Human Resources
Employers’ Obligations to Seasonal Employees
Employers in the tourism industry often employ seasonal employees during peak times. Though the BC Employment Standards Act (the “Act”) does not, for the most part, distinguish between seasonal and permanent employees, there are some important exceptions. Further, even when the Act applies equally to seasonal and other employees, the nature of seasonal employment, often during busy periods, may lead some employers to inadvertently overlook their legal obligations to such employees.
Managing Reward: Why Line Managers are the Vital Link
Hay Group’s research shows that the most successful reward programs work because they have been well implemented, rather than neatly designed. But the job of putting reward programs into action should not be left solely to HR. Instead, organizations need to take advantage of the relationship that already exists between line managers and their employees.
Key Components of an Effective Performance Management System
Several elements are involved in the success of a performance management system.
Understanding the Differences: Leadership vs. Management
Is a good manager automatically a good leader? What is the difference between leadership and management?
Uniforms and Special Clothing
You want your employees to look sharp, so you provide them with attractive and safe clothing. But whose responsibility is it to clean and maintain this work clothing?
Hours of Work and Breaks
The tourism industry doesn’t necessarily conform to the standard 9-to-5 work day, and employers in this industry often seek flexibility in scheduling their human resources to meet demand. While the hours of work and break provisions in the Employment Standards Act (ESA) do provide for such flexibility, there are important limits that as an employer you must be familiar with.
Employment Standards Act Made Simple
For provincially regulated, non-unionized tourism employers, the Employment Standards Act of British Columbia (“ESA” or the “Act”) is probably the most important and frequently referenced piece of employment legislation. The purpose of this legislation is to provide the minimum standards, legal rights and responsibilities of both employers and employees.
How to Engage Your Hire Before They Start – BC Employer Examples
Pre-employment engagement activities seems to be a topic that is on the minds and the early planning stages for a number of tourism industry employers around the province.
Distinguish Your Company to Attract Top Talent
BC’s tourism industry is booming. Your business has been experiencing significant growth in the last two years and you have had trouble finding staff. You’re not alone. Our industry is projected to fill more than 111,350 new job openings in the next 10 years (2017 – 2027), and there is a shortage of skilled people to fill these jobs. Where and how are we going to find these people?
Upskill Your Employees this Winter Season
It’s hard to believe we’re at that time of year again when many tourism and hospitality businesses begin planning for their next summer season. We know that planning for staffing levels in the busy season can be challenging at the best of times and this year is no exception. As many employers must do more with fewer resources and people, this is a crucial time to look inwards to understand and provide employees with upskilling needs and opportunities.