The difference between discrimination and diversity.
HR technology/system is only as effective as the people who use it.
Each payment may be subject to different rules, reporting termination payments on the T4 and T4A.
Which company is liable for remitting and source deductions?
But your policy requires finesse and sensitivity to legal subtleties. Rather than morality or even legality, the policy should be based on the one thing a about substance abuse that is indisputably true: It renders employees unfit for duty, creates a safety danger and undermines productivity.
The B.C. Human Rights Code was amended in mid-2016 to include “gender identity or expression” as protected grounds.
Mixed motive terminations, age discrimination, and more.
Workplace substance abuse remains a major challenge for HR managers.
The duty to mitigate doesn’t automatically apply where the employment contract sets out a fixed termination notice period or formula for calculating the notice period.
Wrongful termination lawsuit can saddle your organization with a 5- or even 6-figures worth of termination notice. But you may also be able to slice huge chunks off your bill by relying on an age-old legal doctrine called the mitigation damages rule.
One of the trickiest parts of the Record of Employment is accurately accounting for overtime earnings.
The risk of being sued by your payroll provider.
Like most companies, you may rely on an array of IT solutions to protect the personal information of your customers, clients, employees and business associates against hackers, malware and other cyber threats.
Don’t let employee mistakes undermine your data security systems.