Absenteeism
February 13, 2020 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Training and Development,
The three popular articles this week on HRinfodesk deal with the Coronavirus, a 2020 employment and labour summary and workplace absenteeism policies.
Absenteeism, Coronavirus, employment and labour law, employment law
June 11, 2018 Occasional Contributors Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Training and Development
Employers aren’t expected to be experts in mental health or mental disability. Mental illness and the mental disability it can cause are complex medical issues, and there may be times when the employer needs to seek expert medical advice or guidance.
Absenteeism, accommodation, collecting medical information, disclosure of mental illness, duty to accommodate, Duty to accommodate mental illness, employment law, mental disability, mental health, mental health awareness, modified job duties, modified work arrangements, modified work hours, workplace absenteeism
November 1, 2017 Michele Glassford Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Payroll, Wages and Compensation
Earlier in October news outlets reported that a woman in Italy had successfully petitioned her employer to allow her to use two days of paid leave to care for her sick dog, rather than use vacation allotment.
Absenteeism, accommodation, accommodation on the basis of family status, bereavement leave, employment law, family leave, Human Resources, paid leave, personal emergency leave, policies and procedures
August 28, 2017 PeopleInsight Workforce Analytics Employee Relations, HR Analytics, HR and Technology, HRMS, Human Resources, Recruiting and Hiring, Training and Development
PeopleInsight has pulled together their top five most popular blog posts this year (so far). From gaining a deeper understanding of the newest category in HR technology, to applying workforce analytics in the realm of Talent Acquisition for better recruiting, and hearing about one mid-sized companies own journey with DIY analytics, we’ve got a topic in the realm of workforce analytics for everyone.
Absenteeism, data driven workforce, demographics, employee retention and integration, HR Ops, HR reporting, HR solutions, HR technology, HRIS, people analytics, recruiting and hiring, workforce analytics, Workforce Analytics PurePlay, workforce data
December 2, 2016 Rudner Law, Employment / HR Law & Mediation Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Notice, Damages and Settlements, Payroll, Pensions and Benefits, Source Deductions and Reporting, Union Relations, Wages and Compensation
I have often discussed the need for warnings in the context of summary dismissal. While some situations will justify dismissal based upon a single incident, in many cases our courts and arbitrators will require progressive discipline. Whatever the steps may be, it is critical that the messaging to the subject employee be clear: the conduct or behavior is unacceptable, and further instances will lead to discipline, which can include termination for cause.
Absenteeism, discipline, Dismissal, employment law, innocent absenteeism, progressive discipline, summary dismissal, termination for cause
July 22, 2016 Beyond Rewards Inc Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Payroll, Pensions and Benefits, Training and Development
Presenteeism results in productivity loss, workplace epidemics, or poor health and exhaustion, which can lead to higher absenteeism for longer periods or accidents. Whether it is a physical or mental ailment, employees should be staying home when they are unable to be present at work. Being physically at work is different than being present at work. It is one thing to show up at work; it’s another thing to be actually productive while at work.
absent from work because of illness, Absenteeism, demanding job, employee assistance program, employee productivity, employment, employment law, heavy workloads, Human Resources, job security, mental health, off-the-job wellness, presenteeism, sick days, work environment
December 1, 2015 Michele Glassford Employee Relations, Employment/Labour Standards, HR Analytics, HR Policies and Procedures, Human Resources, Training and Development
A friend recently told me about his (manufacturing) workplace where most of the equipment is broken, production lousy and new employees last “sometimes four hours, sometimes a week” but rarely longer than that. He reported that the business owner had recently woken up and hired an independent consultant to take a look and make recommendations for the business. I don’t know if this company has any HR personnel, but many small to medium companies do not have dedicated HR personnel, save and except for payroll, and may have a general manager or owner who is oblivious to what goes on the shop floor. So what are the warning signs of a workplace that needs attention?
Absenteeism, employee complaints, HR, HR personnel, Human Resources PolicyPro, independent HR consultants, management, policy, productivity, Voluntary turnover rates, workplace policies and procedures
August 12, 2014 Occasional Contributors Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Notice, Damages and Settlements, Payroll, Pensions and Benefits, Union Relations, Wages and Compensation
A recent arbitration decision upheld the termination of an employee for excessive but innocent absenteeism.
Absenteeism, accommodate an employee’s excessive absenteeism, André Champagne, arbitration decision, Attendance Management Program, duty to accommodate, Emond Harnden LLP, employment contract, employment contract was frustrated, employment law, excessive absenteeism, gastrointestinal and respiratory illnesses, innocent absenteeism, poor attendance, Sault Area Hospital and Ontario Nurses’ Association, termination, termination of an employee for excessive but innocent absenteeism, terminations
June 13, 2014 Christina Catenacci Employee Relations, Employment/Labour Standards, HR Policies and Procedures, HRMS, Human Resources, Payroll, Pensions and Benefits, Wages and Compensation
During previous World Cups, many employees including myself battled with the World Cup Flu. Well, employers should prepare for another outbreak starting June 12, 2014, when FIFA World Cup Brazil begins, and will go on for about a month.
Absenteeism, brazil, employee absences, employment law, FIFA 2014, flex-time policy, football, high rates of absenteeism or lateness in the office, lateness, major sporting events, soccer, time in lieu of overtime, time theft, vacation time, virtual absenteeism, world cup, World Cup 2014, World Cup Flu
March 24, 2014 Marcia Scheffler Accessibility Standards, Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Standard for Employment, Training and Development
Is it spring yet? For some people, cold weather and lack of sunshine can trigger a type of depression more serious than winter blahs. Seasonal Affective Disorder (SAD) and other mental illnesses are rarely talked about at work and often carry serious stigma for those impacted.
Absenteeism, addictions, Conference Board of Canada, depression, duty to accommodate, duty to accommodate mental health disabilities, human rights commission, Imagine Canada’s Standards Program, legal obligations for employers, Marcia Scheffler, mental health, mental health disability, mental health issue, mental health issues, Mental Health Week, Mental illness, National Standard of Canada for Psychological Health and Safety in the Workplace, Not Myself Today 2014, Partners for Mental Health, presenteeism, productivity, Seasonal Affective Disorder (SAD), short-or long-term leaves of absences, stigma around mental illnesses, workplace, workplaces
January 24, 2014 Rudner Law, Employment / HR Law & Mediation Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Human Rights, Payroll, Pensions and Benefits, Wages and Compensation
“Bosses shouldn’t ask sick workers for doctor’s notes: OMA”; that was the recent headline in the Toronto Star. The press release from the Ontario Media Association has prompted reactions ranging from confusion to controversy and outrage, and it has left employers wondering if they can ever require that an employee provide “sick notes”.
absences from work, Absenteeism, attendance, canadian employment law, culpable absences, disability-related absences, disabled employee’s absences, discipline, doctors’ notes to justify absences from work, employees that abuse sick days, employers can always require medical documentation, Employers requiring doctors’ notes, Employers should not be abusive or harass employees, employment law, flu season, Human Resources Professionals Association, innocent or non-culpable absences, legitimacy of a medical absence, personal emergency leave, sick day, sick leaves, termination, time off work
November 14, 2013 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, HR Analytics, HR Policies and Procedures, HRMS, Human Resources, Human Rights, Payroll, Pensions and Benefits, Source Deductions and Reporting, Union Relations, Wages and Compensation
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,
Absenteeism, Canada Pension Plan 2014, canadian employment law, Canadian Payroll, cpp, Disability, disability management, employment law, grievance, legal and financial challenges, managing absenteeism, productivity, sexual harassment, sexual harassment in the workplace, zero tolerance approach
October 18, 2013 Occasional Contributors Accessibility Standards, Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Notice, Damages and Settlements, Payroll, Pensions and Benefits, Standard for Employment
Cancer is the leading cause of premature death in Canada and is one of the leading causes of death in the country, responsible for approximately 30 percent of deaths each year. Forty percent of Canadians will develop some form of cancer in their lifetime. As a result, employers must deal with both the risk and effects of both occupational and non-occupational cancers in their workplace.
Absenteeism, Benefits during notice period, benefits program, Brito v. Canac Kitchens, cancer, caregivers, Disability, duty to accommodate, EI compassionate care benefits, Employer provided benefits, Employment Insurance sickness benefits, HRinfodesk, illness-related absenteeism, inability to return to work, Jane Kittmer, Leaves of absence, long-term illnesses, maternity leave, maternity or parental benefits, occupational and non-occupational cancers in the workplace, pay in lieu of notice, time off, workers with cancer, workplace accommodation, workplaces
September 30, 2013 Employer Advisor, McCarthy Tétrault LLP Accessibility Standards, Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Payroll, Pensions and Benefits, Recruiting and Hiring, Standard for Employment, Union Relations
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.
Absenteeism, Benefits group insurance, depression, Diagnostic and Statistical Manual of Mental Disorders, Disability, Disability benefits, duty to accommodate, employee’s medical condition, employer benefit premium costs, Employer benefits plan, employment law, Insurers, leave of absence, mental disorders, The DSM-5, wsib
September 26, 2013 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, HR Policies and Procedures, Human Resources, Payroll, Pensions and Benefits, Source Deductions and Reporting, Wages and Compensation
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.
Absenteeism, bonus plan, Electronic filing, employee bonuses, managing absenteeism, records of employment, ROE, work absences
My employer denied me the right to have a support person present at a meeting with HR regarding an investigation into workplace bullying and psychological... – Feb 02, 2:14 PM
Which is more practical, absolutely no office romance policy or allowed but need to disclose? IMO, the need to disclose, while accommodating, complexity and unnecessary... – Dec 15, 1:39 PM
