HR Policies

A recent Human Rights case illustrates the consequences of not having a sexual harassment policy in the workplace. 

In a recent article, Robert Smithson addresses the recent BC Human Rights Tribunal v. Gibraltar Mines Ltd. case that reinforces the employer's need to accommodate an employee's change in family circumstances and provides his perspective on accommodating the increased breadth of “family status” human rights claims.

At this point, we're all likely familiar with the Waksdale v Swegon North America Inc., 2020 ONCA 391 (Waksdale) case, in which the Ontario Court of Appeal held that termination clauses in employment agreements are read as a whole. But what does that mean for the rest of Canada?

Environments that are loud and crowded like most networking events often make me anxious, awkward and so exhausted that I find myself wishing I could teleport home.

Fellow introverts: can you relate?

Balancing employee privacy rights and an employers right to protect company business interests can make workplace privacy a complicated issue.

Here's how we uncomplicate it...

No matter how many employees you have, an employee manual or employee handbook is an essential tool for running your business.

Have you created your employee handbook yet?

You’re a small business. You have an awesome group of bright and discerning employees who you trust not to do anything stupid online. Of course, you don’t need a social media policy. Or do you?

Should you require your independent contractors to sign off on your policies?  For example, harassment, code of conduct, intellectual property, safety?

You're excited about launching your new employee handbook. Find out how to get your employees to be just as excited to sign it!