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Author Archive - Beyond Rewards Inc

Beyond Rewards is a boutique firm offering a full suite of Human Resource, Safety, Workplace investigations, Accessibility Standards and Risk Management solutions, online training programs and customized face to face training for our clients. Several exceptional expert consultants led by Lynne Bard, HBa, CHRP, CES, President/Senior Consultant, will be blogging regularly on First Reference Talks on behalf of Beyond Rewards Inc. Read more here.

Implementing better ergonomics within the workplace

By implementing better ergonomics within the workplace, the overall efficiency of the workplace will improve. Tasks will become easier for workers because there will be a reduction in the strength exerted on a process, the number of steps in a task, the amount of training needed, etc. An ergonomic environment is a healthy environment—please be ergonomically safe!

 

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Dealing with workplace bullying

In an era that focuses on collaboration and open workspaces, workplace bullying has increasingly be on the rise. When trying to understand bullying that takes place at work, it is important first to be able to define workplace bullying. It is defined by OSACH (Ontario Safety Association for Community & Healthcare) as repeated, persistent, continuous behavior as opposed to a single negative act. All individuals within an organization should understand the difference between normal work conflict and tenacious management, and the continuous act of a bully.

 

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Do you have what it takes? A look at corporate leadership

Are all managers good leaders and teachers? This question brings us to the concept of corporate leadership that highlights the role of effective leadership in the growth and success of an organization. Managers need to possess leadership skills like planning, organizing, delegating and effective communication. Management is doing things right; leadership is doing the right thing. But when the line between the two blurs, managers become excellent leaders and leaders become effective managers.

 

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Office holiday party: Should I host one?

Though it seems like an innocent party to show appreciation to your employees, it is important that employers and management understand that there are severe consequences for not considering the liabilities that go along with these little shindigs. Before you send out that invite to your employees, every employer and manager should take the time to make sure they have a clear understanding of their responsibilities.

 

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How cold is too cold?

As we say goodbye to the warm, sunny weather we don’t have much time to prepare ourselves for the harsh Ontario winter that is about to come. For some workers, seasonal work doesn’t only mean for the warm months. Many labourers are required to work outdoors in cold environments; anyone working in the cold environment may be at risk of cold stress.

 

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New minimum wage increase in Ontario

Minimum wage is the lowest wage rate an employer can legally pay their employee. Ontario has one of the highest minimum wage rates; as of October 1st, 2016 Ontario’s minimum wage rate will be increasing. The majority of employees are entitled to minimum wage, including casual employees, full-time and part-time employees, and those paid an hourly rate, piece rate, flat rate, salary, or commission. Although, there are some exemptions from minimum wage provisions of the Employment Standards Act.

 

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Pay equity: Employer requirements

Pay Equity is a requirement on Ontario employers to ensure that workers are paid equally for work of equal value, regardless of their gender. The requirement on employers arises out of the Pay Equity Act, which was passed by the Ontario Government in 1987 and became effective January 1, 1988; there was an amendment to this Act in 1993 as well.

 

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Presenteeism in the workplace

Presenteeism results in productivity loss, workplace epidemics, or poor health and exhaustion, which can lead to higher absenteeism for longer periods or accidents. Whether it is a physical or mental ailment, employees should be staying home when they are unable to be present at work. Being physically at work is different than being present at work. It is one thing to show up at work; it’s another thing to be actually productive while at work.

 

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Human factors influencing safety in the workplace

Safety is expensive, but an accident is even more costly. All organizations, all business owners, all managers, supervisors and workers in all workplaces need to understand the effect of work performed on the human body and how we influence the demands of the work we do through human interaction. Both of these things relate to the correlation between the worker and the demands of the work they do, known as ergonomics and human factors.

 

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Allergies in the workplace

Many people across the world face allergies that have an effect on every aspect of their lives, including the workplace. These allergies can impose difficulties on either being in a workplace or performing certain tasks in their job. One thing for employers to note is that if the allergy is severe enough, it would probably be considered a disability and must be accommodated appropriately.

 

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Hiring human resources staff member v. a human resources consultant

As Human Resources (HR) Consultants, we have often been posed the question: Why should we hire you rather than just hiring an HR employee?

 

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Zika virus – To panic

There has been a lot of stories coming out in the news about the Zika virus. To be clear, as of right now the chances of contracting this virus in Canada is extremely low and there has only been 9 confirmed cases in Canada (and rising); all cases have involved travel to countries that are known to have mosquitoes that carry the Zika virus. At this time, stay calm, Canada is at minimal risk levels.

 

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Employee motivation as the key to higher retention rates

Employee morale and employee retention go hand in hand.  If employees do not feel motivated at work, they will most likely start to look for new jobs elsewhere.

 

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New legislation on vulnerable workers

As of November 20, 2014, Ontario gave royal assent and have passed the Stronger Workplace for a Stronger Economy Act, otherwise known as Bill 18. This Act certifies that vulnerable workers, such as unpaid workers, or temporary workers, receive proper training and protection in order to lower the amount of workplace deaths or injuries among these workers.

 

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Work-related parties with alcohol

Having workplace Christmas parties can be a fun and social way of bonding with your co workers and supervisors, however there is one major thing you must watch out for as a host of those sorts of events; alcohol. It is estimated that 63,000 people are injured annually due to drunk driving, and as an employer or supervisor hosting a work related event with alcohol, you are liable for any accidents that occur due to the consumption of alcohol at your event.

 

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