Performance Management
So Your Employee is an Anarchist
Employees often mistakenly believe there can be no repercussions at work for what they do during their off-duty hours. However, employers can take disciplinary action, and even decide to terminate employment, in some circumstances, particularly where the conduct has unfolded online or otherwise in the public eye, or where there is, or may be, a connection to the individual’s employment.
Fall 2021 InnFocus
Manager of Industry Human Resources and Mental Health Ginger Brunner writes an article about Maintaining a Future Stable of Employees for InnFocus.
Wrongful Dismissal Damages and Pension Benefits
In IBM Canada v. Waterman, the Supreme Court of Canada (“SCC”) has considered the deductibility of pension benefits from wrongful dismissal damages in a decision that may also have implications for the deductibility of other types of payments.
Performance Reviews a Must for Success
Many employees and employers still cringe at the prospect of the annual or semi-annual performance review. Employees sometimes view them as a nerve-wracking process designed to point out their flaws. While employers sometimes view them as paperwork projects that can potentially create unneeded conflict.
Work Refusals – What Can Tourism Employers Do if Employees Refuse to Come Back?
As business owners impacted by the COVID-19 pandemic get ready to reopen their businesses and recall employees, some are being faced with a new challenge… employees who are hesitant and, in some cases, refusing, to return.
Progressive Discipline
To operate efficiently, most businesses follow workplace rules, policies and standards. In small businesses, enforcement of rules is often done on a casual basis by dropping a few well-placed hints in an employee’s direction. However, this type of communication is at best poor, especially when dealing with the uncomfortable task of having to discipline an employee.
Managing ‘At-Fault’ Absenteeism
At-fault (or “culpable”) absenteeism refers to when an employee is able to work scheduled shifts, but chooses not to. Most commonly, this is when a staff member calls in sick but is not actually ill. Frequently arriving late is also a type of at-fault absenteeism.
Innocent Absenteeism is Nobody’s Fault, But You Must Address It
By definition, innocent (or “non-culpable”) absenteeism is not your employee’s fault. “Innocent” absences usually relate to illness or injury—legitimate concerns that the employee cannot control. But what about the effect their missed shifts are having on your business? Is there anything you can do to get these absences reduced to a minimum?
Drug & Alcohol Dependency and the Employer’s Duty to Accommodate
Employees concerned with their alcohol and drug use or showing signs of dependency can significantly impact the workplace and negatively impact attendance, performance, behaviour and safety. Furthermore, given that British Columbia’s human rights legislation includes drug and alcohol dependencies within the meaning of disability under the Human Rights Code, employers have a legal obligation to accommodate these disabilities within their organization.
“Tweets Are My Own” – Except When Your Company’s Reputation Is On The Line
Employers can ask workers not to identify themselves as employees on personal social media accounts.