tag:blogger.com,1999:blog-5218823173258183882024-03-08T14:12:05.068-05:00HR Second Opinion - RH Seconde OpinionHR2Opinionhttp://www.blogger.com/profile/04278528486688937983noreply@blogger.comBlogger19125tag:blogger.com,1999:blog-521882317325818388.post-90801736882910206522013-06-13T10:02:00.002-04:002013-06-13T10:19:25.685-04:00<h2>
<span style="color: #134f5c; font-size: x-large; font-weight: normal;">Minimum Wage
Increase - Yukon</span><o:p></o:p></h2>
<h2>
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<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><span style="font-family: Times, Times New Roman, serif; font-weight: normal;">On April 1st, 2013 the minimum wage
in Yukon increased to $10.54 per hour. The minimum wage is assessed and
adjusted every April 1st in accordance with the Consumer Price Index for
Whitehorse.</span><o:p></o:p></span></div>
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<h2>
<span lang="FR-CA"><span style="color: #134f5c; font-size: x-large; font-weight: normal;">Augmentation du taux du salaire minimum - Yukon</span><o:p></o:p></span></h2>
<h2>
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<span lang="FR-CA" style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-ansi-language: FR-CA; mso-fareast-font-family: "Times New Roman";"><span style="font-family: Times, Times New Roman, serif; font-weight: normal;">Le 1er avril
2013, le taux du salaire minimum a augmenté au Yukon à 10,54$ l’heure. Le taux
du salaire minimum est évalué et ajusté selon l'indice des prix à la
consommation pour Whitehorse.</span><o:p></o:p></span></div>
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HR2Opinionhttp://www.blogger.com/profile/04278528486688937983noreply@blogger.comtag:blogger.com,1999:blog-521882317325818388.post-39252057008319838292013-06-05T12:07:00.002-04:002013-06-05T12:07:47.481-04:00New whistleblower’s protection legislation now in effect in Alberta! <div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span lang="EN-CA">A whistleblower can be defined as someone who tells
the public or an authority figure about alleged dishonest or illegal activities
occurring at a workplace (private or public). As of June 1, 2013 public sector
employees are now protected from any reprisal if they report any wrongdoing
under the new Public Interest Disclosure Act (i.e. Whistleblower Protection). <a href="" name="OLE_LINK2"></a><a href="" name="OLE_LINK1">This
new legislation should help ease any fear of reprisal and boost the employees’
assurance to report any wrongdoing.<o:p></o:p></a></span></div>
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<span lang="EN-CA">Does this apply to my organization?<o:p></o:p></span></div>
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<span lang="EN-CA">This legislation applies to public service employers
in Alberta, provincial agencies, boards and commissions with employees;
post-secondary academic institutions, school boards, and public sector health
organizations. <o:p></o:p></span></div>
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<span lang="EN-CA">What does this mean for employers?<o:p></o:p></span></div>
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<span lang="EN-CA">Employers who fall under this legislation will have to
appoint a designated officer in their organization to investigate and resolve
any complaints by employees who report any violation of a provincial or federal
law, acts or omissions that create a danger to the public or environment, as
well as any gross mismanagement of public funds. <o:p></o:p></span></div>
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<h2>
<b><span lang="FR-CA"><span style="color: #073763; font-size: large;">Nouvelle mesure législative pour la protection
des dénonciateurs en vigueur en Alberta!</span></span></b></h2>
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<span lang="FR-CA">Un dénonciateur peut
être défini comme une personne qui raconte au public ou une personne en
autorité sur les activités malhonnêtes ou illégales qui ont été commis dans un
lieu de travail (privé ou public). Depuis le 1 Juin 2013, les employés du
secteur public sont protégés contre toute forme de représailles s’ils dénoncent
des actes répréhensibles en vertu de la nouvelle loi sur la divulgation de l’intérêt
public (« Public Interest Disclosure (Whistleblower Protection) Act »).
La nouvelle législation devrait soulager toute crainte de représailles et de encourager
la confiance des employés à communiquer tout acte répréhensible.<o:p></o:p></span></div>
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<span lang="FR-CA">Est-ce que cette loi s’applique
à mon entreprise?<o:p></o:p></span></div>
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<br /></div>
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<span lang="FR-CA">Cette loi s’applique
aux employeurs du service public de l’Alberta, des organismes provinciaux,
conseils et commissions avec les employés, les établissements d’enseignements
postsecondaires, les conseils scolaires et les organisations de santé du
secteur public.<o:p></o:p></span></div>
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<span lang="FR-CA">Qu’est-ce que cela
signifie pour les employeurs?<o:p></o:p></span></div>
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<span lang="FR-CA">Les employeurs qui sont
touchés par cette législation devront nommer un fonctionnaire désigné dans leur
organisation d'enquêter et de résoudre les plaintes déposées par les employés
qui dénoncent une infraction d’une loi provincial ou fédéral, des actes ou
omissions qui créent un danger pour le public ou l'environnement, ainsi que
toute mauvaise gestion des fonds publics.<o:p></o:p></span></div>
HR2Opinionhttp://www.blogger.com/profile/04278528486688937983noreply@blogger.comtag:blogger.com,1999:blog-521882317325818388.post-87635234766846419482013-06-05T12:06:00.001-04:002013-06-05T12:06:47.215-04:00Bullying and Harassment: new legislation changes in B.C. in effect this year! <div class="MsoNormal" style="background: white; line-height: 11.25pt; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<span lang="EN-CA" style="font-family: "Arial","sans-serif"; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Recent
changes to British Columbia’s Worker’s Compensation Act and Regulations will
require employers to have policies and training implemented regarding bullying
and harassment in the workplace. <o:p></o:p></span></div>
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<span lang="EN-CA" style="font-family: "Arial","sans-serif"; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"><br /></span></div>
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<span lang="EN-CA" style="font-family: "Arial","sans-serif"; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">By
November 2013, employers in B.C. must implement a policy, train both managers
and workers, and create a complaint and resolution procedure. <o:p></o:p></span></div>
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<span lang="EN-CA" style="font-family: "Arial","sans-serif"; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"><br /></span></div>
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<span lang="EN-CA" style="font-family: "Arial","sans-serif"; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">If you
already have a policy prohibiting harassment, based on grounds prohibited by
the Human Rights Code, your policy will need to be amended to include bullying
and harassment unrelated to grounds protected by the Human Rights Code. If you
have already trained your employees on your harassment policy, you will need to
provide updated training on the revised policy. <o:p></o:p></span></div>
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<h2>
<b><span lang="FR-CA" style="font-family: "Arial","sans-serif"; mso-ansi-language: FR-CA; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"><span style="color: #0b5394; font-size: large;">L'intimidation
et le harcèlement: nouveaux changements législatifs en Colombie-Britannique en
effet cette année!</span></span></b></h2>
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<b><span lang="FR-CA" style="font-family: "Arial","sans-serif"; mso-ansi-language: FR-CA; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"><br /></span></b></div>
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<span lang="FR-CA" style="font-family: "Arial","sans-serif"; mso-ansi-language: FR-CA; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Avec les changements récents à la Loi et au Règlement sur
l’indemnisation des travailleurs de la Colombie-Britannique, les employeurs auront
besoin de mettre en œuvre des politiques et de la formation en matière
d'intimidation et de harcèlement en milieu de travail.<o:p></o:p></span></div>
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<span lang="FR-CA" style="font-family: "Arial","sans-serif"; mso-ansi-language: FR-CA; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"><br /></span></div>
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<span lang="FR-CA" style="font-family: "Arial","sans-serif"; mso-ansi-language: FR-CA; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">En Novembre 2013, les employeurs de la Colombie-Britannique doivent
mettre en œuvre une politique, procéder à la formation des gestionnaires et des
travailleurs, et de créer une procédure de plaintes et de résolutions.<o:p></o:p></span></div>
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<span lang="FR-CA" style="font-family: "Arial","sans-serif"; mso-ansi-language: FR-CA; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;"><br /></span></div>
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<span lang="FR-CA" style="font-family: "Arial","sans-serif"; mso-ansi-language: FR-CA; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-CA;">Si vous avez déjà une politique interdisant le harcèlement, fondée sur
des motifs interdits par le Code des droits de la personne, votre politique
devra être modifié afin d'inclure l'intimidation et le harcèlement sans rapport
avec les motifs protégés par le Code des droits de la personne. Si vous avez
déjà compléter une formation de vos employés sur votre politique sur le
harcèlement, vous aurez besoin de fournir une formation à jour sur la politique
révisée.<o:p></o:p></span></div>
HR2Opinionhttp://www.blogger.com/profile/04278528486688937983noreply@blogger.comtag:blogger.com,1999:blog-521882317325818388.post-73025754708511106862012-11-30T15:40:00.002-05:002012-11-30T15:40:38.326-05:00Tis’ The Season! <br />
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<span style="font-family: 'Century Gothic', sans-serif; font-size: 10pt;">With the holiday season upon us, we’d like to take the time to
share some tips for employers to ensure a fun and safe holiday event. If alcohol is being served at your holiday
party, it is important to keep in mind that employers have a duty to protect
employees from harm - even if it's caused by their own excessive drinking.
While there is no single quick fix, with some planning, common sense and basic
precautions, employers can dramatically reduce their chances of being sued and
held liable.<o:p></o:p></span></div>
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<br /></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="font-family: 'Century Gothic', sans-serif; font-size: 10pt;">- Prepare a written policy that governs alcohol use at all company
events and clearly communicate with employees<o:p></o:p></span></div>
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<span style="font-family: 'Century Gothic', sans-serif; font-size: 10pt;">- Hire a certified bartender to serve the drinks. He or she will
have been trained to monitor and limit consumption <o:p></o:p></span></div>
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<span style="font-family: 'Century Gothic', sans-serif; font-size: 10pt;">- Offer free rides home (i.e. cab vouchers, chartered bus), hotel
accommodations, or some other method for employees to enjoy a safe ride home<o:p></o:p></span></div>
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<span style="font-family: 'Century Gothic', sans-serif; font-size: 10pt;">- Ensure plenty of food and non-alcoholic beverages are available<o:p></o:p></span></div>
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<span style="font-family: 'Century Gothic', sans-serif; font-size: 10pt;">- Do not serve alcohol to any person who is or may be under the legal
drinking age<o:p></o:p></span></div>
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<span style="font-family: 'Century Gothic', sans-serif; font-size: 10pt;">- Plan to have games and activities at the event, so alcohol is
not the focus (Hint: bring board games, cards, or if facilities allow for it,
bring in a Wii game for your staff to have a few laughs)<o:p></o:p></span></div>
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<span lang="FR-CA" style="font-family: 'Century Gothic', sans-serif; font-size: 10pt;">Happy Holidays!!<o:p></o:p></span></div>
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<span style="font-family: 'Century Gothic', sans-serif; font-size: 10pt;">C’est la saison des fêtes!</span></h2>
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<span lang="FR-CA" style="font-family: "Century Gothic","sans-serif"; font-size: 10.0pt; mso-ansi-language: FR-CA;">Avec la saison des fêtes, nous aimerions prendre le
temps de partager quelques conseils pour les employeurs afin d’assurer un
événement amusant et sécuritaire. Si l’alcool est servi à votre fête de Noël,
il est important de garder à l’idée que les employeurs ont le devoir de
protéger les employés contre le mal – même si c’est causé par une consommation
excessive d’alcool de l’employé. Bien
qu’il n’y ait pas de solution unique et rapide, avec un peu de planification,
le sens commun et les précautions de base, les employeurs peuvent réduire
considérablement leurs chances d’être poursuivie et tenue responsable.<o:p></o:p></span></div>
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<br /></div>
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<span lang="FR-CA" style="font-family: "Century Gothic","sans-serif"; font-size: 10.0pt; mso-ansi-language: FR-CA;">- Préparer une politique écrite qui régit
l’utilisation d’alcool à tous les événements d’entreprise et de communiquer la
politique clairement avec les employés.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span lang="FR-CA" style="font-family: "Century Gothic","sans-serif"; font-size: 10.0pt; mso-ansi-language: FR-CA;">- Embaucher un barman certifié pour servir les
boissons. Il ou elle aura reçu une formation appropriée pour surveiller et
limiter la consommation.<o:p></o:p></span></div>
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<span lang="FR-CA" style="font-family: "Century Gothic","sans-serif"; font-size: 10.0pt; mso-ansi-language: FR-CA;">- Offrez gratuite un tour à la maison (coupons de
taxi, autobus affrété), hébergement à l’hôtel, ou une autre méthode pour les
employés peuvent profiter d’un retour en toute sécurité.<o:p></o:p></span></div>
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<span lang="FR-CA" style="font-family: "Century Gothic","sans-serif"; font-size: 10.0pt; mso-ansi-language: FR-CA;">- Assurez-vous que la nourriture est servie et que les
boissons non alcoolisées sont disponibles.<o:p></o:p></span></div>
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<span lang="FR-CA" style="font-family: "Century Gothic","sans-serif"; font-size: 10.0pt; mso-ansi-language: FR-CA;">- Ne pas servir d’alcool aux personnes qui sont ou
peuvent être sous l’âge légal pour boire.<o:p></o:p></span></div>
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<span lang="FR-CA" style="font-family: "Century Gothic","sans-serif"; font-size: 10.0pt; mso-ansi-language: FR-CA;">- Planifie d’avoir des jeux et des activités à
l’événement, afin que l’alcool ne soit pas la mise au point (apporter des jeux
de société, des jeux de cartes, ou si l’établissement le permette, apporter un
jeu Wii)<o:p></o:p></span></div>
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<span lang="FR-CA" style="font-family: "Century Gothic","sans-serif"; font-size: 10.0pt; mso-ansi-language: FR-CA;">Joyeuse fêtes!!</span><span style="font-family: 'Century Gothic', sans-serif; font-size: 10pt;"><o:p></o:p></span></div>
HR2Opinionhttp://www.blogger.com/profile/04278528486688937983noreply@blogger.comtag:blogger.com,1999:blog-521882317325818388.post-63672790030068727492012-11-21T14:57:00.001-05:002012-11-21T14:57:58.718-05:00Ontario Employers – the AODA online report is due by December 31, 2012<h1 style="margin: auto 0in;">
<span lang="EN-CA" style="font-family: 'Georgia','serif'; font-size: 11pt; font-weight: normal; mso-ansi-language: EN-CA; mso-bidi-font-weight: bold;">The </span><span style="font-family: 'Georgia','serif'; font-size: 11pt; font-weight: normal; mso-bidi-font-weight: bold;">Accessibility for Ontarians with Disabilities Act (AODA) – Ontario’s Accessibility Standard for Customer Service was implemented on January 1, 2012. All businesses and not-for-profit organizations operating in Ontario with more than one employee must be in compliance. Organizations with more than 20 employees must complete an online report by December 31, 2012. The information provided in the report will indicate to the government that the workplace has achieved accessibility. </span><span lang="EN-CA" style="font-family: 'Georgia','serif'; font-size: 11pt; font-weight: normal; mso-ansi-language: EN-CA; mso-bidi-font-weight: bold;">The report is completed using the reporting tool on ServiceOntario’s ONe-Source for Business website. The </span><span style="font-family: 'Georgia','serif'; font-size: 11pt; font-weight: normal; mso-bidi-font-weight: bold;">Customer Service Accessibility Compliance Report is used to file the report online. The links to the online guide and report are available in the “Laws” section, AODA – Accessibility Compliance Reporting tool and AODA – Customer Service Accessibility Compliance Report</span><span style="font-family: 'Georgia','serif'; font-size: 11pt;">.</span></h1>
<span style="font-family: 'Georgia','serif'; font-size: 11pt;"><h2 style="margin: auto 0in;">
<span lang="FR-CA" style="font-family: 'Georgia','serif'; font-size: 11pt; mso-ansi-language: FR-CA;">Employeurs de l’Ontario – la date d’échéance<span style="mso-spacerun: yes;"> </span>pour le rapport en ligne de la LAPHO est le 31 décembre 2012<o:p></o:p></span></h2>
</span><span style="font-family: 'Georgia','serif'; font-size: 11pt;"></span><span lang="EN-CA" style="font-family: 'Georgia','serif'; font-size: 11pt; mso-ansi-language: EN-CA;"><o:p><div align="left" class="MsoNormal" style="margin: 0in 0in 0pt; text-align: left;">
<span lang="FR-CA" style="color: #333333; font-family: 'Georgia','serif'; mso-ansi-language: FR-CA;">La L</span><span lang="FR-CA" style="font-family: 'Georgia','serif'; mso-ansi-language: FR-CA;">oi sur l’accessibilité pour les personnes handicapées de l’Ontario (LAPHO) – Norme d’accessibilité pour les services à la clientèle de l’Ontario a été mise en œuvre le 1 janvier 2012.<span style="mso-spacerun: yes;"> </span>Toutes les entreprises et les organisations sans but lucratif, avec plus d’un employé, opérant en Ontario doivent être en conformité. Les organisations ayant plus de 20 employés doivent remplir un rapport en ligne avant le 31 décembre 2012. Les informations fournies dans le rapport indiqueront au gouvernement que le lieu de travail a réalisé l’accessibilité. Le rapport est complété en utilisant l’outil de rapport sur le site web « ServiceOntario InfoCentre pour les entreprises ». Le rapport de conformité sur l’accessibilité est utilisé pour déposer le rapport en ligne. Les liens vers le guide en ligne and le rapport sont disponibles dans la section « Lois », LAPHO – </span><span lang="FR" style="font-family: 'Georgia','serif'; mso-ansi-language: FR;">l'outil d'aide au rapport de conformité sur l'accessibilité</span><span lang="FR" style="mso-ansi-language: FR;"><span style="font-family: Calibri;"> </span></span><span lang="FR-CA" style="font-family: 'Georgia','serif'; mso-ansi-language: FR-CA;">et LAPHO – </span><span lang="FR" style="font-family: 'Georgia','serif'; mso-ansi-language: FR;">rapport de conformité sur l'accessibilité du service à la clientèle.</span><span lang="FR-CA" style="font-family: 'Georgia','serif'; mso-ansi-language: FR-CA;"><o:p></o:p></span></div>
</o:p></span>HR2Opinionhttp://www.blogger.com/profile/04278528486688937983noreply@blogger.comtag:blogger.com,1999:blog-521882317325818388.post-81521831179952190512012-09-27T10:26:00.000-04:002012-09-27T10:26:01.553-04:00New mandatory health and safety poster required in Ontario<div class="MsoNormal" style="margin: 0in 0in 10pt;">
<span style="font-family: Calibri;">In addition to posting the Occupational Health and Safety Act, employers in Ontario must now also post a copy of the “Health and Safety at Work- Prevention Starts Here” poster. The poster summarizes the health and safety rights and responsibilities of workers, employers, and supervisors. To allow enough time for awareness, inspectors will begin enforcing this requirement effective October 1, 2012. Visit our laws section to find a copy of the poster in English and French. </span></div>
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<span lang="FR-CA" style="mso-ansi-language: FR-CA;"><span style="font-family: Calibri;"><span style="background-color: white;"><span style="color: #073763;"><span style="font-size: x-large;">Nouvelle affiche obligatoire requise en Ontario pour la santé et sécurité <o:p></o:p></span></span></span></span></span></div>
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<span lang="FR-CA" style="mso-ansi-language: FR-CA;"><span style="font-family: Calibri;">Les employeurs doivent non seulement affiché la Loi sur la santé et la sécurité au travail, ils doivent aussi affiché une copie de l’affiche « Santé et sécurité au travail – La prévention commence ici ». L’affiche résume les droits et les responsabilités à la santé et la sécurité des travailleurs, des employeurs et des superviseurs. Pour laisser suffisamment de temps pour la sensibilisation, les inspecteurs commenceront à appliquer cette exigence le 1 octobre 2012. Visitez notre section des lois pour trouver une copie de l’affiche en français et en anglais.<o:p></o:p></span></span></div>
HR2Opinionhttp://www.blogger.com/profile/04278528486688937983noreply@blogger.comtag:blogger.com,1999:blog-521882317325818388.post-53283652416183632602012-09-27T10:23:00.000-04:002012-09-27T10:23:13.882-04:00Minimum wage increase in Manitoba<span style="color: black; font-family: 'Calibri','sans-serif'; font-size: 11pt; mso-ansi-language: EN-US; mso-bidi-font-family: 'Times New Roman'; mso-bidi-language: AR-SA; mso-fareast-font-family: Calibri; mso-fareast-language: EN-US; mso-fareast-theme-font: minor-latin;">Effective October 1, 2012, the minimum wage in Manitoba will increase from $10.00 per hour to $10.25 per hour</span><br />
<br />
<span style="color: black; font-family: 'Tahoma','sans-serif';"><strong><span style="font-size: large;"><span style="color: #0b5394;">Augmentation du salaire minimum au Monitoba<o:p></o:p></span></span></strong></span><br />
<br />
<span style="color: black; font-family: 'Tahoma','sans-serif'; font-size: 10pt;">À compter du 1 Octobre 2012, le salaire minimum au Manitoba augmentera de 10,00$ l'heure à 10,25$ l'heure.<o:p></o:p></span><br />
HR2Opinionhttp://www.blogger.com/profile/04278528486688937983noreply@blogger.comtag:blogger.com,1999:blog-521882317325818388.post-89173812857674322702012-07-10T09:37:00.005-04:002012-07-10T09:37:30.471-04:00<br />
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<b><span style="font-size: large;">British Columbia follows the lead of other provinces and
passes anti-bullying and harassment </span></b></div>
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<b style="background-color: white;"><span style="font-size: large;">legislation </span></b></div>
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<b style="background-color: white;"><br /></b></div>
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Bill 14 (Worker’s Compensation Amendment Act, 2011) became
effective July 1, 2012. The bill expands on the current definition of violence
and will require employers to implement formal prevention plans. Through Bill
14, worker’s compensation is expanded to include diagnosed mental disorders
caused by significant work-related stressors. </div>
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Employers are responsible for providing a workplace that is
free from both harassment and bullying. Generally speaking, discrimination
refers to behaviour that can be either intentional or unintentional whereas
harassment is most often a result of an intentional act and often involves a
pattern of behaviour. Types of harassment may include bullying, psychological
harassment, racial harassment, religious harassment, sexual harassment,
stalking, mobbing, hazing, cyber stalking, or electronic harassment. Some
examples of what generally constitutes harassment would include serious or
repeated rude, degrading or offensive remarks, such as teasing about a person's
physical characteristics or appearance, put-downs or insults; displaying or
sending sexist, racist or other offensive pictures, posters or e-mails; sexual
harassment, such as unwelcome social invitations with sexual overtones or
flirting; or threats, intimidation or retaliation.</div>
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Visit the Resource Centre for a policy on workplace
harassment and bullying.</div>
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<span lang="FR-CA"><b><span style="font-size: large;">La Colombie
Britannique suit autres province et passe une législation contre l’intimidation
et le harcèlement</span></b><o:p></o:p></span></div>
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<span lang="FR-CA">Projet de
Loi 14 (Worker’s Compensation Admendment Act, 2011) est entré en vigueur le 1
juillet 2012. Le projet de loi développe la définition actuelle de la violence
et les employeurs seront tenus de mettre en œuvre des plans de prévention
officielle. </span><span class="hps"><span lang="FR">Par le biais du projet de loi, l'indemnisation des
travailleurs</span></span><span lang="FR"> <span class="hps">est</span> <span class="hps">élargie pour
inclure</span> <span class="hps">de troubles mentaux diagnostiqués</span> <span class="hps">causés par</span> les facteurs de stresse <span class="hps">liées au
travail.</span></span><span class="hps"><span lang="FR-CA"><o:p></o:p></span></span></div>
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<span lang="FR-CA">Les employeurs ont la responsabilité de fournir
un milieu de travail sans harcèlement et l’intimidation. En règle générale, le
harcèlement est plus souvent qu’autrement le résultat d’un geste intentionnel
et implique souvent un modèle de comportement. Les types de harcèlement peuvent
inclure l’intimidation, le harcèlement psychologique, racial, religieux, sexuel
ou criminel, la persécution, les initiations, le harcèlement virtuel ou
électronique. Certains exemples de ce qui est
généralement considéré comme du harcèlement pourrait aussi inclure des
remarques grossières, dégradantes ou déplaisantes graves ou répétées, tel que
tourmenter une personne à propos de ses caractéristiques ou de son apparence
physique, l’humilier ou l’insulter; montrer ou envoyer des photos, des affiches
ou des courriels sexistes, racistes ou autrement déplaisants; le harcèlement
sexuel, comme des invitations sociales malvenues à connotation sexuelle; ou des
menaces, de l’intimidation ou des représailles.<o:p></o:p></span></div>
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<span lang="FR-CA">Pour les
politiques s’il vous plait consulter le « Centre de ressources ». </span><o:p></o:p></div>
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<br />HR2Opinionhttp://www.blogger.com/profile/04278528486688937983noreply@blogger.comtag:blogger.com,1999:blog-521882317325818388.post-43234675448340132242012-06-18T16:11:00.001-04:002012-06-18T16:11:28.022-04:00Upcoming Public Holidays<div class="MsoNormal" style="margin: 0in 0in 0pt;">
<span style="font-family: Calibri;">Quebec will be celebrating St-Jean Baptiste Day on June 24<sup>th</sup>. The majority of employees are entitled to the holiday off with pay. Since the holiday falls on a Sunday this year, employees who normally work Sundays are entitled to the day off. For employees who do not normally work on Sundays, they must be given Monday, June 25<sup>th</sup> off. Workplaces that must remain open due to the nature of their work, must grant their employees a paid holiday on either the working day immediately before or after June 24<sup>th</sup> or the employee must be paid statutory holiday pay for the day plus their regular rate for the hours worked that day.</span></div>
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<span style="font-family: Calibri;">Canada Day is July 1<sup>st</sup>. </span></div>
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<span style="font-family: Calibri;">Since the holiday falls on a Sunday this year, it is observed the following business day. Depending on your jurisdiction, employees who qualify and are required to work the public holiday must receive their regular wage and/or premium pay and/or get a substituted day off with pay at a later date.</span></div>
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<span style="font-family: Calibri;">Refer to the laws section to verify with your province or territory’s employment standards to see if your employees qualify for the public holiday with pay and how to calculate the holiday pay. </span></div>
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<span lang="FR-CA" style="mso-ansi-language: FR-CA;">Prochains Jours Fériés</span></h3>
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<span lang="FR-CA" style="mso-ansi-language: FR-CA;"><span style="font-family: Calibri;">Québec célébra la Fête de la Saint-Jean Baptiste le 24 juin. La majorité des employées ont droit à un congé payé. Puisque le jour férié tombe sur un dimanche cette année, les employés qui travaillent normalement le dimanche ont droit à un congé cette journée. Pour les employés qui ne travaillent pas normalement le dimanche, les employeurs doivent leur donner le lundi 25 juin comme congé. Les lieux de travail qui doivent rester ouverts en raison de la nature de leur travail, doivent accorder à leurs employés un congé payé sur la journée de travail soit immédiatement avant ou après le 24 juin ou le salarié doit recevoir une indemnité de jour férié pour la journée en plus de leur salaire normal pour les heures travaillé cette journée.</span></span></div>
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<span lang="FR-CA" style="mso-ansi-language: FR-CA;"><span style="font-family: Calibri;">La fête du Canada est le 1 juillet.</span></span></div>
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<span lang="FR-CA" style="mso-ansi-language: FR-CA;"><span style="font-family: Calibri;">Puisque le jour férié tombe sur un dimanche cette année, il est observé le jour ouvrable suivant. Selon votre province ou territoire, les employés qui sont admissibles et sont tenus de travailler le jour férié doivent recevoir leur salaire régulier et/ou une indemnité et/ou obtenir un jour remplacé par un congé payé à une date ultérieure.</span></span></div>
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<span lang="FR-CA" style="mso-ansi-language: FR-CA;"><span style="font-family: Calibri;">Consultez la section des lois visant à vérifiez auprès de votre province ou territoires les normes de travail pour voir si vos employés qualifient pour le jour férié payé et la façon de calculer la paye. </span></span></div>
<h2>
</h2>HR2Opinionhttp://www.blogger.com/profile/04278528486688937983noreply@blogger.comtag:blogger.com,1999:blog-521882317325818388.post-25940406941784296032012-06-06T11:32:00.001-04:002012-06-06T11:33:02.335-04:00New mandatory health and safety poster required in Ontario<div class="MsoNormal" style="margin: 0in 0in 10pt;">
<span style="font-family: Calibri;">In addition to posting the Occupational Health and Safety Act, employers in Ontario must now also post a copy of the “Health and Safety at Work- Prevention Starts Here” poster. The poster summarizes the health and safety rights and responsibilities of workers, employers, and supervisors. To allow enough time for awareness, inspectors will begin enforcing this requirement effective October 1, 2012. Visit our laws section to find a copy of the poster in English and French. </span></div>
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<span lang="FR-CA" style="mso-ansi-language: FR-CA;">Nouvelle affiche obligatoire requise en Ontario pour la santé et sécurité </span></h4>
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<span lang="FR-CA" style="mso-ansi-language: FR-CA;"><span style="font-family: Calibri;">Les employeurs doivent non seulement affiché la Loi sur la santé et la sécurité au travail, ils doivent aussi affiché une copie de l’affiche « Santé et sécurité au travail – La prévention commence ici ». L’affiche résume les droits et les responsabilités à la santé et la sécurité des travailleurs, des employeurs et des superviseurs. Pour laisser suffisamment de temps pour la sensibilisation, les inspecteurs commenceront à appliquer cette exigence le 1 octobre 2012. Visitez notre section des lois pour trouver une copie de l’affiche en français et en anglais.</span></span></div>
<h3>
</h3>HR2Opinionhttp://www.blogger.com/profile/04278528486688937983noreply@blogger.comtag:blogger.com,1999:blog-521882317325818388.post-46218864505534675702012-05-31T11:09:00.000-04:002012-05-31T11:09:10.521-04:00B.C. sets date for a new statutory holiday - Family Day<div class="MsoNormal" style="margin: 0in 0in 0pt;">
<span style="font-size: 12pt;"><span style="font-family: Calibri;">Starting February 11, 2013, most families in British Columbia will now have an extra day off together. The government of B.C. has decided that Family Day will take place on the second Monday in February each year. </span></span></div>
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<span style="font-size: 12pt;"><span style="font-family: Calibri;">Ontario, Alberta and Saskatchewan are amongst the other provinces that celebrate Family Day. These provinces hold the public holiday on the third Monday in February.</span></span></div>
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<span lang="FR-CA" style="font-size: 12pt; mso-ansi-language: FR-CA;">La Colombie Britannique fixe la date pour un nouveau congé férié – Jour de la Famille</span></h4>
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<span lang="FR-CA" style="font-size: 12pt; mso-ansi-language: FR-CA;"></span> </h4>
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<span lang="FR-CA" style="font-size: 12pt; mso-ansi-language: FR-CA;"><span style="font-family: Calibri;">À partir du 11 février 2013 la plupart des familles en Colombie Britannique auront une journée en congé supplémentaire ensemble. Le gouvernement de la Colombie Britannique ont décidé que le Jour de la Famille aura lieu le deuxième lundi de février de chaque année.</span></span></div>
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<span lang="FR-CA" style="font-size: 12pt; mso-ansi-language: FR-CA;"><span style="font-family: Calibri;">L’Ontario, l’Alberta et le Saskatchewan sont parmi les autres provinces qui célèbrent le Jour de la Famille. Ces provinces célèbrent le jour férié le troisième lundi de février.</span></span></div>HR2Opinionhttp://www.blogger.com/profile/04278528486688937983noreply@blogger.comtag:blogger.com,1999:blog-521882317325818388.post-4141162052585609722012-05-09T15:22:00.001-04:002012-05-09T15:22:25.913-04:00Employers beware of high pressure sales<div align="left" class="MsoNormal" style="margin: 0in 0in 0pt; text-align: left;">
<span style="font-family: "Georgia", "serif";">Private companies are contacting employers trying to sell workplace posters and safety training claiming the information and training they provide are endorsed by provincial and federal labour ministries. They also claim the materials and training are in compliance with legislation or regulations, when in fact, they may not be. <span style="mso-spacerun: yes;"> </span>As part of their sales tactics, they will tell employers the training is mandatory when it may not be required. </span></div>
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<span style="font-family: "Georgia", "serif";">Federal and Provincial governments are committed to ensuring workers are informed of their rights and have included the documents required by employers to display in the workplace on their websites. Many of the documents are free to download or can be purchased for a minimal fee. Employers are encouraged to contact the ministry of labour in their jurisdiction to verify the compliance of materials and training offered by private providers.</span></div>
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<span style="font-family: "Georgia", "serif";">In Ontario for instance, employers must display the poster “What You Should Know About the Ontario Employment Standards Act” in at least one conspicuous location in the workplace. This poster is available for download for free at </span><a href="http://www.labour.gov.on.ca/english/es/pdf/poster.pdf"><span style="font-family: "Georgia", "serif";"><span style="color: purple;">http://www.labour.gov.on.ca/english/es/pdf/poster.pdf</span></span></a><span style="font-family: "Georgia", "serif";">. </span></div>
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<span style="font-family: "Georgia", "serif";">The “Working in British Columbia” poster is available for download at </span><a href="http://www.labour.gov.bc.ca/esb/employers/esaposter.pdf"><span style="font-family: "Georgia", "serif";"><span style="color: purple;">http://www.labour.gov.bc.ca/esb/employers/esaposter.pdf</span></span></a><span style="font-family: "Georgia", "serif";">. </span></div>
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<span lang="FR-CA" style="font-family: "Georgia", "serif"; mso-ansi-language: FR-CA;">E</span><span lang="FR-CA" style="font-family: "Georgia", "serif"; mso-ansi-language: FR-CA;">mployeurs, méfiez-vous des tactiques de vente sous pression</span></h3>
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<span lang="FR-CA" style="font-family: "Georgia", "serif"; mso-ansi-language: FR-CA;">Des entreprises privées communiquent avec les employeurs pour tenter de leur vendre des affiches et de la formation sur la sécurité en milieu de travail, affirmant que l’information et la formation qu’elles offrent sont reçu l’aval des ministères provinciaux et fédéral du Travail. Elles affirment de plus que le matériel et la formation sont conformes aux lois ou à la réglementation alors qu’en réalité, ils peuvent ne pas l’être. Dans le cadre de leurs tactiques de vente, elles diront aux employeurs que la formation est obligatoire même si elle ne l’est pas.</span></div>
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<span lang="FR-CA" style="font-family: "Georgia", "serif"; mso-ansi-language: FR-CA;">Les gouvernements fédéral et provinciaux se sont engagés à assurer que les travailleurs soient informés de leurs droits et ont inclut à leurs sites Internet les documents que les employeurs sont tenus d’afficher dans les lieux de travail. Plusieurs de ces documents peuvent être téléchargés gratuitement ou achetés à un coût minime. Les employeurs sont invités à communiquer avec le ministère du Travail de leur province ou territoire pour vérifier la conformité du matériel et de la formation offerts par les fournisseurs privés.</span></div>
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<span lang="FR-CA" style="font-family: "Georgia", "serif"; mso-ansi-language: FR-CA;">En Ontario, par exemple, les employeurs doivent poser l’affiche « Ce que vous devez savoir sur la Loi sur les normes d’emploi » dans un endroit bien en vue dans les lieux de travail. Cette affiche peut être téléchargée gratuitement à </span><a href="http://www.labour.gov.on.ca/french/es/pdf/poster.pdf"><span lang="FR-CA" style="font-family: "Georgia", "serif"; mso-ansi-language: FR-CA;">http://www.labour.gov.on.ca/french/es/pdf/poster.pdf</span></a><span lang="FR-CA" style="font-family: "Georgia", "serif"; mso-ansi-language: FR-CA;">.</span></div>
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<span lang="FR-CA" style="font-family: "Georgia", "serif"; mso-ansi-language: FR-CA;">L’affiche « Working in British Columbia » peut être téléchargée à partir de </span><a href="http://www.labour.gov.bc.ca/esb/employers/esaposter.pdf"><span lang="FR-CA" style="font-family: "Georgia", "serif"; mso-ansi-language: FR-CA;"><span style="color: purple;">http://www.labour.gov.bc.ca/esb/employers/esaposter.pdf</span></span></a><span lang="FR-CA" style="font-family: "Georgia", "serif"; mso-ansi-language: FR-CA;"></span></div>
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</span>HR2Opinionhttp://www.blogger.com/profile/04278528486688937983noreply@blogger.comtag:blogger.com,1999:blog-521882317325818388.post-76458664444568162622012-05-02T09:27:00.003-04:002012-05-02T09:27:57.178-04:00Recruiting Culturally Diverse Employees - Screening New Canadians<div class="MsoNormal" style="margin: 0in 0in 0pt;">
<span style="font-family: "Georgia", "serif"; mso-bidi-font-family: Arial;">Recruiting new employees can be a difficult task, especially when the pool of qualified candidates is limited. In order to address your skilled labour shortage, you can diversify your workforce by looking to hire foreign workers. When reviewing resumes received from “new” Canadians, recruiters should look at the applicant’s information in a different light, keeping in mind that each culture will place importance on different aspects of the resume. <span style="mso-spacerun: yes;"> </span></span><span style="font-family: "Georgia", "serif";">It’s important not to discard the resume of an immigrant before taking the time to examine it more thoroughly. </span><span style="font-family: "Georgia", "serif"; mso-bidi-font-family: Arial;"></span></div>
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<span style="font-family: "Georgia", "serif";"><span style="mso-spacerun: yes;"> </span>Recruiters should keep in mind the following when screening resumes from foreign workers:</span></div>
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<span style="font-family: Wingdings; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span style="mso-list: Ignore;">ü<span style="font: 7pt "Times New Roman";"> </span></span></span><span style="font-family: "Georgia", "serif";">Cultural differences will affect the way and what information is provided on the resume.</span></div>
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt 0.5in; mso-list: l0 level1 lfo1; text-indent: -0.25in;">
<span style="font-family: Wingdings; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span style="mso-list: Ignore;">ü<span style="font: 7pt "Times New Roman";"> </span></span></span><span style="font-family: "Georgia", "serif";">Many countries place a strong emphasis on the reputation of the applicant’s educational institute, which is why you will often see the University’s ranking listed first on the resume</span></div>
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<span style="font-family: Wingdings; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span style="mso-list: Ignore;">ü<span style="font: 7pt "Times New Roman";"> </span></span></span><span style="font-family: "Georgia", "serif";">Where Canadian employers focus on candidates who specialize in specific areas, newcomers often come across as a “Jack of all trades”. Recruiters should focus on the transferrable skills. Gaining a better understanding of their work history will allow you to access </span><span style="font-family: "Georgia", "serif"; mso-bidi-font-family: Arial;">a large pool of under-utilized talented immigrants.</span><span style="font-family: "Georgia", "serif";"></span></div>
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<span style="font-family: Wingdings; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span style="mso-list: Ignore;">ü<span style="font: 7pt "Times New Roman";"> </span></span></span><span style="font-family: "Georgia", "serif";">It may appear that the immigrants work history is sporadic and changes often, but the truth is, they often take jobs that are not compatible with their education and experience in order to gain more “Canadian experience”. </span></div>
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<span style="font-family: Wingdings; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span style="mso-list: Ignore;">ü<span style="font: 7pt "Times New Roman";"> </span></span></span><span style="font-family: "Georgia", "serif";">Canadians are proud to acknowledge their accomplishments but in many cultures they only acknowledge the accomplishment of others. Accomplishments are often not found on the newcomer’s resume for this reason. This can be </span><span style="font-family: "Georgia", "serif"; mso-bidi-font-family: Arial;">addressed in the interview process.</span><span style="font-family: "Georgia", "serif";"></span></div>
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<span style="font-family: "Georgia", "serif";">There is a large pool of under-utilized talented immigrants. These workers are skilled and knowledgeable and can bring vast amount of benefits to many companies. </span></div>
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<span lang="FR-CA" style="font-family: "Georgia", "serif"; mso-ansi-language: FR-CA;">Le recrutement d’employés diversifiés sur le plan culturel – la sélection de nouveaux Canadiens</span></h3>
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<span lang="FR-CA" style="font-family: "Georgia", "serif"; mso-ansi-language: FR-CA;">Le recrutement de nouveaux employés peut s’avérer une tâche difficile, particulièrement lorsque le bassin de candidats qualifiés est restreint. Pour combler votre pénurie de main-d’œuvre qualifiée, vous pouvez diversifier vos effectifs en cherchant à embaucher des travailleurs étrangers. Lorsqu’ils examinent les curriculum vitae envoyés par de « nouveaux » Canadiens, les recruteurs doivent regarder les informations des candidats sous un autre œil, en gardant à l’esprit que chaque culture accordera de l’importance à différents aspects du curriculum vitae. Il est essentiel de ne pas rejeter le curriculum vitae d’un immigrant avant d’avoir pris le temps de l’examiner soigneusement.</span><span lang="FR-CA" style="font-family: "Georgia", "serif"; mso-ansi-language: FR-CA; mso-bidi-font-family: Arial;"></span></div>
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<span lang="FR-CA" style="font-family: "Georgia", "serif"; mso-ansi-language: FR-CA;">Les recruteurs doivent garder à l’esprit les éléments suivants lorsqu’ils sélectionnent les curriculum vitae de travailleurs étrangers :</span></div>
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<span lang="FR-CA" style="font-family: Wingdings; mso-ansi-language: FR-CA; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span style="mso-list: Ignore;">ü<span style="font: 7pt "Times New Roman";"> </span></span></span><span lang="FR-CA" style="font-family: "Georgia", "serif"; mso-ansi-language: FR-CA;">Les différences culturelles affecteront le type d’information et la façon dont elle sera fournie dans le curriculum vitae.</span></div>
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<span lang="FR-CA" style="font-family: Wingdings; mso-ansi-language: FR-CA; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span style="mso-list: Ignore;">ü<span style="font: 7pt "Times New Roman";"> </span></span></span><span lang="FR-CA" style="font-family: "Georgia", "serif"; mso-ansi-language: FR-CA;">Plusieurs pays accordent une place importante à la réputation de l’institution d’enseignement du candidat; cela explique pourquoi vous verrez souvent le classement de l’université en tête de liste dans leur curriculum vitae</span></div>
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<span lang="FR-CA" style="font-family: Wingdings; mso-ansi-language: FR-CA; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span style="mso-list: Ignore;">ü<span style="font: 7pt "Times New Roman";"> </span></span></span><span lang="FR-CA" style="font-family: "Georgia", "serif"; mso-ansi-language: FR-CA;">Lorsque les employeurs canadiens se concentrent sur des candidats spécialisés dans un domaine particulier, les nouveaux arrivants donnent parfois l’impression d’être des « touche-à-tout ». Les recruteurs devraient privilégier les compétences transférables. En comprenant mieux leurs antécédents de travail, il vous sera plus facile d’accéder à un vaste bassin d’immigrants au talent sous-utilisé</span></div>
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<span lang="FR-CA" style="font-family: Wingdings; mso-ansi-language: FR-CA; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span style="mso-list: Ignore;">ü<span style="font: 7pt "Times New Roman";"> </span></span></span><span lang="FR-CA" style="font-family: "Georgia", "serif"; mso-ansi-language: FR-CA;">Il peut vous sembler que les expériences professionnelles des immigrants sont sporadiques et varient souvent mais, en vérité, ils acceptent souvent des emplois qui ne sont pas compatibles avec leur instruction et leur expérience afin d’acquérir une plus grande « expérience canadienne ». </span></div>
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<span lang="FR-CA" style="font-family: Wingdings; mso-ansi-language: FR-CA; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span style="mso-list: Ignore;">ü<span style="font: 7pt "Times New Roman";"> </span></span></span><span lang="FR-CA" style="font-family: "Georgia", "serif"; mso-ansi-language: FR-CA;">Les Canadiens sont fiers et reconnaissent leurs réalisations alors que <span style="mso-spacerun: yes;"> </span>dans de nombreuses cultures, ils ne reconnaissent que les accomplissements d’autrui. C’est pourquoi les réalisations ne sont souvent pas indiquées dans le curriculum vitae du nouvel arrivant. Ce sujet pourra être abordé lors du processus d’entrevue.</span></div>
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<span lang="FR-CA" style="font-family: "Georgia", "serif"; font-size: 11pt; mso-ansi-language: FR-CA; mso-bidi-font-family: "Times New Roman"; mso-bidi-language: AR-SA; mso-bidi-theme-font: minor-bidi; mso-fareast-font-family: Calibri; mso-fareast-language: EN-US; mso-fareast-theme-font: minor-latin;">Il existe un vaste bassin d’immigrants dont le talent est sous-exploité. Ces travailleurs sont spécialisés et compétents, et peuvent être des atouts importants pour plusieurs entreprises. </span></div>
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</span></span>HR2Opinionhttp://www.blogger.com/profile/04278528486688937983noreply@blogger.comtag:blogger.com,1999:blog-521882317325818388.post-27457574575524918882012-04-11T10:52:00.000-04:002012-04-11T10:52:14.088-04:00Think Twice Before Asking For An Applicant's Facebook Password!<div class="MsoNormal" style="margin: 0in 0in 10pt;"><span style="font-family: Calibri;">There has been some recent controversy in the United States over an increasing movement of employers requesting applicants to submit their usernames and passwords for their social media profiles during the recruitment process. Some Canadian employers have also adopted this risky screening strategy. This practice is not recommended as it puts the employer at an increased risk for legal liabilities. Not only does it have the potential to infringe on privacy legislation across Canada, requesting access to a job applicant’s social media profile may also raise discrimination issues based on the protected grounds. To address these practices, the privacy commissioners of British Columbia and Alberta have released Guidelines for Social Media Background Checks, which can be found in the Laws section of our website.</span></div><div class="MsoNormal" style="margin: 0in 0in 10pt;"><br />
</div><h2 class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;"><span style="mso-bidi-font-family: Calibri; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: FR-CA;"><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;"><b><span lang="FR-CA" style="mso-ansi-language: FR-CA; mso-bidi-font-family: Calibri; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: FR-CA;"><span style="font-family: Calibri;">Réfléchissez bien avant de demander le mot de passe Facebook d’un candidat ou d’une candidate</span></span></b></div></span></h2><span style="font-family: Calibri;"><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;"><br />
</div><span style="mso-bidi-font-family: Calibri; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: FR-CA;"><span style="mso-bidi-font-family: Calibri; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: FR-CA;"><div class="MsoNormal" style="margin: 0in 0in 10pt;"><span lang="FR-CA" style="mso-ansi-language: FR-CA; mso-bidi-font-family: Calibri; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: FR-CA;">Une récente polémique aux États-Unis porte sur la tendance accrue chez les employeurs à demander aux candidats et candidates de fournir les noms d’utilisateur et mots de passe de leurs profils de médias sociaux lors du processus de recrutement. Certains employeurs canadiens ont aussi adopté cette stratégie de sélection. Cette pratique n’est pas recommandée puisqu’elle expose l’employeur à un risque élevé de poursuites en justice.<span style="mso-spacerun: yes;"> </span>Non seulement cette pratique a-t-elle le potentiel d’empiéter indûment sur la législation à l’égard de la protection des renseignements personnels au Canada, mais le fait de demander accès aux profils de médias sociaux d’un candidat ou d’une candidate à un poste peut aussi soulever des questions liées à la discrimination sur la base des motifs protégés.<span style="mso-spacerun: yes;"> </span>Pour remédier à ces pratiques, les commissaires à la protection des renseignements personnels de la Colombie Britannique et de l’Alberta ont publié les Directives pour la vérification des antécédents sur les médias sociaux, que vous retrouverez dans la section « Législation » de notre site Internet.</span></div></span></span></span>HR2Opinionhttp://www.blogger.com/profile/04278528486688937983noreply@blogger.comtag:blogger.com,1999:blog-521882317325818388.post-10304105501877212332012-03-05T10:24:00.000-05:002012-03-05T10:24:47.829-05:00Summer Students / Étudiants d’été<div class="MsoNormal" style="margin: 0in 0in 10pt;"><span style="font-family: Calibri;">Every spring, employment centres for students, known as the Service Canada Centres for Youth, open up to assist students in finding summer employment. The Federal Human Resources department announced in February 2012 that it will be closing these offices. Instead, the government will be investing in online resources to help students find jobs between April and September.<span style="mso-spacerun: yes;"> </span></span></div><div class="MsoNormal" style="margin: 0in 0in 10pt;"><span style="font-family: Calibri;">Visit </span><a href="http://www.youth.gc.ca/"><span style="font-family: Calibri;">www.youth.gc.ca</span></a><span style="font-family: Calibri;"> for a list of programs and services, such as free job advertising for student jobs, available to employers looking to hire a student for the summer. </span></div><div class="MsoNormal" style="margin: 0in 0in 10pt;"><br />
</div><div class="MsoNormal" style="margin: 0in 0in 10pt;"><span lang="FR-CA" style="mso-ansi-language: FR-CA;"><span style="font-family: Calibri;"><strong><span style="font-size: large;">Étudiants d’été</span></strong></span></span></div><div class="MsoNormal" style="margin: 0in 0in 10pt;"><span lang="FR-CA" style="mso-ansi-language: FR-CA;"><span style="font-family: Calibri;">Chaque printemps, les centres d’emploi pour les étudiants, connu comme Centre de Service Canada pour jeunes, ouvre pour aider les étudiants à trouver un emploi d’été. Le département fédéral de ressources humaines a annoncé en février 2012 qu’ils vont fermer ces centres. Au lieu, le gouvernement va investir<span style="mso-spacerun: yes;"> </span>dans les ressources en ligne pour aider les étudiants à trouver un emploi entre avril et septembre.</span></span></div><div class="MsoNormal" style="margin: 0in 0in 10pt;"><span lang="FR-CA" style="mso-ansi-language: FR-CA;"><span style="font-family: Calibri;">Visitez </span></span><a href="http://www.jeunesse.gc.ca/"><span lang="FR-CA" style="mso-ansi-language: FR-CA;"><span style="font-family: Calibri;">www.jeunesse.gc.ca</span></span></a><span lang="FR-CA" style="mso-ansi-language: FR-CA;"><span style="font-family: Calibri;"> pour une liste de programmes et de services à la disposition des employeurs qui cherchent à embaucher un étudiant pour l’été, tels que les annonces gratuites.</span></span></div>HR2Opinionhttp://www.blogger.com/profile/04278528486688937983noreply@blogger.comtag:blogger.com,1999:blog-521882317325818388.post-69142886118185521112012-02-10T13:12:00.000-05:002012-02-10T13:12:48.106-05:00Canada Revenue Agency changes the per-kilometre rates for 2012!<h4 class="messagetitle" style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #023f5c; font-family: Georgia, "Times New Roman", Times, serif; font-size: 16px; font-style: normal; font-variant: normal; letter-spacing: -1px; line-height: normal; margin: 20px 0px 0px; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;"><span style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #545454; display: inline !important; float: none; font: 12px Arial, Tahoma, Geneva, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;">The Canada Revenue Agency (CRA) has raised the reasonable allowance rates for per-kilometre expenses. If per-kilometre rates are considered reasonable, CPP contributions, EI premiums, or income tax are not deducted when paying the employee’s allowance.<span class="Apple-converted-space"> </span></span><br style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #545454; font: 12px Arial, Tahoma, Geneva, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;" /><br style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #545454; font: 12px Arial, Tahoma, Geneva, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;" /><span style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #545454; display: inline !important; float: none; font: 12px Arial, Tahoma, Geneva, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;">The reasonable rates are the maximum amount an organization can deduct as a business expense.</span><br style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #545454; font: 12px Arial, Tahoma, Geneva, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;" /><br style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #545454; font: 12px Arial, Tahoma, Geneva, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;" /><span style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #545454; display: inline !important; float: none; font: 12px Arial, Tahoma, Geneva, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;">Reasonable allowance rates per kilometre for 2012 are:</span><br style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #545454; font: 12px Arial, Tahoma, Geneva, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;" /><span style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #545454; display: inline !important; float: none; font: 12px Arial, Tahoma, Geneva, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;">• 53¢ per-kilometre for the first 5,000 km driven; and</span><br style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #545454; font: 12px Arial, Tahoma, Geneva, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;" /><span style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #545454; display: inline !important; float: none; font: 12px Arial, Tahoma, Geneva, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;">• 47¢ per-kilometre driven after.</span><br style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #545454; font: 12px Arial, Tahoma, Geneva, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;" /><br style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #545454; font: 12px Arial, Tahoma, Geneva, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;" /><span style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #545454; display: inline !important; float: none; font: 12px Arial, Tahoma, Geneva, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;">In the Northwest Territories, Yukon and Nunavut, an additional 4¢ per-kilometre is paid.</span></h4><h4 class="messagetitle" style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #023f5c; font-family: Georgia, "Times New Roman", Times, serif; font-size: 16px; font-style: normal; font-variant: normal; letter-spacing: -1px; line-height: normal; margin: 20px 0px 0px; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;"><span style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #545454; display: inline !important; float: none; font: 12px Arial, Tahoma, Geneva, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;"><h4 class="messagetitle" style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #023f5c; font-family: Georgia, "Times New Roman", Times, serif; font-size: 16px; font-style: normal; font-variant: normal; letter-spacing: -1px; line-height: normal; margin: 20px 0px 0px; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;">L’Agence du revenu du Canada change le taux d’allocation par kilomètre pour 2012!</h4><h5 class="messagedate" style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #023f5c; font-family: Georgia, "Times New Roman", Times, serif; font-size: 13px; font-style: normal; font-variant: normal; letter-spacing: -1px; line-height: normal; margin: 0px 0px 10px; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;"> </h5><div style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #545454; font: 12px Arial, Tahoma, Geneva, sans-serif; letter-spacing: normal; margin: 0px 0px 10px; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;">L’Agence du revenu du Canada a augmenté l’allocation calculée selon un taux raisonnable par kilomètre. Si l’allocation par kilomètre est considéré comme raisonnable, les cotisations au RPC et à l’AE ainsi que l’impôt ne sont pas retenue.<br />
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Les taux sont le montant maximum une organisation peut déduire comme dépenses d’entreprise.<br />
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Les taux raisonnables pour les allocations pour 2012 sont :<br />
• 0,53$/km pour les premiers 5 000 kilomètres parcourus; et<br />
• 0,47$/km pour tous les kilomètres parcourus suivants.<br />
<br />
Dans les Territoires du Nord-Ouest, au Yukon et au Nunavut, il faut ajouter 0.04$/km parcouru.<span class="Apple-converted-space"> </span></div></span></h4>HR2Opinionhttp://www.blogger.com/profile/04278528486688937983noreply@blogger.comtag:blogger.com,1999:blog-521882317325818388.post-70320769968799338982011-12-28T09:19:00.000-05:002011-12-28T09:19:16.071-05:00Are you Ready? / Êtes-vous prêt?<div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;"><span style="color: #333333; font-family: "Century Gothic", "sans-serif";">The first phase of the Accessibility for Ontarians with Disabilities Act (AODA) will take effect on January 1, 2012. The first phase focuses on understanding the different needs people with disabilities may have and providing the appropriate customer service to meet these varying needs. </span></div><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;"><br />
</div><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;"><span style="color: #333333; font-family: "Century Gothic", "sans-serif";">On January 1, 2012, all organizations providing a good or service to the public must have the Customer Service Standard in place. Compliance with this standard involves four key points:</span></div><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;"><br />
</div><ol style="margin-top: 0in;" type="1"><li class="MsoNormal" style="color: #333333; line-height: normal; margin: 0in 0in 0pt; mso-list: l0 level1 lfo1;"><span style="font-family: "Century Gothic", "sans-serif";">Establish policies, practices, and procedures</span></li>
<li class="MsoNormal" style="color: #333333; line-height: normal; margin: 0in 0in 0pt; mso-list: l0 level1 lfo1;"><span style="font-family: "Century Gothic", "sans-serif";">Establish a training program and train staff </span></li>
<li class="MsoNormal" style="color: #333333; line-height: normal; margin: 0in 0in 0pt; mso-list: l0 level1 lfo1;"><span style="font-family: "Century Gothic", "sans-serif";">Establish a feedback process</span></li>
<li class="MsoNormal" style="color: #333333; line-height: normal; margin: 0in 0in 0pt; mso-list: l0 level1 lfo1;"><span style="font-family: "Century Gothic", "sans-serif";">Prepare and complete documentation </span></li>
</ol><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt 0.5in;"><br />
</div><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;"><span style="color: #333333; font-family: "Century Gothic", "sans-serif";">Organizations with 20 or more employees must adhere to requirements within the four key points. These include online reporting on the Service Canada website, written and documented policies and procedures, clearly posting the policy, and notifying clients that the documentation is available upon request. </span></div><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt 0.5in;"><br />
</div><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;"><span style="color: #333333; font-family: "Century Gothic", "sans-serif";">By searching “AODA” on this website, you will find the “Customer Service (AODA)” policy, the “Customer Service Feedback (AODA)” form, as well as, links to the Accessibility for Ontarians with Disabilities Act and guides to help you get started. The information is available in both English and French.</span></div><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;"><br />
</div><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;"><span style="color: #333333; font-family: "Century Gothic", "sans-serif";">If you have any questions or concerns on how you can start complying with the AODA Customer Service Standard, please submit a ticket through the “ON-DEMAND” tab.</span></div><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;"><br />
</div><br />
<div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;"><span lang="FR-CA" style="color: #333333; font-family: "Century Gothic", "sans-serif"; mso-ansi-language: FR-CA;"><strong><span style="font-size: large;">Êtes-vous prêt?</span></strong></span></div><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;"><br />
</div><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;"><span lang="FR-CA" style="color: #333333; font-family: "Century Gothic", "sans-serif"; mso-ansi-language: FR-CA;">La première phase de la L</span><span lang="FR-CA" style="font-family: "Century Gothic", "sans-serif"; mso-ansi-language: FR-CA;">oi sur l’accessibilité pour les personnes handicapées de l’Ontario (LAPHO) sera en vigueur le 1 janvier 2012. La première phase concentre sur la compréhension des besoins différentes que les personnes handicapées peuvent avoir et de fournir le service à la clientèle approprié pour rendre aux besoins divers.</span></div><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;"><br />
</div><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;"><span lang="FR-CA" style="font-family: "Century Gothic", "sans-serif"; mso-ansi-language: FR-CA;">Le 1 janvier 2012, toutes les organisations qui fournissent un bien ou un service au public doivent avoir la norme de service à la clientèle en place. La conformité à cette norme implique quatre points clés:</span></div><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;"><br />
</div><div class="MsoListParagraphCxSpFirst" style="line-height: normal; margin: 0in 0in 0pt 0.5in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -0.25in;"><span lang="FR-CA" style="font-family: "Century Gothic", "sans-serif"; mso-ansi-language: FR-CA; mso-bidi-font-family: "Century Gothic"; mso-fareast-font-family: "Century Gothic";"><span style="mso-list: Ignore;">1.<span style="font: 7pt "Times New Roman";"> </span></span></span><span lang="FR-CA" style="font-family: "Century Gothic", "sans-serif"; mso-ansi-language: FR-CA;">Établir des politiques, pratiques et procédures</span></div><div class="MsoListParagraphCxSpMiddle" style="line-height: normal; margin: 0in 0in 0pt 0.5in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -0.25in;"><span lang="FR-CA" style="font-family: "Century Gothic", "sans-serif"; mso-ansi-language: FR-CA; mso-bidi-font-family: "Century Gothic"; mso-fareast-font-family: "Century Gothic";"><span style="mso-list: Ignore;">2.<span style="font: 7pt "Times New Roman";"> </span></span></span><span lang="FR-CA" style="font-family: "Century Gothic", "sans-serif"; mso-ansi-language: FR-CA;">Établir un programme de formation et former le personnel</span></div><div class="MsoListParagraphCxSpMiddle" style="line-height: normal; margin: 0in 0in 0pt 0.5in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -0.25in;"><span lang="FR-CA" style="font-family: "Century Gothic", "sans-serif"; mso-ansi-language: FR-CA; mso-bidi-font-family: "Century Gothic"; mso-fareast-font-family: "Century Gothic";"><span style="mso-list: Ignore;">3.<span style="font: 7pt "Times New Roman";"> </span></span></span><span lang="FR-CA" style="font-family: "Century Gothic", "sans-serif"; mso-ansi-language: FR-CA;">Établir un processus de rétroaction</span></div><div class="MsoListParagraphCxSpLast" style="line-height: normal; margin: 0in 0in 0pt 0.5in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -0.25in;"><span lang="FR-CA" style="font-family: "Century Gothic", "sans-serif"; mso-ansi-language: FR-CA; mso-bidi-font-family: "Century Gothic"; mso-fareast-font-family: "Century Gothic";"><span style="mso-list: Ignore;">4.<span style="font: 7pt "Times New Roman";"> </span></span></span><span lang="FR-CA" style="font-family: "Century Gothic", "sans-serif"; mso-ansi-language: FR-CA;">Préparer et compléter la documentation</span></div><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;"><br />
</div><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;"><span lang="FR-CA" style="font-family: "Century Gothic", "sans-serif"; mso-ansi-language: FR-CA;">Les organisations avec 20 et plus employés doivent respectés certaines exigences au sein de ces quatre points clés. Il s’agit notamment de rapporter en ligne sur le site Web de Service Canada, écrire et documenter la politique et la procédure, avoir la politique clairement affichée et aviser les clients que la documentation est disponible sur demande.</span></div><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;"><br />
</div><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;"><span lang="FR-CA" style="font-family: "Century Gothic", "sans-serif"; mso-ansi-language: FR-CA;">En cherchant « LAPHO » sur ce site, vous trouverez la politique « Service à la clientèle (LAPHO) », le « Formulaire de rétroaction sur le service à la clientèle (LAPHO) », ainsi que les liens au site pour la Loi sur l’accessibilité pour les personnes handicapées de l’Ontario et les guides pour vous aider à démarrer.<span style="mso-spacerun: yes;"> </span>L’information est disponible en français et en anglais. </span></div><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;"><br />
</div><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;"><span lang="FR-CA" style="font-family: "Century Gothic", "sans-serif"; mso-ansi-language: FR-CA;">Si vous avez des questions ou des préoccupations sur la façon dont vous pouvez commencer à conformer à la norme LAPHO Service Clientèle, s’il vous plait soumettre un billet à travers l’onglet « SUR DEMANDE ». </span></div>HR2Opinionhttp://www.blogger.com/profile/04278528486688937983noreply@blogger.comtag:blogger.com,1999:blog-521882317325818388.post-79789537303749778152011-12-15T14:42:00.004-05:002011-12-16T10:09:20.571-05:00Tis’ The Season! / C’est la saison des fêtes!<div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt; mso-layout-grid-align: none;"><span style="color: black; font-family: "Century Gothic", "sans-serif"; font-size: 10pt; mso-bidi-font-family: "Century Gothic";">With the holiday season upon us, we’d like to take the time to share some tips for employers to ensure a fun and safe holiday event.<span style="mso-spacerun: yes;"> </span>If alcohol is being served at your holiday party, it is important to keep in mind that employers have a duty to protect employees from harm - even if it's caused by their own excessive drinking. While there is no single quick fix, with some planning, </span><span style="color: black; font-family: "Century Gothic", "sans-serif"; font-size: 10pt; mso-bidi-font-family: "Century Gothic";">common sense and basic precautions, employers can dramatically reduce their chances of being sued and held liable.</span><span style="color: black; font-family: "Century Gothic", "sans-serif"; font-size: 10pt; mso-bidi-font-family: "Century Gothic";"></span></div><ul><li><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt; mso-layout-grid-align: none;"><span style="color: black; font-family: "Century Gothic", "sans-serif"; font-size: 10pt; mso-bidi-font-family: "Century Gothic";">Prepare a written policy that governs alcohol use at all company events and clearly communicate with employees</span></div></li>
<li><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt; mso-layout-grid-align: none;"><span style="color: black; font-family: "Century Gothic", "sans-serif"; font-size: 10pt; mso-bidi-font-family: "Century Gothic";">Hire a certified bartender to serve the drinks. He or she will have been trained to monitor and limit consumption </span></div></li>
<li><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt; mso-layout-grid-align: none;"><span style="color: black; font-family: "Century Gothic", "sans-serif"; font-size: 10pt; mso-bidi-font-family: "Century Gothic";">Offer free rides home (i.e. cab vouchers, chartered bus), hotel accommodations, or some other method for employees to enjoy a safe ride home</span></div></li>
<li><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt; mso-layout-grid-align: none;"><span style="color: black; font-family: "Century Gothic", "sans-serif"; font-size: 10pt; mso-bidi-font-family: "Century Gothic";">Ensure plenty of food and non-alcoholic beverages are available</span></div></li>
<li><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt; mso-layout-grid-align: none;"><span style="color: black; font-family: "Century Gothic", "sans-serif"; font-size: 10pt; mso-bidi-font-family: "Century Gothic";">Do not serve alcohol to any person who is or may be under the legal drinking age</span></div></li>
<li><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt; mso-layout-grid-align: none;"><span style="color: black; font-family: "Century Gothic", "sans-serif"; font-size: 10pt; mso-bidi-font-family: "Century Gothic";">Plan to have games and activities at the event, so alcohol is not the focus (Hint: bring board games, cards, or if facilities allow for it, bring in a Wii game for your staff to have a few laughs)</span></div></li>
</ul><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt; mso-layout-grid-align: none; text-align: left;"><div style="text-align: center;"><span style="color: black; font-family: "Century Gothic", "sans-serif"; font-size: 10pt; mso-bidi-font-family: "Century Gothic";"></span><span style="color: black; font-family: "Century Gothic", "sans-serif"; font-size: 10pt; mso-bidi-font-family: "Century Gothic";"><strong><span style="color: red;">H<span style="color: #274e13;">a</span>p<span style="color: #274e13;">p</span>y <span style="color: #274e13;">H</span>o<span style="color: #274e13;">l</span>i<span style="color: #274e13;">d</span>a<span style="color: #274e13;">y</span>s<span style="color: #274e13;">!</span><span style="color: red;">!</span></span></strong></span></div><br />
<div></div><div class="MsoNormal" style="margin: 0in 0in 10pt;"><span lang="FR-CA" style="font-family: "Century Gothic", "sans-serif"; font-size: 10pt; line-height: 115%; mso-ansi-language: FR-CA;"><strong>C’est la saison des fêtes!</strong></span></div><div class="MsoNormal" style="margin: 0in 0in 10pt;"><span lang="FR-CA" style="font-family: "Century Gothic", "sans-serif"; font-size: 10pt; line-height: 115%; mso-ansi-language: FR-CA;"><span lang="FR-CA" style="font-family: "Century Gothic", "sans-serif"; font-size: 10pt; line-height: 115%; mso-ansi-language: FR-CA;">Avec la saison des fêtes, nous aimerions prendre le temps de partager quelques conseils pour les employeurs afin d’assurer un événement amusant et sécuritaire. Si l’alcool est servi à votre fête de Noël, il est important de garder à l’idée que les employeurs ont le devoir de protéger les employés contre le mal – même si c’est causé par une consommation excessive d’alcool de l’employé.<span style="mso-spacerun: yes;"> </span>Bien qu’il n’y ait pas de solution unique et rapide, avec un peu de planification, le sens commun et les précautions de base, les employeurs peuvent réduire considérablement leurs chances d’être poursuivie et tenue responsable.</span></span> </div><div class="MsoListParagraphCxSpFirst" style="margin: 0in 0in 0pt 9pt; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -9pt;"><span lang="FR-CA" style="font-family: Symbol; font-size: 10pt; line-height: 115%; mso-ansi-language: FR-CA; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;"><span style="font-family: "Times New Roman";"></span></span></span><br />
<div align="center" class="MsoNormal" style="margin: 0in 0in 10pt;"></div></div><div class="MsoListParagraphCxSpFirst" style="margin: 0in 0in 0pt 0.5in; mso-list: l0 level1 lfo1; text-indent: -0.25in;"><span lang="FR-CA" style="font-family: Symbol; font-size: 10pt; line-height: 115%; mso-ansi-language: FR-CA; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font-family: "Times New Roman";"> </span></span></span><span lang="FR-CA" style="font-family: "Century Gothic", "sans-serif"; font-size: 10pt; line-height: 115%; mso-ansi-language: FR-CA;">Préparer une politique écrite qui régit l’utilisation d’alcool à tous les événements d’entreprise et de communiquer la politique clairement avec les employés.</span></div><div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt 0.5in; mso-list: l0 level1 lfo1; text-indent: -0.25in;"><span lang="FR-CA" style="font-family: Symbol; font-size: 10pt; line-height: 115%; mso-ansi-language: FR-CA; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font-family: "Times New Roman";"> </span></span></span><span lang="FR-CA" style="font-family: "Century Gothic", "sans-serif"; font-size: 10pt; line-height: 115%; mso-ansi-language: FR-CA;">Embaucher un barman certifié pour servir les boissons. Il ou elle aura reçu une formation appropriée pour surveiller et limiter la consommation.</span></div><div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt 0.5in; mso-list: l0 level1 lfo1; text-indent: -0.25in;"><span lang="FR-CA" style="font-family: Symbol; font-size: 10pt; line-height: 115%; mso-ansi-language: FR-CA; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font-family: "Times New Roman";"> </span></span></span><span lang="FR-CA" style="font-family: "Century Gothic", "sans-serif"; font-size: 10pt; line-height: 115%; mso-ansi-language: FR-CA;">Offrez gratuite un tour à la maison (coupons de taxi, autobus affrété), hébergement à l’hôtel, ou une autre méthode pour les employés peuvent profiter d’un retour en toute sécurité.</span></div><div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt 0.5in; mso-list: l0 level1 lfo1; text-indent: -0.25in;"><span lang="FR-CA" style="font-family: Symbol; font-size: 10pt; line-height: 115%; mso-ansi-language: FR-CA; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font-family: "Times New Roman";"> </span></span></span><span lang="FR-CA" style="font-family: "Century Gothic", "sans-serif"; font-size: 10pt; line-height: 115%; mso-ansi-language: FR-CA;">Assurez-vous que la nourriture est servie et que les boissons non alcoolisées sont disponibles.</span></div><div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt 0.5in; mso-list: l0 level1 lfo1; text-indent: -0.25in;"><span lang="FR-CA" style="font-family: Symbol; font-size: 10pt; line-height: 115%; mso-ansi-language: FR-CA; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font-family: "Times New Roman";"> </span></span></span><span lang="FR-CA" style="font-family: "Century Gothic", "sans-serif"; font-size: 10pt; line-height: 115%; mso-ansi-language: FR-CA;">Ne pas servir d’alcool aux personnes qui sont ou peuvent être sous l’âge légal pour boire.</span></div><div class="MsoListParagraphCxSpLast" style="margin: 0in 0in 10pt 0.5in; mso-list: l0 level1 lfo1; text-indent: -0.25in;"><span lang="FR-CA" style="font-family: Symbol; font-size: 10pt; line-height: 115%; mso-ansi-language: FR-CA; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font-family: "Times New Roman";"> </span></span></span><span lang="FR-CA" style="font-family: "Century Gothic", "sans-serif"; font-size: 10pt; line-height: 115%; mso-ansi-language: FR-CA;">Planifie d’avoir des jeux et des activités à l’événement, afin que l’alcool ne soit pas la mise au point (apporter des jeux de société, des jeux de cartes, ou si l’établissement le permette, apporter un jeu Wii)</span></div><span lang="FR-CA" style="font-family: "Century Gothic", "sans-serif"; font-size: 10pt; line-height: 115%; mso-ansi-language: FR-CA;"></span><br />
<div class="MsoNormal" style="margin: 0in 0in 10pt 0.25in; text-align: center;"><span lang="FR-CA" style="font-family: "Century Gothic", "sans-serif"; font-size: 10pt; line-height: 115%; mso-ansi-language: FR-CA;"><strong><span style="background-color: white; color: red;">J<span style="color: #274e13;">o</span>y<span style="color: #274e13;">e</span>u<span style="color: #274e13;">s</span>e <span style="color: #274e13;">f<span style="color: red;">ê</span>t<span style="color: red;">e</span>s<span style="color: red;">!</span></span><span style="color: #274e13;">!</span></span></strong></span></div></div>HR2Opinionhttp://www.blogger.com/profile/04278528486688937983noreply@blogger.comtag:blogger.com,1999:blog-521882317325818388.post-24582228693472086682011-12-07T11:48:00.000-05:002011-12-07T11:48:18.009-05:00Public Holidays and Holiday Pay - Jours fériés et la rémunération pour les jours fériés<strong>Public Holidays and Holiday Pay</strong><br />
<br />
The holiday season is fast approaching and we would like to remind employers that their qualifying employees are entitled to receive public holiday pay and or wage premiums.<br />
<br />
The legislation on public holiday pay does vary from province to province. <br />
<br />
In Ontario for instance, employers are required to give eligible employees time off work with pay on public holidays such as Christmas Day, Boxing Day and New Years Day. <br />
<br />
If the employee is required to work on a public holiday or if the employee has agreed in writing to work on a public holiday, they will be paid:<br />
• holiday pay plus a premium pay of 1.5 times the employee’s regular rate for the hours worked or<br />
• be paid their regular wages for the hours they have worked on the holiday and receive another day off (referred to as a “substitute” holiday) with holiday pay. In Ontario, the substitute day off must be taken within three (3) months of the public holiday.<br />
<br />
An employee qualifies to receive a holiday pay if they worked their last scheduled shift before the holiday and their first scheduled shift after the holiday. If an employee fails to work their scheduled shifts before and or after the holiday, they must have reasonable cause for not working to still receive the holiday pay.<br />
<br />
To calculate holiday pay in Ontario, add the regular wages earned by the employee in the four (4) weeks before the work week with the public holiday plus all of the vacation pay paid to the employee in the four (4) work weeks before the work week with the public holiday and divide by 20.<br />
<br />
If the public holiday falls on a day that is not an ordinary working day such as a Saturday or Sunday, or falls during an employee’s vacation period, the employee has a right to a substitute day off with holiday pay OR if it is agreed in writing by the employee, holiday pay for the holiday with no time off.<br />
<br />
The above holiday pay information relates to Ontario’s Employment Standards Act, for more information on public holidays and holiday pay please refer to your provincial Employment Standards Act or the Canada Labour Code if you are a federally regulated organization.<br />
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<br />
<strong>Jours fériés et la rémunération pour les jours fériés</strong><br />
<br />
La saison des fêtes s’approche rapidement et nous tenons à rappeler aux employeurs de leurs employés admissibles ont droit à une rémunération pour les jours fériés et ou une prime de salaires.<br />
<br />
Les mesures législatives pour les jours fériés varient de province à province.<br />
<br />
En Ontario, les employeurs sont obligés de donner aux employés éligibles une journée de congé payé pour les jours fériés tels que le jour de Noël, le lendemain de Noël (26 décembre) et le jour de l’an.<br />
<br />
Si un employé est tenu de travailler sur un jour férié ou si l’employé a accepté par écrit de travailler sur un jour férié, ils seront payés :<br />
• la rémunération de congé payé, plus une prime de salaire de 1,5 fois le taux normal de l’employé pour les heures travaillés<br />
OU<br />
• être payés leur salaire normal pour les heures travaillés le jour férié et recevoir un jour de congé payé (appelé congé « compensatoire ») avec la rémunération de congé payé. En Ontario, la journée compensatoire doit être pris dans les trois (3) mois suivant le jour férié.<br />
<br />
Un employé est admissible à recevoir une rémunération pour le jour férié s’il a travaillé la dernière journée complète de travail prévue à leur horaire la journée qui précède le jour férié et la première journée complète de travail prévue à leur horaire la journée qui suit le jour férié. Si un employé ne travaille pas la journée précédente et suivante prévue à son horaire, il doit avoir une raison valable pour ne pas avoir travaillé pour recevoir la rémunération.<br />
<br />
Pour calculer la rémunération de jours fériés en Ontario, ajoute le salaire normal gagné et la paye de vacance payé à l’employé dans les quatre (4) semaines avant la semaine de travail avec le jour férié et diviser par 20.<br />
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Si le jour férié tombe un jour qui n’est pas une journée normale de travail tel qu’un samedi ou dimanche, ou tombe pendant la période de vacance de l’employé, l’employé a droit à une journée compensatoire avec une rémunération ou si accepté par écrit par l’employé, une rémunération pour le jour férié sans congé.<br />
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L’information sur les jours fériés et la rémunération de jours fériés ci-dessus se rapport au Normes d’emploi de l’Ontario. Pour plus de renseignement relié à votre province s’il-vous-plait vous référer aux Normes de travail de votre province ou le Code canadien du travail si vous êtes une organisation sous règlementation fédérale.HR2Opinionhttp://www.blogger.com/profile/04278528486688937983noreply@blogger.com