First published on Tuesday, Oct 03, 2023
Last updated on Tuesday, Oct 03, 2023
Have you heard the latest news?
Welcome to HR Heartbeat, where we give you a rundown of the week's top employment law stories. Stay on the pulse of current trends impacting your business. Plus get up-to-the-minute commentary on all things HR and legal.
So, let's check out this week's headlines..
Put it in writing employers!
Earlier this year, amendments to the Canada Labour Code (CLC) mandated federally regulated employers to provide ALL new employees with a written employment statement within the first 30 days of their employment.
This rule doesn't just apply to new employees. If you had existing employees as of July 9 2023, you have to give them written statements before October 7 2023 or face penalties of up to $2,000. You must also display any materials containing information about employee rights, such as wages, vacation and hours of work entitlements, in an accessible location in the workplace where employees can easily see them.
Although these regulations only apply to federally regulated employers, all employers can take a page from the CLC and make sure you provide all your employees with the proper documentation.
Not only does it help them understand their duties, rights and entitlements, but it can play a crucial role in protecting you if an employee files a claim against you.
Wondering where to find thorough, expertly-written documents? Our library of contracts and policies has everything you need to stay compliant with your legal obligations.
Continuing the summer of strikes
With Air Canada pilots picketing, B.C. port workers striking for 13 days and unionized workers in Metro Vancouver officially starting a strike this week, it seems the summer of strikes is far from over.
A common request from all striking parties is better working conditions, benefits, and fair pay. While you may not be at risk of your staff staging a walkout, this trend shows all employers that employee satisfaction is vital to your business’ success.
Failure to treat your employees well, provide a livable wage, and reasonable work life balance could mean losing them to your competitors. As most industries face a talent shortage, replacing valuable employees could cost your business way more than meeting their requests ever will.
Need help figuring out the best approach to employee relations? Call our 24/7 advice line. Our team of qualified Canadian advisors provides expert employment relations advice to help retain top talent.
Rewriting PSW rules
Changes are coming to the long-term care sector in Ontario.
Starting October 11 2023, people hired as personal support workers (PSWs) or personal support service providers in long-term care homes will have new qualification requirements under the Fixing Long Term Care Act, 2021.
Until July 1 2024, licensees of long-term care homes who hire PSWs will no longer have to hire only people who have completed an accredited PSW program.
Employers should still hire cautiously as the licensee must reasonably believe that the worker has the adequate skills, training and knowledge to perform the duties required for the role before hiring them.
This change is intended to help remove barriers that limit qualified individuals from entering the long-term care sector to pursue a rewarding career.
That's it for today! Come back next week for more HR news so you stay ahead of major employment law changes.
Have more questions on similar topics and more? BrightLightning has thousands of answers to all your HR and health & safety dilemmas.
Picketing is a type of protest where employees congregate outside their place of work to put pressure on their employer to make changes.
**What do I do if an employee doesn't have the right qualifications to do their job?
Check if they need the qualification to do their job. If they do, speak with them to understand why they don't have it and if there are other jobs they could do instead, even temporarily, until they can update their qualifications. If there are none, dismissal is an option once a full and fair procedure is followed.
