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.
Although religion and creed are commonly treated as synonyms, there are subtle but important differences between the two.
So, your business is thriving, and you need to hire some help. You’ve started interviewing candidates, and you’ve picked your top choice. You’re ready to make this person an offer of employment. STOP! There are some rules you should follow:
This tool is intended to ensure equal access to employment opportunities and fair treatment in the workplace.
As seen on https://www.go2hr.ca/articles/employees-religious-needs-accommodate-them-or-face-costly-consequences. In many cases, the BC Human Rights
In a unanimous decision, the Supreme Court of Canada restores the decision of the B.C. Council of Human Rights, which found that Larry Renaud was discriminated against by both his employer and his union because of his religious beliefs.
In a changing economy, companies are constantly facing new challenges, and none are immune to insolvent suppliers or clients. It is therefore crucial to be able to identify the early warning signs of a company's insolvency and to be aware of the issues that can arise when a client or a supplier becomes insolvent.
When does an employee have to provide a Doctor's note to excuse a workplace absence? After the absence, during or before?
Encouraging employees to take breaks more often can be a smart way to improve your workplace. Read about 6 tips you can implement to make your workplace break friendly and healthier for your employees.