With no handbook, it becomes very difficult for employer’s to effectively communicate what the expectations are from everyone. A handbook helps to promote consistency and transparency in employment standards, enforces policies and procedures, reduces employee misconduct, and demonstrates a commitment to equal treatment of employees.
We are all too familiar with the typical new year’s resolutions that some of us attempt to take on each year. Another idea is to look at taking time to help improve ourselves as HR professionals. HR departments and organizations are continuing to grow and develop and what better time than in a new year for HR professionals to do the same!
We are all aware that many of us are sleep-deprived and when we wake up in the morning not feeling rested, it becomes more challenging to put in a productive day. Most of us also wake up in the morning and rested or not, we do not have any plans to have any sort of a ‘rest’ with our eyes closed until bedtime!
We are all guilty at times of replacing face-to-face meetings for emails/messaging for business purposes. Can it be it effective? Yes.
Are we missing out on opportunities?
Blog post contribution by Melanie Hill at Vibrant Work
A recent Ministry of Labour (MOL) report states that small employers have a general lack of awareness and understanding of their requirements under the Occupational Health and Safety Act (OHSA) and its regulations.
Are you an Ontario business with 20 or more employees? If so, then you are legally required to file an accessibility compliance report by no later than December 31, 2017 under the Accessibility for Ontarians with Disabilities Act (AODA).
It can be overwhelming for small to medium sized business owners to stay current on legislative requirements when it seems that there are new or updated standards, programs, regulations and blitzes every month.
If you employ less than 50 employees take the 5 minutes to read this information.
