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Federal Budget 2017-18

On March 22, 2017, Canada’s Finance Minister Bill Morneau tabled the Liberal Government’s Federal Budget 2017, Building a Strong Middle Class, which includes various measures affecting payroll, and an abundant amount of measures that would be of interest to employers, including the extension of maternity leave to 18 months, the electronic distribution of T4 information slips, and the elimination of various tax credits.

 

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The agenda for the 2017 Ontario Employment Law Conference is now available

Join Stringer LLP and First Reference at the Centre for Health & Safety Innovation in Mississauga on June 20, 2017 at the Ontario Employment Law Conference to Learn the Latest® on the following topics from top Ontario employment law experts: Jeremy Schwartz will discuss the increasingly important topic of structuring your work relationships with independent […]

 

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Employee motivation is 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 a new job elsewhere. Tracking employee morale is essential for measuring retention rates within a company. The only precise way to measure employee morale is fairly easy: ask the employees directly.

 

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HR practitioners: The new HR mandate

The trend toward chaos and fear not only exists within the context of politics and social issues, it is also a business or an organizational issue. Albeit for entirely different reasons, businesses are nervous and looking for solutions. A survey of Canadian CEOs revealed that they are concerned about many things; herein the top worries are listed.

 

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Fostering a culture of gender diversity through human capital practices

Is your organization using the best human capital practices to harness the value of gender diversity at senior leadership levels, including on boards and executive committees? If you are an HR professional or a senior leader in your organization, use this information to #BeBoldForChange on International Women’s Day 2017! Put gender on your agenda!

 

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Guide to recent noise regulation released

Noise is a serious health hazard, and if worker exposure is not eliminated or controlled, it can cause permanent hearing loss, physical and psychological stress, reduced productivity, and significant interference with communication causing further accidents and injuries. The Ontario Ministry of Labour has released a revised noise guideline in December 2016 to accompany Ontario Regulation 381/15. Regulation 381/15, effective July 1, 2016, sets out requirements for noise protection in all workplaces in the province.

 

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Additional employer obligations? Domestic and sexual violence

As of the writing of this blog, Bill 26 has passed second reading and is before the Standing Committee on the Legislative Assembly for consultation and, so it remains to be seen if the above changes will come into force. That said, with the recent legislative attention on protecting employees with respect to sexual harassment and violence, it is likely that employers may soon need to revisit their policies and programs to account for domestic and sexual violence.

 

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The AODA Employment Standards: Are you meeting the new requirements?

We know that the AODA employment standards requirements are demanding because we have heard about the challenges from those organizations with 50+ employees that were obligated to comply in January 2016. Smaller employers with fewer resources may need additional assistance to keep track of the project, including reviewing, updating and implementing many HR forms and documents such as job offers, employment contracts, job postings and applications to ensure they are consistent with the new accessibility standards.

 

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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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2017 workplace resolutions and fresh starts

January is a month of resolutions, fresh starts, and goals. It’s also a good time to run away from 2016 and the upsets and surprises the year rolled out. Here are 3 lessons that 2016 taught us as we all dig in to a new year in the workplace.

 

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Principle of accountability under PIPEDA

Under Personal Information Protection and Electronic Documents Act (PIPEDA), there is nothing that prevents organizations from outsourcing the processing of data inside or outside of Canada—however, organizations must take all reasonable steps to protect that information from unauthorized uses and disclosures when it is in the hands of third party processors. This is where accountability, the first principle in PIPEDA, comes in; and there are obligations to meet regarding training staff that are highly relevant.

 

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HR law and payroll 2017, what is in store?

At the beginning of a new year, it’s good to wonder what is in store in 2017 for HR law and payroll? Let’s discuss and provide practical steps HR and payroll can take to prepare for these trends and changes.

 

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Top 10 most read First Reference Talks posts 2016 & Season’s Greetings

2016 Top 10 First Reference Talks

We are signing off with a list of the top 10 most read First Reference Talks posts 2016. Human rights issues and rules for termination notice seem to have been hot topics this year with several blog posts on the topics making it on the list. The top 10 most read First Reference Talks posts […]

 

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“Safeguarding” personal information clarified

You may be wondering, what exactly is “safeguarding” personal information? Thankfully, the Office of the Privacy Commissioner of Canada has clarified how safeguarding can reduce the risk of privacy breaches.

 

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Trump’s campaign and human resource strategies

Like everyone else, I watched the US presidential election with much fascination and of course appreciation for Canadian values and the way we in Canada still have the decency to, at least in public, treat some things as unacceptable. But politics aside, I think Donald Trump’s campaign has very key lessons for human resource practitioners. So I would like to relate, in true obsessive form, the key strategies of his campaign to some strategies I think could be useful for human resource practitioners.

 

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