Even with the best of intentions, we can make errors in workplace investigations that are very costly not only in directly visible ways, but also through indirect costs such as organizational reputation, employee morale and of course, turnover.

There was recently an article in the Vancouver Sun (May 3, 2012) referring to the BC Government being ready to take action against bullying and harassment in the workplace. And just how does the Government intend to do this?

Employers commonly give department managers the authority to make employment-related decisions for their own staff. Even when a company has an in-house human resources expert, decisions with legal implications may be made at the department level.

But department managers typically will not be fully trained in employment law. So, are there some basic concepts they can learn which will give their company the prospect of avoiding legal complaints?

When employers and their former employees are trying to settle disputed issues arising out of a termination of employment, there are many monetary factors to address. Perhaps surprisingly, it isn’t always the money which is the stumbling block to reaching a settlement.
A very important aspect to any part of a settlement for a departing employee is receiving a reference letter. Often, the employee will insist on getting a reference letter and the employer will be reluctant to provide it.

The range of policies which might be contained in an employee handbook is really unlimited. There are, however, certain core policies every employer should implement.
The list starts with a harassment policy. This policy sets out the employer’s stance forbidding workplace harassment (including sexual harassment and other forms, such as bullying). It should also provide a complaint resolution process and define the range of disciplinary measures which may be imposed on the offender.

It’s that time of year when good boys and girls start looking ahead to receiving gifts and their parents anticipate the seasonal office party. Controlling alcohol consumption at those parties substantially increases the odds of parents, and their employer, having a happy and healthy holiday season.

If you’re a person who wants to find information about another person, where better to start your search than online locations such as Facebook, Twitter, or any of two hundred or so other social media sites? And if you’re an employer who wants to find out about a candidate’s background, why wouldn’t you take advantage of the same online sources?

In today’s workplace, many employers provide their staff with electronic devices with which to perform duties. From cellular telephones to laptop computers, these are now tools of the trade for many occupations.
Most employers would, I believe, assert that the technology they provide to their employees is the company’s property and is to be used strictly for work-related purposes. The reality of their employee’s use of the employer’s technology may be entirely different.

Few things seem to stir the pot in B.C. as much as discussion about raising the minimum wage rate. Now, it’s much more than a discussion as B.C.’s new premier has instituted a graduated raise in the minimum wage from $8.00 per hour to $10.25.
I’ve read reviews of this long-awaited increase which variously describe it as “too much, too soon” and “too little, too late”. That shows just how polarized parts of the business community and the labour movement are on this topic.

Can employers use social media in the recruitment process and not break the law?
Social media has changed the way companies source, recruit and select new employees. Not only does it offer another opportunity to connect with candidates, it gives access to personal information that was previously not available in the recruitment process. As an employer, what do you do with this information? There have been numerous articles on how candidates can manage their digital footprint, but what advice is there for employers to navigate these unchartered waters?