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"I can't do that - 'cause I don't have to", Open bidding is the way to go - so let's not mess it up!
If open-shop, non-traditional BTU, CLAC, & building trades are allowed to compete; private & public capital projects benefit with upwards of 30% reduced cost, increased innovation, increased regional economic benefit, & lower project risk.
#4 Respect in the Workplace in a Post MeToo Environment: Investigations
A focus on organizational/employer responses to sexual harassment and harassment complaints and the importance of sound investigations in a post-MeToo environment
Joyful Effort, Competence & Attitude
A competence, attitude & capacity to exert effort discussion inspired by Tweets about the lack of the Alberta NDP's success (leading up to and) as of May 23, 2018.
#3 Respect in Post MeToo Bill 30 COAA Respect Gap Analysis
With the introduction of Bill 30 by the Alberta Government to amend the OH&S Act and WCB Act to reinforce provisions to protect workers from harassment we conduct a GAP analysis on the widely adopted COAA Respect in the Workplace Toolkit.
#2 Respect: MeToo TimesUp and Harassment and Respect Policy Administration
Commentary on HR/LR Organizational Responses to Me Too and the Times Up movements in Canada.
Areial View of Rio Tinto Alcan, BC Bill 6 & BC Employer Payroll Tax Changes
Aerial view of the Rio Tinto Alcan Site plus Bill 6 Changes to BC Employment Standards Code, & Jan 1 2019 changes to BC employer Payroll Taxes.
Non-Traditional Work Execution Plans
Bidding against a BTU industrial contractor in Western Canada? We can help. We've supported FEED, construction, maintenance & shutdown work since 2000. We know precisely how to position the labour component to come out on top.
#1 Respect in a Post - MeToo Environment: "Respectful Workplace Me-Too Rhapsody" - What is an Employer to Do?"
Introduction to Workforce Delivery's series on Respect in the Workplace Policy and Investigations within the context of Me-Too, Bill 30 (AB) and Tort Damages Awards by various Courts.
In regards to the proportionality test, the arbitrator departed from reality in wrongfully concluding: that simply because Teck Coal was achieving safety improvements as a result of other aspects of its robust health and safety program, somehow random testing ceases to be a proportional response. This is irrational, unworkable and very common in BC industrial jurisprudence because of the lack of industrial work in BC for a period of close to 20 years.
Many construction companies are moving into the British Columbia market. Those that do so on "autopilot" may create serious issues for your organization and your client. A recent BC Human Rights Tribunal's decision again highlights the difference in BC Human Rights Code versus other jurisdictions such as in Alberta, which confines the Act to discrimination arising from the employment relationship...to employers.
Most front line supervision and managers will agree that when attendance becomes a problem, attendance management can introduce a frustrating and uncomfortable part of the job.
Canada Job Bank Requirements Make Domestic Recruitment Complex: Job Bank-centric requirements result in the need for a separate but coordinated domestic recruitment business process.
From the introduction to the hybrid approach and the "mimicking" legal frameworks that followed, there was a departure from focusing on the decisions and conduct of the employer, in favour of (in my opinion) a fruitless focus on the nuances, nature and intricacies of the employee's response to their addiction. All of which is beyond the reasonable purview and responsibility of the employer, unions and I would even say, leads to a never-ending loop for employment administrative tribunals.
For those who prevail over systemic/societal barriers to achieve a post-secondary education, keep trudging. Society needs you and you are earning the opportunity to choose between a number of fulfilling career choices. However, this study shows that indigenous adults with lower than a bachelors degree are more likely to be overqualified for the positions for which they are working.
A recent BC Court of Appeal case clarifies evidentiary requirements for establishing the presence of mental distress for awarding aggravated damages in wrongful dismissal cases.
Brief Commentary of SCC 62 Schrenk Decision, A British Columbia Human Rights Tribunal Appeal by the Supreme Court of Canada, 2017.