Canadian HR Reporter

PM40065782 RO9496 THE NATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT January 2019 www.hrreporter.com BILL C-86 BRINGS MAJOR CHANGES page 21 Worker protections in B.C. New rules for employers, recruiters hiring non-Canadians page 3 Combating rising mental health claims Exclusive roundtable looks at trends, challenges and solutions page 7 Rede ning work in a post-jobs world Making the shift to different kinds of companies page 14 Budget Implementation Act alters 'already robust' Canada Labour Code: Expert BY SARAH DOBSON Promoting the profession The latest developments at Canada's HR associations Credit: Chantal de Bruijne (Shutterstock) Federally regulated employers will be affected by new rules around pay equity, leaves of absence, vacation, temporary help agencies and terminations when Bill C-86 takes effect. EmploymentLawToday.com STAY UP TO DATE, AND OUT OF COURT. J ust as employers in provinces such as Alberta and Ontario have seen major changes to labour laws, federally regulated employers will similarly be im- pacted with the passage of Bill C-86 in reforming the Canada Labour Code. e Budget Implementation Act, 2018, No. 2, passed third reading on Dec. 3, 2018, and is an ex- tensive law covering everything from income tax to the criminal code and copyright law. But there is also plenty for federally regulated employers to absorb when it comes to HR-related issues such as schedul- ing, temporary help agencies, leaves of absence, pay equity and terminations. e changes are signifi cant, even if there are no major surprises, said Fiona Martyn, an associate at MacLeod Law Firm in Toronto. " ey do change the landscape for federally regu- lated employers." e new rules layer onto what was already a tough regime, according to Matthew Demeo, an associate at McCarthy in Toronto. "What's surprising is just the fact that the Canada Labour Code already was probably the most robust employment standards regime in the country in terms of protections granted to employees and restrictions on employers, and so the collective eff ect of all these changes in Bill C-86 is it now takes the Canada Labour Code well out of step with really any other jurisdiction in Canada." Employers should certainly take the time to get up to speed on the extent and breadth of these changes, he said, "and then consider what changes will be re- quired to not only their policies, but also their prac- tices on a day-to-day basis, and how to best imple- ment those." Scheduling changes When it comes to scheduling, Bill C-86 involves a signifi cant overhaul, as employers would be required to provide employees with at least 96 hours' written Underemployment challenges persist for immigrants Despite progress, issues remain with pay gap, integration: Report BY MARCEL VANDER WIER WHILE Canadian newcomers' ability to fi nd skills-commensu- rate employment is improving, troubles including underemploy- ment, lower wages and weaker integration persist, according to a new report. Newcomers with a Canadian degree continue to fare better than those without, said Denise McLean, an eCaliber Group con- sultant in Hamilton, Ont., who co-authored the report for the To- ronto Region Immigrant Employ- ment Council (TRIEC). "Sixty per cent of newcomer males work in jobs below their level of education," she said. " at's an example of underemployment, where those skills are not really be- ing leveraged within the workforce." Female newcomers in the Greater Toronto Area (GTA) who hold a university degree earn half the amount of their Canadian- born peers, a statistic that has re- mained static since 2003, she said. Fewer immigrant men are ris- ing to the top of the pay scale, compared to their Canadian-born peers, according to the report, State of Immigrant Inclusion 2018. And immigrants remain un- derrepresented in senior posi- tions, even though they make up 52 per cent of the GTA's universi- ty-educated workforce, found the report, based on a review of re- ports and policy documents from 2000 to 2018, a survey of about 200 people, discussions with nine leaders of Professional Immigrant Networks and 25 employers, in- terviews with 12 stakeholders, policy experts and service provid- ers, and government data. "Very few employers (13 per cent) have a specifi c focus on ad- vancing immigrants to more senior roles," said McLean. "All of those results show how those talents and skills are being underutilized." Announcement In 2019, members of the Chartered Professionals in Human Resources (CPHR) across Canada will be receiving four issues of Canadian HR Reporter as part of their membership. In this issue, we welcome professionals from British Columbia, Yukon, New Brunswick, Prince Edward Island and Newfoundland and Labrador to the family. You will be receiving the January, April, July and October issues. To subscribe for a full year so you don't miss all the issues, visit www.hrreporter.com/subscribe. MEDICAL > pg. 10 CAREER > pg. 2

• Cover