communication
January 29, 2016 Christopher Lytle MA CDS Accessibility Standards, Employee Relations, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Standard for Customer Service, Standard for Employment, Standard for Information and Communications, Standard for the Built Environment, Standard for Transportation
Only recently has the subject of white privilege come under scrutiny. White privilege has informed government, policy, relationships, youth, old age, trajectories of state bodies and even points in geo-political history. Like racial narratives, constructs that reproduce normality have allowed the concept of being able bodied to be viewed as positive and disability as negative.
able bodied, communication, consumerism and individual interactions, Disability, discrimination, geo-political history, person with a disability, race, race and racial identity, racial identification, social construct, social privilege, white privilege
January 17, 2014 Clear Path Employer Services Accessibility Standards, Employee Relations, HR Policies and Procedures, Human Resources, Human Rights, Privacy and Security, Recruiting and Hiring, Standard for Employment, Training and Development
More and more we’re seeing the modern workplace make the shift from a traditional, individualized office space design to something more open-concept and collaborative. Take a moment to Google a few innovative or up-and-coming companies in the communication or technology spheres. It’s very likely that one or more of these companies will offer a virtual tour of their office space for potential candidates, using words like “fun”, “innovative”, and “collaborative” to describe the working environment.
anna aceto-guerin, Bloomberg Businessweek, clear path employer services, collaboration, collaborative office, communication, CPES, decline in productivity, disability management, employee engagement, Employee satisfaction, Experts, generational gap, HR consultants, HR professional, innovation, Millennial, mission-oriented, modern workplace, office design, office space, open office, open-concept office, optimal office design, Privacy in the workplace, productivity, pros and cons, speech privacy, Stephanie Leger, survey results, working environment, Workplace of the Future
October 29, 2013 Marcia Scheffler Employee Relations, HR Policies and Procedures, Human Resources, Training and Development
Employee engagement surveys are a great “trick” to measure the pulse of your organization and to increase employee engagement. Even small employers can conduct and analyze results in a low cost, time effective manner.
communication, employee engagement, Employee engagement surveys, Engagement and organizational success, free survey applications, higher productivity, HR issues, job satisfaction, lower safety incidents, main elements of engagement, National Standard for Psychological Health and Safety in the Workplace, organizational development, organizational goals, organizational outcomes, professional consulting or survey company, psychologically healthy and safe workplaces, SHRM, small business employers, Society for Human Resource Management, worker engagement, workplace survey
September 13, 2013 Alison J. Bird Employee Relations, Human Resources, Human Rights, Notice, Damages and Settlements, Payroll, Recruiting and Hiring, Wages and Compensation
While many employers in Canada understand that they have obligations under human rights legislation, they likely do not appreciate that they can also be liable if a consultant contracted to provide services on their behalf engages in discriminatory action. This is what occurred in Ontario in the recent case of Reiss v CCH Canadian Limited, 2013 HRTO 764.
age discrimination, agent of the employer, canadian employment law, CCH Canadian Limited, communication, discrimination, discrimination on the basis of age, discriminatory action, Employer liability, employer liable, employment law, HR consultants, human resources consultant, human rights obligations, injury to dignity, injury to his dignity feelings and self-respect, interview, Job application, job candidate, job interview, junior candidates with lower salary expectations, legal writer, ontario, Ontario Human Rights Tribunal, potential liability, Reiss v CCH Canadian Limited, salary expectations, suggestive of a stereotyped assumption that an older person would necessarily want a higher salary, Testing
August 26, 2013 Clear Path Employer Services Employee Relations, HR Policies and Procedures, Human Resources, Human Rights
A recent poll from recruitment marketing firm Employment Office has revealed that most employees don’t appreciate office gossip. In fact, a surprising 63 percent feel that a colleague has taken gossip too far on more than one occasion. Not only does this put a damper on employee morale, office gossip also impacts productivity levels and can lead to resentment among some employees.
anna aceto-guerin, build social relationships with colleagues, Clear Path, clear path employer services, code of conduct, communication, Disciplinary measures, discplinary policy, employee morale, gossiping, management, office gossip, policies and procedures, productivity, rumors, speculation, the low-down on workplace gossip, workplace, workplace gossip, workplace harassment
May 28, 2013 Marcia Scheffler Employee Relations, Human Resources
Rob Ford fired his Chief of Staff, Mark Towhey and Steven Harper accepted the “resignation” of his Chief of Staff, Nigel Wright, the week of May 23, 2013 which has surely been the one of the worst weeks for Chiefs of Staff in Canada for a while.
CEO of an organization, Chief of Staff, communication, communication of ideas, communication to employees, communications strategy, contingency planning, crisis communications, Crisis containment, dissemination information, HR issues, HR liability, human capital management, Human Resources Director, Internal communications, internal marketing, Job descriptions, leadership, managing and monitoring the flow of information, resignation, right in the middle of the firestorm, Silence raises suspicions, social media, why fire your Chief of Staff, workplace related crisis
January 18, 2013 Occasional Contributors Employee Relations, Human Resources
2012 is gone, and 2013 is well underway. Many people have made commitments to themselves to make a change for the better in their professional lives. It’s a new year, so why not start fresh right? People often feel as though the New Year brings a renewed sense of commitment and productivity at work.
communication, Corporate culture, Employee motivation, Employee satisfaction, Implementing a culture in the office, Interaction, motivation and happiness at the office, new year’s resolutions, productivity at work, terms of productivity
January 10, 2013 Marcia Scheffler Employee Relations, HR Analytics, HR Policies and Procedures, HRMS, Human Resources, Union Relations
Welcoming a New Year can also mean welcoming change. Many individuals have resolved to make changes in their lives. Companies also often kick-off change initiatives or begin to implement talked about transformation in the New Year.
applications, changing employee policies, changing job tasks, changing organizational structure, changing up teams, communication, company vision and values, concepts, controversies, creating new strategies, designing new product lines, employee agreement, Fostering transformation at the organizational level, human resources practices, implementation of new technology, Job descriptions, organizational development approaches to managing change, setting new performance targets, three step model by Lewin, Unfreezing the status quo
April 23, 2012 Suzanne Cohen Share Accessibility Standards, Integrated Accessibility Regulation, Standard for Customer Service, Standard for Information and Communications
Recently I sent an email in a medium-large font to someone who thought I was shouting. The reply I received was disturbing. The person was offended and read the information as if I was angry…
Accessibility for Ontarians with Disabilities Act, Accessibility standards, accessible communication, AODA, clear print accessibility guidelines, communication, email etiquette, email formatting, employment law, font size, vision disability
February 23, 2012 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Employment/Labour Standards, HRMS, Human Resources, Training and Development
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.
breach of policy, business practices, communication, Disciplinary measures, discipline, dishonesty, dismissed without just cause, documentation, Due diligence, employee handbook, employment law, enforcement of workplace policies, informing employee, just cause, Notification, performance reviews, policies and procedures, policy manual, policy was clearly communicated, procedural manual, record keeping, termination, terminations, The Law of Dismissal in Canada, tracking employee work performance, workplace policies, wrongful dismissal
May 18, 2011 Adam Gorley Conferences, Human Resources, Privacy and Security
We’ve written plenty on First Reference Talks about the significant effects—both negative and positive—that online social networking can have on workplaces. Whether its Facebook, Twitter, LinkedIn, YouTube, news or entertainment blogs or what-have-you, employees are using social media, and increasingly they’re doing it on your time. Employers should be aware of the potential value they can derive from social media, as well as the potential risks.
blogs, communication, defamation, employment law, facebook, harassment, Internet, internet policies, LinkedIn, morale, Network Security, Ontario Employment Law Conference, performance management, productivity, security, social media, social networking, social networking policies, Stringer Brisbin Humphrey, termination, time theft, twitter, YouTube
March 9, 2011 Yosie Saint-Cyr, LL.B. Managing Editor Health and Safety, Human Resources, Human Rights, Training and Development
According to a recently released CROP survey carried out for the Ordre des conseillers en ressources humaines agréés (Quebec’s human resources professional association), 79 percent of workers in Quebec often or occasionally witnessed a conflict in their workplace in the last year. The survey also indicates that 62 percent of employees believe their managers are inclined to resolve conflicts, compared to 38 percent who feel they tend to ignore them.
communication, Conflict resolution, conflict resolution skills, CROP survey, disagreements and differences, education and training, employment law, impacts of workplace conflict, learning to manage conflict, Ordre des conseillers en ressources humaines agrees, policies and procedures, Quebec, sources of conflict in the workplace, when individuals disagree and conflicts arise in the workplace, workers witnessed conflicts in the workplace, workplace conflict, workplace harassment, workplace violence
April 7, 2010 Adam Gorley Employment/Labour Standards, Human Resources
As if you didn’t have enough to worry about with the weak economy and trying to hold onto your job: more employers than ever in the United States are offering their employees the benefit of flex hours, but their employees are refusing to take advantage for fear they’ll get the axe! Recent research in the US by the Center for Work-Life Policy has found that fewer workers are accepting offers of flex-time—scheduling their own hours combined with working from home—because they feel the need to be present in the office to make sure their employers know they are working, even if the employees are in fact more productive working on their own schedules.
alternative work arrangements, communication, employee relations, flex hours, flex time, flexible work arrangements, performance management, telecommuting
December 3, 2009 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Human Resources, Recruiting and Hiring
I recently read an interesting blog post on Brand For Talent. The author, Libby Sartain, says that organizations across the globe are struggling with their reputations as employers. Those employers need to engage their workers as fans, while reaching out for new workers as the economy begins its turnaround. She also asks: is there a difference between corporate branding and employer branding? Well, according to Sartain, there is. While companies such as Apple and Nike are able to rely on the power and strength of their corporate brand to attract talent, this is not the case for companies with less powerful brands.
50 best employers in canada, best diversity employers, brand for talent, communicating, communication, compliance, Corporate branding, corporate governance, corporate social responsibility, employee engagement, employee retention, Employer brand, Employer branding, employer of choice, employment law, great place to work, human capital, Human Resources, Internal Controls, productivity, recruiting, recruitment, Top 100 employers, worker engagement
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
Ageism is a big problem in the legal community. Bay Street firms and others are not interested in applicants' skills, knowledge, etc. unless they are... – Nov 16, 11:05 AM
