conduct and behaviour
October 1, 2014 Michele Glassford Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Privacy and Security, Union Relations
The National Football League (NFL) has been widely criticized these past recent weeks regarding how it dealt with (or did not deal with) Baltimore Ravens’ ex-player, Ray Rice, when it initially discovered that he allegedly committed a serious act of violence against his then-fiancée.
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August 5, 2014 Michele Glassford Employee Relations, Health and Safety, Human Resources, Human Rights, Training and Development
Retired football coach, broadcaster and motivational speaker Lou Holtz said, “Never tell your problems to anyone…20% don’t care and the other 80% are glad you have them.” Although this may have some truth for most of us, employers must be careful not to fall into either category.
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February 3, 2014 Michele Glassford Employee Relations, HR Policies and Procedures, Human Resources, Privacy and Security
Just like back in high school a workplace gossip mill goes into overdrive at the hint of a workplace romance, or even better, a messy breakup.
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December 2, 2013 Michele Glassford Employee Relations, HR Policies and Procedures, Human Resources, Payroll, Pensions and Benefits, Source Deductions and Reporting, Wages and Compensation
Who doesn’t like to give or receive a gift, especially around holiday times? It is common practice (even expected practice) in some industries to recognize clients or customers with some sort of gift. Employers should ensure that it has adequate policies to inform and advise employees of the conduct and behaviour that is expected of them in the context of the industry in which the employer operates.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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, LL.B. Managing Editor 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.
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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.
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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
Perhaps employers should focus on Health and Safety, Human Rights, Good Faith, and Investigations instead of looking for shortcuts or complex contracts to cover their... – Feb 04, 6:17 PM
Great article!! Should make a few employers more than a little nervous. With respect to managing the potential risks of hiring older employees, would the... – Feb 01, 2:01 PM
