About
About Us
LCH Resources Limited, is an organization specializing in workplace excellence. Our niche is in Human Resources consulting, with a focus on the delivery of training and compliance services for the recent amendments to The Occupational Health and Safety Act, under Bill 168. Supervisory Training, Performance Management, Diversity, Harassment, Workplace Violence, Employee Orientation, Change Management and Recruiting Success, are some of the training programs being offered.Lorna Hegarty, CHRP, Master Certified Coach, holder of an Adult Education Diploma, is the President of LCH Resources Ltd. For over 25 years, Lorna has had a successful career in Human Resources, having worked throughout Canada and the United States, as well as internationally. She is a Master Coach, MCC, credentialed through the International Coaching Federation (ICF). Her expertise is diverse, and includes her Certification in Advanced Negotiation and Mediation Skills and Alternative Dispute Resolution through the Law Society of Upper Canada. She has spent many years in the corporate world in a variety of sectors, most recently as VP of Training.Lorna is a graduate of the University of Toronto, as well as Saint Francis Xavier University with a Diploma in Adult Education. As a coach, she has worked with executives, business owners, and teams.
Our Clients
Mercer
FBR Capital Markets
Creative Associatess Intl
WR Meadows
Del
Oliver Wyman
ACCO Brands
GTAA
CMA
Burberry
Services
Bill 168
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Bill 168
Mediation and Arbitration
Supervisory Training
Performance Management
Diversity
Harassment
Employee Orientation
Organizational Culture
Change Management
WHMIS
Recuiting Success
Bill 168
LCH Resources Limited, is committed to providing Training and Consulting Services to ensure our clients achieve compliance with Bill 168; the amendments to The Occupational Health and Safety Act, where it concerns Workplace Violence and Harassment.The laws in Ontario have changed. Achieve compliance today. Do you want to save hours and hours of work? Do you have the time to research and become an expert on policy development? If not, we can help implement the policy, process, procedures, and training to ensure you are compliant in a cost effective manner. Why spend thousands of dollars in employee hours and aggravation when we have a cost effective package to get you compliant quickly. Bill 168 amends the Occupational Health and Safety Act. Here are some of the things you need to do to be prepared: Conduct Workplace Violence Risk Assessments: Employers must conduct regular assessments in the workplace for risks of violence to ensure workers are protected.Assess current policies and develop a workplace and harassment policy incorporating the new requirements of workplace violence and bullying, including: Domestic Violence: Employers are expected to take reasonable precautions, if they are aware or ought to be reasonably aware, to protect workers from domestic violence in the workplace.Disclosure of Persons with a Violent History: Employers must also disclose information to a worker about a person with a history of violent behaviour.Right to Refuse Work: Employers must allow workers to refuse work if they believe they are at risk of violence in the workplace.A complaint and investigation procedure must be developed.Training and education must be conducted.The new rules address violence and harassment in the workplace. Other provinces such as Quebec, Nova Scotia, and British Columbia have already introduced similar legislation, however the amendments to Ontario's law is unique in several respects. Bill 168 requires that employers take reasonable precautions to protect workers from domestic violence that may occur in the workplace and result in physical injury. It also grants workers the right to refuse to work in situations where they feel endangered by workplace violence.New Obligations Regarding Workplace ViolenceBill 168 represents a significant change in how, and to what extent, both workplace violence and harassment is regulated in Ontario. It also broadens the definitions of workplace violence and places new requirements on Ontario employers. Under Bill 168, workplace violence is defined as: The exercise of physical force by a person against a worker in a workplace that causes or could cause physical injury to the worker;An attempt to exercise physical force against a worker, in a workplace, that could cause physical injury to the worker; orA statement or behaviour that it is reasonable for a worker to interpret as a threat to exercise physical force against the worker, in a workplace, that could cause physical injury to the worker.Extended Definition of Workplace HarassmentBill 168 broadens and extends the definition of workplace harassment beyond what is presently covered under the Ontario Human Rights Code. The Human Rights Code has long prohibited harassment in the workplace based on race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, age, record of offences, marital status, family status, or disability.Traditionally, harassment that was based on other, non-protected grounds was not actionable, unless the employer had extended additional protection by way of policy or it had agreed, as part of the collective bargaining process with a union, to incorporate broader protection in a collective agreement. Bill 168 will change this because it will require employers to treat harassment based on non-protected grounds in the same manner as harassment based on Code-protected grounds.Bill 168 defines workplace harassment as engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome and not already protected under the Human Rights Code.Definition of Harassment under OHS and HRCThe definition of harassment in occupational health and safety law mirrors the definition found under human rights legislation, and includes bullying, teasing, gossiping, sexual harassment and so forth, but is not limited to the prohibited grounds of discrimination; thus the OHS law has broader application.Can one policy address both violence and harassment?According to the director, these topics should not be addressed in one policy. There should be separate policies addressing violence and harassment. Indeed, the law refers to them as policies not one policy. More specifically, the clause is drafted as follows:Policies, Violence and Harassment 32.0.1 (1) An employer shall,(a) prepare a policy with respect to workplace violence;(b) prepare a policy with respect to workplace harassment; and(c) review the policies as often as is necessary, but at least annually.Domestic ViolenceThe Ministry of Labour does not require employers to perform a proactive risk assessment regarding domestic violence. The risk assessment is reactive in this case, meaning, if a worker or co-worker reports the possibility of domestic violence, or there are visible signs, then a risk assessment should be triggered to ensure that controls are in place to prevent the violence from entering the workplace.Criminal Record Checks or Background ChecksThe Ministry of Labour admits that this may be a grey area, but the Ministry does not require proactive criminal record checks or enhanced background checks to identify an employees or applicants history of violence (digging into someones past). Disclosure RequirementThere is no obligation to disclose a history of harassing behaviours, only the risk of violent behaviours based on previous incidents of violence. One guiding principle for disclosure is to decide if the evidence or facts brings you to the reasonable conclusion that you will or will not find violence in the workplace. Employers have to use a balanced approach in this obligation to ensure they are not making the disclosure so widespread in the workplace that it invades anyones privacy or becomes a discriminative action.What employers need to know is the potential for violence, or when violence might occur, so that they can take precautionary measures. But employers are not allowed to ask for diagnoses, medical information or treatment. That is beyond the scope of the law.This said, the Ministry of Labour is getting ready. They are currently in the process of:Integrating the provisions of Bill 168 into the Occupational Health and Safety ActTraining inspectorsDeveloping resources and tools such as brochures, fact sheets and compliance guidelines with checklistsIn addition, the Director emphasized that Ministry inspectors are there to enforce compliance with the law. If an incident happens, you are obliged to call the Ministry to report the incident, but they will not investigate harassment complaints or take action against a perpetrator of violence. The police will still have to be called. The Ministry is there to ensure that employers are complying with the law and following the rules to prevent the risk of violence and harassment in their workplace.The June 15, 2010 deadline has passed! Complacency can expose your organization and its members to unnecessary financial risk, as there are steep fines for non-compliance. Please call us at (888) 241-3451 for a consultation.
Mediation and Arbitration
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Bill 168
Mediation and Arbitration
Supervisory Training
Performance Management
Diversity
Harassment
Employee Orientation
Organizational Culture
Change Management
WHMIS
Recuiting Success
Mediation and Arbitration
LCH Resources Limited provides training on the practical methods of resolving workplace disputes. The processes we use are based on both negotiation and mediation. We address issues including the cause of conflict, avoiding negotiation pitfalls, avoiding assumptions, elements of principled negotiation, emotions, mediation to resolve disputes, legalities, and power imbalances.This program will address to steps involved in taking an inflammatory dispute or situation, and working through the necessary steps of either mediation or negotiation, towards a resolution. Please contact us at 1(888) 241-3451 for a consultation, or click the Contact Us tab below.
Supervisory Training
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Bill 168
Mediation and Arbitration
Supervisory Training
Performance Management
Diversity
Harassment
Employee Orientation
Organizational Culture
Change Management
WHMIS
Recuiting Success
Supervisory Training
We offer a Supervisory Training program dealing with the following topics:§ What to expect as a Supervisor§ How to motivate employees, building the team, setting goals, coaching§ Having difficult conversations with an exercise§ Disciplinary discussions, problem solving§ Managing your time§ Managing stress§ Delegation with follow-up§ Respect in the workplace your role§ Being a successful SupervisorPlease contact us at 1(888) 241-3451 for a consultation, or click the Contact Us tab below.
Performance Management
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Bill 168
Mediation and Arbitration
Supervisory Training
Performance Management
Diversity
Harassment
Employee Orientation
Organizational Culture
Change Management
WHMIS
Recuiting Success
Performance Management
LCH Resources Limited provides Performance Management training and consulting services that are second to none. During a consultation with us, we will explain the training courses and consulting assistance that we can provide to manage performance within your organization. Although many organisations do not achieve the expected results from performance management systems, you will find that it is indeed possible if you execute it correctly. Let us use our expertise for your benefit.Please contact us at 1(888) 241-3451 for a consultation, or click the Contact Us tab below.
Diversity
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Bill 168
Mediation and Arbitration
Supervisory Training
Performance Management
Diversity
Harassment
Employee Orientation
Organizational Culture
Change Management
WHMIS
Recuiting Success
Diversity
We live in an ever-changing and diverse world, and this diversity needs to be reflected in the workplace. LCH Resources Limited is commited to assisting organizations to develop and execute a comprehensive diversity program, and also to address any of the topics below on an "as needed" basis. We can help you with: Diversity and sexual harassment training Designing and administering effective employee surveys Performing detailed job analysis Developing performance appraisals Drafting and finalizing HR policies and programs Performing risk assessments for RIFs Delivering training on interviewing, performance appraisals, and terminations Monitoring compliance with Employment Equity and Affirmative Action Conducting team building programs Developing programs to increase diversity and inclusivenessPlease contact us at 1(888) 241-3451 for a consultation, or click the Contact Us tab below.
Harassment
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Bill 168
Mediation and Arbitration
Supervisory Training
Performance Management
Diversity
Harassment
Employee Orientation
Organizational Culture
Change Management
WHMIS
Recuiting Success
Harassment
Along with training to address both harassment and violence in the workplace, we offer a comprehensive course to assist and guide those charged with conducting Complaint Investigation Interviews. As the task of interviewing alleged wrong-doers, complainants and witnesses is very delicate, and can have both emotional and legal implications, knowing how to handle the interview process. Management has the responsibility of addressing unacceptable behaviour in the workplace. Poor personal hygiene, crude jokes, gossiping, and other inappropriate behaviours can destroy morale and damage core organizational values in the eyes of both vendors and clients.Taking the steps to transition from a mediocre boss to a great manager requires a complex mix of communication skills, persuasion, intuition, assertiveness and credibility. This course will equip managers to confront employees effectively and create a workplace culture where bad behaviour unmistakably recognized and opposed to by all. For more information please contact us.Please contact us at 1(888) 241-3451 for a consultation, or click the Contact Us tab below.
Employee Orientation
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Bill 168
Mediation and Arbitration
Supervisory Training
Performance Management
Diversity
Harassment
Employee Orientation
Organizational Culture
Change Management
WHMIS
Recuiting Success
Employee Orientation
Detailed information on our consulting services for Employee Orientation is coming soon. Please check back shortly. In the meantime...Please contact us at 1(888) 241-3451 for a consultation, or click the Contact Us tab below.
Organizational Culture
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Bill 168
Mediation and Arbitration
Supervisory Training
Performance Management
Diversity
Harassment
Employee Orientation
Organizational Culture
Change Management
WHMIS
Recuiting Success
Organizational Culture
Detailed information on our consulting services for Organizational Culture is coming soon. Please check back shortly. In the meantime...Please contact us at 1(888) 241-3451 for a consultation, or click the Contact Us tab below.
Change Management
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Bill 168
Mediation and Arbitration
Supervisory Training
Performance Management
Diversity
Harassment
Employee Orientation
Organizational Culture
Change Management
WHMIS
Recuiting Success
Change Management
Detailed information on our consulting services for Change Management is coming soon. Please check back shortly. In the meantime...Please contact us at 1(888) 241-3451 for a consultation, or click the Contact Us tab below.
WHMIS
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Bill 168
Mediation and Arbitration
Supervisory Training
Performance Management
Diversity
Harassment
Employee Orientation
Organizational Culture
Change Management
WHMIS
Recuiting Success
WHMIS
LCH Resources Limited offers the legally required Workplace Hazardous Materials Information System (WHMIS) Training for employees and management in Canada. The program covers the following:•The intent of WHMIS legislation and legal responsibilities•Examination of the 6 classifications of controlled products•How to identify workplace hazardous materials through WHMIS symbols and labels•Understanding Material Safety Data Sheets (MSDSs) with operational relevancy•Recognizing common hazards, routes of entry and harmful effects of hazardous materials•Identifying various controls required to eliminate/reduce/prevent harmful exposures•Identifingy typical emergency procedures in response to exposure and accidental release•Interactive exercises, participant review and assessmentPlease contact us at 1(888) 241-3451 for a consultation, or click the Contact Us tab below.
Recuiting Success
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Bill 168
Mediation and Arbitration
Supervisory Training
Performance Management
Diversity
Harassment
Employee Orientation
Organizational Culture
Change Management
WHMIS
Recuiting Success
Recruiting Success
Detailed information on our consulting services for Recruiting Success is coming soon. Please check back shortly. In the meantime...Please contact us at 1(888) 241-3451 for a consultation, or click the Contact Us tab below.
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