conduct and behaviour
June 4, 2013 Michele Glassford Employee Relations, HR Policies and Procedures, Human Resources, Human Rights, Privacy and Security, Recruiting and Hiring,
It is understandably frustrating for employers and human resources managers to try keep up with social media trends. It seems that as soon as employers (or anyone over the age of 25) has figured out the latest social media tool, the masses have moved on to the next one. Likewise it is almost impossible to amend or adapt a “social media” policy with each shift in trend.
conduct and behaviour, confidentiality, employee handbook, employment law, Google, human resources managers, invasion of privacy, job candidates, marketing strategy, offer of employment, online, policy and procedures, policy manual, privacy policy, recruiters, recruitment and selection policy, social media, social media policy, social media research of candidates, social media trends, social networking sites, workplace harassment
March 18, 2013 Christina Catenacci Employee Relations, HR Policies and Procedures, Human Resources, Human Rights,
The Yukon Human Rights Board of Adjudication just found that a teenaged employee was sexually harassed by her employer with persistent unwelcome sexual conduct. This finding was underscored by the power imbalance, age difference and generational communication issues present. That said, the harassment was considered to be at the most mild end of the spectrum of sexual harassment.
age difference and generational communication issues present, communications, conduct and behaviour, dress codes, employee policies, employee's perception of the relationship that was central, Employer sexually harassed employee, employer-employee relationship, employment law, harassment, left her employment as a result of the behaviour, misconduct, no formal schedules, power imbalance, questionable emails, questionable texts and other interactions, sexual assault, sexual harassment, sexually harassed, social communication, unwelcome sexual conduct, work environment, Yukon Human Rights Board of Adjudication
December 7, 2012 Clear Path Employer Services Employee Relations, Human Resources,
The holiday season is upon us! Lights are being strung on houses, trees are going up in family rooms and the snow is beginning to stick to the ground. For most people, this time of year is all about shopping, cooking and baking and hosting in-laws over the holidays, however for employers another thing is probably on your mind; the office holiday party.
company function, conduct and behaviour, Conduct yourself professionally, employee morale, facebook, holiday office party, holiday season, mixing business with pleasure, office holiday party, planning the holiday party, proper etiquette and decorum matter, social media, workplace holiday party
November 7, 2012 Clear Path Employer Services Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Privacy and Security,
The story about the Ontario man fired from a retail store due to insensitive online posts about the death of Amanda Todd, is not the first time we’ve seen a story like this.
available 24/7, conduct and behaviour, eight hours a day, Employee email and computer use, employee handbook, Employee policy manual, employees using social media, facebook, hours of work, HR issues, misconduct, outside of business hours, policies and procedures, policy manual, Smarthphones, social media, social media policy, terminations
November 2, 2012 Michele Glassford Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources,
With the holiday season fast approaching, employers are consistently reminded of the additional risks and liabilities which may result from an employer-sponsored holiday event. Nevertheless, holiday parties and events are often considered to be an essential “benefit” expected by employees.
Alcohol in the workplace, company sponsored event, conduct and behaviour, employer serves alcohol at an employer social event, employer social functions, employer-sponsored events, employer-sponsored social event, employment law, harassment, holiday parties and events, HR issues, Human Resources PolicyPro, Policy and procedure, policy manual, Responsibilities of employers during a company hosted party, risk of liability, risks and liabilities, The do's and don'ts of company-sponsored events, workplace harassment, Workplace holiday parties, workplace policies
March 29, 2012 Christina Catenacci Employee Relations, Employment/Labour Standards, Human Resources
Manitoba’s Court of Queen’s Bench recently confirmed that a termination for cause was inappropriate, given that it was not proportional to the employee’s conduct. As a result, the employer had to pay 12 months’ severance as set out in the employment agreement regarding a termination without cause.
altercation, anger management, angry employee, conduct and behaviour, Disciplinary measures, discipline, employee conduct, employment contract, employment law, manitoba, progressive discipline policy, proportionality, reasonable discipline, Sanctions, severance, severity of an employee’s misconduct, suspension, terminate, termination for cause, termination notice, workplace investigation, wrongful dismissal
April 13, 2011 Christina Catenacci Employment/Labour Standards, Human Resources
I recently told you about the high school office assistant who was suspended with pay for making porn movies on the side—well, the school board has decided to terminate her employment.
conduct and behaviour, discipline, employment contract, employment law, facebook, moonlighting, off-duty activities, off-duty conduct, porn video star, pornography career, school board, social media, suspension, termination, termination with cause
April 12, 2011 Andrew Lawson Human Resources, Human Rights
The question for Steve in this workplace scenario is: did you know your actions were unwelcome at the time of the occurrence?
conduct and behaviour, Conduct training, discrimination, employment law, harassment, human rights code, incidence of harassment in your workplace, ontario, sexual harassment, training, Unwelcome behaviour, workplace harassment
March 31, 2011 Yosie Saint-Cyr Human Resources, Privacy and Security
On March 22, 2011, the Ontario Court of Appeal rendered a significant judgment concerning the protection of privacy in the workplace. Specifically, the Court determined that an employee had an expectation of privacy when using a laptop made available by the employer on which he was allowed to retain personal information.
canadian charter of rights and freedoms, child pornography, computer, conduct and behaviour, criminal code, employee relations, employment law, expectation of privacy, Individual privacy in the workplace, Internet and email use, search warrant, use the laptops for personal use, workplace policies, workplace privacy
February 1, 2011 Adam Gorley Health and Safety, Human Resources
I’ve caved. The end of my phone contract has been looming large, and as I pondered my options, somehow I thought, “I’d really like to be more connected.” So I’m ditching my two-year-old, decidedly not smart, flip phone and getting an iPhone—and a data plan. Soon I’ll be able to tweet and update my Facebook status and share photos wherever I am. And I’m afraid.
conduct and behaviour, distraction, downtime, employee Internet use, employee relations, exhaustion, facebook, focus, hours of work and overtime claims, Internet, iPhone, multi-tasking, overtime, performance, productivity, risky behaviour, smartphones, social media, stall-call, stress, technology, twitter, wireless
January 24, 2011 Adam Gorley Health and Safety, Human Resources
If you’re like most nine-to-five workers, you probably feel a bit slow sometime after lunch. Maybe you reach for another cup of coffee or tea. Maybe you grab some fresh air, a piece of fruit or something sweet and sugary to get you through. But in many cases what you really want is to place your head on your desk and close your eyes for a few minutes. Of course you can’t though—what employer in its right mind would let you do that?
conduct and behaviour, employee relations, Employees sleeping on the job, employees taking naps, employment law, productivity, sleeping on the job, The Energy Project, valid reasons to worry about workers napping, workplace performance
February 3, 2010 Stuart Rudner Employment/Labour Standards, Human Resources
Employees can be dismissed for cause, and therefore without notice or severance, when their misconduct or performance is so egregious that the employment relationship has been irreparably harmed. In assessing this issue, employers must adopt a contextual approach, which considers not only the misconduct in question, but the entirety of the employment relationship.
canadian employment law, conduct and behaviour, discipline, Dismissal, employee conduct, employment law, HR issues, Human Resources, Labour Law, termination
Hi Corey, There are a number of legal considerations and precedents on citizen's arrest that need to be navigated and this is not the forum... – Jun 05, 4:21 PM
I hope and pray that immigration officials should consider the situation of live- in caregivers who are already here before January 1, 2014 but who... – May 30, 4:29 PM
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