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Developing and designing an Employee Policy Manual that is both highly effective and engaging can be a challenge for most organizations, especially without a dedicated people/HR team.

Building and leading cross-functional teams, especially in this new hybrid world, can be daunting. But, leaders and managers who embrace the challenge will be rewarded with increased productivity and satisfaction – for themselves and their teams.

Remote working, shifting health and safety concerns, diversity and inclusion, and fluctuating employee demographics all add to the complicated landscape that is communication in today’s workplace.

One of the biggest shifts to come from the COVID pandemic is the employer-employee relationship, and the need for not only creativity, but also sustainability in an employer’s compensation offering.

While restructuring a business may result in reduced labour costs, it can also attract costly and stressful litigation if poorly handled. Here is a list of four legal landmines to consider when planning a workforce restructuring.

Entrusting the HR function to employees who are not properly trained in HR practices or who do not have current knowledge of federal and provincial employment legislation or human rights law exposes the company to a high level of risk.

With the rising attention on diversity, inclusion and equity, it seems like a good time to roll back to the basics to ensure we have a shared understanding of these terms, their respective meanings and how they interplay.

A culture champion is someone who understands that company culture—how work gets done—influences leader and team results. A strong workplace culture can contribute to increased employee engagement, retention, alignment, and productivity.

Stress and anxiety are omnipresent in our lives and the pandemic has only increased its intensity. As an employer, supporting your workers’ mental health is of paramount importance to the success of your business.