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performance reviews

Three popular articles this week on HRinfodesk

The three popular articles this week on HRinfodesk deal with: a case where an employee was given the ultimatum to take a demotion or go; a case where an employee used the OHSA’s work refusal provisions to avoid work assignments he did not like; and an inquiry of whether an employer confers a benefit to an employee by paying premiums with respect to an employee assistance program.

 

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Infographic: 8 great ways to handle performance reviews

Take a look at the First Reference Infographic Guide to Types of Performance Review, plus top performance review best practices!

 

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Setting performance objectives

As we set to embark upon the year’s end, now is an appropriate time to begin goal setting and implementing employee performance objectives for the new year. Establishing clear expectations which are tied to the overall mission and vision of the organization, and which are aligned with and cascaded from senior leadership, will ensure that employees understand their role and value within the organization, and will work to continually motivate them throughout the year.

 

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Termination was at least in part because of perceived communication difficulties in English

In Liu v Everlink Services Inc, the Ontario Human Rights Tribunal decided that, when a Chinese Canadian employee, Liu, was terminated from his employment, he was discriminated against on the ground of place of origin.

 

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Should employees talk about mental illness?

This month media campaigns are encouraging people to talk about mental illness. This raises the question about whether employees should talk to their employer about mental illness or remain silent for fear of losing their jobs.

 

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Termination of a probationary employee was neither arbitrary nor discriminatory

The Ontario Superior Court of Justice Divisional Court just quashed the grievance settlement board’s decision that a probationary employee’s termination was arbitrary and discriminatory and granted the application for judicial review. The evidence was clear that the employer’s decision to terminate the probationary employee was neither arbitrary nor discriminatory. In fact, the decision to terminate came after numerous reviews of the employee’s work and conversations about performance concerns.

 

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Most-viewed articles this week on HRinfodesk

The three most viewed articles on HRinfodesk this week deal with the accommodation of Muslim employees during Ramadan and the terminations of a disable employee and an employee who was a “simmering ball of negativity.”

 

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Most-viewed articles this week on HRinfodesk

The three most viewed articles on HRinfodesk this week deal with the court calling into question the termination without notice of a probationary employee, how the law around references is changing and how a mistake in a contract led to constructive dismissal.

 

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Performance management matters despite Dilbert’s mockery!

It is annual performance review time for many organizations! The actual performance review may be a simple rating sheet, a multi-page document, a massive competency check-lists or an online 360 review. Whatever the format of your reviews, it is your entire performance appraisal process, which includes the manager & employee performance appraisal meetings that determines the effectiveness of your appraisal system for your organizational development goals. Scott Adams has dedicated a multitude of Dibert strips mocking performance reviews (scroll to end of article) but for organizations today, performance management still matters.

 

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Six steps to summer student success and a sustainable labour force for the future

Senior managers and HR directors alike agree that the main challenge facing organizations in the future will be finding and keeping skilled labour. I’d like to suggest that your organization can start the process of recruiting future employees by providing a positive and successful experience to summer students. I outline six steps on how to do this…

 

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Relying on breach of policy to discipline employees

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.

 

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Failing to use performance and salary reviews properly

In order to be in a position to dismiss an employee for cause, it is critical that the employer have appropriate documentation. However, many managers and supervisors unwittingly place their employers in a weakened legal position by failing to use performance and salary reviews properly.

 

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Gearing up for the annual performance review

It’s the beginning of the year and employers are gearing up for annual employee performance reviews. Although employment standards legislation is silent on the topic, there are some principles that have come out of the common law that are important for employers to know.

 

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