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Author Archive - Marcia Scheffler

Marcia Scheffler, M.A., CHRP Candidate is a Human Resources Generalist with M.A. working full-time as a Senior HR Officer. She is interested in the intersection of human resources theory and current best practices in HR. Read more

Cultivating a culture of gratitude in your organization

There have been a few articles and books recently that have highlighted the importance of culture in an organization. 

 

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Leaning in to discussions about gender at work – a risk and responsibility

Does your Human Resources department coach your managers to shush-up or speak out regarding gender issues and gender biases in your company?

 

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Trusted human resources leadership

Can you trust your HR Department? Trust is one of the most valuable assets in any organization and the level of trust within an organization is a key factor in long-term organizational success.

 

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Événements parrainés par l’employeur : méfiez-vous des bourdes commises durant les BBQ tenus l’été

Comprenez-moi bien, j’aime moi aussi les pique-niques et les BBQ qu’une entreprise offre à son personnel et je suis convaincue qu’ils constituent pour le personnel une excellente occasion de tisser des liens en dehors de leur cadre habituel. En fait, en tant que généraliste en ressources humaines, il m’incombe souvent, et c’est avec plaisir que je le fais, de participer à la planification de ces événements pour mon entreprise.

 

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Employer-sponsored events: Beware of summer BBQ blunders

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So don’t get me wrong, I love staff picnics and BBQs as much as anyone and think they are a great opportunity for staff to bond outside of their regular departments and duties.  In fact as HR it is often both my responsibility and pleasure to help plan these events for my organization!  However when you start to think about what can go wrong from an employer responsibility perspective rather than an employee engagement perspective; you begin to wonder if the prospective summer BBQ will balloon into a colossal blunder.

 

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A trigger and a tool – New Ontario Human Rights policy on mental health disabilities and addictions

The voluntary guidelines found in the 2013 release of the National Standard of Canada for Psychological Health and Safety in the Workplace may no longer be much of a voluntary standard for employers. The Ontario Human Rights Commission (OHRC) released its 109 page Policy on preventing discrimination based on mental health disabilities and addictions Wednesday June 18, 2014.

 

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Common sense, health and safety and young workers

A friend of mine told me that she used to believe in common sense until one of her young summer workers put his hand where it wasn’t supposed to go.  Fortunately only a finger was lost and it was able to be re-attached later; but my friend’s philosophical belief in common sense was chopped off forever.

 

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Managing risk in not-for-cause employee terminations

My Human Resources college professors used to ask students on a regular basis when it was OK for employers to terminate employees without cause. The answer, in theory, is that the employer can terminate an employee at any time! However…

 

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The business case for banishing the winter blues at work

Is it spring yet?  For some people, cold weather and lack of sunshine can trigger a type of depression more serious than winter blahs. Seasonal Affective Disorder (SAD) and other mental illnesses are rarely talked about at work and often carry serious stigma for those impacted.

 

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Fostering gold medal performances in your organization

It’s been hard to miss the Olympics, and face it, who would have wanted to miss the exhilarating, elegant and extreme gold medal performances of the 2014 Sochi Olympics! Canadian athletes came out on top of the podium in multiple events including the nail-biting women’s gold medal hockey final and Alex Biloudeau’s flawless repeat gold medal run in moguls skiing. Russia had some incredible performances in figure skating from both an aging star and an emerging one in the team skate event.  Both Canada and Russia performed very well in the 2014 Sochi Olympics.

 

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Top benefits trends for Canadian employers to track in 2014

Rising costs, court challenges and legislative changes are three trends employers should track to manage employee health care benefits in the coming year. These three areas will continue to drive employee health care policies for employers. Awareness and planning in these areas will help employers to contain costs and avoid discrimination charges regarding provision of benefits.

 

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Mandatory awareness training for Ontario workers and supervisors as of July 2014!

Christmas has come early for health and safety professionals in Ontario, with the gift of a new law, Regulation 297/13 added to the Occupational Health and Safety Act (OHSA) and filed on November 14, 2013. The regulation is the first of its kind in Canada and mandates that all workers and supervisors must complete basic health and safety awareness training.

 

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All “tricked out” with employee engagement surveys?

Employee engagement surveys are a great “trick” to measure the pulse of your organization and to increase employee engagement. Even small employers can conduct and analyze results in a low cost, time effective manner.

 

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Return to work and the duty to accommodate in non-WSIB cases

So your employee is off work again for the third time this year, you have no idea when they are coming back and their physician’s note is a vague cipher. It is not a work injury, so you know you don’t have to worry about WSIB, but it is a staffing issue for your organization and a serious concern. What should you do?

 

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Aiming for the sky: Unions in Canada

What would your company do if faced with a union organizing drive like WestJet? WestJet has been targeted by CUPE to sign up its 2800 or so flight attendants to the union. It is understandable that the union is going after WestJet at this time. With its recent growth and upcoming changes the company is more vulnerable than it was in its roots as a more local, smaller and “family of owners” incarnation. This union organizing drive will be closely watched by union supporters, companies and politic.

 

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