Should employers be entitled to require that their employees have a certain ‘look’?
Recently, I posted a discussion topic in The Canadian HR Law Group on LinkedIn, which I moderate. It turned out to be one of a few recent topics that generated substantial interest and comment. As a result, I thought I would revisit the issue here, and I hope to hear from all of the First Reference readers.
Rudner Law, Employment / HR Law & Mediation
5 minutes read
September 1, 2011
Web surfing during work – it is better for employers to take a reasonable approach
New research suggests that it may be wise for employers to take a reasonable approach when dealing with issues of employee web surfing during work; in fact, by banning it outright and excessively patrolling the workplace, employers may cause more harm than good.
Christina Catenacci, BA, LLB, LLM, PhD
‘Sexting’ becoming a problem in the workplace
What prompts a supervisor or worker to send a co-worker inappropriate text messages? In British Columbia, sexually charged messages in the workplace have led to trouble for employers. What do employers need to know so they can avoid being on the hook for sexual harassment?
Christina Catenacci, BA, LLB, LLM, PhD
Reduced hours of work and job sharing – an idea suited for North America?
In a recent Globe and Mail video, author Juliet Schor discusses how reducing work hours might be the answer to some of the problems facing Canada’s workforce. Schor mentions that having employees work shorter hours decreases unemployment rates, lowers greenhouse emissions, and improves quality of life.
Christina Catenacci, BA, LLB, LLM, PhD
Can employers protect business contacts acquired by employees’ use of social media?
Consider this: you have encouraged your employee to use online social media during work time to build professional contacts to grow your business. The employee goes ahead and invests time during the workday visiting sites like Linkedin, Twitter and Facebook. This strategy proves to be positive; the contacts have been part of the business growth you have experienced. Then, your employee wants to leave the company and move on to another job. Can you, as the employer, ask for the contact information the employee accumulated during his or her employment?
Christina Catenacci, BA, LLB, LLM, PhD
I’m getting the sniffles… it’s another case of the World Cup Flu!
‘Tis the season of the FIFA Women’s World Cup. This time, it’s women who are going to be playing, beginning this Sunday June 26 and ending July 17, in Germany. It may not be as popular as the men’s World Cup, but it is a busy and important year for women’s football/soccer! Will the rate of employee absenteeism be as high as when the men’s World Cup took place? Maybe not; but still, what can employers do to manage a sudden outbreak of “World Cup flu” cases in their workplace?
Christina Catenacci, BA, LLB, LLM, PhD
Women’s expectations in the workplace may play critical role in how they are treated at work
Canadian women starting their careers still expect to earn considerably less than men, wait longer then men for promotions, and have lower salaries after five years of working, according to a soon-to-be-released study. This despite the fact that some believe we are reaching the point of equality in the workplace. Why is this happening? Why do women still have these expectations?
Christina Catenacci, BA, LLB, LLM, PhD
Slaw: Manitoba introduces Canada’s first Adult Abuse Registry
On May 11, 2011, Manitoba proposed Canada’s first adult abuse registry as well as tough new offences and penalties to better protect adults with intellectual disabilities. The registry would make the names of those who abuse or neglect vulnerable adults under any Act available to employers for screening potential employees or volunteers. Similar registries already exist in the United States.
Ted Kenney
Automated human resources management – is it time?
One software industry analyst has been watching the human resources management system market for some time and has discerned some trends. With the economy recovering from recession, organizations are focusing on core HR concerns, such as strategic hiring and productivity. As a result, they’ll invest in technologies that help in these areas, particularly if they “offer an immediate return on investment or meet some compelling management or regulatory need”.
Adam Gorley