HR professionals

HR should be doing HR, not spreadsheets

February 28, 2017 PeopleInsight Workforce Analytics HR Analytics, HR and Technology, HR Policies and Procedures, Human Resources

John Pensom, CEO of PeopleInsight, talks about the urgent need for HR to get beyond spreadsheets, leverage new technologies, and make a transformative contribution to the business.

employment law, HR, HR data, HR professionals, spreadsheets

Can NAFTA address your company’s labour shortages

November 14, 2016 Occasional Contributors Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Payroll, Pensions and Benefits, Recruiting and Hiring, Source Deductions and Reporting, Wages and Compensation

Many Canadian companies face ongoing labour shortages in a variety of positions. The frustration of their recruiters and HR professionals is palpable, for despite offering above average wages, group benefits and other perquisites of employment, finding quality personnel to fill vacancies is harder than ever for some professions. One possible solution is often overlooked.

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Human Resource professionals can actually save the world!!!

September 23, 2016 Deveen Hunter Employment/Labour Standards, HR Policies and Procedures, Human Resources, Human Rights, Recruiting and Hiring

There are some professions that are automatically seen as having a strong impact on our world and are accepted as having the capability of making our world a better place. Human Resource Management however is often seen as having the potential to make significant impact on business success, rarely do we extend that assessment to the economy and nation building. But the Human Resource profession may just be the answer to some of the social, political and economic challenges being faced in Canada today.

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Part 1 of 5: Getting started with people analytics, 10 common questions

April 25, 2016 PeopleInsight Workforce Analytics Employee Relations, HR Analytics, HR Policies and Procedures, HRMS, Human Resources, Recruiting and Hiring

For many in HR, getting serious about workforce analytics represents a change to the way things have been. To help navigate this change, we’ve put together answers to 10 of the most common concerns and questions we get asked by HR professionals as they are looking to get started with workforce analytics. In this blog, we’ll cover three of these concerns/questions. Stay tuned for our follow-on blogs that will cover the remaining seven.

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Court finds abandonment for failure to return to work or provide medical

September 4, 2015 Stringer LLP Accessibility Standards, Employee Relations, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Notice, Damages and Settlements, Payroll, Pensions and Benefits, Privacy and Security, Standard for Employment, Union Relations, Wages and Compensation

Disability management is a challenging issue for HR professionals. An employee with a disability may require an extended absence from work due to their medical condition. Where an employer provides disability benefits, the employee will be required to show that they meet the definition of disability under the insurance policy, which will require the disclosure of medical information.

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Divergent movie raises interesting HR questions

June 8, 2015 Clear Path Employer Services Employee Relations, HR Analytics, HR Policies and Procedures, Human Resources, Human Rights, Recruiting and Hiring

Insurgent, the second film in the Divergent series, opened last April and hoped to make a big splash at the box office. Based on the books by Veronica Roth, the series depicts a dystopian future where young people are forced to survive crazy situations created by adults. What makes the Divergent series interesting for HR professionals and business owners, especially when compared to similar teen-friendly fare like The Hunger Games and The Maze Runner, is the fact that its story-lines echo a number of issues relevant to today’s workplaces.

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Avoiding common employment law misconceptions

December 5, 2014 Rudner Law, Employment / HR Law & Mediation Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Human Rights, Notice, Damages and Settlements, Payroll, Recruiting and Hiring, Union Relations

Small to midsize employers, many HR professionals, and many lawyers proceed based upon completely inaccurate understandings of how employment law works. While there are many examples of this, there are three that I see regularly in my practice: the myth that the severance entitlement in Canada is one month per year, regardless of other factors […]

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Yahoo CEO tells employees: stop telecommuting

February 27, 2013 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Payroll, Pensions and Benefits

The news trending in the last couple of days is that Yahoo CEO Marissa Mayer announced, in an internal memo, that the company will no longer allow telecommuting. As a result, Yahoo employees with work-from-home arrangements will be required to work out from a company office. The memo was leaked by a very irked employee and sparked debate on the pros and cons of working from home.

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Why measure HR?

May 12, 2011 Ian J Cook HR Analytics, HRMS, Human Resources

The most frequently used analogy when it comes to measuring HR is that of driving a car without a speedometer: how would you drive if you did not know your speed?

The deeper we look into HR measurement the less satisfying this analogy becomes. The basic premise that you need information to perform well is correct. However, when you have a speedometer and you are going too fast, your actions are obvious – you take your foot of the gas pedal.

This direct link between information and action is not the case for HR.

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When does your Canadian employee need a U.S. work permit?

August 31, 2010 Henry J. Chang, Dentons LLP Corporate Immigration, Human Resources, Recruiting and Hiring

On occasion, Canadian HR professionals will be asked if one of their employees requires a work permit to enter the United States. The answer to this question depends on whether the proposed activity falls within the scope of the B-1 business visitor category. The problem lies in the lack of clear guidelines for B-1 business visitors and the considerable amount of discretion given to USCBP officers, who inspect foreign travelers seeking admission to the United States.

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