December 14, 2017
It’s inevitable: the boundaries of work and life often blur, and will only continue to do so as technology becomes more a part of our daily lives.
It used to be that employers dictated one-size-fits-all policies for workplace and culture. But in today’s world of work, employees are pushing employers to think above and beyond, and driving cultural transformation.
December 12, 2017
Fact: HR headlines over the last few years have been questioning the livelihood of the annual performance review. “Is the annual performance review dead?” “It’s dying.” Yes, it’s definitely dead.
Taking a quick look at the current landscape, there are several obvious indicators that the annual performance review is no longer relevant.
December 7, 2017
Ontario’s Bill 148, or the Fair Workplaces, Better Jobs Act, was introduced on June 1, 2017. The bill updates workplace laws across Ontario.
The bill was created following the release of the final report of the Changing Workplaces Review, the first-ever independent review of both the Employment Standards Act (2000) and Labour Relations Act (1995). Passed on Nov. 22, 2017, many of the changes come into effect in January 2018, and will require employers to make significant changes to their policies and HR infrastructure.
December 1, 2017
One of the many joyful aspects of the holiday season is spending time with co-workers at the holiday office party. As with any party, the employer, as the host, should be mindful of the many issues that may arise, especially since failing to take proper precautions may result in significant liability. There have been cases in which an employer was sued after an employee was severely injured in a car accident after drinking at an office party.
December 1, 2017
As a global organization, investing in diversity and equality are top priorities for Ceridian. I’m proud of what we have done thus far to support gender equality in the workplace – whether it’s putting programs in place, facilitating platforms for discussion with our Ceridian Women’s Network Summit, or supporting and participating in grassroots efforts such as #GoSponsorHer and Move the Dial.
What’s key to real progress in the global workplace, however, is not only understanding what we’re doing right, but how we can more aggressively address areas of opportunity. Instead of simply putting gender equality programs in place, we need to continually assess and measure our organization in terms of how enlightened we are around gender equivalent differences.