Insights
Curated archive of bylined columns and features on Canadian HR, employment law, workplace governance, and business operations. Each piece links out to the original publication. Law360 Canada articles are available as PDFs on request.
Conducting a job interview is always more art than science, but there are some guardrails that can be put in place to ensure HR and the hiring manager get the information they need to make the best decision.
Sooner or later, every business owner and service provider runs into this issue: people who buy their product or use their services, and then don't pay. While it's typically a small percentage, the few you have to chase for payment tend to soak up a disproportionate share of your attention.
Across Canada, employers are required by law to ensure that their workplace is free of discrimination and harassment. While putting a Violence and Harassment Policy in place is mandatory, it cannot be a standalone measure. When organizations don't enforce policies, harassment cases tend to result in higher compensatory awards.
It continues to surprise me how often businesses in hospitality, retail and financial services disrespect and disappoint their customers. Customer service isn't hard — it just takes a bit of effort.
On June 23, two important changes to the Competition Act come into effect. The amendments prohibit wage-fixing agreements between employers, as well as 'no-poaching' agreements that entail not soliciting or hiring each other's employees.
The pandemic triggered a lot of movement on the labour market. The sudden availability of a bonanza of talent and a willingness of formerly immobile people to try something new has been great for the recruitment side of my HR practice. However, while the level of applications rose, the level of care seems to have dropped.
For PDF copies of Law360 Canada columns or any of Evert’s other published work, email info@xnlhr.com.
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