Welcome To THE STAFF ROOM's blog...

With this blog we are looking for your input. Tell us what you need to see and hear about that relates to employment. Is there a service you are not sure if we provide or not that you are maybe even thinking about. Are you tired of your current job, but can not quit and need to find something else in a confidential manner? Or are you an employer that needs to do a "special" or confidential search?
Let's us know how we can help....if we don't know...we can not help!


Monday, December 5, 2011

ReferralKey | Your Referral Network

http://www.humanresourcesiq.com/employment-law/articles/manage-people-your-employment-law-knowledge-is-an/

Tuesday, November 29, 2011

Home

Home

Friday, November 25, 2011

Certificate Programs: Labour Relations Certificate

Certificate Programs: Labour Relations Certificate

It was a HUGE Success!

Hello all....

Well, the MetroActive Social Networking event at Quinn's in Toronto was a smashing success! If you were not able to make it, sorry but you missed a wonderful evening filled with great people and awesome prizes!
The Hosts were great at matching up people and businesses according to their needs and some wonderful connections were had by all!

The only thing that I can suggest for the next one is MAKE SURE YOUR THERE.

All successful people and businesses network as an important part of their life line. What better way to get your company and your name out there then to attend various networking events and meet new and exciting people who are looking to do the same. You never know who knows whom.

Until next time......happy networking!

Thursday, November 17, 2011

The best networking event of 2011

NOVEMBER HOSTED NETWORKING SOCIAL

Business Investments and Business Financing

Wednesday, Nov. 23rd, 2011 (6-9 PM) at Quinn’s Steakhouse, 96 Richmond St. W. (Sheraton Centre), Toronto

With Great Hosts to Help You Network


The Staff Room is proud to be a part of this very exciting event!! 
We will be expecting a great number of attendees, so please go to the website above and purchase your tickets in advance and receive a 14% discount!! Or pay $40.00 at the door! 
Your admission includes one beverage and one draw entry.

This is one event you do NOT want to miss. we will have a full evening of fun networking as well as some small speeches. 
All participants are decision makers and are mover and shakers. This is no time to be bored and for sitting around. IF you are interested, please use the website link above and check out the last event! We had a blast!

Sunday, October 9, 2011

many positions available.....please read

I am posting in the hopes that I will be able to get some people you are aware of that are looking at one or more of these positions.

Please forward this to anyone and everyone that you might know of that can either help or knows someone or could be interested themselves.

I have the following positions that are available....

Territory Manager – Major Inventory Finance Program this is for Toronto and Montreal location. We are looking for an individual with a minimum of 10 years of financial services and/or banking experience, specifically in floor plan finance. Position incumbent must demonstrate expertise in exercising sound credit judgment and portfolio management skills including effective collections, the ability to assess work priorities and establish quality work procedures. Must also demonstrate the ability to work well under pressure and to meet strict deadlines. Effective in problem solving, ability to resolve complex problems, and to make decisions to quickly resolve issues and minimize financial risk to the company is also required. Proficiency in both English and French language; comprehension, speaking, reading and writing, strong knowledge of compliance regulations, policies and procedures related to bank operations are a plus. The position will be based in either Toronto, Ontario or Montreal, Quebec, Canada.

30 Phone Sales people working in Markham office selling booth spots internationally. Selected candidates will be provided with a list to call. English does NOT have to be the first language BUT must have excellent communication skills for training and reporting purposes. They MUST live and be legally able to work in Ontario. Resumes should be sent to sales @the-staffroom.com

All areas of HR for Facilitator roles for working with vendors, these candidates will work form home booking and running webcasts. Booking people to speak at these engagements throughout the year. You will need a background in HR in order to book the right people for the right speaking opportunities. You will also be the one to find and book the speakers. IE: if you are running the recruiting end of things, you are expected to be booking people to speak solely on this topic. This is paid on an hourly basis, you are to bill the HR firm. Interested candidates need to please send their resume and cover letter to info@the-staffroom.com

2 Account managers/business development - this is for an HR firm that is international and location is in Aurora. There is a silent list provided as well as you are expected to do about 40% cold calling to generate more business. Background in HR is an asset, but not necessary. Strong communications skills and personality skills are needed. Educations of high school diploma and higher is a must. interested candidates please email your cover letter and resume to lisa@the-staffroom.com with salary expectations.

30 Business development people needed for across Ontario to work from home.
This is a position starting from the ground and working your way up. Selected and over achievers will be looked at for going to a supervisor position in approx. a year and going further about 3 yrs after that. This is a very fast growing firm and they are looking for those wanting a career in a management position with in a 4-5 year time frame. Experience is an asset as well as HR knowledge and background is a major asset.
Training pay possible if you are on EI or have been in the past couple years. Preference will be given to those registered with either VPI or Northern Lights.
Please email your cover letter and resume to admin@the-staffroom.com with career expectations.

Thank you for taking the time to read this lengthy post.....

Saturday, September 10, 2011

Employer had just cause to terminate an employee who worked a second job

Author: Christina Catenacci
conflict-of-interestIn some unfortunate cases, Canadians need to work two jobs in order to make ends meet. Well, it seems that sometimes taking a second job may not be a good idea. The British Columbia Provincial Court recently found that an employer could terminate an employee for just cause because that employee had a second job and refused to quit when she was asked.
Why? Even though the employee had other second jobs before she was promoted to bank supervisor (unrelated jobs like selling party candles), her job as supervisor involved indirect sales responsibilities, where she was expected to suggest certain services and refer the customer to the appropriate person in the branch.
Her second job as real estate agent put her in potential conflict of interest situations and in potential competition with the bank, given that selling real estate was directly related to what the bank did, that is, lending money to clients so they could buy real estate. In her capacity as real estate agent, the employee had the opportunity to solicit bank customers, use confidential information for her benefit and use the bank premises for her real estate work.
It must be said that the employee’s real estate agency business was brought to the attention of the employer because she was giving out real estate business cards right in the bank.
The court found that, given the nature of its business, the employer’s company guidelines and rules regarding conflicts of interests and competition were reasonable. The employer was able to demonstrate that the rules were in place, communicated to the employee, and consistently enforced. The employer’s request to stop the real estate business was also clearly communicated and reasonable.
What’s more, the employee’s refusal to halt her outside activities constituted disobedience with respect to work rules and the employer’s reasonable and lawful order to comply with company guidelines about outside employment. Refusing to accept her employer’s reasonable construction of its own rules was inconsistent with the fulfilment of the express terms of her own contract of employment.
As a result, the court dismissed the employee’s action against the employer.
So this is good news for employers. Even though it is understandable for employees to need or want second jobs, when those jobs conflict with the employer’s reasonable company rules, such as conflict of interest rules, the employer has the right to request that the employee quit that job. Of course, it is necessary to have evidence of the company rules, to clearly communicate the rules, and to document the employee’s disobedience.
What do you think? Was it harsh for the court to dismiss the employee’s complaint?
Would the answer change if you knew that the employee told the bank before she was promoted that she was taking real estate courses so she could take part in her family’s real estate development business? What about if you knew that the employee only worked on real estate during the weekends?
Christina Catenacci
First Reference Human Resources and Compliance Editor

Saturday, August 27, 2011

Twitter / Home

Twitter / Home

Irving Pulp & Paper, Limited v. Communications, Energy and Paperworkers Union of Canada, Local 30 is the latest decision in a long line of cases that deal with testing for alcohol impairment in the workplace. The New Brunswick Court of Appeal found that randomly testing for alcohol impairment in the workplace is reasonable where the employer’s operations are inherently dangerous, the position is safety-sensitive and where a minimally invasive device like a breathalyzer is used to determine impairment.

Case History

Irving Pulp & Paper unilaterally instituted a mandatory random alcohol testing policy for workers that held safety sensitive positions. The policy defined a safety sensitive position as “a position which the company determines has a role in the operation where impaired performance could result in a significant incident affecting the health and safety of employees, customer, customers’ employees, the public property or the environment.” There were 334 prospective employees on the safety sensitive list that could be tested. In any 1-year period an offsite computer would select 10% of the names on the 334 person list for testing. The testing would be performed by breathalyzer.

Millwright Perley Day held a safety sensitive position at Irving Pulp & Paper and was one of the names selected to participate in the random test. Though Mr. Day passed the breathalyzer a policy grievance was filed to challenge testing without an alcohol related incident.

At arbitration the board deemed Irving Pulp & Paper’s environment dangerous but also found that that it was not “ultra-dangerous” like a nuclear power plant, airline, railroad, chemical plant to justify testing without prior incidents of alcohol use. In addition, the board found that Irving Pulp & Paper did not establish a significant record of alcohol impairment to justify random testing. In turn, the grievance was upheld by the board and Irving Pulp & Paper’s alcohol testing was deemed unlawful.

The arbitration decision was judicially reviewed by the New Brunswick Court of Queen’s Bench and overturned. The court found it inappropriate for the arbitration board to make a distinction between “ultra-dangerous” and “dangerous” workplaces. Specifically, the judge found it unreasonable to look at the history of alcohol use where the workplace was deemed dangerous and the “potential for catastrophe exists.” As such, the court found that Irving Pulp & Paper struck an appropriate balance under the circumstances by testing individuals with safety sensitive positions through a minimally intrusive breathalyzer.

The union appealed the Queen’s Bench decision to the New Brunswick Court of Appeal and argued that: “1.arbitrators in Canada overwhelmingly rejected random unannounced random drug and alcohol testing; and 2. sufficient evidence of a pre-existing drug or alcohol problem in the workplace is a pre-condition to the enforceability of such policies, unless the workplace qualifies as ultra-dangerous.” The Court of Appeal, however, rejected the union’s arguments and the decision to dismiss the grievance was upheld. Essentially, the court maintained that random alcohol testing in the workplace was justified despite a lack of alcohol related incidents because the operations were inherently dangerous and a minimally invasive breathalyzer test was relied upon to test individuals in safety sensitive positions.

Significance to Employers

The 2000 Ontario decision in Entrop v. Imperial Oil established that random breathalyzer testing of employees in safety sensitive positions is a justifiable exercise. In Entrop, what constituted a safety sensitive position was quite clear because Entrop was engaged in the inherently dangerous oil refinery business.

The Irving decision, though not necessarily binding in Ontario, will still be of considerable assistance to those employers whose employees may not be engaged in “ultra dangerous” work, like oil refining, but performing inherently dangerous work nonetheless. Employers should note that the test to detect impairment is also important. While a breathalyzer test is considered minimally intrusive and therefore appropriate for random testing of safety sensitive positions, drug impairment testing by use of saliva swabs has been found to be overly intrusive, even if the business activity is oil refining.

The CCP team is experienced in dealing with substance use issues and balancing an employer’s health and safety concerns with the employee’s right to privacy. As such, consider consulting your CCP lawyer prior to instituting drug and/or alcohol testing policies and before dealing with a specific episode of substance use.

Please Note: This blog has been prepared as an informational service for our clients and other interested parties. It is not intended to constitute legal advice, a complete statement of the law or opinion on any subject. Although we endeavour to ensure the accuracy of the content, no one should act upon the information provided without a thorough examination of the law after the facts of a specific situation are fully considered.

Tagged with:

Canadian Business Directory

Canadian Business Directory

Back to School for Entrepreneurs

Back to School for Entrepreneurs

Thursday, August 25, 2011

HIRING......SEASONED RECRUITER, INSIDE SALES/CSR JR AND SALES CO-ORDINATOR

hey all...ok here is the hiring scoop....I am in need of a recruiter..a seasoned, as we call them, or someone that had their own company and wants a regular pay cheque.....location is Mississauga area.....contact me for further details on that one....

I have 2 others.....both in Mississauga area again, both have benefits....
inside sales with CSR - Jr position...base is 35-40k with year end profit sharing and possible commission with the base. 20% cold calls for sales and the other 80% is admin such as quotes, data entry, etc....working in the construction industry so a construction background is a strong asset. dealing with engineers and construction people, so you must be comfortable in your own skin, and it best be thick. Great opportunity for growth!

Sales Co-Ordinator....supporting a team of sales people, retail background is an asset, doing quotes, inf sheet facts and helping out what ever else the sales teams needs you for...you will be the "go to person" this is 40k plus commission based on what your team brings in.....so the more support the more they sell the more you all make....another great opportunity!

Interested candidates should submit their cover letter and resume to info@the-staffroom.com

While we thank all those that apply, only those chosen for an interview will be contacted....

STEVE JOBS RESIGNS AS CEO OF APPLE

STEVE JOBS RESIGNS AS CEO OF APPLE

Saturday, August 13, 2011

10 Phrases that can kill your resume...

This is an excellent article that I have found. It is very true and I wish everyone would follow this. We tell all our clients about this exact thing and offer a document to help with this....

 10 Phrases That Could Kill Your Resume!

Are these just meaningless throwaway words like "I have great communication skills". So what?  Do you find yourself using these terms. These terms are probably not helping your job seeking efforts. So what should you do to avoid using them?:Editor's Note



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10 phrases You Should Ban From Your Resume:

   1. "I'm a Team-Player."
      This is one of the most over-used cliches, so try to find a way you can show that you are this team player. Did you collaborate with someone or with a department to meet an objective? Put that on your resume instead of a vague, cliched expression. Be detailed about your achievement.

   2. "I Have Great Communication Skills."

      Communication skills can mean so many things, which is why using this term on your resume only makes you lose your recruiter's interest. What communication skills did you use to contribute to your employer? Did you create a presentation, a press release or lead a conference call? State your specific achievement.



3. "I Have a Proven Track-Record."   So prove it! What did you do to give you this track record? Be specific, and try to quantify your impact; "I brought in 10 new customers, adding $50k profit for 2009" sounds far more impressive than some vague statement, and will help you stand out among the dozens of resumes.

   4. "I'm a Problem Solver."
      Everybody loves a problem solver, which is why so many resumes state this skill with pride. You can do better: tell your prospective company what problem you solved. Did you optimize a troubling schedule, did you solve an employee dispute or did you iron out a problem with a customer? Again, be specific to be memorable.

  5. "I Assisted In X Task."
      Maybe you weren't the lead on a particular project, but saying you "assisted" is the kiss of death for your resume. What was it that you did? Did you write a sales report or keep inventory? Write that on your resume with pride, and lose the "assisted" - you're better than that.

   6. "I Have a Strong Work Ethic."
      A strong work ethic - that sounds great, right? You're not the only one using this cliche, so freshen up your resume by stating how you go that extra mile. Did you take a class to improve your skills? Did you meet some really tough deadline? Show the hiring official what makes you this person with a strong work ethic, instead of using another cliche like your fellow applicants.

   7. "I'm Bottom-Line Focused."
      Another hollow term that is overused and now means nothing - so show what you did that added to the bottom-line of your company. It's very important to quantify for this skill: list amounts of money, time, or resources you saved or added to the business.

   8. "I'm Responsible For X."
      We're all responsible for something when we go to work, whether a janitor or a CEO. Drop this expression and just state what your job title is and what you added to the company's success. Cutting these clutter words will make your resume stronger and more to-the-point.

   9. "I'm Self-Motivated."

      What you're really trying to say is that you're not that slacker who clocks out at three every day, but this cliche is not going to help you get your point across. Find a way to show that you're self-motivated: did you overhaul a broken inventory system, or find a new way to expand your sales territory? Self-motivated employees find innovative ways to improve on what they've been handed - put what you actually did on your resume.

  10. "I'm Accustomed to a Fast-Paced Environment."
      What does this mean, exactly? Fast-paced work environments are the norm in this recession, where most people do more work for less money. To be specific, look at one of your busiest days in your (former) job. What did you accomplish, and how did you adapt to the obstacles thrown your way? Put that achievement on your resume to prove that you can adapt when challenged - a quality employers look for."

For the complete article by Claire Bradley, go to Investopedia.com
Need help to Create Brilliantly Crafted Cover Letters?

Thursday, August 4, 2011

Is your job safe?

There are different ways to be more assured that you will be on the top 5 in the heap of resumes on the recruiter or hiring managers desk. Your resume must SCREAM to them that you are the perfect candidate.
How do you do this.....well you need to make sure your resume is PERFECT. I mean NO spelling mistakes, NO grammar mistakes, NO gaps in your employment record. Every recruiter inspects your resume with a fine tooth comb. One slip and your filed under "G".
Today's report from states Canada reveals that unemployment has reached a new record since 2007. That is when the recession started.
So, what does this mean for you? Is YOUR job safe? the answer is that NO one's job is "safe". People seem to be under this misconception that there is still job security in this day and age. You could not be more WRONG.. There is NO such thing as job security any more. Not even the CEO is untouchable. There use to be something called job security and if you were one of the ones that was able to have this in your career, then you were one of the lucky ones. This has faded away back in the 90's. Since the USA is still experiencing a recession and having a very hard time recovering, this is now having a bad effect on Canada. As usual we are effected by the USA economy, you might think this is unfair or not the case. Well wake up Canada it sure is! we rely heavily on the USA and importing and exporting to and from them. We need them to purchase and produce so that we can survive. People are under the misconception that when our dollar is higher then the US dollar, that is a good thing. That is the furthest thing from the truth. We need them to keep above our dollar, otherwise they start to move their companies back to the USA, thus leaving hundreds of Canadians out of work and increasing the unemployment rate. This effects many things such as mortgage rates, interest rates and may other things we use.
So, is your job safe......well based on the stats reported, no. As i stated above there is no job that is safe anymore. If you want to avoid loosing your job,, I suggest the following be done.
1) be on time....make sure you are at your desk and started your work day ON TIME. not there getting coffee and chatting it up with Gloria about your night, do that 15 minutes BEFORE your scheduled to start work.
2) when you have successfully completed your task, ask the boss if they need help with anything before you start your next project. State that you are just taking a breather before starting your next project and want fresh eyes. Therefore you have a little time to  help him/her out. That this will also help you learn more about the company and department and you welcome the education.
3) NEVER and I mean NEVER be the first to end your day. This is telling the employer that you are a clock watcher. There is nothing more that an employer hates then a clock watcher.
4) Make sure you area always available when you are called upon by your boss. I am referring to not being over at Tom's desk looking at the latest pictures of his grand kids or in the lunch room chatting about the up coming events for this weekend. I mean when your boss calls your extension or stops by your desk BE THERE!

These are ways to help ensure Sally looses her full time job before you do. This makes you an asset to the firm and not a liability.

If you have any questions, let me know.....I am here to help.

TheStar Job losses worst in Ontario

TheStar Job losses worst in Ontario

TheStar Job losses worst in Ontario

TheStar Job losses worst in Ontario

Monday, July 25, 2011

Are these questions Legal??


13 Sample Illegal and Legal Interview Questions:
 
1. Age
 
2.Citizenship

3.Criminal Record

4.Disability

5.Family

6.Marital Status

7.Military

8.National Origin

9.Parental Status

10.Race or Skin Color

11.Religion or Creed

12.Residence
13.Sex

So....do YOU know which are ok to ask in an interview in Canada???

Thursday, July 21, 2011

Ensuring that you are complying....

Here is the thing.....there are a lot of companies out there within Ontario that are still not in compliance with some of the laws for employers. Why is that? Are they not in tune with all the different laws? Do they think they are above the law?

The big question is....what does it take to be in compliance with the laws in Ontario for employers?
Well, it takes getting your head out of the sand and learn about your responsibilities as an employer. I personally think that once you register a company you should get a package about your responsibilities as an employer. I think you should also get some of the tools that you need in order to have some insight as to what it is you are going to need. Regardless if you have one or ten thousand employees the laws are the same. Is the USA the laws are actually different depending on how many employees you employ. I have to admit, that is the silliest thing I have ever heard! The government has a real concern, surprisingly, for work and family balance. This is the wellness that has been a project for the government for the past few years. They have now decided to hire more inspectors and get them out there looking at ALL companies.
Did you know that if you do not have any of the ESA posters in your work areas that is visible to all employees that is fine?

This is just food for thought. If oyu would like to know more, please contact us at 1-888-716-7791 or info@the-staffroom.com and we will respond within 2 business days.

I look forward to all your questions......

This will continue on a weekly basis in order to help give companies insight and answers.

Human Resources: Non-Sponsorship Lunch & Learn Only

Human Resources: Non-Sponsorship Lunch & Learn Only

Sunday, July 10, 2011

Law Compliances......for companies....

Hello all...

I am starting a major research in order to do a great article for you all. This article will be what all sizes of organizations need to do in order to make sure that they comply to the legislation for employment and labour relations.....I will state what some of the newer laws are and the Bill numbers as well as what is it that Companies are required to do for each size of firm. Starting with small,  medium and large organizations. If you would like to see something in particular, let me know and I will do my best to get it for you.
Keep watching....

Saturday, July 9, 2011

Ontario issues about 1,100 orders associated with Bill 168


safety-reporter.com Jun 22, 2011   Province investigates more than 1,000 complaints about workplace harassment   In the year after Ontario passed amendments to the Occupational Health and Safety Act to address workplace violence and harassment, the province has issued about 1,100 orders related to the new legislation, according to the ministry of labour. The legislation requires employers to assess workplace violence risks and develop workplace violence and harassment policies and programs. From June 15, 2010 to March 31, 2011, ministry of labour inspectors investigated more than 400 complaints involving workplace violence and issued about 600 orders associated with the new legislation. They also investigated more than 1,000 complaints involving workplace harassment. Altogether, they issued about 1,100 orders associated with the new law.

New compliance strategies: ‘Hard law’ approach


Enforcement Practices of Employment Standards in Canadian Provincial Jurisdictions

Enforcement normally comes into play when a worker notifies the respective regulatory agency of an alleged violation of employment standards.  Following the initial contact, there is investigation and adjudication.  Finally, should the employer be found in breach, remedial action is sometimes required, and/or a penalty issued.   In some instances, enforcement takes place as part of an audit in sectors deemed to be at high risk for non-compliance.  This is often coupled with an outreach or public education program. 
This section reports deals with employment standards enforcement practices in Canadian provinces with a focus on the following:
  1.  how the regulatory agency becomes aware of a breach of employment standards-- normally this is through a worker complaint, but in some instances selective audits are also used;
  2. how the alleged breach of employment standards is then investigated and adjudicated by the regulatory agency;
  3. if there is a breach of employment standards, what remedy is available to the worker, and/or what penalty is assessed to the employer; and,
  4. any community outreach or employer education program.

British Columbia[60]

The first step in resolving claims for labour standards in British Columbia is for the employer and the worker to try to work out a solution together.  This is done through a Self-Help Kit that takes the worker through a step-by-step process of identifying the problem, and what he or she wants done to solve the problem.  Although normally the required first step in the process, the completion of a Self-Help Kit can be waived in some cases such as when problems with language or disability might preclude a worker from providing and completing the necessary information.
If no satisfactory solution if found, or if the employer does not respond, a worker can then make a complaint to Employment Standards in writing, fax, mail, in person, or over the Internet.
At this stage an Officer with the Employment Standards Branch will intervene, and attempt to resolve the dispute by mediation either in person, or over the phone.  Should the parties agree on a solution, a “Settlement Agreement” is drafted, and, if necessary, enforced by the BC Supreme Court.
If the complaint cannot be settled through mediation, the Branch will make a determination based on the information on file, or through a short hearing.  If the Branch determines then that money is payable or the employer has contravened the Employment Standards Act, the determination will then include a monetary penalty that is currently applied in a non-discretionary fashion.
Effective November 30, 2002, the key penalties for an employment standards violation in British Columbia found in Sec 29 of the Act are as follows:
  • First violation: $500.
  • Violation of the same section of the Act or Regulation at the same location within three years of the first violation: $2500.
  • Violation of the same section of the Act or Regulation at the same location within three years of the second violation: $10,000. Where a corporation is responsible for the contravention, an employee, officer, director or agent of the corporation who permits the contravention may also be penalized.
The determination is a legal document issued under the authority of the Director that can be then appealed to the Employment Standards Tribunal. For the fiscal year 2004-2005, employers initiated the majority of such appeals, 69%, while the remaining 31% were worker appeals.  Written submissions constituted 99.5% of the Tribunal decisions, with the average decision time being 88 days. Moreover, the Tribunal enjoys a full privative clause of judicial deference by the courts that provides a high standard for any judicial review.[61]
In addition to reacting to complaints, the Employment Standards Branch is also proactive and utilizes a compliance team to undertake selected audits such as in the agriculture sector.  This program is a result of a Memorandum of Understanding developed among the government, the BC Agriculture Council, and its member organizations.  At actual growing sites, a team conducts interviews to determine if farm owners, Farm Labour Contractors, and farm labourers are complying with employment standards.  In addition to conducting interviews and examining records, the compliance team also conducts public education by distributing fact sheets on employment standards.[62]

Alberta[63]

Like British Columbia, Alberta requires workers to first attempt to resolve a dispute directly with the employer through a Self-Help Kit.  Should an agreement not be reached, the regular complaint process is then for a worker to file a written complaint with Employment Standards.
Upon investigation by an officer, and if the officer determines the worker is owed money, the employer is asked to submit the monies owed.  If the employer disputes monies deemed owed, a voluntary resolution will be attempted through the appropriate mediation and dispute resolution efforts.
 If a voluntary resolution cannot be resolved, the officer then issues a formal order to pay.  When such a formal order to pay is issued, a ten per cent fee is then added to the monies owed, with the minimum additional fee being $100.  If the order is not paid by the employer, it then is enforceable as an order of the Court, and may be turned over to a collection agency.
If the employer wishes to appeal the order, he or she can do so through a written request to the Registrar, and giving the reasons for the appeal.  An umpire, who is a provincial court judge, then hears the case in a courtroom, and either revokes, varies, or confirms the order.  Where such conduct warrants, the umpire has the ability to order either party to pay costs, including all or part of the Government’s cost for conducting the hearing.[64]
In addition to a regular complaint, a worker can file a confidential complaint with Employment Standards. Upon receipt of a complaint in this second scenario, an Employment Standards Officer makes an investigation.  Should the employer be in breach, the employer will be informed of the requirements of the legislation, and be required to correct the situation from that day forward.  If a worker wishes to receive payment, however, he or she must waive confidentiality, and change the type of appeal to the regular scenario.[65]
The Alberta Employment Standards Branch also audits workplaces based on the employer’s record of complaints. Each year some 300 to 700 employers are scrutinized.  The Branch is active in a variety of public education initiatives. Finally, like the Canadian federal sector, employment standards practices in Alberta are currently under review.

Saskatchewan[66]

Labour Saskatchewan attempts to promote and to enforce provincial employment standards through the following: providing information to employers and employees about their rights and responsibilities; investigating complaints of employees; helping employer and employees maintain a positive relationship and avoid formal complaints; and, providing information sessions for educational institutions, community groups, and associations.
Complaints are of two types—individual and anonymous or third party.  An individual complaint is initiated by submitting a complaint report form to a Labour Standards Office.  After gathering sufficient evidence, a Labour Standards Officer makes a determination as to whether money is owed, and then informs the employer.
If the complaint is not resolved, the Director issues a Wage Assessment that sets out the amount of wages deemed owed to the worker.    Either an employer or an employee can appeal this determination.  Should an appeal be requested, an impartial adjudicator hears the case, and issues a decision that can further be appealed to the Court of Queen’s Bench.
Should the decision be in the worker’s favour, the Department can receive monies voluntarily from the employer or the corporate board of directors.  If the employer refuses to pay, a Certificate is then issued that has the status of being a judgment of the Court of Queen’s Bench.
 If a wage assessment is issued to recover monies, in instances of successful prosecution, a ten percent levy ranging from a minimum of $100 to $500 is then added to the said amount as an administrative fee. [67]
Penalties for violations as outlined in Sec 85 1.1 of the Labour Standards Act are as follows:
Every person who is guilty of an offence mentioned in subsection (1) is liable on summary conviction:
  1. subject to clause (b), to a fine of not more than $2,000 for an offence; and
  2. in the case of an offence that is committed within six years after the person is convicted of any offence:
    1. to a fine of not more than $5,000 for a second offence; and
    2. to a fine of not more than $10,000 for a third or subsequent offence.
In cases of third party or anonymous complaints with sufficient evidence, the Compliance Response Unit is notified. The primary goal of the CRU is to achieve compliance through effective enforcement.
CRU corrective action includes: “workplace information and education sessions for non-wage violations, off-site information sessions for employees or other interested parties, wage audits for appropriate workplace units initially covering an interval between one pay period and three months, follow-up one year audits if requested by the affected employees (by legislation an audit is limited to a one year period), and prosecutions for persistent and deliberate violations”.[68]

Manitoba[69]

The pattern of enforcement in Manitoba generally follows the outline of the two other prairie provinces.  Either party may contact the Employment Standards Branch to file a claim.  If the workplace parties cannot resolve the issue in dispute, an Employment Standards Officer is then assigned to the claim.  Co-operation between the parties is deemed essential to the resolution of the claim, and the necessary records are solicited from the workplace parties.
If the Employment Standards Officer cannot resolve the dispute, and the employer is found in breach, an Order requiring payment may be issued to the employer, the corporation, and/or its directors.  In the case of a worker failing to give adequate notice of termination to the employer, an Order to pay may also be issued.  An administrative fee is also added to the award.  The fee is $100 or 10% of the monies owing, whichever is greater to a maximum of $1,000.
Either party may then appeal the decision within seven days.  The appeal is then heard at the Manitoba Labour Board.
Other efforts at compliance include employment standards staff engaging in public education, and speaking to groups and associations upon request.[70]

Ontario[71]

Compliance through enforcement of the Employment Standards Act in Ontario is done through claims investigation, targeted inspections (audits) and, if necessary, prosecutions.
Given an alleged breach of the Act, enforcement through claims investigations begins with a worker completing and filing a claim form.[72]  However, a formal investigation is not usually started immediately.  First, if possible, workers are encouraged to resolve the issue with their employer, and Ministry of Labour staff may help to define the issues and/or issue a self-help kit.
If there is no resolution between the worker and the employer, Ministry staff informs the employer that a claim has been filed, and encourages the employer to resolve the matter.  If the matter is still not settled, the file is assigned to an employment standards officer for a full investigation. The employment standards officer conducts investigations by telephone, through written correspondence and/or in a fact-finding meeting with the worker and the employer.
After fully investigating the claim, the employment standards officer makes a decision about whether and employer has complied with the Act.  If in breach, and if the employer is unwilling or unable to comply with the employment standards officer’s decision, the officer can issue one or more of the following: an Order to Pay Wages (the employer must pay wages owed); a Compliance Order (the employer must take or stop certain actions so it is no longer violating the law); a notice of Contravention (the employer must pay prescribed penalties for violating a section or sections of the ESA); and/or an Order to Pay Compensation or Reinstate e.g. for violations of rights related to leave, or for dismissal over exercising rights under the Act.
An employer or worker can apply for a review of any of the above by applying within 30 days of the date the decision is served.  The appeal is then heard at the Ontario Labour Relations Board.  A random sample of applications to the OLRB suggests that the vast majority do not go to a full hearing, and are either withdrawn, or dismissed on procedural issues such as failure to attend.
If the employer does not pay the required amount, the file is typically sent to a collection agency.  The employer is then required to pay the collection agency fees, as well as the Ministry’s administrative fees.
Other enforcement procedures that may be used to gain an employer’s compliance include issuing a ticket, or prosecution under the Provincial Offences Act.  In cases of voluntary compliance with the Act, employers may also be required to post a notice in the workplace containing information about the administration or enforcement of the Act.
In the 2004-2005 Fiscal Year, Ministry of Labour staff investigated some 15,950 claim files.  The top five complaints involved vacation pay, unpaid wages, termination pay, overtime, and public holidays. [73]
A second component of the Ontario Ministry of Labour enforcement activity is targeted inspections that focus on high-risk sectors and repeat violators.  The purposes of targeted inspections are to enforce the Act and its regulations, to communicate and raise awareness, and to promote self-reliance in the workplace.  In the Fiscal Year 2003/04 there were 2,355 such inspections conducted in sectors deemed to have a relatively high risk of non-compliance.  The three targeted ‘high risk’ sectors were restaurants and taverns, retail and business management services, and the garment industry.  As a result of such audits, the top five employment standards violations discovered were unpaid wages, public holidays, overtime, vacation pay, and, minimum wage.
The third component of the Ministry enforcement programme to ensure compliance and advance deterrence is prosecution of persons, including corporations, for violations if the Act and its regulations.  For the years 2000-2003, total prosecutions were 18.  In 2004, prosecutions totaled 226.[74] Key penalties for non-compliance, as provided in Sec 132 of the Ontario Employment Standards Act, are as follows :
A person who contravenes this Act or the regulations or fails to comply with an order, direction, or other requirement under this Act or the regulations is guilty of an offence and on conviction is liable,
  1. if the person is an individual, to a fine of not more than $50,000 or to imprisonment for a term of not more than 12 months or to both;
  2. subject to clause (c), if the person is a corporation, to a fine of not more than $100,000; and
  3. if the person is a corporation that has previously been convicted of an offence under this Act or a predecessor to it,
    1. if the person has one previous conviction, to a fine of not more than $250,000, and
    2. if the person has more than one previous conviction, to a fine of not more than $500,000.
For the years 2002-2005, Ontario developed a three-phase plan to maximize compliance and to increase self-awareness with employment standards by the workplace parties.  Phase 1: 2002-3 began by holding introductory meetings with key stakeholders such as the Centre for Spanish Speaking Peoples, the Canadian Federation of Independent Business, and other key provincial and federal agencies.  Phase 2:2004 involved a more direct engagement with community and cultural groups serving vulnerable workers, particularly immigrants.  Stage 3:2005 involves a more aggressive application of all enforcement tools, including more pro-active inspections.[75]  Benchmarks have been created, and there are initial indications of program success. Over the period 2003-4 to 2004-5, the number of claims filed grew from 13,000 to 16,000 attributed to an increase in outreach and awareness program delivery.[76]


http://www.hrsdc.gc.ca/eng/labour/employment_standards/fls/research/research20/page06.shtml

7 Mistakes Job-Seekers Over 50 Make



A good portion of the e-mail I receive is from readers over age 50 who are looking for work after a layoff. Many tell me they found their last job more than a decade ago, in the classifieds of their local newspaper. Many more say they're daunted -- understandably so -- by the foul job market, the prospect of ageism and the likelihood of being interviewed by someone half their age.

All of them worry about the generalizations some short-sighted employers make about older workers. Either they see you as overqualified and overpriced, or they believe you're inflexible and technologically challenged. Perhaps they suspect you're just biding your time and taking up space until retirement rolls around.

We've all heard countless career experts (yours truly included) offer the same old job hunting solutions for workers over 50:

But platitudes will only get you so far. So let's talk about the top mistakes that hopeful hires over age 50 make and how to avoid them.

Telling Yourself That No One Hires Older Workers


I hear a lot of 50- and 60-somethings make this complaint. Yes, older candidates have to work harder to overcome discrimination, and no, it's not fair. But that doesn't mean every employer is hell-bent on shutting out all candidates over 35.

Example: The site RetirementJobs.com lists more than 30,000 full-time and part-time jobs nationwide with "age-friendly employers." Other job sites that cater to older workers: Jobs 4.0, Retired Brains, Seniors4Hire and Workforce50.com. In addition, AARP offers this list of the best employers for workers over 50.

So, please, don't tell me no one's hiring older workers.

Putting an Expiration Date on Contacts

You've been on this crazy hamster wheel we call "work" for at least three decades now, so you might as well milk the vast contact list you've amassed for all its worth. It's perfectly acceptable to reach out to former employers, co-workers, vendors, classmates and other colleagues you haven't corresponded with in a decade or two. (Searching sites like LinkedIn and Facebook make finding them a snap.) Not only will your peers understand, more of them are likely reaching out to their long-lost contacts, too.

Doing a History Dump

The No. 1 mistake I see with older candidates is they include too much information in their resume," said Cathy Severson, a career coach who runs the site Retirement Life Matters. "Clear the clutter, old-dated, irrelevant information from your resume."

Instead, tailor your resume to the job you're applying for -- each time. Two to three pages and 15 years of relevant experience is more than enough.

Likewise, be careful that you don't turn an interview into a snooze-inducing laundry list of your top 100 achievements over the past 30 years, said Tom Mann of TR Mann Consulting, a marketing and advertising firm specializing in boomers and older workers.

Experienced workers are so eager to show their skills off that they do a 'history dump,'" he said. "While it's important to share your relevant skills, how you present is equally important. Show that you are also fun. Remember, Gen Y doesn't want to feel like they're working with their mom or dad."

Copping an Attitude

Equally damaging is acting superior to an interviewer who's younger than you or showing up with a chip on your shoulder the size of the national debt.

"It's not a good idea to tell the person how much you can teach them," said Cynthia Metzler, president and CEO of Experience Works, a national nonprofit that provides job training to low-income workers over 55. "But it is a good idea to tell them if you have any experience working or volunteering in a multigenerational workplace."

Winging the Interview

Not practicing for your interviews is another no-no, especially if you haven't been on one since the Reagan administration. If you're not sure how your interview rap is coming across, Metzler suggests enlisting a 20- or 30-something pal or colleague to do a test drive with you:

"If you know you're going to be interviewed by someone who's 25 and you're 65, then find someone who's 25 and have them interview you."

Arthur Koff, the 70-something who runs the job site Retired Brains, suggests taking it one step further:

"Try to get an interview with an employer you are not interested in working for as practice. You don't want to go to your first [important] interview in a long time and make easily correctable mistakes."

Failing to Embrace Your Inner Geek

As a Gen Xer, I didn't grow up making videos and blogging about my every burp and hiccup. I'm actually one of the biggest Luddites I know. But like many of my tech-challenged peers, I've learned that blogging about my field and using the micro-blog Twitter are simple ways to get noticed by potential employers (how do you think I got this gig?).

As long as you act like yourself and don't show up squeezed into your kids' clothes, no one will accuse of you being a 20-something wannabe. Instead, people will be impressed by your tech skills.

"I have interviewed and hired people close to twice my age," said Asher Adelman, founder and CEO of the job site GreatPlaceJobs. "I would highly recommend that older job seekers take advantage of social media platforms, which happen to be very easy to use, even for technophobes, in order to give the impression that they are in tune with the latest technological advances. This will work wonders for convincing young interviewers that you have the ability to work and relate with younger co-workers and excel in today's rapidly changing workplace."

Ignoring the Overqualified Elephant in the Room

As we all know, when employers see candidates applying for a job below their experience level or tax bracket, their hackles go up. So if you're going for a position with less pay or responsibility than you've been accustomed to, it's your job to explain in your cover letter and the interview why this is.

"It could be because they've had a very stressful career life and now would enjoy having their hands in something that is still part of a team but doesn't involve so many headaches," said Judi Perkins, a recruiter for 22 years who now works as a career coach. "It could be they're willing to take a cut in pay because the almighty dollar just isn't as important to them anymore."

Whatever rationale you give (no longer interested in climbing the ladder, done with working 14-hour days, miss the hands-on tasks you did before joining management), be sure to let potential employers know that you're interested in them, rather than just a job.

If you need more help getting up to speed with today's brave new job hunt, visit your local career center and check out AARP's excellent job hunting advice for older workers.

Whatever you do, don't throw in the towel before you've even tried. Your tattooed, flip-flop wearing counterparts need someone who's been around the block a few times to show them how this work thing's really done.

This work is the opinion of the columnist and in no way reflects the opinion of ABC News.

Michelle Goodman is a freelance journalist, author and former cubicle dweller. Her books — "The Anti 9-to-5 Guide: Practical Career Advice for Women Who Think Outside the Cube" and "My So-Called Freelance Life: How to Survive and Thrive as a Creative Professional for Hire" (October 2008) -- offer an irreverent take on the traditional career guide.

Canadian Safety Reporter - Article - Ontario issues about 1,100 orders associated with Bill 168

Canadian Safety Reporter - Article - Ontario issues about 1,100 orders associated with Bill 168

Monday, June 20, 2011

Monday, February 14, 2011

Just some of the services we offer....

Here are just some of the services offered to those looking for a career, or who want to change their career:
  • Review of current resume and cover letter
  • Review of employment offer letter
  • Review of termination letter/package
  • One on one coaching for interviewing
  • Proper communication with a future prospective employer
  • A list of possible questions you will be asked at an interview, review them one on one and able to take this home to reference before an interview
  • Preparation prior to an interview to be reassured and gain confidence
  • Review of your skills and the positions your applying to, is this the right job for your background
  • Suggestions for attire for various interviews
  • Do’s and don’ts before, during and after the interview and the reasons
  • A handbook to take home and review
  • Follow up after the interview
  • Follow up after hired for the first 3 months to get you through the probation period
  • Small workshops covering various employee topics
  • Summer bbq to meet others and network
Please call for more services and full details on costs and how we can get you back to work!!

416-797-7461