By Chemistry Consulting Group

As trade tensions between Canada and the United States resurface, the topic of new U.S.-imposed tariffs on Canadian goods is raising alarm bells across multiple industries. With the possibility of higher tariffs the economic ripple effect could be devastating, especially for Canadian workers.

Employment at Risk

Canada and the U.S. share one of the worlds largest trading relationships, with millions of jobs dependent on cross-border trade. Any disruption, particularly in key export-driven industries, could result in reduced revenues for businesses, forcing them to scale back their operations. Small and medium sized enterprises (SMEs), which form the backbone of the Canadian economy, are particularly vulnerable. Unlike large corporations, they often lack the financial cushion to absorb increased costs, making layoffs a likely response to tariffs. A few key points for employers to think about before putting a strategy in place.

1. Consider Temporary Layoffs, Furloughs or Reduce Workforce Hours

If immediate labor cost reductions are necessary, temporary layoffs or furloughs can be an alternative to permanent terminations. This approach allows employees to return when the business stabilizes, preserving valuable talent. Or, implementing shorter workdays or workweeks can decrease payroll expenses while retaining your workforce. For instance, shifting to a four-day workweek can yield savings without resorting to layoffs.

2. Communicate Transparently with Employees

Maintain open lines of communication with your staff. Clearly explain the challenges the company may be facing, and the steps being taken to address them. Transparent communication can help maintain trust and morale during uncertain times.

3. Seek Professional Advice

Consult with employment lawyers, financial advisors or business consultants to explore additional strategies tailored to your specific situation. They can provide insights into financial planning, operational and workforce adjustments, and other measures to mitigate the impact of tariffs.

Government Intervention: A Necessary Safeguard

If tariffs are imposed, Ottawa will need to act swiftly to mitigate the damage. Potential responses include:

Subsidies and Relief Programs: Similar to those seen during past trade disputes and throughout the COVID 19 pandemic, financial aid could help struggling industries maintain jobs.

Diversification of Trade Partners: Canada may accelerate efforts to expand trade agreements with Europe and Asia to reduce reliance on U.S. markets.

Worker Retraining Initiatives: Programs to help displaced workers transition into new sectors, such as green energy or technology, could be critical.

The Bigger Picture

Trade disputes between Canada and the U.S. have flared up before, but the stakes are particularly high given current economic uncertainties. Inflation, interest rate fluctuations, and post-pandemic recovery efforts all compound the challenges businesses and workers face.

While tariffs are often framed as a battle between governments, their real impact is felt by everyday workers. Without strategic planning and government intervention, potential U.S. tariffs could trigger a wave of job losses across Canada, threatening the financial stability of thousands of families.

As discussions around tariffs unfold, policymakers must prioritize workers, ensuring that trade disputes do not lead to widespread economic hardship. The next few months will be crucial in determining whether Canada can weather this storm or if thousands of jobs will be lost in the crossfire of international trade tensions.

By Chemistry Consulting Group

In today’s fast-paced and legally complex business environment, employment agreements are more than just paperwork – they are the foundation of a healthy employer-employee relationship. However, not all employment agreements are created equal. While some businesses may be tempted to draft these documents in-house or rely on generic templates, it is imperative to recognize the importance of having employment agreements drafted by professional HR experts.

Here’s why:

1. Ensuring Legal Compliance

Employment standard laws are continually evolving, with variations across provinces making it a challenge to stay compliant. HR experts specialize in employment and labor laws and ensure that employment agreements align with provincial requirements. A poorly drafted contract can leave businesses exposed to lawsuits, penalties, or reputational damage.

For instance, a clause that inadvertently violates legislation – such as non-compliance with overtime rules – can result in costly legal disputes. HR professionals mitigate these risks by incorporating legally sound provisions tailored to the company’s industry and location.

2. Clarity and Precision

Misunderstandings about roles, responsibilities, or benefits often stem from vague or ambiguous language in employment agreements. HR experts are skilled at crafting clear, concise, and unambiguous contracts that leave no room for misinterpretation. This clarity fosters trust between employers and employees, ensuring that both parties fully understand their rights and obligations.

For example, outlining specific salary or vacation time metrics or clearly defining termination conditions prevents future disputes and provides a roadmap for conflict resolution if disagreements arise.

3. Customization to Business Needs

Every business is unique, and so are its needs. Professional HR experts can tailor employment agreements to reflect the specific goals, culture, and structure of an organization. Whether it’s including non-compete clauses, confidentiality agreements, or remote work policies, HR experts ensure these provisions are both enforceable and aligned with the company’s strategic priorities.

Generic templates often fail to account for the nuances of a particular role or industry, leading to agreements that are either too restrictive or too lenient. Customization by HR professionals ensures balance and fairness.

4. Protecting Intellectual Property

In a knowledge-driven economy, intellectual property (IP) is one of a company’s most valuable assets. Employment agreements often include clauses on confidentiality, non-disclosure, and IP ownership. HR experts work with legal counsel to craft robust protections that safeguard proprietary information while respecting employees’ rights.

This is especially critical in industries like technology, pharmaceuticals, or creative sectors, where the line between personal and corporate intellectual property can be blurry.

5. Enhancing Employee Relations

An employment agreement isn’t just a legal document; it’s also a tool for starting a positive employer-employee relationship. HR experts understand the human element of these contracts, ensuring that they promote fairness and inclusivity. Well-drafted agreements set the tone for a respectful and collaborative workplace, reducing turnover and boosting morale.

For example, clear provisions on benefits, vacation accrual, and reporting structure, demonstrate a company’s commitment to its workforce, enhancing employee satisfaction and loyalty.

Conclusion

The stakes are too high to cut corners when it comes to employment agreements. While it may be tempting to draft contracts internally or rely on templates, the expertise of professional HR specialists is invaluable. They ensure legal compliance, provide clarity, customize agreements to business needs, protect intellectual property, and foster positive employee relations.

In the long run, investing in professional HR expertise saves businesses time, money, and potential headaches, creating a solid foundation for sustainable growth and success. Businesses that prioritize professionally crafted employment agreements not only mitigate risks but also build stronger, more resilient teams.

The team of certified HR experts at Chemistry Consulting Group are available to assist in creating your Employment Agreements, or update your existing documents in order to eliminate risk and make sure you are compliant with current legislation.

We are based in Vancouver, B.C. with consultants located in provinces across Canada,
offering our services to employers throughout the nation and across all business sectors.

Contact us today for a consultation!

By Chemistry Consulting Group

Stay Competitive, Compliant, and Confident with an Expert-Led Compensation Review

Are you paying your employees fairly and competitively? Here’s why a regular compensation review by a third-party HR expert could be a wise investment for your business:

1. Attract and Retain Talent
Employees are your greatest asset. Offering competitive pay ensures you attract top talent and keep your best performers engaged and loyal.

2. Stay Compliant
A review will ensure that your organization’s compensation plan is still consistent with your philosophy and is up to date with shifting markets and legislation.

3. Eliminate Bias
An impartial review uncovers hidden pay inequities and helps create a fair and transparent compensation structure, fostering trust and inclusivity.

4. Drive Business Growth
Happy employees are productive employees. Competitive pay and a fair structure can boost morale, create a positive workplace culture and overall improved business performance.

Make Informed Decisions

Partnering with an experienced HR expert gives you access to market insights, benchmarks, and tailored strategies to ensure your pay practices align with your business goals.

Trust in Chemistry Consulting Group to help build a brighter future for your business.

While we are based in British Columbia, we deliver services to clients across Canada, and throughout the USA.

Schedule a compensation review with us today!

By Chemistry Consulting Group

Discover how engaged employees can transform your business.

As a small to medium-sized business owner, you understand that your employees are the backbone of your success. But do you know how engaged and satisfied they truly are? Engaging a third-party HR firm to deliver a customized and confidential employee engagement survey will bring you valuable and honest feedback to improve your business practices. An engagement survey shows that you care and provides your team with a platform to voice their opinion anonymously.

An annual employee engagement survey is a powerful tool to:

• Identify Areas for Improvement: Uncover what’s working and what’s not in your workplace.
• Increase Retention: Engaged employees are more likely to stay loyal, saving you costly turnover expenses.
• Boost Productivity: Happy, motivated employees work harder and smarter.
• Enhance Customer Satisfaction: A thriving team leads to satisfied clients and customers.

Why Annual Surveys Matter:

Your business evolves year over year, and so do your employees’ needs and priorities. Conducting surveys annually ensures you’re always in tune with your team and ready to make changes that drive results.

Ready to get started?

Let the Chemistry team of certified professional HR experts help you custom design and implement an easy, effective employee engagement survey tailored to your business needs.

Take the first step toward a happier, more engaged workforce — which will lead your business to a healthier bottom line.

By Vivo Team Development

Artificial intelligence (AI) is rapidly transforming the workplace, automating tasks, and opening new possibilities for innovation. But, as AI reshapes how we work, the skills that truly drive success are not just technical; they’re human. In an AI-driven era, people skills are more crucial than ever, as they form the foundation of highly-effective teams and successful organizations.

While AI excels at handling data, automating routine tasks, and improving workflows, it cannot replicate the creativity or contextual understanding that comes from human interaction and experiences. Empathy, flexibility, and active listening are becoming increasingly sought after skills.

“92% of US executives agree that people skills are more important than ever.”
(Source: LinkedIn US Executive Confidence Index Survey, June 2023)

The following people skills, along with effective leadership, provide a roadmap for high performance in an AI-powered workplace. These indicators ensure that teams can successfully integrate AI while maintaining the human touch that drives collaboration, creativity, and innovation.

Communication: Enhancing Productivity and Reducing Delays

Clear and open communication is critical to team effectiveness. Misunderstandings or gaps in communication can slow down progress and disrupt workflows, especially when navigating the complexities of AI integration.

By fostering an environment of transparent and consistent communication, leaders can minimize delays and ensure that both human team members and AI systems are aligned. Open communication also helps team members understand how AI fits into their work, ensuring everyone is on the same page and able to maximize AI’s benefits.

Interactive Feedback: Reflecting and Adapting for Continuous Improvement

AI provides a wealth of data, but its effectiveness depends on how well teams can interpret and apply that information. A strong feedback culture is essential for continuous learning and performance improvement. Regular, interactive feedback allows teams to reflect on past actions and anticipate future outcomes, ensuring they stay agile and responsive to both human and AI-driven insights.

This feedback loop enables employees to adapt to changes and identify areas for growth, leading to better decision-making and more effective integration of AI tools.

Emotional Intelligence: Navigating Emotions and Building Psychological Safety

While AI can process data at lightning speed, it cannot navigate the complex emotions that are part of human interactions. Emotional intelligence (EQ) is essential for building psychological safety within teams—where individuals feel comfortable expressing themselves, sharing ideas, and taking risks without fear of judgment.

High EQ enables team members to identify and manage their emotions while understanding the emotional dynamics of others. This reduces assumptions and fosters a supportive, collaborative environment where people can thrive. In workplaces utilizing AI, emotional intelligence remains critical for maintaining healthy interpersonal relationships and promoting innovation.

Structures: Building Efficient and Unified Workflows

AI can optimize many processes, but without strong organizational structures in place, even the best technology can lead to chaos. Establishing clear and unified behavior expectations and work processes is vital for ensuring that both human and AI contributions are aligned and effective.

Streamlined structures help teams work efficiently, preventing redundancies and confusion as AI tools are integrated into workflows. A well-structured environment allows employees to leverage AI’s strengths while focusing on higher-level, human-centered tasks like new innovations and strategic thinking.

Accountability: Driving Innovation and Building Trust

In an AI-enhanced workplace, accountability is more important than ever. AI can automate many tasks, but responsibility for outcomes still lies with human team members. Holding one another respectfully accountable fosters a culture of trust, innovation, and productivity.

When employees take ownership of their roles and their use of AI tools, it ensures that AI is used responsibly and effectively. This sense of accountability drives continuous improvement and helps teams stay focused on their goals, even as AI takes on a larger share of routine tasks.

Cohesion: Increasing Engagement and Collaboration

Team cohesion is the glue that holds high-performing teams together, and it becomes especially important when integrating AI. As technology reshapes roles and workflows, maintaining strong connections between team members is key to sustaining satisfaction, engagement, and collaboration.

Cohesive teams work more effectively together, leading to increased success and productivity. Leaders must focus on building and maintaining these bonds, ensuring that team members continue to collaborate and innovate as a unit.

Leadership: Guiding Teams Through Technological Change

Strong leadership is the cornerstone of success in any workplace. Leaders must guide their teams through the integration of AI, balancing technological advancements with human-centered development. Great leaders understand that while AI can optimize workflows, it is their role to inspire, motivate, and empower their teams to use these tools effectively.

By prioritizing people skills like communication, emotional intelligence, and accountability, leaders can ensure that their teams not only embrace AI but also continue to grow and develop the human capabilities that drive long-term success.

AI is a powerful tool, but it cannot replace the human qualities that make teams truly great. By focusing on key people skills—communication, interactive feedback, emotional intelligence, structures, accountability, and cohesion—leaders can build high-performing teams that thrive alongside AI. In the end, the future of work is not just about AI; it’s about empowering people to work smarter, more creatively, and more collaboratively.

The rise of AI doesn’t diminish the importance of people—it elevates it. Leaders who invest in these skills today will build teams that are more innovative, resilient, and adaptable to the changes of tomorrow.

About Vivo Team Development

Vivo Team is a tech-driven learning and development company providing leaders and teams with the skills, analytics, and insights they need to succeed. This results in increased engagement and productivity—and the data to prove it!

By Melissa Montoril, Associate, Montridge Advisory Group Ltd.

In today’s competitive job market, attracting and retaining top talent goes beyond just offering a competitive salary. Companies are increasingly recognizing that their benefits packages play a pivotal role in demonstrating their commitment to diversity, equity, and inclusion (DEI). This growing focus on DEI not only helps in building a diverse workforce but also enhances the overall company culture. In this article, we’ll explore how organizations can craft inclusive benefits packages that support DEI initiatives and serve as a powerful tool in talent acquisition. 

Understanding the Importance of DEI in Talent Acquisition

Why DEI Matters

DEI initiatives are more than just a trend; they’re a necessity for modern businesses. A diverse workforce brings varied perspectives and experiences, which can drive innovation and improve problem-solving. Equity ensures that everyone has access to the same opportunities, and inclusion fosters a sense of belonging among employees.

The Business Case for DEI

Several studies have shown that companies with diverse teams outperform their less diverse counterparts. According to McKinsey & Company, firms in the top quartile for gender diversity on executive teams are 25% more likely to have above-average profitability. This highlights that DEI isn’t just a moral imperative but also a strategic advantage. 

Crafting Inclusive Benefits Packages

Health and Wellness Benefits

Health and wellness benefits are the cornerstone of any benefits package, and by offering inclusive health insurance that covers mental health services, reproductive care, and gender-affirming support, companies can create a more supportive and equitable workplace. Empowering employees with access to fitness programs and wellness resources not only promotes their well-being but also strengthens a culture of care and inclusivity.

Flexible Work Arrangements

Flexible work arrangements, such as remote work options and flexible hours, are increasingly important for attracting diverse talent. These arrangements can help accommodate different lifestyles and responsibilities, making it easier for employees with caregiving duties or those pursuing further education to balance their work and personal lives.

Parental Leave Policies

Inclusive parental leave policies are crucial for supporting employees of all genders. Offering paid parental leave for both mothers and fathers, as well as for adoptive parents, demonstrates a commitment to gender equality and supports the diverse family structures within the workforce. 

Financial Benefits and Support

Competitive Salaries and Equity

Competitive salaries and equitable pay are key to drawing and retaining top talent. Regular salary audits ensure fairness and transparency, while offering stock options or profit-sharing plans strengthens the connection between employees’ success and the company’s growth, fostering a sense of shared achievement and commitment.

Financial Planning Services

Providing access to financial planning services, including retirement planning and budgeting workshops, can help employees manage their finances more effectively. These services can be particularly valuable for employees who may not have had access to such resources previously.

Professional Development Opportunities

Continuous Learning and Development

Investing in continuous learning and development is vital for retaining top talent and driving innovation. By offering access to online courses, certifications, and professional development workshops, companies empower employees to grow, which not only fuels personal advancement but also strengthens the organization’s competitive edge and future success.

Mentorship Programs

Mentorship programs can help employees from underrepresented groups build networks and advance their careers. Pairing employees with mentors who can provide guidance and support fosters a culture of inclusion and helps bridge the gap between different levels of the organization.

Leadership Development

Leadership development programs are crucial for cultivating a diverse pipeline of future leaders. These programs should focus on identifying and nurturing talent from all backgrounds, ensuring that the leadership team reflects the diversity of the workforce. 

Creating a Culture of Inclusion

Employee Resource Groups (ERGs)

Employee Resource Groups (ERGs) are voluntary, employee-led groups that foster a diverse, inclusive workplace aligned with the organizations they serve. ERGs provide support, enhance career development, and contribute to personal development in the work environment.

Inclusive Communication

Inclusive communication means ensuring that all employees feel heard, respected, and valued, regardless of their background, language, or abilities. This involves using inclusive language that avoids bias or exclusion, offering translation services for non-native speakers, and providing accessibility in all forms of communication. Inclusive communication practices help build a more supportive, cohesive work environment where every employee can fully participate and contribute by sharing their stories and experiences.

Celebrating Diversity

Celebrating diversity involves recognizing and honoring the various cultures, traditions, and backgrounds of employees. This can include hosting cultural events, celebrating heritage months, and encouraging employees to share their stories and experiences. 

The Role of Technology in DEI

AI and Recruitment

Artificial intelligence (AI) can play a significant role in reducing bias in recruitment. AI-driven tools can help identify diverse candidates and ensure that job descriptions are inclusive. However, it’s essential to continually monitor these tools to prevent the perpetuation of existing biases.

Data Analytics

Data analytics can provide insights into the effectiveness of DEI initiatives. By tracking metrics such as employee demographics, retention rates, and engagement levels, companies can identify areas for improvement and measure progress over time.

Accessibility Tools

Investing in accessibility tools ensures that all employees can fully participate in the workplace. This includes providing screen readers, voice recognition software, and other assistive technologies that support employees with disabilities. 

Measuring the Impact of DEI Initiatives

Setting Clear Goals

Setting clear, measurable goals for DEI initiatives is essential for tracking progress. This might include targets for increasing the representation of underrepresented groups, reducing pay disparities, or improving employee engagement scores.

Regular Assessments

Regular assessments, such as employee surveys and focus groups, can provide valuable feedback on the effectiveness of DEI initiatives. These assessments should be conducted regularly to ensure that the initiatives continue to meet the needs of the workforce.

Transparency and Accountability

Transparency and accountability are crucial for building trust and demonstrating a genuine commitment to DEI. Companies should publicly share their DEI goals, progress, and challenges, and hold themselves accountable for achieving their objectives. 

Conclusion

A commitment to diversity, equity, and inclusion is not just a moral imperative but a strategic advantage. Crafting inclusive benefits packages is a powerful way to attract and retain top talent, build a diverse workforce, and foster a culture of inclusion. By offering comprehensive health and wellness benefits, flexible work arrangements, equitable financial support, and professional development opportunities, companies can demonstrate their commitment to DEI and create a workplace where all employees can thrive.

Ready to take your DEI initiatives to the next level? Start by evaluating your current benefits offerings and identifying areas for improvement. Engage with your employees to understand their needs and preferences, and consider partnering with experts to design and implement effective DEI strategies. Together, we can create workplaces that are not only diverse and inclusive but also innovative, resilient, and successful.

By Vivo Team Development

In today’s rapidly evolving business environment, change is the only constant. Navigating through change and uncertainties requires a deep-rooted resilience and strategic adaptability. Let’s dive into the principles of change resilience, with a focus on actionable behaviors for teams and leaders to be resilient to change and maintain momentum.

Embrace the Basics: Navigating Short and Long-Term Plans

Start with the basics: balance long-term and short-term planning, clearly communicating any shifts or pivots to the team, and making strategic, informed decisions. Avoid getting sidetracked by every new trend or “shiny object.” Instead, remain focused on your strategic goals while keeping the team informed and engaged in the decision-making process.

Actions:

• Regular Communication: Keep the team updated on changes and strategic plans to foster a sense of inclusion and direction.
• Strategic Focus: Resist the urge to chase every new trend. Stay committed to your strategic goals and evaluate new opportunities against these goals.

The Power of Yes: Small and Big Yeses

Focus on saying “yes” rather than “no,” even if it’s just a series of “small yeses” rather than big ones. A “big yes” is a confident, well-informed decision based on comprehensive data. A “small yes,” on the other hand, involves taking small, manageable risks with the information currently available, allowing for frequent check-ins and adjustments.

Actions:

• Frequent Check-Ins: Implement regular check-ins (daily, weekly) to review the progress of small decisions and adjust as necessary.
• Encourage Iteration: Adopt a mindset of continuous iteration, where small risks are taken, tested, and refined based on feedback and results.

Fostering Collaboration: Leveraging Diverse Strengths

Teams often consist of members with varying risk tolerances and decision-making styles. Some may prefer to take risks first and think later, while others require more information before acting. This is why it’s important to foster collaboration without boxing individuals into rigid roles. Remember those small yeses—they can unlock true collaboration and help to build trust and competence within the team.

Actions:

• Collaborative Environment: Promote a culture of collaboration where diverse perspectives are valued and integrated into decision-making.
• Build Trust: Establish a safe space for team members to take small risks and learn from them, reinforcing trust and confidence.

Strategic Reflection: Short-Term and Long-Term Thinking

Balancing short-term tasks with long-term strategic thinking is crucial for navigating change and sustaining growth. Take time for periodic reflection to integrate learnings and adjust strategies accordingly. Leaders should support their teams in developing strategic thinking skills, helping them transition from tactical day-to-day tasks to broader, long-term planning.

Actions:

• Dedicated Reflection Time: Schedule regular reflection periods to review recent activities and plan future actions.
• Mentorship and Development: Provide opportunities for team members to develop their strategic thinking skills through mentorship and training.

Preparing for the Future: Learning from Past Transitions

Every organization has learned valuable lessons with all the transitions experienced since 2020. These learnings should inform current strategies and help prepare for future uncertainties. Leaders must ensure their teams are resilient and adaptable, capable of navigating ongoing changes and challenges.

Actions:

• Past Learnings: Document and reflect on past change responses to identify successful strategies and areas for improvement.
• Future Preparedness: Use these insights to develop robust contingency plans and enhance the organization’s overall resilience.

Defining Long-Term Goals: The Beacon of Vision

Having a clear, long-term vision, or “beacon,” that guides the organization is paramount. This vision should inspire and direct efforts without becoming bogged down in overly specific, long-term targets that may become irrelevant in a rapidly changing environment. Instead, focus on quarterly and annual milestones that align with this broader vision.

Actions:

• Vision Statement: Develop a clear, inspiring vision that serves as a guiding beacon for the organization.
• Quarterly Milestones: Break down the vision into achievable quarterly milestones to maintain progress and adaptability.

By implementing these actionable behaviors, teams and leaders can enhance their change resilience, navigate crises effectively, and drive sustained growth and success.

By Andrea Raso and Catherine Repel at Clark Wilson

Between the prevalence of living life publicly on social media and the rise of so-called “cancel culture”, employers are often left wondering what actions they can take regarding their employees’ online activities.  As with many matters in law, the answer is: it depends.  Employers, however, can take one concrete step to be proactive in dealing with employees’ social media activities.

Employees have a general right to engage in activities of their choosing when they are not engaging in work for their employer.  Some such activities may be protected under applicable human rights legislation if they overlap with a protected ground.  Of note is that in British Columbia, the Human Rights Code (the “Code”) lists political belief as a protected ground such that employers cannot discriminate against employees in relation to their political belief.  While political belief is not defined in the Code, it has been interpreted as including matters beyond partisan politics, but it must typically include some type of government action or matter of general public importance.  As an example, if an employer is concerned about an employee who frequently posts about support for Trump, that activity is likely protected if the employee is based in BC.

That said, employees’ rights to engage in the activities of their choosing can reach a limit as certain off-duty conduct has been found to justify termination of employment for cause and without notice where the conduct is prejudicial to the interests or reputation of the employer.  Additionally, employers have an obligation to all employees to provide a safe workplace free from bullying and harassment, which can include online activities if they are work-related.  In short, employers are not required to tolerate all off-duty conduct of their employees and, in certain circumstances, an employer may be required to step in to ensure they are meeting their obligations under applicable health and safety and/or human rights legislation.

The legal risks in any given circumstance will depend on the specific facts, but employers who are concerned about their employees’ online activities should put a social media policy in place.  The policy will not likely be able to dictate the activities the employees engage in, such as preventing them from going on social media at all. The policy may, however, prevent them from identifying themselves as an employee of the organization on social media unrelated to employment (such as LinkedIn) or may require them to ensure that any posts or their activities clearly represent their own views and not those of the employer.  Employees may be further barred from posting about internal matters relating to their employment or the employer.  At the very least, a social media policy can provide a framework for notifying employees of what conduct is and is not permitted and provide notice of consequences for breaching the policy.  While there are limits to what an employer can permissibly regulate, employers are wise to be proactive and set expectations before issues arise.

In the absence of a social media policy, or if an employee breaches the policy and an employer is considering further action, it is best to seek legal advice to understand the potential risks of the different courses of action.

About Clark Wilson

Clark Wilson is one of Western Canada’s largest law firms, providing comprehensive legal expertise across 35 distinct areas of business law and private client services. Our Employment & Labour group works exclusively with employers, providing strategic and practical guidance to organizations nationwide, helping them create high-performing teams and advocating for their interests in contentious disputes.  

Andrea Raso

Andrea Raso is a partner at Clark Wilson where she chairs the firm’s thriving Employment & Labour group and offers complementary services in Mediation & Arbitration, Privacy Law, and Indigenous Law.

Catherine Repel

Catherine Repel is a partner at Clark Wilson where she practices exclusively in the area of Employment & Labour.