workplaces
July 8, 2015 Clear Path Employer Services Employee Relations, HR Policies and Procedures, Human Resources, Training and Development, Union Relations
It is true that business is not a sport. But there are many parallels behind the coaching, training, motivating and learning involved in international sporting events, like the upcoming 2015 Pan Am and Parapan Am Games in Toronto, and the dynamics of today’s successful workplaces.
Business, business is not a sport, criticize, HR lessons, loss of skills and knowledge, Pan Am and Parapan Am Games, Pan Am athlete, workplaces
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
November 5, 2013 Stringer LLP Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources
The Ministry of Labour has announced that its latest health and safety blitz will focus on hazards associated with recycling and waste management in the industrial and health care sectors. This blitz is part of an ongoing campaign to raise awareness and increase compliance with the provisions of the Occupational Health and Safety Act (OHSA).
canadian employment law, employment law, handling of waste, health and safety blitz, Health care sector, industrial establishments, occupational health and safety act, Ontario Ministry of Labour, recycling and waste hazards, recycling and waste management, Safety blitz, workplaces
October 18, 2013 Occasional Contributors Accessibility Standards, Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Notice, Damages and Settlements, Payroll, Pensions and Benefits, Standard for Employment
Cancer is the leading cause of premature death in Canada and is one of the leading causes of death in the country, responsible for approximately 30 percent of deaths each year. Forty percent of Canadians will develop some form of cancer in their lifetime. As a result, employers must deal with both the risk and effects of both occupational and non-occupational cancers in their workplace.
Absenteeism, Benefits during notice period, benefits program, Brito v. Canac Kitchens, cancer, caregivers, Disability, duty to accommodate, EI compassionate care benefits, Employer provided benefits, Employment Insurance sickness benefits, HRinfodesk, illness-related absenteeism, inability to return to work, Jane Kittmer, Leaves of absence, long-term illnesses, maternity leave, maternity or parental benefits, occupational and non-occupational cancers in the workplace, pay in lieu of notice, time off, workers with cancer, workplace accommodation, workplaces
May 27, 2013 Clear Path Employer Services Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Recruiting and Hiring
Let’s be honest. As HR professionals, we’ve all probably seen our fair share of oddities in the workplace. From unusual employee excuses for missing work to other hilarious mishaps, some workplaces are anything but boring. Over the past couple of months, the news has been flooded with stories of ridiculous happenings within the workplace. Check out some of the craziest ones of the bunch:
a.j. clemente, Absenteeism, anna aceto-guerin, boss assigns homework to employees, chris holmes, clear path employer services, employment law, Fired, first day on the job, man wrestles shark, missing work, mr. cake, news reporter swears on first day, paul marshallsea, resignation on cake, resignations, ron tuitt, sick leave, teacher urinates in classroom, terminations, unfit to work, unusual employee excuses for missing work, unusual workplace stories, wild workplaces making headlines, workplaces
May 24, 2013 David Hyde Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Privacy and Security
This column will address the increasingly important subject of crime in the workplace. A review of news headlines across Canada on any given day shows the sheer prevalence and harmful impact of work-related crime. Organizations have a moral and legal obligation to understand the crime threats they face and to take diligent steps in managing crime and security risks.
9/11, business crime prevention, company data breaches, costs of crime at work, crime and violence, crime at work, crime in the workplace, crime threats, crime vulnerability assessment, criminal offences, diligent steps in managing crime and security ris, employment law, faceless victim, moral and legal obligation, part of doing business, requirement for employers to protect employees, risk of victimization, security risks, threat assessment, violent crime, work-related crime, workplace crime prevention, workplace shootings, workplaces
October 16, 2012 Simon Heath, BA, MIR, LLB, Heath Law Human Resources, Human Rights
Just in case employers needed yet another reason to be careful to ensure that employees in their workplaces treat one another with respect and avoid a “locker room mentality”, the Ontario Human Rights Tribunal has provided one. In Lombardi v. Walton Enterprises, (2012) HRTO 1675 the Tribunal found a corporate employer and Assistant Manager jointly and severally liable for homophobic slurs directed at an employee.
allegations of harassment, discrimination, harassment, harassment policy, homophobic comments, homophobic slurs, Human rights complaint, investigation procedure, jointly and severally liable, locker room mentality, Ontario Human Rights Tribunal, racial slurs, sexual orientation, treat one another with respect, 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
Yet another reason for employers to avoid ‘locker-room mentality’ at work
October 16, 2012 Simon Heath, BA, MIR, LLB, Heath Law Human Resources, Human Rights
Just in case employers needed yet another reason to be careful to ensure that employees in their workplaces treat one another with respect and avoid a “locker room mentality”, the Ontario Human Rights Tribunal has provided one. In Lombardi v. Walton Enterprises, (2012) HRTO 1675 the Tribunal found a corporate employer and Assistant Manager jointly and severally liable for homophobic slurs directed at an employee.
allegations of harassment, discrimination, harassment, harassment policy, homophobic comments, homophobic slurs, Human rights complaint, investigation procedure, jointly and severally liable, locker room mentality, Ontario Human Rights Tribunal, racial slurs, sexual orientation, treat one another with respect, workplaces