One of the most common tactics for employers to distinguish themselves from competitors is a workplace wellness program, although in the arms race of the so-called ‘war’ for talent, merely having such a program isn’t enough. By now, having a workplace wellness program of some kind is largely expected—the real distinction is what the program offers employees. Not every employer can offer an onsite gym or catered healthy lunches. Then again, not every employer should.
Every employer should be aware that protecting the health and safety of employees is not merely best practice, it is a legal requirement. With changes to health and safety legislation occurring all the time, more and more responsibilities are placed on employers to ensure their employees’ safety in the workplace. These responsibilities are enforced through disciplinary measures which vary across jurisdictions but can include fines and even jail terms. Under health and safety legislation, employers must evaluate, determine, and remove risks of injury in the workplace. However, despite best efforts, workplace injuries still occur, and when they do, employers need to know how to react.
Topics: Health and Safety
Do you remember the board game Guess Who? Players race against each other to identify their opponent’s character by considering physical characteristics like clothing, glasses, and hairstyles. Surveying your work team for the difficult employee who may be causing turmoil behind the scenes can make you feel like you’re playing a grown-up version of Guess Who?, but instead of the obvious signs, employers often have to rely on behavioural clues.
Understanding protected leaves is an important part of the human resources function, but it can be complex. With more leaves coming into effect, such as domestic or sexual violence leave in many jurisdictions, employees have more options to take care of their personal affairs while having their job status protected. However, additions or changes to leaves can add to an employer’s confusion.
Employers have an obligation to understand and properly implement protected leaves. However, managing employees on protected leaves can be an overwhelming task. Employees can easily slip between the cracks, and there is a lot of paperwork and documentation to coordinate to properly prepare an employee for their leave, maintain communication during their leave, and transition the employee back into the workplace afterwards.
Your to-do list is overwhelming, with tasks piling on top of an already heaping pile. Do you feel there is never enough time to tackle even the smallest thing? If you could just have a few extra hours to get this done, or even some assistance from an employee or management, it would make your life easier. What if there isn’t even enough staff to get the job done, and the majority of the workload falls on you? Have you ever just had too much on your plate? We have all been in those shoes at some point in our lives and our jobs. Whether you are short on the time needed to complete these tasks, or overworked and understaffed, there comes a point where you just need a helping hand.
On June 7, Ontario elected a majority Progressive Conservative provincial government, ending 15 years of Liberal administration in the province. While any new governing party brings legislative changes with it, the PC government led by Doug Ford is expected to be exceptionally different.
When trying to find the perfect employee, you may have preconceived notions of whether you need an introvert or extravert in the role. Outgoingness and shyness have been linked to extraversion and introversion, respectively, as explanations for people’s personalities, but these simple concepts are misleading. As a leader, you can help ensure that you maximize employee potential, despite differing personalities.
A natural disaster is one of the worst crises any company can face, especially when one prompts a prolonged office closure. The recent wild fires in British Columbia or the flooding in New Brunswick are major examples of this scale of disaster. When natural disasters strike, they can affect every facet of people’s lives, including their work. For many, getting back to work as soon as possible is essential to their personal recovery; your employees need to know when it’s safe to go to work, and need to trust their employers are managing the situation. In the face of a natural disaster, what will your organization do? Do you have a plan for the first minutes? What about the first hours? What happens if the disaster lasts for days, or your workplace is seriously affected?
In the past few decades, Canadian employers have made great strides in preventing discrimination and harassment in the workplace. We still have a ways to go, though, especially as the language we use to describe a range of identities frequently changes. Many of us have experienced that awkward moment when a grandparent unknowingly uses a term that was once deemed respectful and is now considered out of date, or even offensive. A similar experience might happen in the workplace with employees of all ages. Often employees may not even be aware of the true meaning of the words they are choosing, or why someone would find such usage offensive.
Topics: workplace inclusion
Enacting disciplinary measures against your employees is never pleasant or easy, but most of the time, it’s at least straightforward. Someone does something wrong, so you issue a warning; if the bad behaviour persists, you escalate the discipline until, as a last resort, you terminate their employment. With a well-written policy guiding the disciplinary process, and other policies explaining what sort of behaviour would trigger that process, you can be reasonably confident that you’ll be able to handle any sort of transgression.