All HR and Talent Leaders need access to timely and relevant information to support decisions and drive performance. However, in many mid-sized organizations the status quo consists of a painful process of compiling data manually to produce metrics. This represents a significant time-sink and leaves little opportunity for analysis or recommendations.
We are very pleased to announce that Christopher Lytle from Christopher Lytle Consulting (CLC) will be blogging on First Reference Talks on the topics of disability and human rights issues.
As you may be aware, the Accessibility for Ontarians with Disabilities Act contains several obligations that apply at different points in time, depending on whether the organization is a small organization (under 50 employees) or a large organization (50 employees or more), in order to achieve the goal of creating an accessible Ontario. A number of additional requirements take effect January 1, 2015, they include,..
With the allegations against CBC Radio personality Jian Ghomeshi dominating the news over the past several weeks, it is useful to examine how the Ontario Human Rights Tribunal addressed allegations of workplace sexual harassment in the recent case of Horner v. Peelle Company Ltd. (2014) HRTO 1211.
With the holiday season fast approaching, many organizations are in the midst of planning their annual holiday parties, meant to recognize the culmination of a year of hard work by employees and celebrate the holiday season. Although this time of year is marked with celebration and provides for a valuable team building opportunity, it can also bring with it particular obligations and potential liabilities for an employer.
Three popular articles this week on HRinfodesk deal with unjust dismissal; termination due to pregnancy; and, October 2014 labour force survey.
Comme nous l’avons mentionné à quelques reprises, l’absence de limitation territoriale n’est pas fatale à une clause de non-sollicitation dans la mesure où la clientèle dont la sollicitation est prohibée est identifiée ou identifiable.
The Federal Court of Appeal recently ruled in Canada Human Rights Commission v Attorney General of Canada and Bronwyn Cruden, that employers do not have a separate procedural duty to accommodate employees and any procedural inadequacy throughout the accommodation process is not critical where the employer’s actions do not constitute discrimination.
It is that time of the year again where people are just starting to think about making their holiday lists. Organizations who want to stay on the Canada Revenue Agency’s (CRA) “nice” list and off of the “naughty” list should start ticking off the boxes on a year-end payroll check list as well as preparing for the first payroll of the New Year.
A number of changes to the Canada Labour Code came into force on October 31, 2014. These changes reinforce the internal responsibility system to improve protection for Canadian workers and allow the Labour Program to better focus its attention on critical issues affecting the health and safety of Canadians in their workplace
On November 6, 2014, Bill 18, the Stronger Workplaces for a Stronger Economy Act, 2014 received third reading at the Ontario legislature. When Bill 18 receives Royal Assent several significant changes will take effect that will benefit employees.
Sir Richard Branson recently announced a change to Virgin’s vacation policy. According to virgin.com the policy: permits all salaried staff to take off whenever they want for as long as they want. There is no need to ask for prior approval and neither the employees themselves nor their managers are asked or expected to keep […]