presenteeism
September 1, 2016 Cristina Lavecchia Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Notice, Damages and Settlements, Payroll, Penalties and Fines, Recruiting and Hiring, Training and Development, Union Relations, Wages and Compensation
The three popular articles this week on HRinfodesk deal with: the issue of workplace absenteeism; a case that addresses the issue of medical marijuana use by an employee who works in a safety-sensitive position; and a FAQ that addresses the provincial standard for training employees on Bill 132 (Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment), 2016).
Bill 132, decrease employee absences, employee absences, employment law, health and safety, Human rights complaint, loss of workplace productivity, marijuana use, medical marijuana, occupational health and safety act, OHSA, Ontario Ministry of Labour Code of Practice, presenteeism, safety risk, safety-sensitive work, Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment)
July 22, 2016 Beyond Rewards Inc Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Payroll, Pensions and Benefits, Training and Development
Presenteeism results in productivity loss, workplace epidemics, or poor health and exhaustion, which can lead to higher absenteeism for longer periods or accidents. Whether it is a physical or mental ailment, employees should be staying home when they are unable to be present at work. Being physically at work is different than being present at work. It is one thing to show up at work; it’s another thing to be actually productive while at work.
absent from work because of illness, Absenteeism, demanding job, employee assistance program, employee productivity, employment, employment law, heavy workloads, Human Resources, job security, mental health, off-the-job wellness, presenteeism, sick days, work environment
November 26, 2015 Yosie Saint-Cyr, LL.B. Managing Editor Accessibility Standards, Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Notice, Damages and Settlements, Payroll, Pensions and Benefits, Standard for Customer Service, Wages and Compensation
Three popular articles this week on HRinfodesk deal with presenteeism; fixed-term contract; and, changes to accessibility regulations.
Accessibility for Ontarians with Disabilities Act, accessibility regulations, AODA, disability management, employment contract, employment law, fixed-term contract, HRinfodesk, Morneau Shepell, presenteeism, Terminating a fixed-term contract early, Termination clause, workplace production
March 24, 2014 Marcia Scheffler Accessibility Standards, Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Standard for Employment, Training and Development
Is it spring yet? For some people, cold weather and lack of sunshine can trigger a type of depression more serious than winter blahs. Seasonal Affective Disorder (SAD) and other mental illnesses are rarely talked about at work and often carry serious stigma for those impacted.
Absenteeism, addictions, Conference Board of Canada, depression, duty to accommodate, duty to accommodate mental health disabilities, human rights commission, Imagine Canada’s Standards Program, legal obligations for employers, Marcia Scheffler, mental health, mental health disability, mental health issue, mental health issues, Mental Health Week, Mental illness, National Standard of Canada for Psychological Health and Safety in the Workplace, Not Myself Today 2014, Partners for Mental Health, presenteeism, productivity, Seasonal Affective Disorder (SAD), short-or long-term leaves of absences, stigma around mental illnesses, workplace, workplaces
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
