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EMPLOYMENT STANDARDS
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Minimum daily breaks required in each jurisdiction.
MEAL BREAK
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As a payroll/HR manager, you must be familiar with the rules of your jurisdiction governing work breaks to avoid violations, union grievances and other legal troubles
PENSIONS
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What your CFO needs to understand to avoid personal liability for transgressions committed by a self-administered pension plan
BONUS PAY
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Can employees collect bonuses not included in their contract on the basis of a verbal promise?
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HR POLICY

Email Signature Guidelines

Email signatures are the equivalent of your printed business cards – small, simple, but no-less essential to your brand and to your individual professional persona.
Using a poorly constructed email signature is like writing your name on a scrap of paper and handing it to a …

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misconduct
EMPLOYEE MISCONDUCT

Managing Your Responses to Allegations of Employee Misconduct

Dealing with employee misconduct is a very difficult challenge. The process of identifying, investigating and confirming can be onerous enough and then there is the concern over the appropriateness and consequences of any disciplinary actions taken in response to the misconduct.
The most important steps in …

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disability
EMPLOYEE BENEFITS AND COMPENSATION

The Four Top Ways For Employers To Avoid Liability To Employees For Disability Benefits

One of the most difficult issues faced by employers when terminating employees is how to deal with benefit coverage during the severance period.
Unless there is a written contract of employment that provides otherwise, an employment contract (including a verbal contract) contains an implied term that, …

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EMPLOYMENT LITIGATION

Cracking The Code: Federal Court Of Appeal Confirms Employers Can Dismiss Employees Without Cause Under The Canada Labour Code

For a number of years, there have been differing viewpoints on whether Part III of the Canada Labour Code (the Code) permits dismissals on a without cause basis. In October 2013, we discussed the decision of Joseph Wilson v. Atomic Energy of Canada Limited, wherein …

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whistleblower
WHISTLE BLOWER PROGRAM

Incentivizing Reports Of Misconduct: The OSC Proposes New Whistleblower Program

Citing the success of the Dodd-Frank Whistleblower Program which has operated since 2011 in the United States, the Ontario Securities Commission (the OSC) has proposed a new Whistleblower Program that would reward eligible whistleblowers with up to $1.5 million for information which leads to the …

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DRUGS IN THE WORKPLACE

Medical Marijuana In The Workplace

In the last few years, statistics show that an increasing number of licences to possess medical marijuana have been granted, and with the recent changes to the federal legislation, this number is very likely to keep growing.
One of the many issues to be considered in …

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HR TOOL POLICY

Car Allowance Policy

The [organization] may, at its discretion, provide a [organization] car or a Monthly Car Allowance to employees whose principal duties require extensive business travel.  The principal indicator will be the requirements of the job role but a review of needs will be carried out when …

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PRIVACY PROTECTION

The Use Of Personal Email Accounts For Public Business

On January 14, 2015, the British Columbia Information and Privacy Commissioner, Elizabeth Denham, issued a statementthat addresses how freedom-of-information and privacy laws apply to the use of personal email accounts by public servants or officials.
In her statement, the Commissioner made it clear that the Freedom …

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TECHNICALLY UNSUITABLE

Technicality Insufficient To Set Aside

As the practice of using employment contracts to minimize termination obligations has become increasingly common in Canada, so has the creativity of employee counsel in attempting to set aside these contracts.  In recent years, we have seen the omission of the words “and benefits” with …

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WAGES

“If You Think Your Salary Is Low . . .”: Employer’s Presentation Was “Offensive, Distasteful And Inappropriate As A Motivational Tool”, But Not Illegal

An adjudicator has criticized an employer’s motivational presentation as “offensive, distasteful and inappropriate as a motivational tool”, but found that it was not illegal.
The presentation was delivered by a Regional Manager with the Ontario Ministry of Transportation to Transportation Enforcement Officers employed by that Ministry.  …

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