Canadian HR Reporter

August 2020 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.

Issue link:

Contents of this Issue


Page 0 of 27

BACK in March, like thousands of employers across Canada, Blueshore Financial sent its head office staff home and closed some of its branches. Now, the credit union is evaluating what the new normal will look like for its workforce. "If you're tempted to say, 'Well, this is how we used to do things, we have to go back to the way we used to do things,' you need to change your mindset to ask, 'How can we make this work?' because things have changed and we will never fully go back to the way things were," says Marni Johnson, senior vice president of HR and corporate affairs at BlueShore Financial in Vancouver. And in a way, there's a silver lining to the pandemic, she says. "We have a massive opportunity to leverage the organization's experience from how we responded to COVID-19 and use that to accelerate the future of work. Many organizations have advanced their digital employee experience over the past few months. And many of us have new practices that are in place that we can build on. So, from an HR perspective, it's a pretty exciting time." The financial organization is still debating how many employees will continue to work WWW.HRREPORTER.COM ISSUE 33.07 THE NATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT Rise of remote work requires major changes Furthering D&I to reduce racism There's a lot more employers can do to combat racial issues in the workplace, say diversity experts /8 How to lead through a crisis Leaders must promote a culture that expects change and focuses on thriving and growing /20 ALSO IN THIS ISSUE… CHROs in spotlight Women continue to enjoy greater representation in the top HR job, but internal recruitment is down /10 Bringing workers back safely A look at important considerations as the economy reopens, including remote work safety, underlying health conditions and mental health /18 Enforcing restrictive covenants Many non-compete, non-solicitation agreements aren't enforceable, but focusing on true business interests and keeping the scope reasonable can help /26 > pg. 2 It's been a disruption like no other, as millions of employees embrace remote work during the pandemic — and potentially beyond. As a result, many employers are discovering that several HR-related issues need to be reconfigured and revamped, says Sarah Dobson Reducing class actions With the pandemic, employers should take proactive steps to reduce the risk of class-action lawsuits /24

Articles in this issue

Links on this page

Archives of this issue

view archives of Canadian HR Reporter - August 2020 CAN