Canadian HR Reporter

CANADIAN HR REPORTER CANADIAN HR REPORTER March 24, 2014 March 24, 2014 16 FEATURES FEATURES Where do you turn for the latest developments in occupational health and safety law? Pocket Ontario OH&S Act & Regulations 2014 – Consolidated Edition contains the complete and current Occupational Health & Safety Act and Regulations. New in this edition ȕ Basic Occupational Health and Safety Awareness Training – new Regulation (O. Reg. 297/13) introducing mandatory basic health and safety awareness training for workers and supervisors, revoking O. Reg. 780/94 (Training Programs) and amending O. Reg. 414/05 (Farming Operations) (November 14, 2013, July 1, 2014). The regulation sets out the minimum content of the training programs, the timing of training, the requirements for maintaining records of training and who is exempt from the training. ȕ Training Requirements for Certain Compulsory Trades – new Regulation (O. Reg. 87/13) and amending Regulations (O. Regs. 88/13, 89/13, 90/13, 91/13 and 92/13) amending R.R.O. 1990, Reg. 854 (Mines and Mining Plants), R.R.O. 1990, Reg. 950 (Set Fines), O. Regs. 213/91 (Construction Projects), 67/93 (Health Care and Residential Facilities) and 414/05 (Farming Operations) to reflect the coming into force of the Ontario College of Trades and Apprenticeship Act, 2009 (April 8, 2013, April 8, 2014). ȕ Updated list of OH&S Resources and the index and revised the Table of Contents. Often referred to as the "Greenbook", it is a must-have resource for every Ontario organization. Also available in French* Loi et règlements sur la santé et la sécurité au travail en Ontario 2014 *Where no official French regulation is available, the regulation will be published in English. Carswell's Green Book helps you stay up to date on new legislation Available risk-free for 30 days Order online: www.carswell.com Call Toll-Free: 1-800-387-5164 In Toronto: 416-609-3800 Order # 986072-65203 $23.95 Softcover approx. 980 pages March 2014 978-0-7798-6072-2 Available on standing order subscription Multiple copy discounts available Shipping and handling are extra. Price subject to change without notice and subject to applicable taxes. New Edition Pocket Ontario OH&S Act & Regulations 2014 – Consolidated Edition New Brunswick focusing on education, attraction and retention Pierre Simoneau, President, HRANB F or the Human Resources Association of New Bruns- wick (HRANB), strategic change was the focus for 2013 — and that won't change in 2014. Last year, the Moncton-based as- sociation took fi nal steps to imple- ment the experience requirement for members seeking a Certifi ed Human Resources Professional (CHRP) designation. Changing the process was a major under- taking that involved collaboration with the Canadian Council for Human Resources Associations (CCHRA) to make modifi cations and personalize the documents for New Brunswick. "The change will help en- sure CHRPs have an additional amount of time on the ground to gain experience," says Pierre Simoneau, president of HRANB. Professional education was also a focus for the association, partic- ularly on legal issues. "Canadian judges have handed down a number of landmark deci- sions for cases involving HR poli- cies," says Simoneau. Management techniques for improving productivity and cut- ting waste were well-attended of- ferings in the past year as well. " ere was a popular presen- tation recently in Moncton and Fredericton on the evolution of an organization when it introduces lean management and six sigma management," he says. Despite a slight dip in member- ship in 2012 — refl ecting the diffi - cult economic times the province has seen in recent years — the as- sociation's headcount remained steady in 2013 at just under 900 members. "Of course, it's our goal to in- crease membership over the next few years," says Simoneau. "Every- body is becoming more optimistic about the economy." Forest company representa- tives (in a province where natural resources drive much of the econ- omy) recently attended a trade show in Boston and came back more optimistic than the previ- ous year. For HR, a rosier outlook means companies can plan for retention strategies and possibly even growth. " ere's now a mood of cau- tious optimism," he says. With that in mind, the associa- tion is planning courses for mem- bers on innovative ways to attract and retain employees. "Organizations are in the pro- cess of changing the way they at- tract the younger workforce," says Simoneau, noting that conven- tional job postings in traditional media aren't necessarily eff ective with the younger generations. Retention is equally important, he says. " e IT sector, startups and evolving organizations are all trying to attract and then retain their people." e association is also planning on executing a membership sur- vey later in 2014. After HRANB's last survey in 2012, the associa- tion acted on members' requests to recruit more volunteers and partner with more organizations to provide a greater range of membership services. "We hope to find out more about what our members want now so we can direct our focus for the next few years," says Simo- neau. "Once we get results from the survey, we'll make adjust- ments to our strategic plan and go from there." professionals," says Francoeur. "We have almost 3,000 students that are involved with our organi- zation. So we have students right now but we want to make sure that we are there — we work hard to provide a lot of services for students. And then we move to help them to have their fi rst job in HR… We launch a lot of activi- ties (aimed at) closing the gap be- tween university and the fi rst job." And the support doesn't end when students graduate, earn their Certifi ed Human Resources Professional designation (CHRP) and move on to gainful employ- ment, says Francoeur. " e next step is to support our young professionals… they've got their fi rst job, they are profession- als, they are full CHRPs in the or- ganization, and now they want to have help from us. So it means, for example, off ering mentoring groups. We have a website dedi- cated to young professionals, and we will work on updating and pro- moting not only this website but a lot of services to help them." is year, CRHA will work to provide more online learning in its learning and development of- ferings and build on the updated version of its competency model launched last year. e associa- tion will also launch at least one more code of conduct, which will focus on coaching. Another development is the modernized description of the CHRP's scope of practice, which has yet to be formally adopted by the National Assembly. But a key focus for the organiza- tion this year will remain increas- ing the visibility of the profession and the CHRP designation, says Francoeur. "We want to be really visible, not only from members or HR people, but with all the manage- ment (professionals) in the prov- ince," he says. "Our real target is to make sure that if you are at the manage- ment position at any company in Quebec, you should know what the CHRP is, you should know why you should hire a CHRP, you should know why you may want to do business with a CHRP. So we really work hard to be visible on that part." e association's annual adver- tising campaign, which kicks off in April, is a key piece of that. So is the annual "HR week" launched last year, which invites organiza- tions to celebrate HR's contribu- tions — and the people who make their companies great. "We invite companies in Que- bec to try to fi nd a way to celebrate their people — not just HR people, their people within the company," says Francoeur. "We had great success last year, and now the government of Que- bec will be involved in the process. So we expect more participation this year and we want (it to be- come) the biggest event in terms of celebrating human resources." Celebrating HR's work Celebrating HR's work CRHA < pg. 15

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