management
December 13, 2016 Beyond Rewards Inc Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources
Are all managers good leaders and teachers? This question brings us to the concept of corporate leadership that highlights the role of effective leadership in the growth and success of an organization. Managers need to possess leadership skills like planning, organizing, delegating and effective communication. Management is doing things right; leadership is doing the right thing. But when the line between the two blurs, managers become excellent leaders and leaders become effective managers.
corporate leadership, effective leader, effective leadership, employment law, good leader, leadership, management, occupational health and safety act, organization success
January 5, 2016 PeopleInsight Workforce Analytics Employee Relations, HR Analytics, HRMS, Human Resources, Recruiting and Hiring
I recently met with about 15 Talent & HR Executives over the course of a few days. While there were many fascinating conversations, there are three themes that really stood out for me:
boost productivity, business plan, business-focused analytics, data-driven insight, employee engagement, Empowering managers, HR metrics, management, managers, performance expectations, ROI of people programs, Talent & HR Executives
December 1, 2015 Michele Glassford Employee Relations, Employment/Labour Standards, HR Analytics, HR Policies and Procedures, Human Resources, Training and Development
A friend recently told me about his (manufacturing) workplace where most of the equipment is broken, production lousy and new employees last “sometimes four hours, sometimes a week” but rarely longer than that. He reported that the business owner had recently woken up and hired an independent consultant to take a look and make recommendations for the business. I don’t know if this company has any HR personnel, but many small to medium companies do not have dedicated HR personnel, save and except for payroll, and may have a general manager or owner who is oblivious to what goes on the shop floor. So what are the warning signs of a workplace that needs attention?
Absenteeism, employee complaints, HR, HR personnel, Human Resources PolicyPro, independent HR consultants, management, policy, productivity, Voluntary turnover rates, workplace policies and procedures
March 20, 2015 Employer Advisor, McCarthy Tétrault LLP Employee Relations, Human Resources, Union Relations
In a surprising move, the Supreme Court of Canada overturned its own precedent and found that the right to strike was protected under the Charter.
bargaining agents, Charter of Rights and Freedoms, Collective Bargaining, Constitutionalizing of the right to strike, dispute resolution mechanism, essential services, Labour Law, management, Mounted Police Association of Ontario v. Canada, right of freedom of association, right to strike, Saskatchewan Federation of Labour v Saskatchewan, Supreme Court of Canada, unionized employees, Unions
March 12, 2015 Occasional Contributors Employee Relations, HR Policies and Procedures, Human Resources, Union Relations
In recent unreported arbitration decision, the arbitrator confirmed that an “obey now, grieve later” rule applies to management in some cases.
arbitration, collective agreement, Collective Bargaining, grievance, Labour Law, Letter of Understanding, management, obey now grieve later rule, union, work now grieve later obligation
October 24, 2014 Employer Advisor, McCarthy Tétrault LLP Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Notice, Damages and Settlements, Payroll, Recruiting and Hiring, Wages and Compensation
So much for the rule of thumb that an employee should receive one month of notice for every year of service. The Toronto Star has reported on a recent wrongful dismissal decision that Ontario employers should consider, especially when hiring senior managers or executives.
'rule of thumb, employment contract, employment law, hiring senior managers or executives, lawful notice period, management, New rule of thumb: 6 Months’ pay per year of service?, notice period, one month of notice for every year of service, properly drafted employment agreements, reasonable notice, severance clause in an employment agreement, severance costs, statutory minimums, terminated without cause, termination, terminations, Toronto Star, wrongful dismissal
July 15, 2014 Simon Heath, BA, MIR, LLB, Heath Law Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Notice, Damages and Settlements, Payroll, Union Relations
Vice-Chair Ian Anderson of the Ontario Labour Relations Board recently ruled in Canadian Union of Skilled Workers v. Hydro One Inc., 2014 CanLII 15069, a construction industry grievance that the employee’s use of profanity during a telephone call with his manager did not constitute conduct sufficient to justify a dismissal for cause.
Canadian Union of Skilled Workers v. Hydro One Inc., construction industry grievance, disciplinary record, discipline, dismissal for cause, employee’s use of profanity, employment law, grievance, Labour Law, management, medical leave from the workplace, Ontario Labour Relations Board, parental leave, profane language, proper disciplinary penalty, reinstatement, suspension, termination, termination for cause, terminations, threats against their managers or coworkers, union
August 27, 2013 Earl Altman Employee Relations, Employment/Labour Standards, Human Resources, International HR Law, International Payroll, Notice, Damages and Settlements, Payroll
Through mergers and expansion many Canadian companies now have substantial foreign operations. As a result, employees often find themselves, whether by choice or compulsion, transferred to a foreign country. When a dispute arises with the employer while the employee is working in that foreign country, the question arises as to which justice system will take jurisdiction over that dispute. Clearly, the obligation on the employee to sue in the foreign jurisdiction will increase both the cost and the inconvenience of enforcing her rights under her contract of employment, whether written or oral.
Business, canadian employment law, contract of employment, corporations, Dismissal, employment, employment law, expansion, foreign jurisdiction, forum non conveniens, jurisdiction, lawsuit, management, mergers, pierce the corporate veil, terminated without notice or pay in lieu of notice, termination, terminations, tort or breach of contract, Where to sue, working in a foreign country, wrongful dismissal
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
August 20, 2013 Amery Boyer Employee Relations, Employment/Labour Standards, Human Resources, Payroll, Pensions and Benefits, Union Relations, Wages and Compensation
On July 13, 2013, a rally of workers and their supporters from a Second Cup coffee outlet in Halifax was held alleging that management had violated Nova Scotia’s Labour Code. Participants alleged that three employees were fired for backing an attempt to form a union.
bargaining unit, baristas, employment relationship, Industrial Relations, Just Us union organizing drive, Labour Code, Labour Law, Labour Relations Board, management, push to unionize, Second Cup, Service Employees International Union, union, union organizing drive, Workers, working conditions
August 7, 2013 Michele Glassford Employee Relations, HR Policies and Procedures, Human Resources, Union Relations
At a conference a few years back, there was a session about steps an employer can legally take to oppose a union organizing campaign. I recall my initial reaction to the topic was once a union organizing campaign begins, “it’s too late”. I believe that most union organizing is borne of long-time employee dissatisfaction and insecurity regarding working conditions and management. While there may be some workplaces where union organization results from a political ideology, in most cases, few employees would sign up for the paying of union dues if they did not see the union as an answer to substandard or uncertain workplace policies.
canadian employment law, Collective Bargaining, employee dissatisfaction, employee handbook, employment law, HR Law, HR policies, human resources policy manual, Human Resources PolicyPro, management, policies and procedures, union organization, union organizing campaign, working conditions, workplace policies
April 19, 2013 Occasional Contributors Employee Relations, Human Resources, Payroll, Recruiting and Hiring, Training and Development
Economic conditions in Canada have steadily improved, while the unemployment rate continues to drop. Many Canadians are re-entering the labour force after lengthy hiatuses as companies are hiring and profit sheets are back in the black. There are several regulated or specialized occupations – those controlled by a professional association or provincial and/or federal law – that have a positive outlook. About 20 percent of all jobs in Canada are regulated. Some require advanced education and licensure, while others require only provincial certification. Here are highlights from five of those careers and information on getting started.
accounting, advanced education, Business, Canadian Payroll Association, candidates, careers, certification, Certified Human Resources Professionals, Certified Payroll Manager, CHRP, CPA Certification Programs, hiring, HR person, human resource professional, Human resource specialists, jobs in Canada, labour force, licensure, management, Massage therapists, membership, Payroll Compliance Practitioner, payroll obligations, Payroll specialist, professional association, professional designation, Real estate agents, regulated or specialized occupations, Translators
April 2, 2013 Adam Gorley Employee Relations, HR Policies and Procedures, Human Resources, Privacy and Security, Recruiting and Hiring
Some cynical people believe that no organization is free from employee fraud. Even small organizations are hardly immune, despite the trust such employers place in their employees and the controls they have in place. Consider these common misconceptions about employee fraud…
allegations of fraud, Association of Certified Fraud Examiners, business experiences, businesses, corporate environment, culture of integrity and ethics, defalcation or similar irregularity, Effective supervision, employee fraud, employee theft, employers must be vigilant, fraud, fraud policy, Fraud Prevention Check-Up, Hiring qualified and ethical people, Honest and loyal employees, Impropriety in the handling or reporting of money or financial transactions, internal audits, internal control, management, misappropriation, Misappropriation of funds, misuse of corporate assets, Nearly one-third of all bankruptcies are caused by employee theft, personal enrichment, policies and anti-fraud practices, policies and procedures, policies on employee theft, potential losses, Reducing the risk of fraud, Reducing the risk of fraud from external and internal sources, report and investigate fraud, securities, supplies or other assets, what controls do employers need to put in place to discourage fraud before it happens
March 8, 2013 Clear Path Employer Services Employee Relations, HR Analytics, HR Policies and Procedures, Human Resources, Recruiting and Hiring
The mantra “Hire Slow and Fire Quickly” has been a favourite of business writers for years. However, an increasing number of thinkers are disagreeing with its sentiment. Danny Boce from Fast Company recently wrote “that catchphrase isn’t just dumb, it’s counterproductive,” particularly for start-ups.
background check, Benedict, Clear Path, conclave, Due diligence, due diligence in their hiring processes, employment history, Hire Slow and Fire Quickly, hire slowly, hiring, hiring decision, hiring processes, hr best practices, interviews, job candidates, Job posting, Job recruitment, leadership, management, managing, managing hiring costs, Monster.com, new hire, Pope, recruitment process, Reference checks, resignation, selection process, skills, Skills Gap Analysis, succession planning, tips, work history
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.
9-to-5 schedule, ban on telecommuting, best place to work, communication and collaboration, desire to balance their work and their family life, employee productivity, employment contract, employment law, Employment/Labour Standards legislation, exact amount of hours actually worked by employee, flexible work arrangement, Home office, hours of work, HR issues, HR Law, HR professionals, Human Resources Professionals Association, management, operating hours, overtime, productivity, pros and cons of working from home, remote working, Speed and quality are often sacrificed when we work from home, Team work, telecommuting, telework, telework agreement, Work at home, work from home, work from home arrangements, workers will slack off and the work won’t get done, working remotely, workplace culture, Yahoo
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
Excellent article !! Right on point. So many times we encounter opinionated employer representatives or coworkers who address complaints from positions of bias. Bias that... – Oct 30, 12:07 AM
