Having a clear, fair and effective policy for the treatment of pregnant employees helps foster a respectful, inclusive human rights culture in the workplace and improves employee health and morale. HR managers in any part of the country can adapt this Model Policy for use at their own workplace.
This policy addresses equal employment opportunities and ensures fair and equitable hiring and workplace practices within a positive workplace environment. HR managers in any part of the country can adapt this Model Policy for use at their own workplace.
In Canada organizations are prohibited from discriminating against employees or potential employees on the basis of several factors. Many people have read those factors over and over again without ever thinking about what subtle discrimination may look like in practice as applied to these factors. Read article and learn how to address discrimination in the workplace.
Benefits programs are highly coveted but also costly. With the high costs of health plans it is a good strategy to look ahead to understand how to best spend money to return value on your health plan investment. Learn about 9 ways Canadian employers are cutting health benefit costs and changes employers are asking benefit providers to deliver
Over the next few years the impact of changes in different areas of the world will have a direct impact on your organization’s ability to attract and retain your workforce and remain competitive within your industry. Learn the 7 Strategies for Managing Upcoming Disruptive Changes in Workforce Development.
For employers, there are various challenges associated with addressing mental health. To help combat the stigma and negative perceptions around mental health, it is good practice to focus attention on the legal framework, accommodation process and best practices surrounding mental health in the workplace. Learn how to develop a mental health strategy in your organization.
This guide is based on employers who are governed by provincial employment laws, and accounts for roughly 95 per cent of all employers in Canada.
Too much sitting exposes office workers to certain health hazards. That's why a new British study recommends they use standing desks for 2-4 hours a day.
This Model Policy and Procedure is based on the Canadian Human Rights Commission and BC Law. It can be adapted to your workplace to ensure that employers do not discriminate and make accommodations for employees’ religious preferences.
Employee learning and development is essential in today’s rapidly changing marketplace. The ability to ensure your employees knowledge and skills are up-to-date in a variety of areas, from legislative requirements including health and safety to functional job knowledge and skills, personal self-management and relationship management and more can help your organization remain competitive.
This is an especially good time for employers to ensure they comply with religious discrimination laws. Here are 10 Best Practices to help you achieve your goal.
Exploring strategies to address 2 key barriers to the successful implementation of workplace health and wellness initiatives.
Traveling from home to work is deductible if the employee’s home is an extension of the workplace such that traveling back and forth between what are essentially the two places of work is integral to the employee’s job.
The goal of an organization’s benefits program should be to provide employees with the opportunity to improve their health and wellness, thereby providing a benefit to the organization of healthier, happier and more productive employees.