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conduct and behaviour

By Michele Glassford | 3 Minutes Read December 2, 2013

Conflicted about the acceptance or giving of gifts to clients or customers

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.

Article by Michele Glassford / Employee Relations, Payroll / business meals with clients or suppliers, charity, conduct and behaviour, conflict of interest, donation, donation to the charity in lieu of giving gifts to customers or clients, employment law, Favours and Entertainment, gift valued at more than the limit set, Gifts, holiday gifts, HR Law, HR policies, Human Resources PolicyPro, policies and procedures, policypro, tax treatment of gifts

By Michele Glassford | 3 Minutes Read June 4, 2013

Do you need a social media policy?

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.

Article by Michele Glassford / Employee Relations, Human Rights, Privacy / conduct and behaviour, confidentiality, employee handbook, employment law, Google, human resources managers, invasion of privacy, job candidates, marketing strategy, offer of employment, online, policy and procedures, policy manual, privacy policy, recruiters, recruitment and selection policy, social media, social media policy, social media research of candidates, social media trends, social networking sites, workplace harassment

By Christina Catenacci, BA, LLB, LLM, PhD | 5 Minutes Read March 18, 2013

Employer sexually harassed adolescent employee

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.

Article by Christina Catenacci, BA, LLB, LLM, PhD / Employee Relations, Human Rights / age difference and generational communication issues present, communications, conduct and behaviour, dress codes, employee policies, employee's perception of the relationship that was central, Employer sexually harassed employee, employer-employee relationship, employment law, harassment, left her employment as a result of the behaviour, misconduct, no formal schedules, power imbalance, questionable emails, questionable texts and other interactions, sexual assault, sexual harassment, sexually harassed, social communication, unwelcome sexual conduct, work environment, Yukon Human Rights Board of Adjudication

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