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.
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.
On October 17, 2018, the Cannabis Act officially came into effect, permitting Canadians to legally purchase, possess and consume recreational cannabis. Amidst the excitement, a report published by the Conference Board of Canada indicated that more than half of Canadian employers expressed concerns about the potential effects that this significant legislative development would have on their workplace.
With the winter season in full swing, employers may be concerned about the impact this can have on sick leave in Ontario workplaces. Handling short and long-term sick leave can be quite a daunting task to manage successfully. Unforeseen absences can impact your organization’s productivity and bottom line. It can result in communication failures, as […]
No one likes to think about getting sick. Working with a cold, or even the flu, can be an unpleasant reality when deadlines are looming and the work must be done. Yet from an HR perspective, having solid sick leave policies can be crucial to maintaining business-as-usual during that pesky cold and flu season. To maintain a healthy workplace, it is important to understand the law behind sick leave policies, when an employee should obtain a doctor’s note, and how employers can help improve the process.
Employees use social media at work. It is not uncommon for most employees to have a cell phone at their desk that flashes with the occasional instant message, or a quick glance at one’s Facebook page after sending an e-mail. For the most part, this is harmless conduct, except for some small amounts of wasted time. But what about when social media usage at work is not so innocent?
endra Behringer must have a difficult time at airport security. The Edmonton woman has 22 piercings above her neck – including 7 facial piercings and 15 earrings. Ms. Behringer says she gets a lot of dirty looks, and undoubtedly a few quizzical ones. But some of the most bothersome ones have come from employers. Behringer told the Edmonton Journal recently that one retail manager “didn’t even look at my resume, he just looked at my face” and promptly threw out her resume right in front of her.