Human Resources Legislative Update
Ontario Tables Pandemic and Emergency Preparedness Bill
Date: March 31, 2022
On March 29, 2022, the Ontario government introduced A Plan to Stay Open which sets out healthcare initiatives to ensure the healthcare system is better able to respond to a crisis, among other things.
On the same day, it tabled Bill 106, Pandemic and Emergency Preparedness Act, 2022 (Bill 106), omnibus legislation which gives effect to various initiatives contained in the announcement.
If passed, Bill 106 would, among other things:
- enact the Supporting Retention In Public Services Act, 2022, which would:
- permit a Minister, for the purpose of supporting the provision of public services, to provide funding for employers to enhance the compensation paid to employees of the employer
- set out the eligibility for the compensation enhancement program by regulations
- provide that an agreement between an employer and a union or a bargaining agent is not required in order for the employer to make payments under the compensation enhancement program
- provide that compensation granted under the compensation enhancement program is deemed not to be new or increased compensation for the purposes of the Protecting a Sustainable Public Sector for Future Generations Act, 2019 (Bill 124)
- set out the treatment of a prescribed compensation enhancement program under the Pay Equity Act.
- amend the Regulated Health Professions Act, 1991 to prohibit the colleges of a health profession or group of health professions established under a health profession statute from requiring Canadian experience as a qualification for registration, subject to any exemptions provided for in the regulations, among other things
- amend the Personal Health Information Protection Act, 2004 to add additional regulation-making powers.
Please contact your regular Hicks Morley lawyer should you have any questions about Bill 106.
Editor’s Note: On April 14, 2022, the Ontario government passed the Pandemic and Emergency Preparedness Act, 2022.
The article in this client update provides general information and should not be relied on as legal advice or opinion. This publication is copyrighted by Hicks Morley Hamilton Stewart Storie LLP and may not be photocopied or reproduced in any form, in whole or in part, without the express permission of Hicks Morley Hamilton Stewart Storie LLP. ©
