recruiting process
September 22, 2015 Marcia Scheffler Accessibility Standards, Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Recruiting and Hiring, Standard for Employment, Training and Development
Volunteers are crucial to many not-for-profit and public organizations. All not-for-profits have volunteers – even if it is just at the Board of Director level. There is widespread awareness that the training standards for the Accessibility for Ontarians with Disabilities Act (AODA) apply to both volunteers and staff in the organization. But what about the accessibility standard for employment? Is it applicable to volunteers?
accessibility, Accessibility for Ontarians with Disabilities Act, AODA and volunteers, charities, employment law, not-for-profit, Ontario Human Rights Code, recruiting process, selection process, volunteer engagement, volunteer management, volunteer screening, volunteers
September 17, 2015 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, HR Policies and Procedures, Human Resources, Human Rights, Payroll, Pensions and Benefits, Recruiting and Hiring, Union Relations, Wages and Compensation
Three popular articles this week on HRinfodesk deal with 2016 projected salary increases and criminal background checks.
2016 projected salary increases, 2016 salary guides, 2016 salary guides for professional occupations, collective agreement, Compensation survey, criminal background checks, mandatory criminal background check, Pay administration, pay raise, policies and procedures, projected salary increases, recruiting process, Robert Half, selection process, The Hay Group 2016 salary survey
July 27, 2015 PeopleInsight Workforce Analytics Employee Relations, HR Analytics, HR Policies and Procedures, Human Resources, Recruiting and Hiring
Are you facing challenges to attract, qualify and hire high-quality candidates as quickly and efficiently as your business needs?
Business needs, candidate data, candidate pipeline analytics, employment, hire high-quality candidates, hiring manager, HRmetrics, PeopleInsight, recruiters, recruiting process, screening for the right candidates
March 6, 2015 Rudner Law, Employment / HR Law & Mediation Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Notice, Damages and Settlements, Payroll, Pensions and Benefits, Recruiting and Hiring, Wages and Compensation
Employment lawyers spend a lot of time assessing whether contracts of employment are enforceable or not. The first thing that I check, when I review a contract of employment, is the date. What I’m attempting to determine is whether the contract was signed before or after there was already a verbal agreement in place.
Compensation and benefits, contracts of employment, core terms of the agreement, difference between a binding contract and a gratuitous promise, employment contract, employment law, gratuitous promise, negotiate an agreement, offer of employment itself should be conditional upon the employee accepting all of the terms and conditions, reasonable notice of dismissal, recruiting process, terms and conditions in the written agreement, verbal agreement, “consideration" as being a requirement of a valid contract
July 29, 2013 Clear Path Employer Services Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, International HR Law, International Payroll, Payroll, Recruiting and Hiring, Wages and Compensation
If you’ve been following sports at all this month, you’ve likely heard about the number of high profile arrests involving members of the National Football League. This string of charges leads us to the question of how much responsibility, if any, an employer has for an employee’s behaviour outside of the workplace.
aaron hernandez, anna aceto-guerin, anti-harassment policies, Ausar Walcott, Clear Path, clear path employer services, Did the company exercise reasonable care to prevent and promptly correct any harassing behaviour, discriminatiom, Due diligence, employee morale, employee’s behaviour outside of the workplace, employer responsibility, encourage responsible behaviour, having a good policy, higher standards, hiring and firing, hostile work environment, HR Law, impartial investigation, investigated the complaints, Is having a policy enough?, Joe Lefeged, law-abiding citizens, national football league, nfl, number of NFL arrests, one too many bad apples, Personal Conduct Policy, policies and programs, policies in place, recruiting process, talent or performance, terminated a supervisor as a result, The policies need to be effectively and tangibly enforced, traditional workplace environment, whether the employer effectively enforced its policies, whether the talent is worth the risk, workplace safety
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
