Bill C 45 OccH&S CCoC - Westray Bill: Employer Criminal Negligence since March '04 скачать в хорошем качестве

Bill C 45 OccH&S CCoC - Westray Bill: Employer Criminal Negligence since March '04

EDUCATIONAL PURPOSES ONLY Oral reading of Bill C-45 Information on Occupational Health and Safety And Amendments to the Criminal Code of Canada *Illegally operating Employers CAN be charged under the Criminal Code of Canada* Government sanctioned policy for protection of the "privileged" in Ontario appears to strip ALL Canadians of the right to Patient Safety without undue biased interference with informed consent and proper treatment and the right to a safe workplace. PROOF??: Disabled man records digitally for no improper purpose other than to fully participate in his own life and accidentally uncovers Labour Board, Workplace Safety and Insurance Board, and Legal System Collusion to Defraud Ontario Employers and unsuspecting and trusting Ontario Patients. Proof uncovered of widespread systemic collusion to cultivate an illegal workplace environment of under 20 employees while this employer effectively doubled the reported accident rate every year between 1999-2004 when a 'worker safety representative' was FINALLY put into place 5 years AFTER THE FACT. Note: the 'accident employer' also had full use of and access to a lawyer to represent the Company the whole time - do any of these actions meet the definition of "acting in good faith" as required to be protected by the Workplace Safety and Insurance Act (WSIA) "no right of action" clause? I say NO. The law is CLEAR. If they are NOT acting "in good faith" then they are NOT protected by the WSIA "no right of action" and ARE able to be brought before both CRIMINAL and CIVIL actions so that ONLY THOSE RESPONSIBLE are HELD RESPONSIBLE - the "accident Employer" who continues to act in "bad faith." When do they determine that a repeat offender is NOT acting in good faith? Do they even evaluate this required LEGAL benchmark in dealing with difficult repeat offenders? Using this determination properly and in the proper context of which it is meant ie to STOP workplace Lost Time Injuries (LTI) and minimize the COSTS associated with LTI especially for those accident employers that do exercise due diligence/good faith and by allowing the laws already in place for those who do not act in good faith (ie no due diligence, no good faith) to be turned over to the criminal and civil courts would improve this system for ALL and more importantly, it currently IS THE LAW as written if PROPERLY argued based on the true intent of the law as written. Imagine that, the bad employers who instead exploit the system can actually be held accountable for their continued non-compliance and cover their own costs through defense of possible Criminal prosecution which may result in an order to never oversee another worker ever again if necessary and have to pay punitive costs to cover medical and other pain and suffering as well as added cost to the system. Isn't that how you reduce LTI and associated costs of manufacturing and labour in Ontario (or anywhere)? NOTE: This is a satirical and somewhat cynical evaluation and raw expression of my personal observations which are meant as a commentary of those experiences and are opinion based on my perception of those experiences. It is to provoke conversations that need to be discussed and examined and hopefully lead to some form of change, even if it may be worth discussion for greater understanding of the real issues facing the ABUSE of disabled Canadians and issues of Patient Safety. Let's Talk "Systemic Government Sanctioned Mental Abuse of Disabled Canadians as Policy" Whether by error, omission or deliberate does not matter; the FACT that this exists AND is WHOLLY OBSTRUCTIVE does... *NOT LEGAL ADVICE: I AM NOT A LAWYER - OPINION ONLY*