UPDATE: The individual who was terminated from his position at Hydro One as a result of this incident was rehired in November 2015 following an arbitration process. (Source: Toronto Star) ![]() CityTV reporter Shauna Hunt (@shaunacitynews) was frustrated by a group of men who interrupted her TV broadcast after a Toronto FC soccer game with an infamous vulgar expression and decided to confront the group on camera. The men remained defiant, continued to use sexually charged language, and did not apologize for their behaviour. As a result, at least one of the men has been terminated from their job for their actions at the sporting event. After one of the men was identified as working for Hydro One through social media (although he was not wearing any company apparel nor did he mention Hydro One during the interview), the utility announced that he was terminated for not complying with their Code of Business Conduct. In addition, once the man's name was made public it was also advertised that his salary was over $106K since he is listed on Ontario's Sunshine List (which shares salary information for anyone who works for any Ontario government agency earning at least $100K per year). ![]() Reaction on social media was swift and intense, with most expressing disgust at the men's behaviour and supporting calls to press criminal charges for the sexual harassment. Even Premier Kathleen Wynne tweeted her support for Ms. Hunt and why the men's behaviour further justifies the government's recent #ItsNeverOkay campaign. Controversial HR questions: The fact that one of the men was fired from his job for actions outside of the workplace raises a number of difficult HR questions.:
You may also want to see our 2014 blog "Employees Behaving Badly Outside of Work" (including NFL player Ray Rice) or our 2013 blog on the TV Big Brother Contestants who were terminated from their real-life jobs for behaviour on the TV show. What is an employer to do? If an employer becomes aware of an employee's behaviour outside of the workplace that is criminal (i.e. arrested for a DUI, possession of child pornography, domestic violence) or deemed "immoral" by the employer (i.e. affiliation with a controversial organization, issuing vulgarities at a news reporter at a soccer game), they may wish to remove that person from the organization, even if the employee's actions took place exclusively outside of the workplace. The question becomes whether or not they can terminate “for cause” and not have to pay out the appropriate termination pay and/or severance. Some things for an employer to consider:
Want to learn more about terminating employees? Clear Path has an informative, one-hour webinar that helps address some of the issues involved in terminating an employee and suggestions on how to make the process as positive as possible for your organization and the individual being terminted. We'd love to connect with you!
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![]() With Mother's Day just around the corner, it's a great time to consider the specific challenges that working Moms face in many workplaces. Having a full-time job and a family can be hectic, challenging, rewarding and exhausting - sometimes all at the same time. For better or worse, many working Moms serve as the primary caregiver in their household. What that means in the real world is that many women must balance the stresses of the workplace along with the day-to-day activities that come along with being a parent (including sick kids, making dinner, teacher conferences, etc.) [Kudos to men who share equally in this area, but we'll celebrate you in June.] How do you keep high performing Moms in the workplace? Author Georgia Collins offered some suggestions on how to make your workplace parent-friendly in an article in Fortune magazine. Here are some of her tips for those who manage working moms:
Huffington Post contributor Selena Cameron offers similar suggestions, emphasizing the importance of creating work environments where parents are not punished for utilizing flexible work arrangements:
Supporting fellow women: Earlier this year, PowerToFly president Katharine Zaleski made headlines when she confessed "I didn’t realize how horrible I’d been – until I had a child of my own.” She admitted that as a manager at two major newspapers she committed a long list of infractions against mothers or said nothing while others did:
Sending a message to the next generation: Clear Path's Anna Aceto-Guerin shares her thoughts on being an entrepreneur and a busy Mom:
Remember to show your appreciation to your own Mom this weekend if you're able to -- and don't forget to appreciate the working Moms in your own organization. We'd love to connect with you!
![]() The WSIB recently released a paper outlining its ambitious proposals that would change the way employers are classified, how premiums are set, and integrate the various experience programs. WSIB Chair Elizabeth Witmer and President & CEO David Marshall, have built upon the previous recommendations in the Harry Arthurs Review and Douglas Stanley's Pricing Fairness report -- which suggested that the WSIB develop an Integrated Rate Framework. The Board has posted the consultation documents, executive summaries, and backgrounders on www.WsibRateFrameworkReform.com. Some highlights among the proposed changes:
Time frames and consultation periods
How to get involved
What do you think about these proposed changes? Share your comments below. We'd love to connect with you!
The first week of May is National Emergency Preparedness Week across Canada. Why should your business consider preparing an emergency response plan? Because disasters can happen anywhere, often with little or no warning according to the Red Cross. Think it could never happen to your business? A small selection of disasters in the recent past that had significant impact on businesses in that area: Is your business prepared for an unexpected situation, whether it be a debillitating natural disaster, a toxic chemical spill near your location, or even a less extremne problem like a snowstorm or teacher strike? Did you know? Did you know that up to 40% of small businesses do not reopen after a disaster like a flood, tornado or earthquake (Source: Red Cross). What can you do to protect your business, your employees, and your customers? How do you ensure that your business is able to continue operating or get reopened as quickly as possible? Some things to consider:
If you would like to learn more about establishing health and safety solutions for your business, we'd love to speak with you. Contact Anna at (519) 624-0800 or anna@clearpathemployer.com. We'd love to connect with you!
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