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:
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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…
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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.
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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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My employer denied me the right to have a support person present at a meeting with HR regarding an investigation into workplace bullying and psychological... – Feb 02, 2:14 PM
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
