Business
April 5, 2016 Employer Advisor, McCarthy Tétrault LLP Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Privacy and Security, Union Relations
Employees occasionally leave behind personal property following termination of employment. Whether it is discovered immediately or long after the employee has departed, many Alberta employers would be surprised to learn that they have certain obligations to that former employee with respect to the treatment of the personal property.
Business, employee’s personal belongings, employment law, personal property, personal property of former employee, policies and procedures, Tangible property, termination of employment, treatment of the personal property, Unclaimed Personal Property and Vested Property Act
February 10, 2016 Lisa Stam, Spring Law Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources
For true entrepreneurs, there is nothing more exhilarating and satisfying than launching your own baby into the economy, nurturing it, and watching it flourish with co-founders, friends, employees and supporters along the way.
Satisfying, that is, until your co-founder starts to slack, develop a different vision, or simply become an energy suck that is destroying the business. Once the honeymoon start-up phase is over, founders either thrive in the get-down-to-business phase, or get itchy for the next creative start up adventure. Here are some big-picture tips for handling the post-honeymoon phase.
Business, business venture, co-founder, contracts, creative start up adventure, employment agreements, employment standards act, entrepreneur, Partnership agreements, progressive discipline, shareholder agreements, strong communication skills
October 30, 2015 Yosie Saint-Cyr, LL.B. Managing Editor Accessibility Standards, Employee Relations, HR Policies and Procedures, Human Resources, Human Rights, Standard for Customer Service
The Manitoba Customer Service Accessibility Standard (CSAS) under the Accessibility for Manitobans Act (AMA) comes into effect November 1, 2015. The CSAS requires all of Manitoba’s public, private and non-profit organizations with one or more employees that provide goods or services directly to the public or to another organization in Manitoba, to establish and implement measures, policies and practices to remove barriers to access to the goods or services it provides.
accessibility, Accessibility for Manitobans Act, accessibility training, Barrier free, Business, Disability, feedback process, goods or services, Manitoba Customer Service Accessibility Standard, policies and practices, Removing barriers, service animal, support person
October 27, 2015 PeopleInsight Workforce Analytics Employee Relations, HR Analytics, HR Policies and Procedures, Human Resources, Recruiting and Hiring, Training and Development
Across the areas of attracting, sourcing, and progressing candidates through a positive experience there are many moving parts. It can be a challenge to understand quickly and clearly, what’s working and what’s not, and where to invest attention and budget. And while there is a ton of data available this isn’t always at the right level to inform decisions. A deeper look at your recruitment channel and candidate data can deliver visibility into the effectiveness of your efforts and tell you where focus is needed.
Business, candidate data, Candidate Experience Survey, Candidate pipeline, Channel Effectiveness Analytics, data-driven decisions, hiring objectives, HR data, HR metrics, recruitment channel, talent acquisition analytics, talent management
July 15, 2015 Henry J. Chang, Dentons LLP Corporate Immigration, Human Resources
Foreign-based franchisors may wonder how difficult it would be to expand their businesses into the United States. One possible solution is for the foreign-based franchisor to initially sell its U.S. franchises to citizens of its home country, or citizens of other countries where it may already have an established presence. Fortunately, in most cases, a foreign franchisee will be eligible to own and operate a franchised business under the E-2 treaty investor category.
Business, E-2, foreign franchisees, foreign franchisors, franchise, franchise agreement, franchising, Immigration Law, investor, treaty business, treaty investor, U.S., United States, Visa
July 8, 2015 Clear Path Employer Services Employee Relations, HR Policies and Procedures, Human Resources, Training and Development, Union Relations
It is true that business is not a sport. But there are many parallels behind the coaching, training, motivating and learning involved in international sporting events, like the upcoming 2015 Pan Am and Parapan Am Games in Toronto, and the dynamics of today’s successful workplaces.
Business, business is not a sport, criticize, HR lessons, loss of skills and knowledge, Pan Am and Parapan Am Games, Pan Am athlete, workplaces
March 13, 2015 Christopher Lytle MA CDS Accessibility Standards, Employee Relations, Government Budgets, Throne Speeches and Plans, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Penalties and Fines, Recruiting and Hiring, Standard for Customer Service, Standard for Employment, Standard for Information and Communications, Standard for the Built Environment, Standard for Transportation, Training and Development
The Mayo Moran Review of the Accessibility for Ontarians with Disabilities Act is both a welcome and timely document as it reflects the progressive goal of inclusion within business and social culture.
accessibility, Accessibility Directorate of Ontario, Accessibility for Ontarians with Disabilities Act, Accessibility standards, AODA, Business, enforcement, Ministry of Economic Development Employment and Infrastructure, social culture, The Mayo Moran Review
January 26, 2015 PeopleInsight Workforce Analytics Employee Relations, HR Analytics, HRMS, Human Resources
In the past we have explored the value of visualizations in bringing workforce data to life and simplifying understanding. So what comes next once we have robust people data, great visualizations, and deeper understanding? It’s time to start sharing insight with executives.
Business, business data, business priorities, employee engagement, executives, good old-fashioned storytelling, HR metrics, value of visualizations, workforce analytics, workforce data
December 16, 2014 Marcia Scheffler Accessibility Standards, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Penalties and Fines, Standard for Customer Service, Standard for Employment, Standard for Information and Communications, Standard for Transportation
You must file your Accessibility Compliance Report on or before December 31, 2014. It is not too late! Companies that do not comply with the requirements under the Accessibility for Ontarians with Disabilities Act (AODA) can face penalties. Non-compliance includes failing to file an Accessibility Report.
accessibility, accessibility compliance report, Accessibility Directorate of Ontario, Accessibility for Ontarians with Disabilities Act, accessibility policies, AccessON, AODA, AODA guidelines, Business, Multi-Year Accessibility Plan, ONe-Source account
November 25, 2014 PeopleInsight Workforce Analytics Employee Relations, HR Analytics, HRMS, Human Resources, Recruiting and Hiring, Training and Development
All HR and Talent Leaders need access to timely and relevant information to support decisions and drive performance. However, in many mid-sized organizations the status quo consists of a painful process of compiling data manually to produce metrics. This represents a significant time-sink and leaves little opportunity for analysis or recommendations.
analytics solution, Business, compiling data manually to produce metrics, data sources, demonstrate the contribution or impact HR is having on the business, do-it-yourself spreadsheet approach, HR metrics, relevant information to support decisions and drive performance, talent analytics, workforce analytics solution
October 22, 2014 PeopleInsight Workforce Analytics Employee Relations, HR Analytics, HRMS, Human Resources
No matter what your company size, the pressure is on for HR to make use of data to respond to business questions and make timely and relevant workforce decisions. HR now knows that using workforce data can lead to more impactful conversations and contributions to the business. For this to happen however, HR needs to develop its analytics capabilities.
A Hop, analytics solution, Bersin Research Bulletin, Business, executive decision-making and programs, HR data, HR metrics, mid-market firms, multiple systems and sources of data, Skip and a Jump: How to Accelerate your Talent Analytics Capabilities, spreadsheet solutions, talent analytics, workforce analytics, workforce data, workforce decisions
September 16, 2014 Marcia Scheffler Employee Relations, HR Policies and Procedures, Human Resources, Human Rights
Does your Human Resources department coach your managers to shush-up or speak out regarding gender issues and gender biases in your company?
Business, coach your managers, discrimination, gender at work, gender biases in your company, gender-driven style difference in communication, HR policies, Human Resources Department, human rights discrimination claims, Lean-In: Women, legal compliance, litigation possibilities, office sexism, risk management policy, Work and the Will to Lead
September 12, 2014 Clear Path Employer Services Employee Relations, HR Policies and Procedures, Human Resources, Recruiting and Hiring, Training and Development
What if there was a way you could get the wrong candidates to de-select themselves for you?
Business, candidates, de-select themselves, Economist Steven D. Levitt, Freakonomics (2005), hiring managers, hiring process, indicators of attitude, interviews, journalists Stephen J. Dubner, right attitude for your workplace, SuperFreakanomics (2009), Testing, Think Like A Freak (2014), training process, use of resumes
August 25, 2014 Stringer LLP Employee Relations, HR Policies and Procedures, Human Resources, Penalties and Fines, Privacy and Security
Your employee is on Facebook over her lunch break, when she notices that her friend’s brother is the President of a start-up that could likely use your company’s services. She retrieves his email address from Facebook and sends him an email from her company email account, looking to arrange a coffee meeting to catch up and perhaps talk business. This scenario is one of many vulnerabilities facing Canadian employers since the coming into force of the new Canadian Anti-Spam Legislation
Anti-spam, Business, Canadian anti-spam legislation, CEMs, civil litigation, commercial electronic messages, company email account, consent, Consent must be explicit, contact information, distribution list, electronic business communications not consented to by their recipient, electronic communications, email, Employer liability, employment law, marketing, mass email marketing, opt-in, opt-out, penalties and civil liability, social media platforms, spam, unsubscribe link requirement
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.
bullying and harassment, Business, careful records are kept, conduct and behaviour, customers’ complaints, discrimination or harassment, Dispute Resolution policy, employee complaints, employee complaints policy, Employee Suggestions, employment law, fully documented investigation, harassment, health and safety concerns, health and safety violation, ignoring employee complaints, investigation levels, operation of the business, policies and procedures, risk liabilities, risks undermining employee morale, violence in the workplace, whistleblowers, workload, written complaint submissions, wrongful or constructive dismissal
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
