job description

Requiring agility – How much can an employer change job duties?

June 5, 2019 Lisa Stam, Spring Law Employee Relations, Human Resources, Notice, Damages and Settlements, Payroll, Recruiting and Hiring, Training and Development, 0

How flexible can employers expect their employees to be when it comes to having their roles and duties changed? And how important are these promises of agility in the employment contract?

constructive dismissal, employment law, job description, job duties, job flexibility

Objecting to initial entitlement of a WSIB claim

February 19, 2016 Clear Path Employer Services Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Payroll, Penalties and Fines, Pensions and Benefits, Wages and Compensation

When you object to the initial entitlement of a WSIB claim, in effect having it denied outright, there are several considerations you should keep in mind. Here are some answers to some questions about the process:

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Employer’s unreasonable increase in duties and poor response to employee concerns constitutes constructive dismissal

March 10, 2014 Alison J. Bird Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Notice, Damages and Settlements, Payroll, Wages and Compensation

Often constructive dismissal cases involving a change in duties arise from an employer’s unilateral reduction in an employee’s duties. However, Damaso v PSI Peripheral Solutions Inc, is just the opposite. An employee alleged that an employer’s unilateral increase in his duties resulted in his constructive dismissal.

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Three of the most popular articles this week on HRinfodesk

February 6, 2014 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Human Rights, Payroll, Privacy and Security, Wages and Compensation

Three of the most popular articles this week on HRinfodesk deal with an employer who accessed an employee’s email without consent; an employee who was constructively dismissed after required to perform several extra functions in addition to his job; and how workplace accommodation is only triggered upon full disclosure of disability.

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What do you do when your employees won’t come to work?

September 6, 2012 Rudner Law, Employment / HR Law & Mediation Employee Relations, Employment/Labour Standards, Human Resources, Human Rights, Payroll, Pensions and Benefits, Union Relations, Wages and Compensation

In recent years, employers seem to be struggling with “missing employees” that provide vague doctors’ notes and then disappear, assuming their job is safe. What can employers do? Do you have the right to ask for medical information? Can they dismiss the employee if they don’t provide proper justification for their absence?

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Critical accountabilities and performance management

August 27, 2012 Amery Boyer Employee Relations, HR Analytics, HRMS, Human Resources, Payroll, Recruiting and Hiring, Training and Development, Wages and Compensation

Job descriptions have many uses, the most obvious being to describe key responsibilities and serve as a basis for salary or pay. However, a job description has the potential to deliver far more than this…

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National Occupational Classification (NOC) 2011 now available

January 31, 2012 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, HR Analytics, HRMS, Human Resources, Payroll, Recruiting and Hiring, Wages and Compensation

The National Occupational Classification (NOC) 2011 is the current departmental standard and was approved on November 21, 2011. The NOC was jointly released for free by Statistics Canada and Human Resources and Skills Development Canada (HRSDC) today and includes…

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Assessment of human resources: An organization’s most valuable assets

September 20, 2011 John Proctor Employee Relations, Human Resources, Recruiting and Hiring

How does an organization identify the best person for the job when filling a position? Companies generally follow a defined process for recruiting, hiring and promoting. They have a job description and certain criterion they are looking for. Whatever the process may be, it needs to be robust and legally defensible. The best method for achieving this is to use a formal assessment centre.

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