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<channel>
	<title>First Reference Talks</title>
	<atom:link href="http://blog.firstreference.com/feed/" rel="self" type="application/rss+xml" />
	<link>http://blog.firstreference.com</link>
	<description>Business, Payroll, Employment Law, Internal Controls &#38; You!</description>
	<lastBuildDate>Tue, 07 Sep 2010 14:29:35 +0000</lastBuildDate>
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			<item>
		<title>Don’t push the employees – Court of Appeal deals with damages in a wrongful dismissal claim</title>
		<link>http://blog.firstreference.com/2010/09/07/don%e2%80%99t-push-the-employees-%e2%80%93-court-of-appeal-deals-with-damages-in-a-wrongful-dismissal-claim/</link>
		<comments>http://blog.firstreference.com/2010/09/07/don%e2%80%99t-push-the-employees-%e2%80%93-court-of-appeal-deals-with-damages-in-a-wrongful-dismissal-claim/#comments</comments>
		<pubDate>Tue, 07 Sep 2010 14:00:09 +0000</pubDate>
		<dc:creator>Earl Altman</dc:creator>
				<category><![CDATA[Employment Standards]]></category>
		<category><![CDATA[Human Resources]]></category>
		<category><![CDATA[bad faith in the matter of the dismissal]]></category>
		<category><![CDATA[constructive dismissal]]></category>
		<category><![CDATA[damages]]></category>
		<category><![CDATA[discipline]]></category>
		<category><![CDATA[Dismissal]]></category>
		<category><![CDATA[employer code of conduct]]></category>
		<category><![CDATA[employment law]]></category>
		<category><![CDATA[intentional infliction of mental suffering]]></category>
		<category><![CDATA[Ontario Court of Appeal]]></category>
		<category><![CDATA[performance review]]></category>
		<category><![CDATA[personal liability on a manager]]></category>
		<category><![CDATA[terminations]]></category>
		<category><![CDATA[tort liability]]></category>
		<category><![CDATA[tort of negligence in the employment context]]></category>
		<category><![CDATA[torts of battery]]></category>
		<category><![CDATA[vicarious liability]]></category>
		<category><![CDATA[vicariously liable]]></category>
		<category><![CDATA[wrongful dismissal]]></category>
		<category><![CDATA[Wrongful dismissal claims]]></category>

		<guid isPermaLink="false">http://blog.firstreference.com/?p=4936</guid>
		<description><![CDATA[The scope of damages available in wrongful dismissal claims has been steadily widening over the past decade. However, in a decision of the Ontario Court of Appeal, released on May 28, 2010, the Court reversed this trend by rejecting tort liability of an employer for intentional infliction of mental suffering arising from a dismissal.  ]]></description>
		<wfw:commentRss>http://blog.firstreference.com/2010/09/07/don%e2%80%99t-push-the-employees-%e2%80%93-court-of-appeal-deals-with-damages-in-a-wrongful-dismissal-claim/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>September 6, 2010, Labour Day, Public Holiday</title>
		<link>http://blog.firstreference.com/2010/09/03/september-6-2010-labour-day-public-holiday/</link>
		<comments>http://blog.firstreference.com/2010/09/03/september-6-2010-labour-day-public-holiday/#comments</comments>
		<pubDate>Fri, 03 Sep 2010 16:00:26 +0000</pubDate>
		<dc:creator>Yosie Saint-Cyr</dc:creator>
				<category><![CDATA[Employment Standards]]></category>
		<category><![CDATA[Human Resources]]></category>
		<category><![CDATA[employment standards act]]></category>
		<category><![CDATA[employment standards code]]></category>
		<category><![CDATA[general holiday]]></category>
		<category><![CDATA[history of Labour Day]]></category>
		<category><![CDATA[Labour Day]]></category>
		<category><![CDATA[Labour Day in Canada]]></category>
		<category><![CDATA[labour standards act]]></category>
		<category><![CDATA[labour standards code]]></category>
		<category><![CDATA[Public Holiday]]></category>
		<category><![CDATA[Public Holiday Pay]]></category>
		<category><![CDATA[Statutory Holiday]]></category>

		<guid isPermaLink="false">http://blog.firstreference.com/?p=4866</guid>
		<description><![CDATA[Happy Labour Day! The history of Labour Day is connected...]]></description>
		<wfw:commentRss>http://blog.firstreference.com/2010/09/03/september-6-2010-labour-day-public-holiday/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Employers may not be able to conduct Facebook checks on prospective employees</title>
		<link>http://blog.firstreference.com/2010/09/03/employers-may-not-be-able-to-conduct-facebook-checks-on-prospective-employees/</link>
		<comments>http://blog.firstreference.com/2010/09/03/employers-may-not-be-able-to-conduct-facebook-checks-on-prospective-employees/#comments</comments>
		<pubDate>Fri, 03 Sep 2010 13:30:10 +0000</pubDate>
		<dc:creator>Christina Catenacci</dc:creator>
				<category><![CDATA[Human Resources]]></category>
		<category><![CDATA[Privacy and Security]]></category>
		<category><![CDATA[Recruiting and Hiring]]></category>
		<category><![CDATA[background checks]]></category>
		<category><![CDATA[balance between employee rights to privacy and employer rights to know]]></category>
		<category><![CDATA[Employee privacy rights]]></category>
		<category><![CDATA[Employment background checks]]></category>
		<category><![CDATA[employment law]]></category>
		<category><![CDATA[facebook]]></category>
		<category><![CDATA[Facebook checks on prospective employees]]></category>
		<category><![CDATA[Germany]]></category>
		<category><![CDATA[Monitoring]]></category>
		<category><![CDATA[privacy]]></category>
		<category><![CDATA[Privacy in the workplace]]></category>
		<category><![CDATA[selection process]]></category>
		<category><![CDATA[social media]]></category>
		<category><![CDATA[social media activities at work]]></category>
		<category><![CDATA[social networks]]></category>
		<category><![CDATA[spy on employees]]></category>
		<category><![CDATA[surveillance]]></category>

		<guid isPermaLink="false">http://blog.firstreference.com/?p=4924</guid>
		<description><![CDATA[I just read an interesting article saying that Germany may be the first to pass a law making it illegal for prospective employers to spy on applicants' private postings on Facebook. Do you think this type of law could ever be passed in Canada?]]></description>
		<wfw:commentRss>http://blog.firstreference.com/2010/09/03/employers-may-not-be-able-to-conduct-facebook-checks-on-prospective-employees/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Does your company use a human resources management system?</title>
		<link>http://blog.firstreference.com/2010/09/02/does-your-company-use-a-human-resources-management-system/</link>
		<comments>http://blog.firstreference.com/2010/09/02/does-your-company-use-a-human-resources-management-system/#comments</comments>
		<pubDate>Thu, 02 Sep 2010 14:00:49 +0000</pubDate>
		<dc:creator>Adam Gorley</dc:creator>
				<category><![CDATA[HRMS]]></category>
		<category><![CDATA[Human Resources]]></category>
		<category><![CDATA[Internal Controls]]></category>
		<category><![CDATA[automation]]></category>
		<category><![CDATA[business intelligence]]></category>
		<category><![CDATA[HR metrics]]></category>
		<category><![CDATA[HRIS]]></category>
		<category><![CDATA[Human Resources Information System]]></category>
		<category><![CDATA[human resources management]]></category>
		<category><![CDATA[human resources management system]]></category>
		<category><![CDATA[information management]]></category>
		<category><![CDATA[information technology]]></category>
		<category><![CDATA[IT]]></category>
		<category><![CDATA[IT controls]]></category>
		<category><![CDATA[record keeping]]></category>
		<category><![CDATA[tracking employee absences]]></category>

		<guid isPermaLink="false">http://blog.firstreference.com/?p=4766</guid>
		<description><![CDATA[Human resources management systems  (also known as human resources information systems) exist "at the intersection between human resource management and information technology." Usually, this means taking previously disparate HR information and automatically integrating it in such a way that users can gain a clearer picture of what is happening in the company—in a more efficient way than if HR had to gather all of the information from its various sources, and analyze it manually.

This diverse information includes payroll, work hours and overtime, benefits administration, recruiting and development, training and learning, performance records and more. You've probably already automated one or more of these services, either internally or via an external service provider; companies commonly outsource payroll and benefits functions, for example. But even so, can you imagine what you could do if all of those functions were integrated and all of that information could be compared with little effort? That's the promise of human resources management systems.

<a href="http://www.hrinfodesk.com/preview.asp?article=33945">Read the whole story on HRinfodesk.com.</a>]]></description>
		<wfw:commentRss>http://blog.firstreference.com/2010/09/02/does-your-company-use-a-human-resources-management-system/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Update on damages arising out of bad faith in the course of dismissal: Soost v. Merrill Lynch Canada Inc.</title>
		<link>http://blog.firstreference.com/2010/09/01/update-on-damages-arising-out-of-bad-faith-in-the-course-of-dismissal-soost-v-merrill-lynch-canada-inc/</link>
		<comments>http://blog.firstreference.com/2010/09/01/update-on-damages-arising-out-of-bad-faith-in-the-course-of-dismissal-soost-v-merrill-lynch-canada-inc/#comments</comments>
		<pubDate>Wed, 01 Sep 2010 13:30:50 +0000</pubDate>
		<dc:creator>Stuart Rudner</dc:creator>
				<category><![CDATA[Employment Standards]]></category>
		<category><![CDATA[Human Resources]]></category>
		<category><![CDATA[bad faith]]></category>
		<category><![CDATA[bad faith damages]]></category>
		<category><![CDATA[canadian employment law]]></category>
		<category><![CDATA[Court of Appeal in Alberta]]></category>
		<category><![CDATA[damages arising out of bad faith in the course of dismissal]]></category>
		<category><![CDATA[Dismissal]]></category>
		<category><![CDATA[employment law]]></category>
		<category><![CDATA[Honda Canada Inc. v Keays]]></category>
		<category><![CDATA[just cause for dismissal]]></category>
		<category><![CDATA[moral damages]]></category>
		<category><![CDATA[punitive damages]]></category>
		<category><![CDATA[Soost v. Merrill Lynch Canada Inc.]]></category>
		<category><![CDATA[terminations]]></category>
		<category><![CDATA[The Damages Formerly Known as Wallace]]></category>
		<category><![CDATA[Wallace damages]]></category>
		<category><![CDATA[wrongful dismissal]]></category>
		<category><![CDATA[wrongful dismissal claim]]></category>

		<guid isPermaLink="false">http://blog.firstreference.com/?p=4734</guid>
		<description><![CDATA[The Court of Appeal in Alberta has just ruled that there was no basis to award <em>"The Damages Formerly Known as Wallace"</em> in <em>Soost v. Merrill Lynch Canada Inc.</em>, dramatically reducing the value of the award.
]]></description>
		<wfw:commentRss>http://blog.firstreference.com/2010/09/01/update-on-damages-arising-out-of-bad-faith-in-the-course-of-dismissal-soost-v-merrill-lynch-canada-inc/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>When does your Canadian employee need a U.S. work permit?</title>
		<link>http://blog.firstreference.com/2010/08/31/when-does-your-canadian-employee-need-a-u-s-work-permit/</link>
		<comments>http://blog.firstreference.com/2010/08/31/when-does-your-canadian-employee-need-a-u-s-work-permit/#comments</comments>
		<pubDate>Tue, 31 Aug 2010 13:00:24 +0000</pubDate>
		<dc:creator>Henry J. Chang</dc:creator>
				<category><![CDATA[Corporate Immigration]]></category>
		<category><![CDATA[Human Resources]]></category>
		<category><![CDATA[Recruiting and Hiring]]></category>
		<category><![CDATA[Alien]]></category>
		<category><![CDATA[B-1 business visitor category]]></category>
		<category><![CDATA[business visitor]]></category>
		<category><![CDATA[Department of Homeland Security]]></category>
		<category><![CDATA[Foreign Affairs Manual]]></category>
		<category><![CDATA[Foreign workers]]></category>
		<category><![CDATA[Hiring foreign workers]]></category>
		<category><![CDATA[HR professionals]]></category>
		<category><![CDATA[Immigration and Nationality Act]]></category>
		<category><![CDATA[licensed immigration lawyer]]></category>
		<category><![CDATA[NAFTA]]></category>
		<category><![CDATA[North American Free Trade Agreement]]></category>
		<category><![CDATA[U.S. Department of State]]></category>
		<category><![CDATA[United States]]></category>
		<category><![CDATA[United States Citizenship and Immigration Services]]></category>
		<category><![CDATA[United States Customs Border Protection]]></category>
		<category><![CDATA[US work permit]]></category>
		<category><![CDATA[work permit]]></category>

		<guid isPermaLink="false">http://blog.firstreference.com/?p=4786</guid>
		<description><![CDATA[On occasion, Canadian HR professionals will be asked if one of their employees requires a work permit to enter the United States.  The answer to this question depends on whether the proposed activity falls within the scope of the B-1 business visitor category.  The problem lies in the lack of clear guidelines for B-1 business visitors and the considerable amount of discretion given to USCBP officers, who inspect foreign travelers seeking admission to the United States.  ]]></description>
		<wfw:commentRss>http://blog.firstreference.com/2010/08/31/when-does-your-canadian-employee-need-a-u-s-work-permit/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Workplace communication and the real world: email features for the quick-tempered and impulsive</title>
		<link>http://blog.firstreference.com/2010/08/30/email-features-for-the-quick-tempered-and-impulsive/</link>
		<comments>http://blog.firstreference.com/2010/08/30/email-features-for-the-quick-tempered-and-impulsive/#comments</comments>
		<pubDate>Mon, 30 Aug 2010 14:00:25 +0000</pubDate>
		<dc:creator>Adam Gorley</dc:creator>
				<category><![CDATA[Human Resources]]></category>
		<category><![CDATA[Internal Controls]]></category>
		<category><![CDATA[Training and Development]]></category>
		<category><![CDATA[beer goggles]]></category>
		<category><![CDATA[communicating at work]]></category>
		<category><![CDATA[communication at work]]></category>
		<category><![CDATA[drinking]]></category>
		<category><![CDATA[email]]></category>
		<category><![CDATA[email at work]]></category>
		<category><![CDATA[email features]]></category>
		<category><![CDATA[gmail]]></category>
		<category><![CDATA[impulsiveness]]></category>
		<category><![CDATA[records]]></category>
		<category><![CDATA[technology]]></category>
		<category><![CDATA[undo send]]></category>
		<category><![CDATA[working conditions]]></category>
		<category><![CDATA[workplace behaviour]]></category>
		<category><![CDATA[workplace communication]]></category>
		<category><![CDATA[workplace conduct]]></category>

		<guid isPermaLink="false">http://blog.firstreference.com/?p=4721</guid>
		<description><![CDATA[You've written an email that says some things you might be better off saying in person—or not at all—right? Like when you wanted to tell off a co-worker—or supervisor—about taking credit for your work, or putting you down in front of the boss, or just for generally being a jerk. Maybe you were caught up in the anger of the moment—you let your temper get the best of you—or maybe you were just a bit—or a lot—drunk. And maybe you hit that "Send" button, and maybe you reconsidered before it was too late. I don't like to imagine the result of sending such a message.]]></description>
		<wfw:commentRss>http://blog.firstreference.com/2010/08/30/email-features-for-the-quick-tempered-and-impulsive/feed/</wfw:commentRss>
		<slash:comments>2</slash:comments>
		</item>
		<item>
		<title>Fifth worker involved in scaffolding incident sues for damages</title>
		<link>http://blog.firstreference.com/2010/08/27/fifth-worker-involved-in-scaffolding-incident-sues-for-damages/</link>
		<comments>http://blog.firstreference.com/2010/08/27/fifth-worker-involved-in-scaffolding-incident-sues-for-damages/#comments</comments>
		<pubDate>Fri, 27 Aug 2010 14:00:14 +0000</pubDate>
		<dc:creator>Christina Catenacci</dc:creator>
				<category><![CDATA[Health and Safety]]></category>
		<category><![CDATA[Human Resources]]></category>
		<category><![CDATA[accident]]></category>
		<category><![CDATA[Bill C-45]]></category>
		<category><![CDATA[civil suit]]></category>
		<category><![CDATA[criminal code]]></category>
		<category><![CDATA[damages]]></category>
		<category><![CDATA[employment]]></category>
		<category><![CDATA[employment law]]></category>
		<category><![CDATA[health and safety]]></category>
		<category><![CDATA[migrant workers]]></category>
		<category><![CDATA[Ministry of Labour]]></category>
		<category><![CDATA[occupational health and safety act]]></category>
		<category><![CDATA[ontario]]></category>
		<category><![CDATA[platform]]></category>
		<category><![CDATA[scaffold]]></category>
		<category><![CDATA[scaffolding incident]]></category>

		<guid isPermaLink="false">http://blog.firstreference.com/?p=4692</guid>
		<description><![CDATA[Last week, I wrote about the incident in which five migrant workers fell 13 storeys when a platform collapsed on Christmas Eve, 2009. Four died instantly, but one survived. This fifth worker, who suffered grave injuries, has now launched a civil suit for damages.]]></description>
		<wfw:commentRss>http://blog.firstreference.com/2010/08/27/fifth-worker-involved-in-scaffolding-incident-sues-for-damages/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Multi-tasking: where do you draw the line?</title>
		<link>http://blog.firstreference.com/2010/08/26/multi-tasking-where-do-you-draw-the-line/</link>
		<comments>http://blog.firstreference.com/2010/08/26/multi-tasking-where-do-you-draw-the-line/#comments</comments>
		<pubDate>Thu, 26 Aug 2010 13:30:28 +0000</pubDate>
		<dc:creator>Adam Gorley</dc:creator>
				<category><![CDATA[Health and Safety]]></category>
		<category><![CDATA[Human Resources]]></category>
		<category><![CDATA[Internal Controls]]></category>
		<category><![CDATA[Training and Development]]></category>
		<category><![CDATA[cellphone use]]></category>
		<category><![CDATA[health and safety]]></category>
		<category><![CDATA[hygiene]]></category>
		<category><![CDATA[illness]]></category>
		<category><![CDATA[illness at work]]></category>
		<category><![CDATA[multi-tasking]]></category>
		<category><![CDATA[productivity]]></category>
		<category><![CDATA[risky behaviour]]></category>
		<category><![CDATA[sickness]]></category>
		<category><![CDATA[stall-call]]></category>
		<category><![CDATA[vicarious liability]]></category>
		<category><![CDATA[work environment]]></category>
		<category><![CDATA[working]]></category>
		<category><![CDATA[working conditions]]></category>

		<guid isPermaLink="false">http://blog.firstreference.com/?p=4623</guid>
		<description><![CDATA[Multi-tasking is so serious that workers are taking their work into the washroom, with disturbing results. According to a recent survey, one-third of Brits admit they've made a "stall-call"—that is, a call from the toilet, not just the restroom—whether for business or pleasure. And one in twenty said they've taken their laptop with them when nature called. The survey also found a significant—and disgusting—number of people eat, drink and brush their teeth while answering nature's call.
]]></description>
		<wfw:commentRss>http://blog.firstreference.com/2010/08/26/multi-tasking-where-do-you-draw-the-line/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Alberta Immigrant Nominee Program suspends two immigration streams</title>
		<link>http://blog.firstreference.com/2010/08/25/alberta-immigrant-nominee-program-suspends-two-immigration-streams/</link>
		<comments>http://blog.firstreference.com/2010/08/25/alberta-immigrant-nominee-program-suspends-two-immigration-streams/#comments</comments>
		<pubDate>Wed, 25 Aug 2010 15:30:36 +0000</pubDate>
		<dc:creator>Henry J. Chang</dc:creator>
				<category><![CDATA[Corporate Immigration]]></category>
		<category><![CDATA[Human Resources]]></category>
		<category><![CDATA[Alberta]]></category>
		<category><![CDATA[Employer-Driven Stream]]></category>
		<category><![CDATA[employment]]></category>
		<category><![CDATA[Family Stream]]></category>
		<category><![CDATA[Immigrant Nominee Program]]></category>
		<category><![CDATA[Skilled Workers]]></category>
		<category><![CDATA[U.S. Visa Holder Category]]></category>

		<guid isPermaLink="false">http://blog.firstreference.com/?p=4676</guid>
		<description><![CDATA[On August 23, 2010, the Alberta Immigrant Nominee Program ("AINP") announced that, in response to current job market conditions, it is no longer accepting applications for two immigration streams: (1) the family stream, and (2) the U.S. visa holder stream.  ]]></description>
		<wfw:commentRss>http://blog.firstreference.com/2010/08/25/alberta-immigrant-nominee-program-suspends-two-immigration-streams/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
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