontario Cruises...
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...Ministry of Transportation History * 1896: Government appoints road-building instructor to improve the skills of municipal road builders * 1903: Ontario begins the use of license plates * 1916: Creation of Provincial Department of Public Highways with a staff of 35 * 1925 – 1927: 338,400 registered vehicles in Ontario, drivers were required to obtain an operating license * 1931: Construction of the longest multi-lane highway in the British Empire begins: QEW * 1970’s: Ministry developed light rail transit services Mandate Vision: “To be a world leader in moving people and goods safely, efficiently and sustainably, and to support a globally competitive economy and a high quality of life.” Mandate: Sustainability inSight Size Structure Budget Transportation Infrastructure Public Transit Investments in public transit help manage congestion, support economic growth and contribute to improved quality of life. The Province supports 96 municipal transit systems serving 127 communities through the gas tax transfer. In addition, the Province is supporting key municipal transit projects, including: * up to $416 million towards the renewal of Toronto's streetcar fleet; * up to $600 million towards Ottawa's light rail transit project; * up to $300 million towards Waterloo Region's rapid transit project; and * $870 million towards the extension of the Yonge-University-Spadina subway line to York University and into Vaughan...
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...physical or verbal behaviour that offends or humiliates you...Serious one-time incidents can also sometimes be considered harassment." (Canadian Human Rights Commission, 2013) If left uncheck accusations of workplace harassment could potentially put a business in trouble with the regulatory agencies. In the workplace, employees experience sexual, gender, and racial/ethnic harassment. The Ontario Ministry of Labour has developed recommendations and guidelines as a way to reduce the occurrences of workplace harassment. On the other hand, employers also a responsibility to put in place “best practices” for employees to follow to ensure a safe work environment for everyone. Intervention is needed because persons who experience harassment have a hard time fight back. Because laws on workplace harassment are not sufficient to punish harassers. The act of workplace harassment/violence on the job is considered a legal and ethical issue. According to Ontario law, employers, managers, and unions have to thwart actively and monitor occurrences of workplace harassment to be in compliance with the “Ontario human rights code.” (Labour, 2015) Additionally, employers must also provide training on workplace harassment when they hire new employees. In doing so, employees become more aware of types of workplace harassment so that they know the signs of abuse. Harassment in the workplace is also considered an ethical issue because many individuals have morals. Our morals help us determine if an...
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...HRM855 – The legal Environment | Bullying in the Workplace | The law, its implications, and the future | For: Bob Thompson | By: Anthony DeRose Mike MortonPerna CaputoSaralyn ManzanoTara Knight | 3/24/2015 | | Bullying in the workplace is a serious issue and more prevalent than ever. The University of Windsor’s Odette School of Business in 2011 found 40% of Canadians experience one or more acts of workplace bullying a week. The Canadian Safety Council reports that 75% of victims quit (CBC News). Not only does workplace bullying have serious negative consequences for an individual’s career, it can have a devastating impact on mental and physical health. The damages associated with bullying are exemplified in the following. The legislation in Canada that protects workers from bullying is in its infancy. It does not use the term bullying at any point. Victims of bullying can receive remediation through the common law and statutes. However, as Human Resources Professionals it is our legislated duty to provide safe workplaces for the employees we manage. Additionally, our responsibility is to mitigate the costs of litigation posed by bullying. Proactive HR policies that emphasize education and open communication, combined with legislation that deters this negative pattern of behaviour will help to minimize this risk and associated expenses. ------------------------------------------------- What is workplace bullying? According to the Canadian Centre for Occupational...
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...a unicorn flying a fleurs-de-lis flag. A red ribbon around the shield says "desiderantes meliorem patriam". Below is a blue scroll inscribed "A mari usque ad mare" on a wreath of flowers. Flag Coat of arms Motto: A Mari Usque Ad Mare (Latin) "From Sea to Sea" Anthem: "O Canada" Royal anthem: "God Save the Queen"[1][2] Projection of North America with Canada in green Capital Ottawa 45°24′N 75°40′W Largest city Toronto Official language(s) English and French Recognised regional languages Chipewyan, Cree, Gwich’in, Inuinnaqtun, Inuktitut, Inuvialuktun, Slavey (North and South) and Tłįchǫ[3] Demonym Canadian Government Federal parliamentary democracy and constitutional monarchy[4] - Monarch Elizabeth II - Governor General David Johnston - Prime Minister Stephen Harper - Chief Justice Beverley McLachlin Legislature Parliament - Upper house Senate - Lower house House of Commons Establishment - British North America Acts July 1, 1867 - Statute of Westminster December 11, 1931 - Canada Act April 17, 1982 Area - Total 9,984,670 km2 (2nd) 3,854,085 sq mi - Water (%) 8.92 (891,163 km2/344,080 mi2)...
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...Summary of Environmental Opportunities & Threats 5 Implications for Strategy Development 5 Industry 5 Classification & Definition of Industry 5 Analysis of Existing Competitors 5 Analysis of Potential New Entrants 6 Analysis of Substitute Products 6 Analysis of Suppliers & Buyers 6 Summary of Industry Opportunities & Threats 7 Implications for Strategy Development 7 Organization 7 Objectives & Constraints 7 Financial Condition 8 Organizational Structure 8 Organizational Culture 9 Summary of the Firm’s Strengths & Weaknesses 9 Implications for Strategy Development 10 Marketing Strategy 10 Objectives & Constraints 10 Analysis of Sales, Profits & Market share 11 Analysis of Target Markets 11 Analysis of Marketing Mix Variables 12 Summary of the Marketing Strategy’s Strengths and Weaknesses 12 Implications for Strategy Development 12 Problems Found in Situation Analysis 13 Statement of Primary Problem 13 Evidence of Problem 13 Effects of Problem 13 Statement of Secondary Problem 13 Evidence of Problem 13 Effects of Problem 14 Strategic Alternatives for Solving Problems 14 Description of First Strategic Alternative 14 Benefits of First Alternative 14 Costs of First Alternative 14 Description of Second Strategic Alternative 15 Benefits of Second Alternative 15 Costs of Second Alternative 15 Description of Third Strategic Alternative 16 Benefits of Third Alternative 16 Costs...
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...The English Language Proficiency Test (ELPT) was the name of a SAT II last administered in January 2005. It was a one-hour multiple choice test given on English language proficiency by the College Board. A student whose native language was not English could have chosen to take this test instead of or in addition to Test of English as a Foreign Language (TOEFL) for college entrance depending upon requirements of the schools in which the student was planning to apply. Until 1994, the SAT II's were known as Achievement Tests. The ELPT assessed both the understanding of spoken and written standard American English and the ability to function in a classroom where English is spoken. The test was intended for students whose best language was not English; who attend U.S. high schools, or who had studied in an international school where courses were taught in English; had completed two to four years of English language instruction in an English as a Second Language program or in English enrichment courses; and/or students who spoke a language other than English at home or work. It was scored on a scale of 901 to 999. Data gathering Procedure After the discussion for formulating survey questionnaire by the researchers, subsequently, it has been checked by our adviser, ______________________ then, the research instrument will come up validation process. It was validated by_____________________ of English department. Revision were suggested by the evaluators and it was all incorporated...
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...the employer has a payroll in Ontario of at least $2.5 million, and the employee has given at least five years of service, the employee is also entitled to statutory severance pay of one week per year to a maximum of 26 weeks. In addition to legislation, the common law (judge-made law) automatically incorporates into every employment relationship (written or not) the concept of “reasonable notice of termination.” human rights legislation aims to protect individuals from certain forms of discrimination. In Ontario the Human Rights Code prohibits discrimination in all aspects of employment, including recruitment and hiring. You as employer must ensure employees are not discriminated against because of their race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offences, marital status, family status and handicap. The Human Rights Code also has specific harassment (including sexual harassment) provisions and recognizes damages for loss of dignity. A breach of the Human Rights Code can also form the basis for a claim of constructive dismissal. The Human Rights Code is enforced by the Human Rights Tribunal of Ontario. The broad remedial powers of the Ontario Human Rights Tribunal include monetary compensation, reinstatement, and cease-and-desist orders. We can recommend steps that you can be taken to minimize the risk that an employee will file a human rights complaint with the Ontario Human Rights Tribunal. http://www...
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...academic leaders promotes education policies and teaching practices that promote a civic culture inclusive of diversity (Butler, 2000). According to Lumby et al. (2007), “a powerful commitment to equality and diversity is viewed by many as integral to progressing further education’s strategic mission. The sector has long been committed to such values, historically focused on an inclusive approach to education and training.” In higher education, in particular, it is essential to developing critical thinking. “The incorporation of diversity into pedagogical practices in higher education changes societal mindsets and challenges the structural arrangement of persons in society” (Campbell, 2000). It has been a high priority in Ontario for more than a decade (Ontario Ministry of Education, 2008). Research shows that: • Diverse leadership plays an important symbolic role in shaping the aspirations of young people (Blau & Stearns, 2003). Failure to provide positive role models can lead to social exclusion, which carries with it very high social and economic costs (Ryan et. al. 2007). • Under the right conditions a more diverse leadership has the potential to raise the performance of the sector to the benefit of learners, staff and the business community (Aguirre & Martinez, 2002). • Visible minority school leaders can be strong role models to visible minority students and can help promote minority students’ academic success, which in turn is essential to...
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...Appendix Glossary of Clinical Terms References 3 4 4 4 5 5 6 8 9 11 12 OuR MISSIOn is to protect the public’s right to quality nursing services by providing leadership to the nursing profession in self-regulation. OuR vISIOn is excellence in nursing practice everywhere in Ontario. Infection Prevention and Control ISBN 1-897074-32-8 Pub. No. 41002 Copyright © College of Nurses of Ontario, 2009. Commercial or for-profit redistribution of this document in part or in whole is prohibited except with the written consent of CNO. This document may be reproduced in part or in whole for personal or educational use without permission, provided that: • Due diligence is exercised in ensuring the accuracy of the materials reproduced; • CNO is identified as the source; and • The reproduction is not represented as an official version of the materials reproduced, nor as having been made in affiliation with, or with the endorsement of, CNO. First published February 1996 as Infection Control Guidelines (ISBN 1-894557-33-6) Reprinted January 2000, October 2000, revised for Web June 2003, reprinted January 2004 as Infection Control (ISBN 1-894557-44-1) Revised June 2004, December 2005. Reprinted May 2008 (ISBN 1-897074-32-8). Updated in June 2009. Additional copies of this document may be obtained by contacting CNO’s Customer Service Centre at 416 928-0900 or toll-free in Ontario at 1 800 387-5526. College of Nurses of Ontario 101 Davenport Rd. Toronto, ON M5R 3P1 www.cno.org Ce fascicule...
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...Research Paper Racism and Immigration Rémi Drapeau Student ID: C3623 Mailbox # SH649 Work presented to Kimberly Cook, course professor Social Problems & Their Impact on the Workplace BA Organizational Management, OM3413 Degree Completion Program Crandall University April 12th, 2016 Introduction 5 What Is Racism and who does it affect? 6 Challenges in the labour market 8 Who are the Muslims in Canada? 10 Aboriginals in Canada 11 References 13 Introduction Racism, immigration and exclusion are topics that seem to go hand in hand. From what I have learnt in the past few weeks, they are all far more present than I had realized. We see it in schools, justice system, job market etc. In the next few pages I will explain how they correlate in Canada today. More specifically relating to aboriginals and Muslims. Canada is home to more than 200 ethnic groups, with 16% of its population (over five million individuals) identifying as a visible minority. Information from the Census showed that Canada’s visible minority population grew 27% from 2001 to 2006, five times faster than the population as a whole. The diversity of Canada’s population is expected to continue to increase over the next two decades. According to projections by Statistics Canada up to 14.4 million Canadians (or about one-third of the population) will be members of a visible minority by 2031. The religious composition of the country is also changing, with some of the largest...
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...Abstract The purpose of this paper is to discuss if pay equity legislation has worked to eliminate the wage gap between males and females in the workforce. This paper will discuss current pay equity legislation. Federal legislation includes the Canadian Human Rights Act, the Equal Wages Guidelines, and the Canada Labour Code, Part III. Provincial legislation includes the Ontario Pay Equity Act. This paper will also cover a brief time line of the history of pay equity and who is actually covered by pay equity legislation. Lastly, this paper will discuss the gender wage gap and why it exists. Graphs from Statistics Canada will aid in demonstrating the current wage gap and the significant difference in pay for males and females. Has Pay Equity Legislation Worked? Men and women are different in many ways, physically, genetically and anatomically; however they are the same in that they are both human beings who have a right to fair and equal treatment. All throughout history women seem to have taken a back seat to their male counterparts, as women were not officially deemed persons until 1929 after a Supreme Court hearing, they had to struggle to get recognition in the workplace, and to this day are continually fighting for pay equity in the workplace. Pay equity is defined as “the principle that men and women should be compensated equally for work requiring comparable skills, responsibilities, and effort” (Pay Equity, n.d., para. 1). The goal of pay equity “is to stop discrimination...
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...Elias wrote this case under the supervision of Professor Roderick E. White solely to provide material for class discussion. The authors do not intend to illustrate either effective or ineffective handling of a managerial situation. The authors may have disguised certain names and other identifying information to protect confidentiality. Richard Ivey School of Business Foundation prohibits any form of reproduction, storage or transmission without its written permission. Reproduction of this material is not covered under authorization by any reproduction rights organization. To order copies or request permission to reproduce materials, contact Ivey Publishing, Richard Ivey School of Business Foundation, The University of Western Ontario, London, Ontario, Canada, N6A 3K7; phone (519) 661-3208; fax (519) 661-3882; e-mail cases@ivey.uwo.ca. Copyright © 2010, Richard Ivey School of Business Foundation Version: (A) 2010-07-09 It was nearing the end of another busy day, and Connie Clerici’s last appointment had been cancelled. Clerici was glad to have some time to reflect on both her business and her personal situation before the meeting with her advisory board, scheduled for the next day, September 25, 2009. She knew the business environment of her company, Closing the Gap (CTG), continued to change, presenting opportunities and challenges. She wanted to be prepared for a productive discussion with her board about how she and her company should address the changing home...
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