Leading through difficulty

By Lisa Gordon

Colleen Gordon-Boyce has practiced as an independent HR consultant for over 17 years, with her business evolving significantly since its inception. Adapting to a changing environment provides her the challenges she needs to keep work interesting and exciting.

UBER FACED DAMAGING BACKLASH FOR AN ALLEGED “TOXIC” CULTURE. HOW CAN HR STEER CLEAR OF CULTURE SCANDALS?

By Sarah Andresen

The last six months have seen Canadian culture publically lauded around the globe for its inclusivity, positivity and diversity. It’s no wonder, then, that consumers, politicians and businesses alike have mixed opinions about Uber across the country, particularly given the latest in a string of scandals which hit headlines earlier this year.

Eight bad habits that should be banned from the workplace forever

By Leigh Stringer

Over the years, we have developed workstyles that are not good for our physical, mental or emotional health. It’s not that we’re bad people, or that we aren’t working hard. The problem is that we are so focused on work and on getting things done that we’ve changed the way we eat, move and sleep in a way that is actually counter-productive. What our minds and bodies need at a basic level is in conflict with our work style.

Why HR needs to pay attention

By Patrick Culhane, B.Comm., CAE, FCPA, FCMA

In June 2016, after years of discussions, the federal government reached an agreement, in principle, with provincial and territorial finance ministers to strengthen the Canada Pension Plan (CPP).

Prevention is the best cure – and it all starts with dialogue, joint communication and mapping out goals

By Joel Kranc

Mental health issues can affect anyone in any workplace at any time. Perhaps one of the more stressful workplace settings, however, is within the airline industry. That’s where Sari Sairanen, current director of health and safety at Unifor, worked in the early 2000s when her employer, Air Canada, was dealing with bankruptcy protection.

A global movement dealing with gender equality can germinate anywhere, from large global companies to the smallest of businesses

By Joel Kranc

Elizabeth Nyamayaro was only eight years old when a famine hit her small village in Zimbabwe. It had been two days since her last meal when she met, what she describes, as a “beautiful African woman wearing a blue uniform,” (as it turns out, a U.N. aid worker). The woman handed her a bowl of porridge telling her, “As Africans, we must all uplift each other.”

By Brenda Clark, CHRE

In legal-ese, the concept of “duty of care” refers to the responsibility, either of an individual or an organization, to act with a reasonable standard of care in regards to acts that could foreseeably cause harm, according to most legal definitions.

Doing the “right thing” pays dividends when it comes to promoting and protecting mental health in the workplace

By The Honourable Michael Wilson, P.C., C.C.

When I chaired the board of directors of a mining company, our first order of business at each meeting was the physical accident report. In today’s knowledge based economy, we must give employee mental wellness equal precedence.

Avoiding discrimination on the basis of disability

By Allison E. MacIsaac

As the use of medical marijuana becomes more prevalent, employers are encouraged to place a high priority on ensuring they meet their legal obligations towards employees requiring the use of medical marijuana, and, in particular, their duties towards such employees.

Using the Standard: A new study reports what works, what doesn’t and what we can learn about supporting psychological health and safety in the workplace

By Melissa Campeau

The evolving duty of HR professionals in supporting workplace mental health

By Dr. Joti Samra, R. Psych.

HR professionals occupy a unique position to change the face of workplace mental health within their own organizations, in addition to the broader, nationwide landscape. By definition, HR professionals are responsible for recruiting, retaining, supporting and energizing employees so that businesses can thrive – core functions when we consider the elements required to create and sustain a psychologically healthy and safe work environment, and associated workforce.