Canadian HR Reporter

PM40065782 RO9496 November 13, 2017 page 13 INSIDE Award-winning HR We showcase the best of the best — from recruitment to employee engagement and CSR — in a special section on the 2017 National HR Awards ESN gains traction Workplace by Facebook changing social media at work page 2 PTSD support Paramedic wins workers' compensation on appeal page 5 Calculating comp Incentives, transparency, manager training key page 31 Quebec Premier Philippe Couillard is defending the passage of a bill that requires public services within the province to be administered and received without face coverings. Credit: FOTOimage Montreal Face-covering ban in Quebec raises questions Province 'least accommodating place in country': Lawyer BY MARCEL VANDER WIER PROVINCIAL, municipal and public transit employees in Que- bec will need to work with their faces uncovered, while citizens receiving state services must do the same, following the passage of a controversial bill in October. Workers aff ected include teach- ers, police offi cers, hospital staff and daycare workers. e law is set to take eff ect on July 1, 2018. "For reasons linked to commu- nication, identifi cation and safety, public services should be given and received with an open face," said Premier Philippe Couillard, according to Reuters. EMPLOYERS > pg. 6 Is daily pay the next big perk? Experts diff er on pros, cons BY MARCEL VANDER WIER TOUTED as a way to provide em- ployees with additional fi nancial security while increasing reten- tion, new technology is enabling employers to pay workers daily. Employees can now access their earnings as soon as a work shift ends — a perk adopted by major restaurant chains such as McDon- ald's and Earls. Vancouver-based Instant Finan- cial's technology, for example, al- lows workers to receive up to 50 per cent of their daily wages dur- ing the fi rst hour after working a shift. All instant pay requests re- quire manager approval and are rendered via a debit card. Money can be withdrawn at an ATM or transferred to a bank account via the card. It puts employees in con- trol of their pay "by allowing them to choose when they ac- cess their earned income," said Instant Financial CEO Steve Barha. The software operates in EDUCATION > pg. 8 Time is now to prepare for future work: Report Eight archetypes illustrate diff erent kinds of work BY SARAH DOBSON THE time is now for policy-mak- ers and business leaders to prepare Canadian workers for the disrup- tion of machine learning and arti- fi cial intelligence (AI). That's according to a report from the Human Resources Pro- fessionals Association (HRPA) and Deloitte Canada that says there's an urgent need for a na- tional conversation on how jobs will change, and the capabilities needed to respond to that change. "Right now, there's not even a conversation happening to sort out actionable solutions to pace the change, so that has to change immediately if we want to have a hope of protecting the future of our workforce," said Scott Allin- son, vice-president of public aff airs and research at HRPA in Toronto and co-author of the report. "We need to agree on the im- pact of automation and how to protect Canadian workers." Background e future of work will be shaped by the "Intelligence Revolution," driven not by automation in man- ufacturing but exponential change based on machine learning, virtu- ally free data storage and com- munication, and computational power that rivals some human ca- pabilities, according to e Intelli- gence Revolution: Future-Proofi ng Canada's Workforce. These developments will change what a job means, aff ect- ing the work people do and how they do it, said the report, based on FUTURE > pg. 10 EmploymentLawToday.com STAY UP TO DATE, AND OUT OF COURT. Big changes coming to your favourite HR publication in 2018 Canadian HR Reporter is growing and evolving with the human resources profession. This includes changes to the print frequency, new exclusive digital content for subscribers and exciting new partnerships with CPHR British Columbia & Yukon, CPHR Alberta and the HRPA. See page 34 for full details.

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