2013-14 CRCHC Review of Compliance with Legislation
LEGISLATION DIRECTLY AFFECTING NOT-FOR-PROFITS IN ONTARIO
1) Accessibility for Ontarians with Disabilities Act
Description
Applicability to CHCs
Compliance
The Accessibility for Ontarians with Disabilities Act, 2005 (AODA) provides a way for Ontario
to become barrier-free by 2025. AODA callS for the development of standards for
accessibility in five key areas of daily living: Customer Service, Information and
Communications, Employment, Transportation, and Built Environment.
11 universal standards are to be
reflected in organizational policy
CRCHC is in full compliance. Submitted 2 mandatory reports to the ministry.
 Accessibility standards in Place: all staff trained, all policies approved and
disseminated
Description
Applicability to CHCs
Compliance
Establishes “a comprehensive program of old age pensions and supplementary benefits
in Canada”. Regulations require employers to regularly submit statutory employer
contributions and employee payroll deductions from employee earnings, and that a
record of employment be completed on termination of employment.
Covers deductions from employees as per the Income Tax Act as well.
Requires corporations to keep records and books of account and every account and
voucher (including computer records) to verify payments for 6 years from the end of the
year in which they were created.
Requires employers to require employed individuals to have a Social Insurance Number
within 30 days of turning 18.
The Act hold directors of the company
jointly and severally liable, together
with the corporation, to pay the
government the amount and interest
thereon and penalties assessed if the
corporation fails to deduct or remit
appropriate amount. The Ontario
Corporations Act also makes board
members responsible for default of
payment for salaries and benefits.
Canada Revenue Agency – Statement of Account as of March 18th. 0$ owing
2) Canada Pension Plan Act
File: Legislation Compliance Review for 2012-2013
No employees have been terminated or ceased employment this year.
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3) Canadian Human Rights Act
“The purpose of this Act is to extend the laws in Canada to give effect, within the
purview of matters coming within the legislative authority of Parliament, to the principle
that all individuals should have an opportunity equal with other individuals to make for
themselves the lives that they are able and wish to have and to have their needs
accommodated, consistent with their duties and obligations as members of society,
without being hindered in or prevented from doing so by discriminatory practices based
on race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital
status, family status, disability or conviction for an offence for which a pardon has been
granted.” R.S., 1985, c. H-6, s. 2; 1996, c. 14, s. 1; 1998, c. 9, s. 9.
Defines discrimination, hate
messages, harassment, sexual
harassment, retaliation,
accommodation of needs, etc. Useful
basis for anti-discrimination, antiracism, policies.
Policy 4-24 Employment Equity
Policy 4-01 Staff Rights
Establishes the duty on the part of any
person, including professionals
providing services to children, to
report to the Children’s Aid Society
any suspicions that the person might
have that a child has suffered physical
harm, emotional harm or sexual
abuse, or is at risk of suffering physical
harm, emotional harm or sexual
abuse. Also, a report must be made
where a child requires medical
treatment and the parent or guardian
refuses to give consent to such
treatment.
Policy 8-11 Reporting Child abuse and neglect
Fully Compliant
4) Child and Family Services Act
This Act establishes rules for protecting children. Among its provisions is to set out the
principles for determining what is in the best interests of a child in need of protection.
Fully Compliant
5) Corporations Act
The Corporations Act relates to the formation and operation of corporations in Ontario
and covers a wide variety of topics such as: how to incorporate, naming corporations,
types of corporations, powers of corporations, objects of corporations, reporting
requirements, appointment, qualifications and paying of auditors, annual meeting
requirements and procedures, content of by-laws, definition, election, duties,
qualifications, insuring, of officers and directors, disclosure of (conflict) of interest,
classes and appointment of membership, and record keeping.
If a not-for-profit is incorporated
under the Corporations Act, then its
corporate existence is governed by
this Act. Part III is about Corporations
Without Share Capital (commonly
known as non-profits).




By-laws – agm requirements, terms of office in place
Annual Audit – appt of auditors 2013 Audit complete
Board minutes – declaration of conflict of interest
Annual meeting e.g. election of officers
** we are awaiting the 2010 not for profit corporations act to be put into effect. See below
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2013-2014 CRHCH Review of Compliance with Legislation
6) Employer Health Tax Act
Sets out the requirements for employers to deduct and remit to the federal government
tax on employees’ income. Also, sets out the requirements to register and to maintain
registration as charity. Finally, sets out the exemption from income tax, under certain
conditions, of non-profit organizations.
Administrators and directors of a
corporation can be held responsible
for statutory deductions (including
interest and penalties) not made or
deductions collected but not paid to
Canada. S. 227.
Employer Health Tax Account Summary $0 owing dated April 23, 2014
Board members should be appraised
regularly of the organization’s
compliance with salary and benefits
commitments, and payment of
mandatory deductions, as they are
‘jointly and severally’ liable for
organizations ability to pay.
The management and the board
should be familiar with the Act and
their respective responsibilities.
Human resource policies will draw on
requirements of this Act.
Policy #
4-13 Performance Management
4-20 Termination of Employment
4-15 Progressive Discipline
4-29 Hours of work/Overtime
4-32 Group Insurance
4-34 Statutory Holidays
4-35 Vacation
4-36 Sick Leave
4-37 Medical Leave
4-38 Pregnancy and Paternal Leave
4-39 Other Leave
2012-2013 Registered Charities Return – Form #3010 submitted Sept 27, 2013
7) Employment Standards Act
This Act establishes the basic relationship between employees and employers employed
in the jurisdiction of Ontario, and defines many work related terms including: public
holiday, regular rate (of pay or wages), regular work day, regular work week, statutory
notice, trade union, wages, work week, etc. The Act covers: posting of information
concerning rights of employees and obligations of employees. continuity of employment,
Payment of wages, record keeping, hours of work and eating periods, overtime pay,
minimum wage requirements, public holidays, vacation pay, equal pay for equal work,
payment of benefit plans, leaves of absence including pregnancy leave, parental, and
emergency leaves, termination, severance, and recall, use of lie detectors, liability of
directors. complaint processes, enforcement, penalties, etc.
“Directors’ liability for wages
81. (1) The directors of an employer are jointly and severally liable for wages as provided
in this Part if,
(a) the employer is insolvent, the employee has caused a claim for unpaid wages to be
filed with the receiver appointed by a court with respect to the employer or with the
employer’s trustee in bankruptcy and the claim has not been paid;
(b) an employment standards officer has made an order that the employer is liable for
wages, unless the amount set out in the order has been paid or the employer has applied
to have it reviewed;
(c) an employment standards officer has made an order that a director is liable for
wages, unless the amount set out in the order has been paid or the employer or the
director has applied to have it reviewed; or
(d) the Board has issued, amended or affirmed an order under section 119, the order, as
issued, amended or affirmed, requires the employer or the directors to pay wages and
the amount set out in the order has not been paid.
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8) Employment Equity Act
The purpose of this Act is to achieve equality in the workplace so that no person shall be
denied employment opportunities or benefits for reasons unrelated to ability and, in the
fulfilment of that goal, to correct the conditions of disadvantage in employment
experienced by women, aboriginal peoples, persons with disabilities and members of
visible minorities by giving effect to the principle that employment equity means more
than treating persons in the same way but also requires special measures and the
accommodation of differences.
Defines employment equity and the
responsibilities of employers to:
“(a) identifying and eliminating
employment barriers against persons
in designated groups that result from
the employer's employment systems,
policies and practices that are not
authorized by law; and
(b) instituting such positive policies
and practices and making such
reasonable accommodations as will
ensure that persons in designated
groups achieve a degree of
representation in each occupational
group in the employer's workforce
that reflects their representation in (i)
the Canadian workforce, or (ii) those
segments of the Canadian workforce
that are identifiable by qualification,
eligibility or geography and from
which the employer may reasonably
be expected to draw employees.
4-03 Employment Status
4-24 – Employment Equity
9) Employment Insurance Act
Regulations regarding employment insurance, and employers responsibilities. Defines
insurable earnings, employment, insured person, qualifying period, record keeping
responsibilities, requests for ruling on insurability, appeals process, etc..
Mandatory deduction
Canada Revenue Agency – Statement of Account $0 owing March 18, 2014
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11) Excellent Care for All Act
Description
Applicability to CHCs
Compliance
Required Components:
Although the intention was for this to
be utilized in hospital setting to begin
with, the SE LHIN is requiring for all
HSP’s
Continuous Quality Improvement (CQI) Committee in place. Meets monthly to review all
aspects of quality monitoring and quality care
Quality committees, which will report to health care organizations on quality-related issues
Annual quality improvement plans, which each health care organization will be required to
develop and make public Executive compensation which will be required to be linked to
achieving improvement targets set out in the annual quality improvement plan
Patient/client/caregiver surveys to assess satisfaction with services Staff surveys to assess
satisfaction with employment experience and views about the quality of care provided by the
health care organization
Have submitted 2 approved Quality Improvement Plans to Health Quality Ontario
Monthly quality reports to board
Staff and Client surveys completed
Declarations of values that will be developed after public consultation by health care
organizations that are currently without one.
Patient relations process to address patient experience issues and reflect its declaration of
values
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12) Excise Tax Act
Portion of this Act sets out the rules for the Goods and Services Tax
Portion of this Act sets out the rules for
the Goods and Services Tax.
The HST will apply in some respect or
other to CHCs. While each CHC should
consult with its auditor to determine
how the HST applies, directors of CHCs
should note that they have personal
liability in the event that their CHC is
required to charge HST for services or
goods and remit it to the federal
government (for example, if the CHC is
a commercial landlord, the rent
charged is subject to HST) and fails to
do so.
2013-2014 CRCHC Audited Finance Statement to be ratified at Annual General Meeting
13) Commitment to the Future of Medicare Act, 2004
The Commitment to the Future of Medicare Act, 2004, received Royal Assent and
became law on June 17, 2004.
This Act referred to in the Local
Health System Integration Act, 2006
Clinical services policies in place and fully compliant
The Act improves publicly-funded health care in the province by:

Ensuring that Ontarians get the health care they need, through the establishment
of accountability agreements between the ministry and health care providers

Strengthening the prohibition of “two-tier” medicine by closing legislative
loopholes that allow queue-jumping and extra billing; and

Establishing an independent Ontario Health Quality Council to report on our
health care system in areas including wait times, so we can determine where
improvements are needed and where progress is being made
14) Health Cards and Numbers Control Act
Concerns privacy re: health cards, numbers
“2. (1) No person shall require the production of another person’s health card or collect
or use another person’s health number.
Exceptions
(2) Despite subsection (1), a person may collect or use another person’s health number
for purposes related to the provision of provincially funded health resources to that
other person. In addition, a person who provides a provincially funded health resource to
a person who has a health card or health number,
(a) may require the production of the health card; or
Fines and/or imprisonment may be
applied to individuals (max. $5,000)
and corporations (max $25,000) for
inappropriate use of health cards and
numbers.
No complaints in 2013
8-01 – Statement of Clients Rights
Oath of Confidentiality
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(b) may collect or use the health number for purposes related to health administration or
planning or health research or epidemiological studies.
Exception, prescribed persons
(3) Despite subsection (1), a person prescribed by the regulations may collect or use
health numbers for purposes related to health administration or planning or health
research or epidemiological studies.
Exception, professional governing bodies
(4) Despite subsection (1), the governing body of a health profession whose members
provide provincially funded health resources may collect or use health numbers for
purposes related to its duties or powers. 1991, c. 1, s. 2.
15) Health Care Consent Act
“1. The purposes of this Act are,
(a) to provide rules with respect to consent to treatment that apply consistently in all
settings;
(b) to facilitate treatment, admission to care facilities, and personal assistance services,
for persons lacking the capacity to make decisions about such matters;
(c) to enhance the autonomy of persons for whom treatment is proposed, persons for
whom admission to a care facility is proposed and persons who are to receive personal
assistance services by,
(i) allowing those who have been found to be incapable to apply to a tribunal for a review
of the finding,
(ii) allowing incapable persons to request that a representative of their choice be
appointed by the tribunal for the purpose of making decisions on their behalf concerning
treatment, admission to a care facility or personal assistance services, and
(iii) requiring that wishes with respect to treatment, admission to a care facility or
personal assistance services, expressed by persons while capable and after attaining 16
years of age, be adhered to;
(d) to promote communication and understanding between health practitioners and
their patients or clients;
(e) to ensure a significant role for supportive family members when a person lacks the
capacity to make a decision about a treatment, admission to a care facility or a personal
assistance service; and
(f) to permit intervention by the Public Guardian and Trustee only as a last resort in
decisions on behalf of incapable persons concerning treatment, admission to a care
facility or personal assistance services. 1996, c. 2, Sched. A, s. 1.
The Act covers all health care
practitioners in Ontario and is lengthy,
complex, and continues to evolve. It is
based on the principle that everyone
has the right to determine what shall
be done to their body.
Consent can be oral or written,
express or implied and to be valid it
must be:
a) given voluntarily
b) given by a patient who has capacity,
c) specific to the treatment and to the
provider, and
d) informed
Have client privacy statements posted in public areas
Section 11 research Policies
Section 7 Client Records
4-26 Conflict of Interest
Fully compliant will all existing policies
Failure to obtain consent and/or
obtaining consent in coercive
circumstances can lead to serious
consequences for providers (and
perhaps to their employers), not the
least of which is the possibility of
+being sued or criminal charges.
Practitioners must be aware of the
consent laws and practice accordingly.
Centres should have clear protocols
on consent and consult a lawyer
practicing health law when issues are
unclear.
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16) Human Rights Code
This Act is the basis of workplace anti-discrimination policies and related practices, as well
as governing discrimination in the provision by CHCs of their services.
Establishes a persons right to freedom from discrimination on the basis of race, ancestry,
place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age,
marital status, handicap or the receipt of public assistance. Freedom from discrimination
covers services, goods, and facilities, accommodation, harassment in accommodation,
contracts, employment, harassment in accommodation, vocational associations,
harassment because of sex in accommodations, harassment because of sex in workplace,
reprisals.
This Act is the basis of workplace anti
discrimination policies and related
actions by employers.
4-24 – Employment Equity
2-20 Anti Discrimination
Responsibility for the collection and
remittance of income tax applies
throughout the organization to the
board level.
Canada Revenue Agency – Statement of Account $0 owing March 18, 2014
17) Income Tax Act
“2. An income tax shall be paid as hereinafter required for each taxation year by every
individual,
(a) who was resident in Ontario on the last day of the taxation year; or
(b) who, not being resident in Ontario on the last day of the taxation year, had income
earned in the taxation year in Ontario as defined in section 4. R.S.O. 1990, c. I.2, s. 2.”
“Part III,38. (1) Where a corporation has failed to deduct or withhold an amount as
required by subsection 153 (1) of the Federal Act, as it applies for the purposes of this Act,
or has failed to remit such amount, the directors of the corporation at the time the
corporation was required to deduct or withhold the amount, or remit the amount, are
jointly and severally liable, together with the corporation, to pay any amount that the
corporation is liable to pay under this Act in respect of that amount, including any
interest or penalties related thereto. R.S.O. 1990, c. I.2, s. 38 (1).
Boards should receive regular reports
that the obligations in this area have
been met.
18) Local Health System Integration Act (2006)
This Act defines the purpose of the establishment of the LHINs, defines “integration”
and “HSPs” and requirements of HSPs re: integration.
Under the Act, all HSPs must identify
opportunities to integrate the
services of the local health system
for the purpose of providing
appropriate, co-ordinated, effective
and efficient services, both
individually and collectively and
notification of integration.
The Act does not apply to integration
with services and entities not funded
by the LHIN.
Deemed by SE LHIN to be fully compliant
Have submitted two compliance reports to the SELHIN this year
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19) Not For Profit Corporations Act 2010
Bill C-65 Anticipated to be enacted January 2015
Board committee has revised by-laws 1-D. These are now in place and reflect a single class of
membership structure
20) Occupational Health and Safety Act
The Act’s purpose is to protect workers against health and safety hazards on the job.
To balance the employer's general right to direct the work force and control the
production process in the workplace, the Act gives four basic rights to workers: (i) the
right to be part of the process of identifying and resolving workplace health and safety
concerns. This right is expressed through worker membership on joint health and
safety committees, or through worker health and safety representatives; (ii) the right
to know about any potential hazards to which they may be exposed. This means the
right to be trained and to have information on machinery, equipment, working
conditions, processes and hazardous substances. The parts of the Act that implement
the Workplace Hazardous Materials Information System (WHMIS) play a role in giving
workers the right to know; (iii) the right to refuse work that they believe is dangerous
to either their own health and safety or that of another worker. The Act describes the
exact process for refusing dangerous work and the responsibilities of the employer in
responding to such a refusal; and (iv) the right to stop work that is dangerous to any
worker. The Act sets out these circumstances and how the right to stop work can be
exercised.
Management and, staff should be
aware of the provisions of the Act.
Board members should be advised
when management fails to satisfy
the committee’s recommendations.
Section 6 Policy and Procedure manual
Conduct monthly workplace inspections
Terms of reference – OH&S Committee
List of OH&S Committee members
OH&S Bulletin Board
Certified staff reps and management reps in place
The Act gives the Minister of Labour power to implement the conditions of the Act.
Corporations with greater than 20 employees must have a Joint Health and Safety
Committee (JH&SC)of at least 2 persons if under 50 employees, and 4 persons for
larger numbers of employees. The committee, which must meet at least every three
months, is given powers to operate and employers must respond to written
recommendations of the committee within 21 days. The committee work is deemed
work.
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21) Pay Equity Act
An Act aimed at addressing systemic discrimination in compensation by designing and
implementing pay equity plans (to ensure equal pay for work of equal value).
Initially, jobs were compared on the basis of compared characteristics by assigning
point values, so that female-gender dominated job classes were compared to others in
the same company. Later, the proxy method of comparison that enabled comparison
outside of the company was introduced, but that was repealed in January 1997.
Not-for-profis are subject to this
legislation and should ensure that a
pay equity plan has been developed
and is implemented.
4-24 Employment Equity
4-01 – Employee Rights
This Act applies to all employers in the private sector in Ontario who employ ten or
more employees, and all employers in the public sector. Not-for-profits are included as
being part of the public sector. The Act requires comparing the value of jobs usually
done by women to the value of different jobs usually done by men.
Compensation (wages and benefits) must then be adjusted so that it is at least the
same for jobs performed mainly by women that are equal or comparable in value to
jobs performed mainly by men, even if the jobs are quite different.
22) Personal Health Information Protection Act
An Act aimed at addressing the protection of personal health information. This Act
applies to “health care custodians, of which many not-for-profits are considered.
Not-for-profis are subject to this
legislation and should ensure that
provisions in the Act are followed.
7-08 Client Consent
8-01 – Statement of Client Rights
Provisions are required for protection, access, retention and release of client health
information and stipulates that the organization’s privacy policy and practices must be
made public to the clients it serves.
23) Public Sector Salary Disclosure Act
The Public Sector Salary Disclosure Acct developed in 1996, requires organizations that
receive public funding from the Government of Ontario to disclose annually the names,
positions, salaries and taxable benefits of employees who were paid $100,000 or more.
Record of Employees’ Salaries and Benefits for 2013 filed with Ministry of Finance February
28, 2014
24) Regulated Health Professions Act
“Duty of Minister
2. It is the duty of the Minister to ensure that the health professions are regulated and coordinated in the public interest, that appropriate standards of practice are developed and
maintained and that individuals have access to services provided by the health
Many of the employees in not-forprofits are licensed under the
provisions of the RHPA and the
supplementary Acts (see special
Audit of HR Files dated June 2014
Signed copy of BHO Audit Checklist of HR Files for BHO Accreditation Review May 2014
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2013-2014 CRHCH Review of Compliance with Legislation
professions of their choice and that they are treated with sensitivity and respect in their
dealings with health professionals, the Colleges and the Board. 1991, c. 18, s. 3.”
Establishes the council named the Health Professions Regulatory Advisory Council in
English and Conseil consultatif de réglementation des professions de la santé in French.
“Duties of Advisory Council
11. (1) The Advisory Council’s duties are to advise the Minister on,
(a) whether unregulated professions should be regulated;
(b) whether regulated professions should no longer be regulated;
(c) suggested amendments to this Act, a health profession Act or a regulation under any
of those Acts and suggested regulations under any of those Acts;
(d) matters concerning the quality assurance programs undertaken by Colleges; and
(e) any matter the Minister refers to the Advisory Council relating to the regulation of the
health professions, including any matter described in clauses (a) to (d).
Additional duty
(2) It is the Advisory Council’s duty to monitor each College’s patient relations program
and to advise the Minister about its effectiveness. 1991, c. 18, s. 11.
section below), which define “who
may be licensed as a professional,
the standards of care and conduct
they are expected to meet, and
what kind of behavior could attract
punishment, or even exclusion, from
the professional community”. Quote
from The Canadian Health Law
Practice Manual, which has a chapter
on the licensing and regulation of
health professionals.
Boundary and professional
misconduct issues are addressed in
'The Health Professions Procedural
Code' which is part of this Act and
spells out the powers of the Colleges
to handle complaints against
members of the Colleges.
25) Smoking in the Workplace
The Act prohibits smoking in the workplace except in areas designated by the employer,
an area used primarily by the public, an area used primarily for lodging, or in a private
dwelling. Before establishing a smoking area, an employer must consult with the joint
health and safety committee or the health and safety representative. Parts of the
Occupational Health and Safety Act apply. An employer must make every reasonable
effort to accommodate employees who request that they work in a place separate form
a designated smoking area. In the event of conflict between this Act and another Act or
a regulation or a municipal by-law respecting smoking in a workplace, the provision that
is the most restrictive of smoking prevails. Fines may be levied for conviction.
New signage has been ordered and will be in place Fall 2014
26) Substitute Decisions Act
Sets out the requirements for appointing attorneys and guardians for personal care and
for property, for persons who are incapable of taking care of themselves or of their
property, as well as the powers granted to such attorneys and guardians.
This is a complex area of law
involving several pieces of
legislation. Chapter 2.127 of the
Canadian Health Law Practice
Manual has a discussion of consent,
capacity, and substitute decision
making.Health care providers will
have occasions to deal with
attorneys and guardians of persons
who are no longer able to make
7-08 Obtaining Consent
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decisions concerning their personal
care. The powers granted to
attorneys and guardians with respect
to personal care need to be read in
the light of the Health Care Consent
Act, 1996
27) Technical Standards and Safety Act
Purpose
1. The purpose of this Act is to enhance public safety in Ontario by providing for
the efficient and flexible administration of technical standards with respect to the
matters referred to in section 2. 2000, c. 16, s. 1.
This act applies to CRCHC
subsequent to May 28th, 2013 with
respect to the electric chair lift
installed at Guthrie House
CRCHC is required to engage the Technical Standards Safety Authority on an annual basis to
inspect and licence the electric chair lift located at 10 Perth St. Elgin. (Guthrie House)
License in place and on-file.
Part IV concerns the health care that
injured workers are entitled to.
Part V concerns regarding ‘returning
to work’.
Part VI concerns insured payments or
compensation.
Part VII concerns employers and their
obligations, participating employers.
Part X, Uninsured Employment
Like many small organizations, CRCHC does not carry WSIB but covers employees by
alternative means acceptable under the legislation.
Application
2. This Act applies with respect to amusement devices, boilers and pressure
vessels, elevating devices, fuels, operating engineers and upholstered or stuffed articles,
as referred to in the regulations. 2000, c. 16, s. 2; 2006, c. 34, s. 25 (1).
28) Workplace Safety and Insurance Act
This Act governs the Workplace Safety and Insurance Board (WSIB)
Purpose
"1. The purpose of this Act is to accomplish the following in a financially responsible and
accountable manner:
1.To promote health and safety in workplaces and to prevent and reduce the occurrence
of workplace injuries and occupational diseases.
2.To facilitate the return to work and recovery of workers who sustain personal injury
arising out of and in the course of employment or who suffer from an occupational
disease.
3.To facilitate the re-entry into the labour market of workers and spouses and same-sex
partners of deceased workers.
4.To provide compensation and other benefits to workers and to the survivors of
deceased workers. 1997, c. 16, Sched. A, s. 1; 1999, c. 6, s. 67 (1).
Programs Offered to CRCHC Employees
Supplemental Unemployment Benefit Plan (CRCHC tops up EI benefits to 95%)
Long Term Disablity plan
Return to work plan
Annual OHS training
Infection control inservices
Free flu shots for all employees
CPR training
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29) Workplace Violence and Harassment Act
Description
Applicability to CHCs
Compliance
Requires employers to develop a workplace violence and harassment program, educate
all employees and volunteers in its utility and conduct workplace violence and
harassment surveys. Requires policies on workplace violence and workplace harassment
Responsible for all aspects of this act
as of June 2010
Policy 6-10
2 staff training days completed including orientation to wpv program
Coordinator identified: M. Crapper
2014 workplace violence inspection completed June 2014
I CERTIFY THAT TO THE BEST OF MY ABILITY, THE OPERATIONS OF COUNTRY ROADS COMMUNITY HEALTH CENTRE ARE IN COMPLIANCE WITH ALL
PERTINENT LEGISLATION
Signed by:
__________________________________ Date: ______________
Chair, CRCHCBoard
____________________________________ Date: ______________
Executive Director, CRCHC
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