The three most viewed articles on HRinfodesk this week deal with expanding their disability management programs; a zero tolerance approach to a grievance arising from a case of sexual harassment and assault; and the Canada Pension Plan 2014 contribution rates,
The DSM-5 has arrived. Despite what employers and disability providers may think about the changes, there is no choice but to deal with this revised and authoritative text on mental disorders.
The three most viewed articles on HRinfodesk this week deal with the legal implications in drafting a bonus plan, understanding public-private sector differences in work absences and updated rules for electronically filing records of employment.
Recently, an Ottawa-based tech company called Momentous Corp. has attracted national attention because it implemented a blanket policy against hiring smokers and advertises that it will hire non-smokers only. In order to reduce its health costs, Momentous prohibits the hiring of or allowing any smoking on its property during working hours…
Let’s be honest. As HR professionals, we’ve all probably seen our fair share of oddities in the workplace. From unusual employee excuses for missing work to other hilarious mishaps, some workplaces are anything but boring. Over the past couple of months, the news has been flooded with stories of ridiculous happenings within the workplace. Check out some of the craziest ones of the bunch:
Our last poll asked readers: Do you have a winter-weather policy to handle challenges the weather will bring that might prevent employees from getting to work? Out of 319 respondents, 161 (50.47%) of respondents said no and 90 (28.21%) said yes (29/9.9% of respondents already cover it in policy). Only 68 (21.32%) answered they did not know they needed one. So do you need one or not?
The three most viewed articles on HRinfodesk this week deal termination due to theft, The Canada Arbitration Board decision about fraudulent medical notes, and a termination substituted with a suspension.
The three most popular HRinfodesk articles this week deal with two cases of just cause for termination, and a case where an employee should have been paid for time training.
For many in the human resources function, every day is a series of reactions and responses to events. The experience of work is the constant juggle of urgent demands to hire people, sort out employment issues, deal with grievances or conflicts, resolve pay demands or other requests. All of these activities are important and urgent and place an immediate call on our attention and action. This experience creates a habit, where new information is reviewed with a bias to action or crisis. If there is nothing urgent or important here then the information can be ignored—there is nothing to do…
Employers are often at a loss as to how to ensure employees who take sick days are really sick and not simply abusing the system. They are often scared to ask for doctor’s notes, but also scared that if they don’t, the abuse will become rampant. I often encourage employers to consider abandoning the notion of sick days altogether, and simply provide a fixed number of “personal days”, which eliminates the implicit or explicit requirement that an individual be sick in order to have time off.
The cold and flu season is underway and typically runs from November to April each year. The often close quarters of workplaces allow employees to easily spread cold and flu germs. These germs are transferred from person to person and surface to surface indoors. Employers must take preventive measures to fight these germs around your workplace, keep your employees safe and maintain productivity throughout the peak cold and flu season.
We have just reported our Q2 2011 results. We have gone through the time consuming and detailed process of auditing and are now in the process of letting folks know what happened in Q2 2011 on a range of metrics. One measure that we have been keeping a close eye on is absenteeism. Absenteeism keeps going up and the Q2 results are continuing that trend.