![]() CTV News reported this week that a 64-year-old WestJet employee quit her job with the airline rather than change her hairstyle after they requested her to do so. Janet Moore, who wears a short, spiky multi-toned hairstyle (brown and blonde), refused to comply with a request to adjust her hair colour when the company stated it wanted public-facing employees to put forth a more "professional, consistent approach" in their appearance. Moore expressed that she has had this hairstyle and colour since was hired by WestJet. The company is rolling out new uniforms for its staff in the new year and has begun taking steps about individual employee appearance as part of that roll-out. The company did not fire her, but rather offered to help her create a new hairstyle. Moore was not willing to make the compromise: “They told me that the policy’s always been there, they’ve just been very lax about it,” Moore told CTV News. "I felt I had to resign on principle. I felt offended and personally attacked, and I felt I had no choice but to resign because the ultimatum would have been that I had to be dismissed. I would not change my hair. It's me. It's who I am. It defines me." Source: CTV News Calgary Other businesses that have recently made news related to their employee appearance policies include:
Behringer claims that she has been discriminated against by potential employers due to her 22 visible piercings. Lawyers and HR professionals have stated that the likelihood of her campaign leading to legislative change is very unlikely. Lauren Friese, founder of TalentEgg.ca (an HR recruiting firm that specializes in student jobs and internships), commented that although an individual may feel they are being attacked for the way that they choose to express themselves, that is missing the key point. "Companies work very hard to create a specific image and employees should be prepared to represent that." Clear Path's Margaret Sullivan Williams concurs: "A business has the right to set standards on how their employees, particularly public-facing ones, appear before their customers. This can apply to both dress code and cleanliness. They can expect team members to appear in a way that is appropriate for their clients and the brand image the company is working to convey. However, if they are setting restrictions, they should ensure that it is "bona fide" for their particular business." Want to learn more about employee policies? Clear Path is hosting a seminar titled "Establishing Rules of the Game: Building an Effective Employee Policy Manual" on November 6th, 2014. You'll learn what makes an effective policy manual, what elements are critical, what new elements you should include (internet use, needs of a multi-faith workforce), and what recent legislation you need to ensure you are in compliance with. Click here to learn more. Other blog posts you may be interested in:
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![]() Wonder why your WSIB claim costs are higher than you'd like them to be? Is your organization making some strategic mistakes when it comes to dealing with workplace injuries? Here is a quick list of the biggest mistakes companies make that can lead to increased WSIB claim costs for your organization: 1. Lack of a company-wide commitment to safety and accident prevention
2. Absence of documented modified work options for injured workers
3. Not understanding how claim status affects your costs
4. Being uninformed about employer programs offered by the WSIB
5. Lack of regular communication
Want to learn more? Consider registering for one of Clear Path's upcoming learning sessions:
You can also contact Anna Aceto-Guerin at (519) 624-0800 or anna@clearpathemployer.com with any of your WSIB-related questions. We look forward to hearing from you! We'd love to connect with you!
Having an Employee Policy Manual is a best practice for businesses who want to ensure that their team members have a clearly defined set of protocols to follow. These policies typically outline expectations around attendance, dress code, and how to treat fellow employees. Lately, we've been hearing more and more about unique employee policies that you might consider downright odd. We've compiled a few of them in this blog. ![]() Don't take too long in the bathroom A Chicago manufacturer got into "hot water" its employees during the summer of 2014 when it began disciplining employees for "excessive use" of washrooms during the workday. They were quoted as defining excessive as anything above 60 minutes in a 10 day period (or 6 minutes per day). The employer even installed swipe card systems on bathrooms located off the factory floor after they determined employees were spending too much time away from from the manufacturing line. (Source: CNN) Our take: This approach may be over-the-top, but this company is not the first to be concerned with extensive "breaks" taken by employees bringing smart phones into a washroom, often spending time texting friends or playing games. Canadian employers who attempted such a policy would likely face a Human Rights complaint, particularly considering Ontario's accessibility legislation (AODA). ![]() How do you want your eggs? News broke this month that U.S. tech companies Facebook and Apple will begin to pay their female workers up to $20,000 to offset costs related to freezing their eggs for use at a later date when they decide to get pregnant. Considering the bad press both companies received when they revealed the lack of gender and racial diversity in their organizations, this may be an attempt to woo more female employees. (Source: Financial Post) Our take: Companies are able to provide any type of benefits or perks that they wish, but as HR professionals we have some concern that this might send the message that getting pregnant now is undesirable and may be career-limiting. ![]() Don't ask for weekends off in this kitchen U.S. restaurant Amy's Baking Company, which was featured in an unflattering episode of TV's "Kitchen Nightmares," has come under fire for requiring employees to sign an extensive "binding agreement," which includes items such as: Holidays and Weekends are mandatory. By signing this contract you are accepting that you will be required to work all Holidays and Weekends. Due to the nature of our Industry, this is a necessity and any No-Show will be monetarily penalized with a fee of $250.00. (Source: Laist.com) Our take: Even though employee absence is a real concern for employers, particularly those in service industries, it is unlikely that this type of agreement would hold up in Canada. Companies should inform applicants that working holidays and weekends is a bona fide job requirement during the hiring process, but attempting to apply a financial penalty for absence is unlikely to succeed. ![]() It doesn't matter if you're a book lover In 2011, Business Insider published a story based on an investigation into working conditions at Amazon titled "10 Crazy Rules That Could Get You Fired From Amazon Warehouses." They detailed that the retailer used a point system to keep track of infractions. Once an employee reaches 6 points, they are likely out of a job. (Source: Business Insider) Some of the rules uncovered include:
![]() It's not called the Magic Kingdom for nothing The folks at Disney theme parks want to maintain an environment that is magical and consistent for all of their guests. They have an extensive number of rules for employees (known as "cast members") to ensure those objectives are achieved. Guff.com published an article titled "16 Secret Rules for Disney Employees" in September 2014. The list is noteworthy (and hilarious) in its specificity. (Source: Guff.com) Some of the appearance-related highlights include:
The list also includes a number of rules around behaviour, including:
Our take: It is not surprising that a company renowned for customer service excellence and a consistent customer experience would have such rigid requirements for its employees. Want to learn more about employee policy manuals? Clear Path is hosting a seminar titled "Establishing Rules of the Game: Building an Effective Employee Policy Manual" on November 6th, 2014. You'll learn what makes an effective policy manual, what elements are critical, what new elements you should include (internet use, needs of a multi-faith workforce), and what recent legislation you need to ensure you are in compliance with. Click here to learn more. We'd love to connect with you!
![]() In the unfortunate event of a workplace injury, use of these "Essential 4" strategies, along with regular analysis of your company's NEER statements, are the best way to reduce your WSIB claim costs: 1. Effective claims management:
2. Pursuit of SIEF cost relief:
3. Active return-to-work efforts:
4. Medical management of your claims:
Conclusion: By utilizing the "Essential 4" strategies + NEER analysis, you will achieve:
Want to learn more about WSIB claims management? Register for one of our upcoming workshops (click to learn more):Register today to take advantage of early bird pricing! We'd love to connect with you!
This blog post is part of an ongoing series where we feature one of Clear Path's incredible team members and help you get to know them a bit better. ![]() This month, our spotlight is on Claims Manager and HR Consultant Kelly Auld: Fun Fact: I played varsity level hockey at university Hometown: Kitchener, Ontario Alma Mater: University of Windsor Oddest claim you've ever been asked to manage: The guy who claimed WSIB for sitting on his testicles. Really. Dog Person or Cat Person: Cat, but I do love dogs as well Which person do you most admire? Michael J. Fox Favourite Movie: Robin Hood: Prince of Thieves (how can you go wrong with Costner and Freeman?) TV shows you never want to miss: Rookie Blue, Agents of S.H.I.E.L.D. Book That You're Reading Right Now: Until You Are Dead: Stephen Truscott's Long Ride Into History by Julian Sher Who is your favourite writer? Robert Munsch Which fictional characters do you look up to? Miranda Hobbes and Samantha Jones from Sex and the City What would you pick for your last meal? All-you-can-eat sushi What is your greatest extravagance? Ice cream and sleep What is your idea of perfect happiness? Doesn't exist, but the closest thing is laying on a beach in the hot sun What do you consider the most overrated virtue? Sacrifice What talent would you most like to have? Singing on key What do you consider your greatest achievement(s)? Graduating university, buying a car and purchasing a house all within 1.5 years If you were to die and come back as a person or a thing, what would it be? A spoiled house pet Where would you most like to live? Happy where I am What is your personal motto? Life is too short We'd love to connect with you!
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