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.
While many employers in Canada understand that they have obligations under human rights legislation, they likely do not appreciate that they can also be liable if a consultant contracted to provide services on their behalf engages in discriminatory action. This is what occurred in Ontario in the recent case of Reiss v CCH Canadian Limited, 2013 HRTO 764.
2012 is gone, and 2013 is well underway. Many people have made commitments to themselves to make a change for the better in their professional lives. It’s a new year, so why not start fresh right? People often feel as though the New Year brings a renewed sense of commitment and productivity at work.
Welcoming a New Year can also mean welcoming change. Many individuals have resolved to make changes in their lives. Companies also often kick-off change initiatives or begin to implement talked about transformation in the New Year.
Recently I sent an email in a medium-large font to someone who thought I was shouting. The reply I received was disturbing. The person was offended and read the information as if I was angry…
When an employer seeks to rely on a breach of policy in disciplining an employee, the employer must prove that it clearly communicated the policy to the employee in question and has enforced the policy consistently. The importance of such communication in enforcement of workplace policies was demonstrated in Lambe v. Irving Oil Ltd.
According to a recently released CROP survey carried out for the Ordre des conseillers en ressources humaines agréés (Quebec’s human resources professional association), 79 percent of workers in Quebec often or occasionally witnessed a conflict in their workplace in the last year. The survey also indicates that 62 percent of employees believe their managers are inclined to resolve conflicts, compared to 38 percent who feel they tend to ignore them.
As if you didn’t have enough to worry about with the weak economy and trying to hold onto your job: more employers than ever in the United States are offering their employees the benefit of flex hours, but their employees are refusing to take advantage for fear they’ll get the axe! Recent research in the US by the Center for Work-Life Policy has found that fewer workers are accepting offers of flex-time—scheduling their own hours combined with working from home—because they feel the need to be present in the office to make sure their employers know they are working, even if the employees are in fact more productive working on their own schedules.