1. Allow time for routines to settle in September can be a time where employees are trying to establish a routine that works best for them. Between adjusting to increased traffic and travel times, dropping kids off at school, picking them up from school, or even overcoming the “summer mentality” that can often reside in workplaces, employees may need some time to adjust to new schedules. This does not mean that you have to offer flex-time or be completely accommodating to random hours of work, however, it’s a suggestion that a small grace-period could be beneficial in alleviating some of the stress your employees have while adjusting to new September routines. 2. Offer flexibility where you can for your employees This is not to suggest that employees should be able to disregard company policies and rules without consequences– but it does mean that there should be an understanding for employees who have unexpected situations arise. For employees that have children unexpected illness, situations at school, or weather conditions can happen that make it difficult for them to arrive on time, or to stay for their required hours. To help make situations like this go smoothly, it’s beneficial to create a policy and communicate a plan so that employees know what to do and what is expected of them in these circumstances. It is important to be understanding of these situations, but also fair and consistent in how you, as an employer, approach addressing them when the time comes. This is why a fairly implemented policy ensures that all employees are treated equally, ultimately reducing the potential for conflict in the workplace. 3. Communicate company goals and directions to employees In midst of the busyness of this season it can be easy for employees to lose sight of where the company is going and how they can contribute to achieving company-wide goals. It is a good idea to communicate and remind employees of what is currently happening in the company and what the next weeks and months look like. This helps keep employees focused on the bigger picture when it’s easy to get lost in the day-to-day tasks. Employees will likely appreciate the information as it is a valuable reminder for them of what they can/should be doing, and it will also provide them with purpose and direction as they continue in their jobs. 4. Less stress, more encouragement Work can become a place where employees feel more stressed, even if the stressors aren’t coming from the workplace. External factors such as health, family, relationships, and finances can contribute to how an employee performs their job. Although this can be present at any time of the year, the back-to-school season may amplify how overwhelmed a worker feels. This is an opportunity for employers to show workers encouragement and to recognize signs of stress, anxiety, fatigue, and other mental health conditions that employees could be suffering from. A supportive workplace is key to helping maintain the wellness of its workers, and managers/supervisors can directly impact this through the way they show empathy and concern for those around them. 5. It's all about communication The most important thing that needs to be present in order for the previous four tips to be effective is open communication. If your employees don’t feel comfortable voicing concerns, difficulties, or challenges they face with work-life balance to you, then issues will only worsen. You can encourage an atmosphere of honesty and openness by first setting the standard through initial interactions with employees, but also by taking the initiative to ask about how your employees are doing. Employees often follow the lead set by their managers and supervisors, so make sure you are communicating your interest and concern for their well-being. This will help them feel comfortable in sharing necessary information with you that may explain a change in their work performance. Conclusion Ultimately, it’s important to be mindful of how this time of year might impact your employees. Fostering and encouraging an atmosphere of open communication and flexibility will help make the workplace increasingly effective during back-to-school. If you need any help or having any questions with policy writing, a difficult employee situation, or how to create a culture of open communication, you can contact Anna Aceto-Guerin at anna@clearpathemployer.com, obligation-free! Happy back-to-school! We'd love to connect with you!
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 From the impending celebrations at our Nation’s Capital to local celebrations including waving our flag proudly from our homes – Canada’s birthday is the biggest celebration this country has seen in well…150 years. As the climax of Canada 150 celebrations is fast-approaching, it’s a fantastic opportunity to reflect on how employers manage celebrations in the workplace. Here are five lessons employer’s can learn from Canada’s Confederation birthday: 1. Events are an effective way to build workplace culture and credibility If our attendance at Stanley Cup playoff games or the Olympics when a Canadian is in the running is any indication of our devotion to Canada, it’s probably safe to say that we live in an extremely patriotic country. Canada’s reputation lends itself to celebrating 150 years of Confederation in true red, white, maple leaf fashion. Typically seen as a friendly and happy country, it would be weird if we didn’t celebrate this occasion. Public declarations and celebrations of milestones are opportunities for employers to recognize events in a way that builds their company culture and consequently, their credibility. It’s a lot easier to justify your company’s core values when you have acted on them in a public way. Just as Canada 150 depicts values that we cherish, workplace celebrations should do the same.  2. Perks are a valuable tool that often get overlooked Canadians (and tourists) were thrilled when the Free 2017 Parks Canada Discovery Pass was announced. Providing free entry to places managed by Parks Canada, the passes were ordered by two million people by January 5, 2017. People love receiving something that’s free and offers some kind of benefit. Similarly, employers can easily create excitement in the workplace by offering perks. It doesn’t have to be expensive or time-consuming, it just has to be thoughtful. Bringing Timbits into work is often enough to help employees have a better and brighter work day! This will contribute to boosting employee morale and cultivating a happier workplace environment. 3. It’s possible to make long distance work Maybe you’re a consulting firm like us and have employees working from various locations, or maybe you’re a large company with offices and employees scattered across the country or continent. Either way, the long-distance ties don’t have to kibosh the celebratory plans. Canada 150 is a huge milestone equalling a huge initiative. There’s no way that every Canadian could gather in the same physical space to participate in the same event. As a result, we are seeing many small and some larger celebrations happening from coast to coast which give everyone the chance to join in on the fun. If having all of your employees together in one place to celebrate a victory or accomplishment is just not possible, that’s ok. The important thing is to communicate the occasion to all employees and to make sure that everyone is given the same opportunity to celebrate in similar ways. An effective way to involve employees who are in various locations is by providing them with an opportunity to participate on social media or within a company contest. Using hashtags, sharing pictures, and promoting specific content is a great way to make it easy for employees to participate in a celebration despite where they might be in the world. Creating these opportunities can ensure that whether your employees are in Sweden, Saskatoon, or scattered throughout the same city, they can all be celebrating. 4. Use events as an opportunity for learning Canada 150 has created a platform for respectful and thoughtful dialogue on Canada’s history, including both positive and negative parts of our past. In spite of some conflict, this initiative has provided the opportunity to have these discussions more openly as they relate to an event and occasion. Maybe your workplace celebration is a good opportunity to talk about where the company started, where it’s moving, and how employees can get on board with plans for the future. Take the opportunity to share meaningful information with employees if and when it is appropriate to the event. Pairing celebrations with applicable content is a great way to engage employees with information that otherwise might not be as exciting for them. Employers can also focus on creating opportunities through events and occasions to learn more about their employees and to encourage an open communication environment. For example, Canada 150 lends itself to allowing employees to share their backgrounds, where they came from, and any interesting stories that may surround their family history. Doing this can increase employee engagement, making them feel heard and valued, and in turn increasing their happiness within the workplace. Happy employees equals happy clients/customers - an all-around win!  5. Remember the bigger picture Although an event is typically a time to have fun, socialize, and take a break from regular routine, it can also invite the potential for disagreements. Remembering the bigger picture can help you to remind people of the cause for celebration in order to guide them back to the root of the event. HR managers can set the tone of celebrations by acknowledging potential areas of conflict before they actually happen. Communicating to employees that everyone has different opinions that are all welcome, but that they need to be shared in a mature and respectful way, is a great approach that ensures employees have the right mindset going into a celebration. With regards to Canada 150, remind workers that it’s not about division, it’s about celebrating where we all came from! Canada 150 has not been without conflict – whether it’s neglecting to acknowledge darker parts of our history or questioning how much the government spent on the initiatives. However, focusing on Canada’s accomplishments and contributions is a great way to remember the reason why we are celebrating. On this Canada Day, let’s remember to be thankful for the beautiful country we live in and the freedom we live with each day. Conclusion If you have any questions regarding how you can help build employee morale and cultivate a better workplace environment, Clear Path is happy to provide you with advice and support. You can contact Clear Path President, Anna Aceto-Guerin at anna@clearpathemployer.com or by phone at 519-624-0800. We hope you have a wonderful, relaxing, and safe Canada Day weekend! We'd love to connect with you! Mental health claims are on the rise in Canada. In fact, according to the Mental Health Commission of Canada, disability claims have doubled over the last 20 years with mental health conditions accounting for approximately 47 per cent of them. In any given year, one in five Canadians will experience a mental health problem or illness. This translates to approximately 30 per cent of short- and long-term disability claims. The Canadian Mental Health Association indicates that these claims are estimated to cost our health care system $4.7 billion in care, $3.2 billion in disability, and more than $6 billion in lost productivity costs due to employees taking time off while sick, struggling to work while sick and turnover.  Preventing Mental Health Issues in the workplace Mental health disorders that are unrecognized or untreated not only damage an employee's health and career, but can also reduce productivity in the workplace. Adequate treatment, on the other hand, can alleviate symptoms for the employee and improve job performance. Accomplishing this requires a shift in attitude about the nature of mental disorders. This year’s CMHA Mental Health Week is encouraging Canadians to #GETLOUD about mental health. No one can be truly healthy and happy without positive mental health. To try to achieve this, Canadians require psychotherapy, counseling and community-based mental health services and programs. Workplaces can play a critical role in maintaining positive mental health. By ensuring an open-dialogue and creating a safe environment for conversation, an employee may be more likely to seek treatment without being afraid of any ramifications from their employer. Unfortunately, no workplace is immune from the risks of claims associated with mental health. When faced with a worker injury or illness, you want to get the employee back to work and productive as soon as possible. Injured or ill workers can have significant impact on financial and human costs for your company,however the process of managing disability claims can be frustrating and time consuming. Clear Path has you covered with our disability management services, helping you reduce your claim costs for your business. If you need help, contact us for a complimentary 15-minute consultation. Anna Aceto-Guerin, President and Senior Consultant Clear Path Employer Services / HR Consultant We'd love to connect with you!
Why is this day so important? Recent statistics from the Association of Workers’ Compensation Boards of Canada (AWCBC) show that in 2015, 852 workplace deaths were recorded throughout the country. Although this number is a significant decrease from the 919 and 902 fatalities recorded in 2014 and 2013 respectively, this statistic still represents a harrowing 2.3 deaths every day. This number, added to the 232,629 accepted “lost time” claims by the various provincial compensation boards indicate there is room for significant improvement when it comes to health and safety in the workplace. In fact, according to the Ministry of Labour, the total number of Traumatic Fatalities in Ontario (both recorded by WSIB and the Ministry of Labour) totaled 72 in 2015, which although is also a substantial improvement compared to 2014 (81) and 2013 (102), these statistics do not take into account the number of fatalities related to occupational disease, nor critical injuries.  What’s being done? The Ministry of Labour is currently investing into strategic research to address the following: the improvement of health and safety in Ontario workplaces, enhancing the delivery of effective occupational health and safety services and products, as well as strengthening the occupational health and safety system in Ontario. According to the Ministry of Labour, key priority areas for 2016-2017:
As the above statistics indicate, this information is valuable to both employers and workers alike as what the numbers do not show is just how many people are directly, and indirectly affected by workplace tragedies. The National Day of Mourning recognizes family, friends, co-workers and loved ones who have been affected by these workplace calamities. Maintaining a "culture of safety" at your business is critical for protecting the well-being of your employees and for creating a productive, effective working environment. Let's work together so that everyone gets a chance to go home. If you have questions about your company's Health & Safety program or would like to speak to an expert, please don't hesitate to contact Anna Aceto-Guerin at anna@clearpathemployer.com or (519) 624-0800. We'd love to connect with you!  Earlier this month, Bill 55 (also known as the Remembrance Week Act), was passed in the Ontario provincial legislature with unanimous consent. Considered to be an expansion of the Remembrance Day Observance Act, in effect since 1997, Bill 55 proclaims the seven-day period of November 5th to 11th to be an annual period of reflection and memorialization throughout the province. Remembrance Day itself will remain the same – two minutes of silence, starting at 11 a.m., with all people encouraged to participate – while the days preceding will legitimize, support, and augment existing memorial practices. John Fraser, Ottawa South Liberal MPP and co-sponsor of the legislation, said to Ottawa Community News that “it is a reflection of what is happening in communities, and it’s to acknowledge that and promote that.” With this recent development, it seems prudent to reflect on a couple of considerations for HR managers and business owners in terms of incorporating remembrance into a company’s business. The Cost of Making it a Statutory Holiday: In the province of Ontario, Remembrance Day continues to persist as a non-statutory memorial holiday. Although some believe that it should be a statutory holiday, many argue that the spirit of the day is better preserved by having children participate in Remembrance Day activities at their schools and adults being able to attend ceremonies either at work or at a local cenotaph. In fact, the Royal Canadian Legion has publicly opposed efforts to make it a statutory holiday, stating that it would become "just another day off." In a Nov. 11, 2014 column for The Hamilton Spectator, Howard Elliott noted that “the Conference Board of Canada has said the cost of a national statutory holiday…includes employer costs of $206 per full-time worker and $62 per part timer, as well as loss of productivity [estimated] at about $3.6 billion.” On the other hand, it is worth noting that other provinces have their ways of getting around such losses. In Nova Scotia, for example, all companies (barring specific exemptions) must close on Remembrance Day – but employees who do not work are not entitled to holiday pay, thus leaving it at the discretion of employers. So for an HR department wrestling with the idea of granting time off for a day (or more) to remember the sacrifices of the past, it’s important to remember that there are no obligations and there are ways of making it work. Granting Time Off to Attend a Ceremony: Some employees may request time off for part of the day to attend a ceremony at a local cenotaph or school. Granting this permission is at the discretion of the employer, but the cost of not agreeing may be poor employee morale and the accusation of being unpatriotic. That being said, it is important that the employer be consistent in their approach to granting time off for Remembrance Day and set specific expectations around the length of time granted. Allowing certain employees to attend and not others may bring accusations of discrimination, unless you openly communicate in advance that someone has been designated to represent your company. Making it paid time off versus unpaid is also at the discretion of the employer. Observing Time of Silence: Participation in the two minutes of silence at 11:00 a.m. is voluntary. Bill 55 itself makes this very clear: “The silence can only be achieved through voluntary observance and through our collective desire to remember.” For those companies wishing to incorporate the observance into their workplaces, however, it can be a struggle to find ways to do this effectively. Fortunately, the bill also provides guidance in this regard, depending on a company’s business needs. Among numerous suggestions are pulling vehicles to the side of the road and sitting quietly (if driving for work), announcing the silence over a public address system, gathering in common areas of the business, or briefly shutting down assembly lines. They may not all suffice, but the range of options indicates that there’s no reason why business and remembrance cannot co-exist. If you have any questions or concerns about how to handle HR issues related to this Remembrance Day, or any other employee challenges, please don't hesitate to contact Anna Aceto-Guerin from Clear Path Employer Services. She can be reached at anna@clearpathemployer.com or toll free at (888) 336-0950. We'd love to connect with you! Each April 28th serves as an opportunity to pay our respects to the thousands of workers that have been killed, injured or suffered illness resulting from work-related incidents and to reexamine the safety practices in our workplaces. The National Day of Mourning was established in 1984 by the Canadian Labour Congress and was officially recognized by the federal government in 1991. The observance of this day, also known as Workers' Memorial Day, has spread to over 80 countries worldwide. Observance of this day is being heavily promoted by the Workplace Safety & Insurance Board (WSIB) on radio and television. This holiday remains important because despite increased health and safety awareness, workplace accidents and fatalities still happen. This week alone, a collision near a construction site near an Ottawa highway killed one worker and left another in critical condition. Also this week, management at a Cochrane, Ontario mine were charged with criminal negligence causing death following an accident in 2015. In 2014, the Association of Workers’ Compensation Boards of Canada recorded 919 workplace deaths in Canada. That represents more that’s 2.5 deaths every day according to the Canadian Centre for Occupational Health & Safety. In Ontario, a total of 1,147 critical injuries (not necessarily fatal) were reported to the Ministry of Labour in the period of 2014-2015. Ontario's WSIB encourages businesses to participate in this day by observing a moment of silence at 11:00 a.m.. The goal of this annual observance is to create awareness about the importance of Health & Safety Programs in the Workplace and establishing safe work conditions for all. The Canadian Centre for Occupational Health & Safety states: "It is as much a day to remember the dead as it is a call to protect the living." Maintaining a "culture of safety" at your business is critical for protecting the well-being of your employees and for creating a productive, effective working environment. Not meeting the required standards can result in fines, lost productivity and direct involvement by the Ministry. Clear Path recommends the following tips for implementing and managing your Health & Safety Program: • Create and Maintain a written health and safety policy and program • Ensure that your company complies with the Occupational Health & Safety Act and Regulations • Documented system for identifying, reporting and responding to hazards • Establish safe practices, procedures and controls for the hazards identified • Provide training to all employees: managers, supervisors and workers • Communicate regularly with employees about foreseeable health and safety hazards • Allocate adequate time and resources to the health and safety program • Monitor and audit your program on a regular basis If you have questions about your company's Health & Safety program or would like to speak to an expert, please don't hesitate to contact Anna Aceto-Guerin at anna@clearpathemployer.com or (519) 624-0800. We'd love to connect with you!  With many employers expecting to have workers engaging in St. Patrick’s Day festivities, which can include partaking in some alcoholic beverages, it is important to ensure that your organization has a solid Substance Use policy in place. By enforcing this type of policy, you can promote a safe and healthy environment for your employees. A Substance Use policy should outline the rules and restrictions surrounding alcohol, drug (both prescription and non-prescription), and tobacco use. It should also include the use of e-cigarettes and vaping tools, which have increased in popularity recently. Important Elements to Include in your Company’s Substance Use Policy
Substance abuse and the Human Rights Code While setting expectations that employees wait until after work hours to take part in any St. Paddy's Day celebrations and dealing with one-off breaches to your policy may be expected, it is important to remember that Ontario's Human Rights Commission views dependence on substances as a form of disability. Individuals who are perceived as having an addiction or dependency due to alcohol or drug use, or those who have had alcohol and drug addiction/dependency in the past will be protected under the Human Rights Code. When dealing with this type of disability in the workplace, accommodation in order to perform the essential duties of a job is required to the point of undue hardship. Undue hardship in this case would include health and safety risks to workers or members of the public that outweigh the benefits of providing equal treatment to the worker with an addiction or dependency. Source: Ontario Human Rights Commission website How can I help accommodate my employees? In accommodating an individual who suffers from this type of disability, the individual does have the responsibility to communicate the need for accommodation and co-operate in accommodation efforts. If the individual’s drug or alcohol addiction or dependency interferes with their ability to perform essential duties of their job, as an employer you must provide support to enable your employee to undertake a rehabilitation program, such as an EAP (Employee Assistance Program), unless you can prove that this type of accommodation would cause undue hardship. As an Employer, you are responsible and liable for the safety and well-being of your employees. Through providing your employees with a written policy, and accommodation to the point of undue hardship, it is possible to mitigate costs that may be associated with potential lawsuits. Have any questions? Have any additional questions about setting up workplace policies for your employees or managing an employee with substance abuse issues? The HR professionals at Clear Path are here to help. Contact Anna Aceto-Guerin at anna@clearpathemployer.com or toll free at (888) 336-0950 to get started. We'd love to connect with you!  Did you know that Friday, Jan. 29th, 2016 is International Fun at Work Day? This may not be the most commonly known holiday, but it can be a great reminder to consider the culture at your workplace and the benefits of ensuring that employees are enjoying (at least part) of their work day. Why including fun at work is important: HR experts like author Bob Nelson (1001 Ways to Motivate Employees) and columnist Steve Strauss, both have a myriad of reasons why employers should incorporate some fun into each work day, including:
Concerns employers may have: Many find it counterintuitive to incorporate fun into the workday as a way to increase productivity. In fact, they worry it will drastically reduce outputs. Some other top worries include:
Tips for HR managers and employers: Clear Path's HR consultants have some suggestions for employers to consider: Ensure that the nature of the "fun" is tasteful and appropriate for your workplace. Remember that what's fun for one person is not necessarily so for another. The fun activity should never be at the expense of an employee or customer. If your company is large enough, it may also be a good idea to allow different departments to design their own activities rather than applying a "one size fits all" approach. Some additional tips:
How we have fun at Clear Path: We believe in incorporating fun into our workplace so much that we included "Having Fun" as one of our nine corporate values (see our full list here). Here are the describing statements regarding this value:
Putting this value into practice, we enjoy several special events throughout the year, including a team lunch each month with a different theme (Oktoberfest, Chinese New Year, Summer BBQ), participating in charity events like the Terry Fox Run, and celebrating birthdays and customer victories at our monthly team meeting. How do you have fun at your work? Share your ideas in the Comments. We'd love to connect with you! Here are a few suggestions on how to keep the busy Christmas holiday season a safe, productive, and enjoyable one at your workplace. If you have other tips, share them below.  Keep holiday vacation scheduling fair: Some businesses close their doors for a company-wide break during the holidays. But if your company is open for business during the Christmas period, determining which employees are required to work can be a tricky process. When ensuring you have adequate coverage for your customers, you should select employees to work during this period based on the needs of the business and be ready to objectively justify your selection of employees. Be sure not to target employees that do not have children or do not celebrate Christmas. Allowing employees to volunteer to work or setting up a rotating schedule are other strategies you may deploy to keep things fair.  Keep employees safe from violence Risk factors that increase the likelihood of workplace violence (see our FAQ) include working during times of increased levels of stress and the presence of alcohol. The frantic pace of the Christmas season, particularly for those dealing with the frenzied public, and the common practice of serving alcohol at holiday parties certainly increases these risks. Ontario's Bill 168, an amendment to the Occupational Health & Safety Act, states that employers have an obligation to take explicit actions to reduce the risk of violence against their workers. This can include hiring additional staff for the holidays, having managers or security guards to ensure that interactions do not escalate, and finding ways to reduce stress for your employees. Concrete plans on how to curb excessive alcohol consumption during holiday parties is also important. Bill 168 also makes employers liable if they fail to prevent domestic violence from impacting the workplace (which includes workplace events like a Christmas party). If you suspect domestic violence or know of a history of spousal violence, it might be necessary to prevent that individual from attending. Due to the delicate nature of this issue, we recommend getting legal advice before taking action.  Keep your party a positive experience
 Keep it real with Secret Santa Exchanging gifts or having a "Secret Santa" in the workplace can be seen as a bit of fun. But some staff members might take advantage of the anonymous nature of the exchange and give inappropriate or even offensive gifts to their colleagues. Organizers of the gift exchange must ensure participants are aware that Secret Santa falls under your company's HR existing policies and that anyone selecting a gift that might cause offense or be construed as bullying or harassment will face consequences.  Keep "decking the halls" safe Putting up Christmas decorations can be a fun and festive way to celebrate the season at your workplace. However, it doesn't make you a Scrooge to insist that employees take all the necessary safety precautions when putting up those decorations. The people assigned to do the decorating might not be familiar with the requirements of the Occupational Health and Safety Act (OHSA), so it's your job as the employer to enforce them. Having someone injured or putting in a WSIB claim is not the way you want to start the holidays! Take precautions such as providing staff with suitable step ladders to put up decorations, making sure that Christmas trees are not blocking fire escape routes or exits, and checking any novelty lighting for defects. Keep everyone productive
Have any questions about how to make your workplace a positive and safe environment? Don't hesitate to contact Anna Aceto-Guerin at (519) 624-0800 or by email at anna@clearpathemployer.com. Merry Christmas, Happy Hanukkah, and Season's Greetings everyone! We'd love to connect with you! UPDATED version of a blog we first posted in 2014:  The Manitoba government is following through on its promise to rename the Civic Holiday as Terry Fox Day, in honour of the heroic Canadian who was actually born in Winnipeg in 1958 (his family moved to BC in 1966). Premier Greg Selinger hopes that this change will be picked up Canada-wide. Considering the fact that Terry Fox continually is placed near the top of any list of Canadian heroes, there would likely be a high level of support for this change. This would be in addition to long-standing Terry Fox Run that raises funds for cancer research each year in September and is about to mark its 35th anniversary. However, a closer look at this particular holiday might make a name change rather complicated. It also reveals a number of oddities related to the day. Hodgepodge Across the Country: First off, the holiday on the first Monday of August is not observed across the entire country. It is a statutory holiday in B.C. (known as "B.C. Day"), Saskatchewan (known as "Saskatchewan Day"), New Brunswick (known as "New Brunswick Day"), Northwest Territories (known as "Civic Holiday") and Nunavut (also known as "Civic Holiday"). The day is an optional holiday in Ontario (generally known as "Civic Holiday," though there are local naming variations), Alberta (known as "Heritage Day), Manitoba (currently known as "Civic Holiday"), Nova Scotia (known as "Natal Day"), and PEI. The holiday is not generally observed in the provinces of Quebec, Newfoundland & Labrador, and the Yukon, at least not on that date. "Regatta Day" is celebrated in NL on the first Wednesday of August and "Discovery Day," commemorating the start of the Klondike Gold Rush, is celebrated on the third Monday of August in the Yukon. If it's optional, why do businesses in Ontario observe it? Although Ontario's Employment Standards Act does not require employers in provincially-regulated industries to give their workers a paid day off, it is definitely common practice to do so. Not offering the holiday would probably lead to employee frustration and decreased morale. For federally-regulated industries (such as trucking, air transport, telephone and cable systems), many observe the federal Remembrance Day holiday (November 11th) on the first Monday of August in order to give employees another summer long weekend. What's in a name? Did you know that the Civic Holiday in Ontario goes by many different names, depending on where you live? Here is a list of some of the local names:
Considering the historical significance of many of the local names for this holiday, do you think there would be resistance to renaming the day "Terry Fox Day?" Questions for HR managers:
Regardless of the strange facts about this holiday, we hope everyone enjoys the long weekend! Remember that if you have any questions about this or any other HR topic, you can contact us at (519) 624-0800 or info@clearpathemployer.com. We'd love to connect with you!  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!  Each April 28th marks the National Day of Mourning, commemorating workers who have been killed, injured or suffered illness due to workplace-related incidents. On this day, workers and employers across the country honour those lives lost or injured and should renew their commitment to workplace safety, so that every worker can return home safely each day. Why it is so important:
History:
Resources:
Always remember, #SAFETYFIRST We'd love to connect with you!  Did you know that Earth Day, celebrated each year on April 22nd, turns 45 years old this year? How will you be marking Earth Day at your workplace? Are you looking for some easy and potentially cost-saving ideas? Well, you're in luck! We've compiled a quick list for you: Food & Drink Related:
Team Activities:
Encouraging the 3 R's:
Transportation to/from work:
Making the workplace more environmentally-friendly:
Do you have any other suggestions for celebrating the 45th annual Earth Day? Let us know in the Comments. We'd love to connect with you!
 The unsung heroes of many organizations are its administrative professionals. Keeping things running smoothly and averting potential disasters is just par for the course for these folks. April 22nd is Administrative Professionals' Day, which celebrates the 475,000 Canadians (and millions more worldwide) who work as secretaries, administrative assistants, receptionists, and other administrative support professionals. Want some suggestions for how to show your appreciation for your company's superheroes? The classics (not the most creative, but always a good choice):
A bit more personalized:
Taking it to the next level:
Have a great day! We'd love to connect with you!  With Employee Appreciation Day on March 6th, when was the last time you reflected on the achievements of your team members and how your company recognizes those efforts? Thought leaders often say that demonstrating appreciation to your employees -- not necessarily through financial compensation -- can drive productivity and employee retention. "There are two things people want more than sex and money... recognition and praise." Mary Kay Ash, founder of the Mary Kay Cosmetics empire "Compensation is what you give people for doing the job they were hired to do. Recognition, on the other hand, celebrates an effort beyond the call of duty." Incentives Magazine "Employees who report receiving recognition and praise within the last seven days show increased productivity, get higher scores from customers, and have better safety records. They're just more engaged at work." Tom Rath, author of "How Full Is Your Bucket?" and "Strengths Based Leadership" It is important that businesses understand that there are many ways to demonstrate appreciation to their employees that don't necessarily add a huge cost to your bottom line. In fact, Richard File from Amrigon correctly states that "spending $1 on something clever and unique is better than $50 on something ordinary and forgettable." Tips from the HR experts at Clear Path Clear Path president Anna Aceto-Guerin agrees that recognizing employee achievements is a critical piece of a company's plan for sustaining a stable and high-performing workforce. She encourages employers to consider the following:
 Looking for some ideas? There are numerous resources you can use to gather ideas for your workplace. A favourite of ours is Bob Nelson's 1001 Ways To Reward Employees. First published in 1994, most of his ideas continue to resonate today. He shares hundreds of tips for managers, many of which are no cost or low cost, but may have a huge impact on your organization. Here are a few examples: No cost and low cost appreciation ideas from Bob Nelson:
Additional low or no cost ideas from author Kevin Kruse:
Forbes magazine contributiors David Sturt and Todd Nordstrom concur and offer some additional ideas: 1. In-Office Services. Pamper your people at the office. We’ve seen employers hiring on-site massage therapists, car washers, and even ‘errand-runners’ for their team. Think about the services your people would love—services that either treat them like royalty or remove a burden from their day. 2. At-Home Services. One of the best ways to show your appreciation for your team is to show you care about their life outside the office. Some employers provide a day of house cleaning, lawn-care, snow-clearing, and even child-care or pet-care services so employees can have a night out with their significant other. Want to have a memorable Employee Appreciation Day event?  The folks at www.baudville.com have come up with numerous themes you could use for your staff, including:
We'd love to connect with you!
Do you have any comments on how women can help other women to succeed? Kelly Auld: Women can help other women by working together, celebrating each other’s successes and stopping thinking the worst about each other. A prime example of this is the #likeagirl commercial that trended and brought me to tears. (See video below) Anna Aceto-Guerin: There was a time not too long ago when it seemed that if you were a woman in business, you wouldn't necessarily trust other women in business. Now, women have worked hard to become more supportive of each other and develop more mentorship relationships. Margaret Sullivan Williams: I was impressed by Plan Canada's "Because I'm A Girl" initiative. The biggest take-away for me is that educated women in developing countries directly impact the economic progress of their communities and continue to make improvements in those communities over their whole lives. In contrast, men who become educated often leave to find work elsewhere. By focusing on women's education and the issues surrounding it, initiatives to alleviate poverty are more impactful and sustainable. We are so blessed in Canada to have equal opportunities for education - imagine what the world would be like if all girls and women were able to access education and put their skills and ingenuity towards community improvements! Check out stats at http://becauseiamagirl.ca/page.aspx?pid=4654. So how will you be celebrating International Women's Day? We'd love to hear about your plans or details about which women have inspired you. Leave your responses in the Comments section. You can also contact us at anna@clearpathemployer.com. We'd love to connect with you!  Did you know that January 28th is National Fun at Work Day? This may not be the most commonly known holiday, but it can be a great reminder to consider the culture at your workplace and the benefits of ensuring that employees are enjoying (at least part) of their work day. HR experts like author Bob Nelson (1001 Ways to Motivate Employees) and columnist Steve Strauss, both have a myriad of reasons why employers should incorporate some fun into each work day, including:
Concerns employers may have Many find it counterintuitive to incorporate fun into the workday as a way to increase productivity. In fact, they worry it will drastically reduce outputs. Some other top worries include:
Tips for HR managers and employers Clear Path HR consultant Kelly Auld highlights some things employers should consider:
Some additional tips:
How we have fun at Clear Path We believe in incorporating fun into our workplace so much that we included "Having Fun" as one of our nine corporate values (see our full list here). Here are the describing statements regarding this value:
Putting this value into practice, we enjoy several special events throughout the year, including a Tubing Night, a team lunch each month with a different theme (Oktoberfest, Winter, Summer BBQ), participating in charity events like the Terry Fox Run, and celebrating birthdays and successes at our monthly team meeting. Looking for HR advice? Having any concerns about your workplace culture? Want some advice on resolving any employee issues? We'd love to hear from you. Contact us anytime. We'd love to connect with you! Here are a few suggestions on how to keep the busy Christmas holiday season a safe and enjoyable one at your workplace. If you have other tips, share them in the Comments. Keep Employees Safe From Violence: Risk factors that increase the likelihood of workplace violence (see our FAQ about Bill 168) include working during times of increased levels of stress and the presence of alcohol. The frantic pace of the Christmas season, particularly for those dealing with the frenzied public in retail stores, and the common practice of serving alcohol at holiday parties certainly increases these risks. As per Bill 168, employers have an obligation to take explicit actions to reduce the risk of violence against their workers. This can include hiring additional staff for the holidays, having managers or security guards ensure that interactions do not escalate, and finding ways to reduce stress for your employees. Concrete plans on how to curb excessive alcohol consumption during holiday parties is also important. Bill 168 also makes employers liable if they fail to prevent domestic violence from impacting the workplace (which includes workplace events like a Christmas party). If you suspect domestic violence or know of a history of spousal violence, it might be necessary to prevent that individual from attending. Due to the delicate nature of this issue, we recommend getting legal advice before taking action. Keep Your Party a Positive Experience For All:Health & Safety Issues:
Keep It Real With Secret Santa: Exchanging gifts or having a "Secret Santa" in the workplace can be seen as a bit of fun. But some staff members might take advantage of the anonymous nature of the exchange and give inappropriate or even offensive gifts to their colleagues. Organizers of the gift exchange must ensure participants are aware that Secret Santa falls under your company's HR existing policies and that anyone selecting a gift that might cause offense or be construed as bullying or harassment will face consequences. Keep Holiday Scheduling Fair:Some businesses close their doors for a company-wide break during the holidays. But if your company is open for business during the Christmas period, determining which employees are required to work can be a tricky process. When ensuring you have adequate coverage for their customers, employers should select employees to work during this period based on the business needs of the employer and should be in a position to objectively justify their selection of employees. Employers should be mindful not to target employees that do not have children or do not celebrate Christmas. Allowing employees to volunteer to work or setting up a rotating schedule are other strategies you may deploy to keep things fair. Keep "Decking The Halls" Safe:Putting up Christmas decorations can be a fun and festive way to celebrate the season at your workplace. However, it doesn't make you a Scrooge to insist that employees take all the necessary safety precautions when putting up those decorations. The people assigned to do the decorating might not be familiar with the requirements of the Occupational Health and Safety Act (OHSA), so it's your job as the employer to enforce them. Having someone injured or putting in a WSIB claim is not the way you want to start the holidays! Take precautions such as providing staff with suitable step ladders to put up decorations, making sure that Christmas trees are not blocking fire escape routes or exits, and checking any novelty lighting for defects. Have any questions about how to make your workplace a positive and safe environment? Don't hesitate to contact Anna Aceto-Guerin at (519) 624-0800 or anna@clearpathemployer.com. Merry Christmas, Happy Hanukkah, and Season's Greetings everyone! We'd love to connect with you!  This year's Remembrance Day ceremonies on November 11th will surely be even more poignant than usual. With recent events, such as the attack on Ottawa's Parliament buildings and the tragic deaths of soldiers Patrice Vincent in Quebec and Nathan Cirillo at the National War Memorial, emotions are running high. The Conservative government has thrown its support behind an NDP MP's private member's bill (C-597), which would make Remembrance Day a statutory "stat" holiday across Canada, although each province would still have to enact their own legislation. It passed 2nd reading by a margin of 258 to 2 and is now in the hands of the Senate. The passing of this bill may seem like an excellent way to honour our veterans and demonstrate national pride in the face of previously unthinkable acts of terror. However, we present three possible reasons why our politicians should give some sober second thought prior to making this decision. But first, some background: Remembrance Day is an annual memorial day that commemorates the end of hostilities during World War 1, which ceased "at the 11th hour of the 11th day of the 11th month" in 1918. Currently, 6 provinces and 3 territories mark the day as a paid general holiday. The provinces of Ontario, Quebec, Manitoba and Nova Scotia (which collectively make up more than two thirds of Canada's population) do not recognize it as an official paid statutory holiday. (Source) 1. Let The Dust Settle The fast passing of this bill is understandable, but perhaps this was an emotional and political decision. Who wouldn't want to be seen as supporting the troops after two of our own were assassinated by extremists? How can we expect our MPs to be clear-headed on an issue like this when there are literally still bullet holes in the doors and hallways of our Parliament building? Changes to legislation should be made after careful consideration, a healthy debate, and perhaps feedback from those affected. If we do wish to make this change, it may make sense to have a "cooling off period" rather than rushing it through. Hopefully, the Senate will slow down the process a bit and bring some much needed reflection to the potential change. 2. A Stat Holiday Is Not The Best Way To Honour Our Veterans As a comparison, when was the last time you used the Victoria Day holiday as a chance to reflect on the accomplishments of the longest serving monarch in Britain's history? Our politicians seem to believe that a paid day off work for adults and a day away from school for kids will be a way to honour our veterans and lead to increased attendance at local Remembrance Day ceremonies. But isn't it just as likely that people would use it as an excuse to go to the mall for Christmas shopping or seize the opportunity for a long weekend away? Columnist Christina Blizzard recently wrote in "Kids Belong In School on Remembrance Day" that making Remembrance Day a Stat holiday for workers and students would be a terrible idea. She emphasized that schools have done a terrific job honouring the day and teaching kids about Canada's military history. Removing that opportunity for education and participation would be a disservice to the students and our soldiers. She also makes a key point about the benefit of being together, whether it be at school or at the workplace, when we mark this occasion (referencing an important line from the famous poem In Flanders Fields): The act of remembering is not something we do on an individual basis. It is a collective activity where many congregate as one to keep the faith with those who died — as we pledged we would. 3. Why Should Business Owners Absorb the Cost of Our Patriotism? Stat holidays are not subsidized by the government. They are a legal requirement imposed on businesses and the cost is entirely absorbed by the business itself. Changing November 11th into a mandatory paid day off would require business owners in Ontario to coincidentally add an 11th day (on top of New Year's Day, Family Day, Good Friday, Victoria Day, Canada Day, Civic Holiday*, Labour Day, Thanksgiving, Christmas Day and Boxing Day) where they have to close their doors, reducing the revenue they can generate that month, while they pay their employees anyway. * It is interesting to note that the Civic Holiday is not a mandatory holiday in the province of Ontario but an optional one. If Remembrance Day becomes a Stat holiday, will businesses reconsider the August holiday? Advocates for small business owners can list a number of recent expenses that have made surviving in a challenging economic environment even tougher, including:
Is it unpatriotic to question why businesses should be required to take on the cost of this holiday as well? Are there better ways to honour our veterans? It is unlikely that any business owner would disagree that honouring our veterans and those who have given their lives for our freedom is a critically important tradition we must fight to uphold. They might suggest that there are more productive and meaningful ways businesses can mark Remembrance Day rather than giving everyone a paid day off work, including:
What is your business doing to mark Remembrance Day this year? Whatever it is, let's always remember that without these brave men and women we would not be able to even have this conversation. Lest We Forget. We'd love to connect with you!  HRPA - Grand Valley Chapter Executive Night Many of you probably know Arlene Dickinson as one of the venture capitalists from the hit business reality show Dragons' Den on CBC. She's also CEO of Venture Communications and author of two bestselling leadership books. But what many of us don't know are the unique stories and experiences that lie behind everything she has become and all that she has achieved. The Clear Path team, along with 650 other local HR professionals, had the amazing opportunity to hear Arlene Dickinson at the annual Executive Night put on by the Grand Valley Chapter of the Human Resources Professionals Association (HRPA). Her keynote address, paired with networking and a delicious three-course meal, made the 2014 Executive Night an incredible success and a night to remember.  Arlene Dickinson from Dragons' Den "Leadership is about sharing your experiences" Throughout her address, Arlene drove home the idea that "leadership is all about sharing your experiences" - the things that make you who you are. Starting with her humble beginnings and her move to Canada as a young child, Arlene took us on a journey through her life - being incredibly vulnerable and transparent about the ups and downs that ultimately shaped who she is today. She described a time she was invited to Afghanistan to meet the Canadian troops stationed there. While in Afghanistan, she accompanied a General as he went to the front lines to address the soldiers at several different military bases. She called that speech "the best leadership speech she had ever heard" and, after hearing it spoken over 5 times, she was able to pull some invaluable points from it.  General Walter J. Natynczyk The general three points: 1. You are an Indispensable Part of the Team As the soldiers approached the time when they could go home and be reunited with their families, it became increasingly difficult to stay focused. The General reminded them how important staying focused was - "If you don't stay focused, not only your life is at risk, but the life of your team and everyone around you. If one person can fail, everyone else can fail." Each member of the team is connected, important, appreciated, and needed. 2. What You're Doing is Important and Has Purpose He then reminded them of why they get up every day. When you're part of a team, or at work, you often spend more time with those you're working with than you're own family. Because of this, you need to feel purpose - feel appreciated. By understanding why you are doing what you are doing, by knowing that you are counted on, you can have the drive needed to focus and get the job done. 3. You are Appreciated The General also reminded the soldiers that they are appreciated. "Canadians know that the job you are doing is super important and that what you are doing is protecting the most important thing individuals have - freedom." (Source: The Telegram) It's about vulnerability And while the General delivered this speech - he did so with vulnerability. He admitted that he doesn't have all the answers or know what is going to happen next. But he also said that when he did know, he would tell them. He would be vulnerable, transparent, and reachable. And it's the personal manner by which he told the speech that made it so impactful for not only all the soldiers listening, but for Arlene Dickson who was observing. So much so that she has adopted this method of humble leadership. A leadership that is about "sharing your experiences" - showing people the things that make you who you are. And this was clearly evident in the way she approached her time at the Executive Night - transparent, vulnerable, and unafraid to share about the events and life experiences that brought her to where she is today. All in all, an inspiring night.  Clear Path at Executive Night Here are some of our personal photos from the 2014 Executive Night. Anna Aceto-Guerin, President of Clear Path Employer Services, had the opportunity to meet Arlene Dickinson afterwards. Did you attend the 2014 HRPA Executive Night? What were some of the points that really hit home for you? We'd love to connect with you! |
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