HR POINTS OF INTEREST

Proposed Regulation of Temporary Help Agencies, Earl Altman, Employment Law

Bill 139, an amendment to the Employment Standards Act, received second reading in the Ontario legislature on March 2, 2009 and has been referred to a committee for further study. The Bill would amend the Employment Standards Act to regulate the operation of temporary help employment agencies.
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Upcoming Statutory Holiday – Canada Day – Wednesday July 1st, 2009

INTERESTING FACT! According to Wikipedia.ca, on June 20, 1868, then Governor General Lord Monck issued a royal proclamation asking for Canadians to celebrate the anniversary of the confederation. However, the holiday was not established statutorily until 1879, when it was designated as Dominion Day, in reference to the designation of the country as a Dominion in the British North America Act, 1867.
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Improvements to Employment Insurance Benefit Canadian Businesses and Workers

MARKHAM, ONTARIO, JUNE 2, 2009 — The Honourable Diane Finley, Minister of Human Resources and Skills Development, announced today changes to the Employment Insurance (EI) program that will cut red tape for employers and ensure workers get their benefits more quickly.
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Human Capital Metrics: A (R)evolutionary step in Workforce Analytics,
By Keri Alletson at Towers Perrin

HR leaders are always under pressure to help their organizations manage costs, improve productivity and meet other key business objectives. If anything, these pressures have intensified this year as the global recession grinds on.

Meeting these goals increasingly depends on having rapid access to relevant metrics and appropriate benchmarks to determine how effectively the HR function is delivering what the business needs and contributing to performance in measurable ways.

Ending the Employment Relationship: Doing it Right,
By Fiorella Callocchia, CHRP

The premise behind ending the employment relationship the right way is that it is possible to maintain a professional corporate image in the marketplace, while simultaneously minimizing the negative impact on a terminated employee’s psychological and mental well-being.

A former employee may not like the fact that the employment relationship has ended, but at least he or she can say that he or she was treated fairly, professionally, respectfully and with dignity.

Advocate

The former employee may not have been a good fit with the organization for a myriad of reasons; however, he or she can remain an advocate for the company, or a customer who still buys the company’s products and services. He or she may even be a talent scout who refers potential staff.