The Workforce Planning Board of Grand Erie (WPBGE) would appreciate your help in promoting and distributing a new, 5-minute survey aimed at people who are employed or unemployed (i.e. between 15 and 65 years old, and either actively searching for work and/or in a job of any kind). The Job Seeker & Employee Survey is meant to give our community better information on the experiences, challenges and needs of workers – the supply side of the supply/demand workforce equation. Anyone living in Brantford, Brant, Six Nations, New Credit, Haldimand or Norfolk is invited to participate. The survey is partly in Continue Reading »
Employment contracts clarify performance standards and the terms of employment but can also cause a lot of grief if not managed properly. It is very important to “pay attention to the details” in employment contracts, as these can have a significant impact if mistakes are made or terms are overlooked. Some of the more common pitfalls are: 1. End dates missed – If you hire someone on a fixed term contract (i.e. May 1 to September 30) and they work beyond the stated end date with no new agreement, the temporary contract becomes a permanent arrangement and you must treat Continue Reading »
Here is a link to my podcast, “In Conversation With…” which aired today on CKPC Radio. Learn about my services and get some tips!
Did you know that Franchise owners are personally responsible for all financial risk when it comes to their employees because the Franchisee is the Employer of Record, not the corporation? While there is usually an HR Department for corporate staff to turn to, the Store staff generally have nowhere to go except the Ministry of Labour or lawyers. If the Franchisee owes money for unpaid wages or vacation pay for example, the Ministry can seize their home, car, cottage, and other assets to pay obligations to employees. Given the vast number of changes that have happened to all pieces of Continue Reading »
Employees have the right to appeal disciplinary actions taken against them by the employer. So how does that work? The appeal process is covered under the Occupational Health and Safety Act. Your Workplace Harassment policy requires employers to “include measures and procedures for workers to report incidents of workplace harassment to a person other than the employer or supervisor, if the employer or supervisor is the alleged harasser”. This “other person” could be a registered HR professional (must have at least a CHRP designation under the HRPA), or the Ministry of Labour (the MOL requires you to put them in Continue Reading »