HR POINTS OF INTEREST

Human Resources Minister Lashes Out at Ignatieff - Toronto Sun

Emboldened by a rosier economic outlook, federal Conservatives are digging in their heels against a Liberal push to expand employment insurance across the country.
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Highest Percentage of Canadians Receiving EI Since 1997: StatsCan

In May, 778,700 people received regular Employment Insurance benefits, up 9.2%, from a month earlier, with Alberta and Ontario showing the fastest rates of increase.
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Liability of Related Companies for Wages - Court of Appeal Narrows Scope, By Earl Altman

With the downturn in the economy, and the resulting increase in corporate insolvencies, claims by employees attempting to collect wages owing from insolvent employers have come before the Courts with increasing frequency. In particular, the liability of companies related to the employer for these wages has received increased judicial consideration. In the most recent pronouncement on the issue, the Ontario Court of Appeal, in a decision released on June 18, 2009, set limits on when such liabilities will be imposed on related companies. Employers will be relieved to hear that the Court of Appeal, in reviewing the submissions of the employees and the director of Employment Standards, recognized that, while the well established principles protect employees in such circumstances, “…these over arching general principles, important as they may be, do not efface the basic canons of statutory interpretation. Nor do they dictate that every dispute concerning employment standards legislation automatically be resolved in favour of the employees.”

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Tips on Relocating Employees,
By TorontoJobs.ca

There are several reasons an organization might want to relocate an employee, including promoting an internal employee to a more senior position or enticing a new employee who has unique skills.

This article will cover some tips to keep in mind if you decide to move an employee from one location to another.

Ensure There Are No Other Choices
Relocation of an employee can be extremely expensive. Review all the alternatives such as internal employees and external local candidates. Repost the position again if necessary to make sure you’ve allowed sufficient time to find the right candidate locally.