[Aleesha Van Damme]

in reply to: HR Process – Workplace Investigations #97976

Thank you for providing that information. In BC, it is my understanding that HR only shares a concluding summary with both the claimant and the respondent and the full report is kept confidential unless requested for submission by legal. Would you please confirm if my understanding is correct?

Thank you.

[Aleesha Van Damme]

in reply to: Workplace Investigation #97945

Thank you, I appreciate the insight. We have sought legal consideration; however, I value HR Insider’s opinion immensely and wanted to get your ‘high-level’ opinion as well. As you can imagine, this is incredibly nuanced, and there is much to consider. Have a lovely day ahead!

[Aleesha Van Damme]

in reply to: ROE Coding For Union Employee Dismissals #97366

Thank you. One last question, can you confirm that we would still be required to pay PILON per ESA for this kind of termination and with a Collective Agreement in place?

[Aleesha Van Damme]

in reply to: Unionization #97040

Thank you for all of this information, Haley. You have been a huge help this morning, and I truly appreciate your time and insight. This gives me a lot to work with.

Have a lovely day ahead!

Aleesha Van Damme

[Aleesha Van Damme]

in reply to: Unionization #97037

Ok, that is very helpful. Thank you. We have many different projects, each with its own office/warehouses in all three provinces. To clarify, in BC, where the application is coming from, would the certification apply to all employees of that class (field staff, installers) across all projects in BC? Our head office project works with gas meters, whereas the other projects in BC work with water meters or electrical meters, so the work differs slightly, although it is performed by the same type of employee, our Installers.

[Aleesha Van Damme]

in reply to: Unionization #97031

Thank you. And are there certain positions that would be excluded from the unionization should it go forward, or is it for the company as a whole?

[Aleesha Van Damme]

in reply to: Unionization #97029

Can you also tell me if this would be applicable across all the provinces that our company works in. For example, our head office is in BC where we have received the papers and if the union was to go forward would it be applicable across the organization? E.g., in Alberta and Ontario.

Thank you.

[Aleesha Van Damme]

in reply to: Working Time VS Travel Time #96983

Thanks so much for this! Have a wonderful weekend ahead!

Aleesha Van Damme

[Aleesha Van Damme]

in reply to: Long Term Illness Leave in Ontario #96622

Thank you, Haley.Very helpful, and exactly what I was thinking.
Have a lovely day.

Aleesha Van Dammed

[Aleesha Van Damme]

in reply to: On-Call at Home – Pay Policy #95526

Hi there,

Again, thank you for providing such detailed information on on-call pay requirements. My final question is around the following ESA definition:

Under BC’s ESA, when an employee reports for work, even if sent home immediately, they are entitled to a minimum of 2 hours’ pay (or 4 hours if scheduled for more than 8 hours), unless the work is suspended due to reasons beyond the employer’s control (like a power outage).

Here is my example: I have a dispatcher who has worked an 8-hour shift and is then placed on-call from 4 pm-12 am (another 8-hour shift). Would I be required to pay that employee at the 4-hour minimum pay requirement when a call comes in because he/she has been scheduled to be on-call for another 8 hours. Or would I pay the 2-hour minimum for the first 4 hours (of the 8-hour block), and then pay the 4-hour minimum pay requirement for the subsequent 4 hours (of the 8-hour block)?

There is so much to consider here. I will certainly have to get my organization on board with having everything reviewed by an employment lawyer prior to finalizing, but this information helps tremendously with giving me a good basis to get started.

Thank you,
Aleesha Van Damme

[Aleesha Van Damme]

in reply to: On-Call at Home – Pay Policy #95521

Thank you for the detailed response. This is incredibly helpful.
Do you see anything wrong with specifying a “work window” larger than 2 hours? For example, could we set up a 3—or 4-hour window, and calls outside of that would trigger a new minimum pay period?

[Aleesha Van Damme]

in reply to: Fixed Term Contracts – Duty to Accommodate #95488

Thank you. My thoughts as well however, I appreciate the second set of eyes on it as it can be such a sensitive area.

Take care,
Aleesha

[Author]

Posts