Through the Power of People Blog, you will gain practical insights on how to attract, retain and develop your most important resource, your people.
At its peak, the #MeToo movement was all over the internet, TV and radio. It seemed that everywhere you turned, new and serious allegations surrounding your favourite stars and business leaders were coming to the forefront. Although the movement seemed primarily focused on high-proﬁle Hollywood celebrities, there are many elements that can be adopted as best practices in your workplace today.
The impact of mental health on the health, safety and productivity of workers today is more evident than ever before. The National Standard of Canada on Psychological Health and Safety in the Workplace recognizes the need to integrate prevention of mental harm, promotion of mental health, and conflict resolution into the culture of the organization.
Although mental health issues can be uncomfortable to discuss, employers have a duty to inquire if they suspect one of their employees is suffering from an undisclosed illness, says Toronto employment lawyer Jordan Rodney.
Employee happiness is one of the most crucial factors leading to a productive and efficient workplace. For this reason, it is crucial for employers to provide their employees with adequate benefit packages. In today’s competitive job market, strong employees are in high demand. Long gone are the days where prospective employees were only concerned with their base salary and potential bonus structure. Instead, employees are now concerned with unique benefit packages and perks that your company can offer. The following perks outlined below can assist your organization retain valuable employees and present an appealing benefit package to potential candidates.
The National Standard on Psychological Health and Safety is about creating a workplace that prevents mental injury to workers in reckless, negligent and intentional ways, and promotes conditions and activities that support the mental health of all workers, including those who suffer with mental illness.
The traditional 5-days-a-week, 8-hours-a-day working schedule has long been regarded as the ideal approach to efficiency and consistency. But with the rise of technology, flexibility in the workplace is becoming more common. With this newfound flexibility, workplaces are re-evaluating their schedules and beginning to offer alternatives to the traditional work schedule. Whether that involves shorter days, flexible hours, or flexible days is all up to the employer.
It is time to say goodbye to the 24-month upper limit on common law notice periods. The writing has been on the wall since 2015, as we have seen notice awards slowly creeping up from this high-water mark, with the courts providing notice awards of 26 and 27 months in a number of recent cases.
With cannabis legally available for purchase from approved Ontario retailers as of today (April 1, 2019) it will now be even more accessible. As an employer, are your policies surrounding cannabis, up-to-date?
With the rapid advances in AI, businesses of all shapes and sizes are considering the technology to improve practices, increase revenue and reduce costs. What’s happening today in the realm of AI that employers need to know?
While you might not be responsible to provide work life balance as an employer, it is beneficial to both your employees and your organization as a whole to help promote it. Employees who feel they have a healthy work-life balance perform better and show increased productivity. Plus, in your workplace it can help improve retention, decrease employee burnout, improve employee health, and reduce absenteeism. Human Resources support can help employees achieve that ever-elusive work-life balance.