Canadian HR Reporter

August 2019 CAN

Canadian HR Reporter is the national journal of human resource management. It features the latest workplace news, HR best practices, employment law commentary and tools and tips for employers to get the most out of their workforce.

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THE NATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT August 2019 PM41261516 CLC changes coming into force Sept. 1 Unionized employers most impacted by provisions around scheduling, overtime: experts BY SARAH DOBSON AFTER considerable anticipation, the federal government has fi nally announced that several changes to the Canada Labour Code will come into eff ect Sept. 1, 2019. e alterations — made through the Budget Implementation Act, 2017, No. 2 and the Budget Im- plementation Act, 2018, No. 2 — will impact federally regulated employers. e amendments "aim to support employees in achieving better work- life balance and benefi t employers through increased productivity, de- creased absenteeism, enhanced re- cruitment and retention and more fl exible and eff ective workforce uti- lization," said the government. In addition to the changes high- lighted in the January 2019 story "Bill C-86 brings major changes" in Canadian HR Reporter — including new leaves, pay equity requirements and alterations to vacation pay — the amendments coming into force this fall involve provisions around scheduling, overtime and fl exible work arrangements. But while the changes are similar to those brought in by the Ontario government, the federal sector looks a lot diff erent than the provinces, says Christopher Pigott, a partner at Fasken in Toronto. "These are 24-7, continuous- operation types of industries that do not exist to the same extent in the provinces. ey're also, as compared to the provinces, heav- ily unionized companies. And so, you've got companies — airlines, telecommunications, rail companies — that have longstanding and very mature and sophisticated collective agreements and relationships with SINGLE-PAYER PHARMACARE RECOMMENDED But experts mixed on implications for employers BY MARCEL VANDER WIER T he conversation surrounding a universal pharmacare framework in Canada ratch- eted up a level in June, when a national ad- visory council recommended the implementation of a single-payer system. e six-member council urged the federal gov- ernment to work in partnership with provincial and territorial governments to establish a public system for prescription drug coverage, while also establish- ing a national formulary of prescription drugs, be- ginning with an essential list by Jan. 1, 2022 — with full implementation scheduled for 2027. At present, Canada's prescription drug coverage model consists of dual public and private coverage, while provinces and territories each adhere to indi- vidual formularies. Canada spent $34 billion on prescription medi- cines last year, according to the government. A single-payer model in which all Canadians re- ceive prescribed medications through a single entity represents an opportunity for savings and equality of coverage, says Eric Hoskins, chairman of the Ad- visory Council on the Implementation of National Pharmacare. " e time for universal, single-payer public phar- macare has come," he says. " e biggest advantage may be the savings and effi ciencies that you fi nd with the single-payer model that you can't with the other models — often described as 'fi ll in the gaps.' By keeping the current system of mixed public and Credit: Jacob Lund (Shutterstock) A universal, public pharmacare system brings an opportunity for savings and efficiencies, according to the advisory council. EMPLOYERS > pg. 8 STAY UP TO DATE, AND OUT OF COURT. Focusing on health High-cost drugs, disease management top concerns: Survey page 3 Sexual assault charges lead to suspension Hospital's response appropriate: tribunal page 5 Changes in Alberta Alterations to rules around overtime, holiday pay, minimum wage page 10 page 13 Riveted on recruitment We talk to 5 HR leaders about the trials and tribulations of recruitment WORKERS > pg. 9 Sexual assault charges lead to suspension

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