Human Resources Magazine | HR Magazine | HR Professional Magazine

Thinking Outside the Box: The Business Case for Creating an Inclusive Workplace

So, why are more organizations not embracing the concept?

By Susan Stanton

The ability to think “outside the box” is one of the greatest strengths employees with disabilities can bring to a workplace. Ironically, thinking outside the box is also what organizations need to do in order to reap the many benefits of this virtually untapped pool of talent. But to capture this talent, organizations need to let go of preconceived ideas about hiring the disabled, fully embrace the new Integrated Accessibility Standards under the Accessibility for Ontarians with Disabilities Act (AODA) (see sidebar) to eliminate barriers to employment, create a culture of openness, trust and opportunity in the workplace, and make a solid commitment to building an inclusive workforce.

Benefit Audits: Understanding the Cost of Your Benefits

By Sari Sanders

It’s frustrating to watch your company’s benefit costs rise year after year. The increasing cost of claims far outpaces inflation without a plausible explanation and, generally, without examination. Somewhere between the benefit promise made to employees and the actual payment of claims, the potential for errors and fraud exists. Benefit plan sponsors are unable to verify the adjudication of claims due to privacy legislation. However, they have a powerful and insightful tool at their disposal— the benefit audit.

Website Exclusive

HR 101: Top 10 Mistakes Investigating Harassment Complaints

By Laren Bernardi

How to handle those tricky investigations.

Since the passage of Bill 168, many employers have faced an increasing number of harassment complaints, with a corresponding need to investigate them. Harassment investigations can be very tricky and unless you are well versed in the law of harassment and proper investigative procedure, you can find yourself in legal hot water. This article identifies some common investigation errors and provides guidance on what employers should do.

Interview with an HR Hero

Carrie Lindzon-Jacobs: The Many Starring Roles Played by Senior HR

By Kim Shiffman

The days when human resource professionals weren’t allowed a seat at the executive table are long gone. So says Carrie Lindzon-Jacobs, senior vice-president at IMAX Corp., one of the world’s leading entertainment and technology companies. Lindzon-Jacobs started her career in an entry-level HR job and worked her way up to a position where she advises the executive team on company strategy, acts as architect for the firm’s talent management and manages a team of her own. Here’s how she did it—and tips on how you can, too.

Legal

New Tort of “Intrusion Upon Seclusion” May Impact Employers

By Hendrik Nieuwland

In Jones v. Tsige, the Ontario Court of Appeal recognized for the first time a tort called “intrusion upon seclusion.” This new tort may have important implications for employers. In recent years, employers have been using various methods to gather information about prospective or current employees. Ontario does not have private sector privacy legislation. The only remedy for an employee who feels her privacy has been invaded by an employer using these methods is to sue for “intrusion upon seclusion.” Employers should, therefore, examine and adjust the way they gather information to protect against invasion of privacy claims.