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By SpringLaw | 5 Minutes Read April 12, 2023

Should we let employees use ChatGPT?

Using AI tools in the workplace is no longer new, but few tools will compare to the impact ChatGPT is currently making. This tool is a powerful program that will no doubt change our writing workflows across the board. 

Article by SpringLaw / Business, Employee Relations, Employment Standards, Information Technology, Privacy / AI, AI tools, artificial intelligence, ChatGPT, employee engagement, onboarding, performance management, policy, recruitment, screening methodologies and programs, training Leave a Comment

By Michele Glassford | 3 Minutes Read December 1, 2015

When is it time to hire independent HR consultants?

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?

Article by Michele Glassford / Employee Relations, Employment Standards / Absenteeism, employee complaints, HR, HR personnel, Human Resources PolicyPro, independent HR consultants, management, policy, productivity, Voluntary turnover rates, workplace policies and procedures

By Adam Gorley | 3 Minutes Read July 25, 2014

Arbitrators should apply ‘privacy spectrum’ to personal information

arbitrators-privacy-spectrumThe names of people involved in labour arbitration should be disclosed with the arbitrator’s decisions, unless there are compelling reasons not to do so, according to the open-court principle and the public’s interest. The British Columbia Labour Relations Board affirmed the law in a recent review of an arbitrator’s decision. The board also affirmed arbitrators’ discretion to disclose or withhold personal information under the Labour Relations Code and Personal Information Protection Act.

The case arose when a unionized employee was disciplined and the union grieved the punishment. The employee sought to have his name left out from the arbitrator’s decision-or anonymized by using only his initials. The union presented a number of arguments for why grievors’ and witnesses’ names should not be published in arbitration decisions:

  • The open court principle does not apply to labour arbitrators, because labour arbitrators are primarily a private dispute mechanism
  • Privacy legislation is quasi-constitutional
… Continue reading “Arbitrators should apply ‘privacy spectrum’ to personal information”

Article by Adam Gorley / Employee Relations, Payroll, Privacy, Union Relations / addiction disability, addictions, anonymized by using only initials, British Columbia Labour Relations Board, Charter values, Disability, discipline, discretion to disclose or withhold personal information, employment law, grievors' and witnesses' names should not be published, human rights, human rights code, Internet, labour arbitration, Labour Law, Labour Relations Code, mental health, mental health issue, misuse of personal information, new technological innovations, Non-publication of names in awards, Ontario human rights commission, open-court principle and the public’s interest, personal information, Personal Information Protection Act, policy, privacy spectrum, psychiatric disability, quasi-constitutional in nature, substance abuse, substance dependenc, traditional custom of publicizing the names of grievors and witnesses, union grieved the punishment, unionized employee

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