Perhaps the best weapon in an employers arsenal to screen applicants is the probation period. In my experience, it is also one of the least used and least understood.
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HR Advice
March 2nd, 2015
Onerous Terms Not Necessarily Unconscionable
Wrongful dismissal cases often lead to debate over the legality of a severance formula set out in an employment contract. In most cases, the former employee argues the severance formula should be disregarded while the employer argues for keeping it.
Read MoreFebruary 25th, 2015
Length of Tenure Influences Notice Entitlement
How much notice do employees legally need before you can lay them off? Although many people think two weeks is the legal standard, Canadian common law for employment outlines termination notice in detail.
Read MoreFebruary 18th, 2015
Canada’s Express Entry
Table of Contents The Process Canadian Employers Existing Work Permit Holders ITA Draws Effective January 1, 2015, Citizenship and Immigration Canada (CIC) introduced a new skilled immigrant intake system—Express Entry (EE). Originally called Expression of Interest, it is modelled after New Zealand’s immigration system. Though little has changed regarding the categories and criteria, what has […]
Read MoreFebruary 18th, 2015
Severance Pay in BC
After three months of consecutive employment an employee may be eligible for compensation, written working notice, or a combination of the two as follows: After three months – one week After 12 months – two weeks After three years – one week for each completed year of employment, to a maximum of eight weeks No […]
Read MoreFebruary 15th, 2015
Severance packages: What’s Fair?
Severance pay is the compensation an employee receives from his/her company upon job elimination, being laid off, or when both parties agree to part ways. Severance pay is a mandatory compensation required by the law. Mandatory severance pay could range anywhere from a weeks wages up to eight weeks of wages.
Read MoreJanuary 27th, 2015
Look Back to Leap Forward
While I don’t believe in New Year resolutions, I think it is always worthwhile to set goals to bring about change for the better. If the calendar and a conscious effort to embrace change coincide in this case, so be it. There is never a bad time for positive change-if only to take stock of […]
Read MoreNovember 27th, 2014
The True Cost of Employee Turnover Depends on Who You Lose
Retention is often discussed in sweeping terms. We all know that high turnover is costly to an organization’s productivity, morale, and bottom line. In fact, I could easily fill an entire book with stats about the average cost of replacing an employee! but as retention costs vary significantly from industry to industry and business to business averages […]
Read MoreNovember 13th, 2014
How to Succeed with Strategic Recruitment? Never Stop.
Whether it’s getting beyond the silos or just thinking outside the box, we all benefit from stretching our boundaries—both figuratively and sometimes literally speaking. Table of Contents Authenticity Defines the Right “Fit” Systematic Thinking vs. Systemic Failure Retention Built By Leadership (Some Assembly Required) Ongoing Recruitment Anchored in Relationships Case in point, I just came […]
Read MoreOctober 2nd, 2014
The When and Why of HR for Small Business
‘When and Why Do I Need HR?’ There are no two questions I hear more often in my conversations with small-to-mid-sized business owners. The truth is that there is no magic number of employees required and no successful company of two people succeeds without it. What today’s HR brings to the table speaks directly to […]
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