As of July 1, 2024, temporary help agencies and recruiters in Ontario are required to hold a license to operate. The Ministry of Labour, Immigration, Training and Skills Development (MOL) is putting these new rules
On May 2, 2024, the Ontario Government introduced Bill 190, the Working for Workers Five Act, 2024. If passed, this Bill will propose amendments and new obligations for employers under the: Employment Standards Act, 2000 (ESA);
Why wait until after an employee has given their notice to find out what isn’t working? Rather than asking employees why they have decided to leave, why not conduct stay interviews to uncover what motivates your employees and what it would take to keep existing talent longer?
Does your business have a plan in place for when top leadership retires? What about if they decide to quit and leave the company altogether? In today’s competitive job market, it is especially critical that
Will your business be ready to submit the required accessibility compliance report before year end? Filling out the report is a legal obligation under the AODA. The next accessibility compliance report is due on December 31, 2023, for businesses and non-profits of 20 or more employees.
This means organizations are to show their ongoing compliance under the Accessibility for Ontarians with Disabilities Act, 2005 (AODA) via their submission of an accessibility compliance report to the Government of Ontario.
Read on to find out what’s required and what necessary steps to take while there’s still time to do so.
If you have seen the movie The Devil Wears Prada, you will remember Andy’s first weeks at Runway Magazine. Her nervousness was exacerbated by the fact that she was thrown into the lion’s den. Andy received neither a formal orientation nor training and even got a scolding from the “Devil” (her boss) on her choice of footwear. If you were in Andy’s shoes (pun intended), what would you want as part of the on-boarding process at your new organization?
Promoting positive mental health in the workplace has become a primary concern for employers globally. Employers can ensure they are promoting mental health in the workplace by:
Assessing their level of support for mental health in the workplace.
Creating a culture of openness about workplace pressures and mental health
Reviewing all workplace policies/procedures and workload distributions.
Measuring employee mental health and work through employee surveys.
Effective June 1, 2023, the OHSA legislative amendment will require high-risk employers to ensure their workplaces are equipped with life-saving naloxone kits and workers are trained on how to administer them. This change hopes to raise awareness around the ongoing opioid crisis, reduce stigma for those struggling with addictions, and ultimately save lives.
Workplace investigations are a legislated requirement for Ontario employers. All workers are entitled to a safe and healthy workplace and employers have an obligation to investigate any incidents or complaints of workplace violence and harassment.
Every organization strives for a happy and productive workforce. So why is this not always the result? Just wanting it so doesn’t make it so. It’s not just about listening to employee’s concerns – it’s also doing something about it. This involves measuring our data (numbers) and transforming it into useful information (meaning). The key is to pull out the valuable numbers that are hiding in our organizations that are patiently waiting to be found.
