Human Resources Magazine | HR Magazine | HR Professional Magazine

Take advantage of tools designed to help plan and execute compliance with Ontario’s accessibility laws

By Melissa Campeau

If you remove the accessibility roadblocks to your business, you clear the path for the one in seven Ontarians with disabilities to find their way to you. They might be clients, partners or employees, but research indicates you stand to gain a lot from a more inclusive mix.

Dreaming of Diversity

New Canadians have a lot to offer a workplace; now it’s just a case of making them feel welcome

By Suzanne Bowness

In spite of our self-perception as welcoming multicultural Canadians, ingrained assumptions and cultural friction present a challenge for employees and HR managers alike, when trying to overcome differences. The good news is that with all that new Canadian workers have to offer in terms of experience and expertise, it seems that embracing diversity is definitely worth the effort.

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Fitting It All In

Collaboration & Knowledge Sharing Across the Organization

By Randy Emelo

True or false: HR has an obligation to support any initiative that leads to better business and employee performance, increased retention and improved employee engagement. If you answered “true,” then fostering collaboration and knowledge sharing throughout your company must be an acknowledged and shared responsibility for you and your HR organization.

Interview with an HR Hero

Jan Boase: A little bit HR, a little bit rock ‘n roll

By Kim Shiffman

She may be a senior vice-president of a multi-national insurance company, but Jan Boase isn’t your traditional, buttoned-up HR executive. She didn’t do an MBA; she didn’t start off her career in human resources; and in her spare time, she plays guitar in a rock band, and once took a year of improv classes at Second City.

Legal Words

Is it Harassment, or Not?

By Catherine Milne

Obligations under the Occupational Health and Safety Act, the Ontario Human Rights Code and case law require employees to ensure work environments are free from harassment. It is important to be aware of recent case law where tribunals, courts and arbitrators have been clear that not all conduct complaints meet the threshold of harassment. This article reviews four recent cases in which decision-makers found that personality conflicts amongst co-workers and the exercise of legitimate management supervision did not amount to harassment.