1. HOW TO KNOW WHAT YOU DON’T KNOW HR for Non-HR Managers

2. HR we go! No other function or area seems so simple but can get you in so much trouble so quickly as the human resource function. Because we deal with people continually, we tend to feel that we have a natural inclination and talent for handling people. But even if that is true, when it comes to employment, the handling of people is covered by more laws, rules and procedures than any other area of business. And to be successful, or at least avoid paying significant penalties, you need to understand how to manage your human resources properly. 4/16/2015 CAHRMA Conference Presentation

3. What’s your impression of HR? 4/16/2015 CAHRMA Conference Presentation

4. It’s not just what you see! In our normal day to day routine we usually see only half of what is happening – like this tree shown here. We see the trunk, branches and leaves in all their glory but it takes a root system just as big to support the healthy tree that we see. And it is the same for organizations. Without a strong human resource practice and function as your root system, your organization will not be healthy and vibrant and able to grow. 4/16/2015 CAHRMA Conference Presentation

5. What is HR Human Resources is the function that manages the people within an organization and gives guidance in the areas of staffing, compensation, benefits, training and development, performance appraisal, health and safety, labour relations, employee engagement, wellness and any issues dealing with employees. And, of course, many of these areas overlap and impact each other as they change and move forward. Having a basic understanding will help to reduce the risk of lawsuits while a better understanding will help your organization to be successful. 4/16/2015 CAHRMA Conference Presentation

6. Importance to Your Community In the past, your culture and tradition dealt predominantly with the people of your community only within your community. As you do business with the world around you, there is more interactions with the introduction of other factors. More and more laws are impacting your community (human rights etc.). You need HR to compete with business outside your community. 4/16/2015 CAHRMA Conference Presentation

7. It’s the Law! HR is also responsible for keeping up to date with changes to legislation as it applies to organizations and their employees (and this is extensive). One of the biggest issues creating problems and penalties for organizations is a lack of understanding or knowledge of the laws that apply to your human resource process and protection for your employees. The Federal Employment Standards Act covers the broadest area and provides direction for hiring, firing, compensation, vacation pay, statutory holidays and much, much more. You can refer to the Act by following this link, http://laws.justice.gc.ca/PDF/Statute/L/L-2.pdf. http://laws.justice.gc.ca/PDF/Statute/L/L-2.pdf 4/16/2015 CAHRMA Conference Presentation

8. Sections of the Act I. Industrial Relations  Basic Freedoms  Canada Industrial Relations Board  Acquisition and Termination of Bargaining Rights  Collective Bargaining and Collective Agreements  Conciliation and First Agreements  Obligations Relating to Strikes and Lockouts  Prohibitions and Enforcement  General II. Occupational Health and Safety 4/16/2015 CAHRMA Conference Presentation

9. Sections Continued III. Standard Hours, Wages, Vacations and Holidays  Hours of Work  Minimum Wages  Equal Wages  Annual Vacations  General Holidays  Multi-employer Employment  Reassignment, Maternity Leave, Parental Leave and Compassionate Care Leave  Bereavement Leave  Group Termination of Employment  Individual Terminations of Employment 4/16/2015 CAHRMA Conference Presentation

10.  Severance Pay  Garnishment  Sick Leave  Work-related Illness and Injury  Unjust Dismissal  Payment of Wages  Sexual Harassment  Leave of Absence for Members of the Reserve Force  Administration and General 4/16/2015 CAHRMA Conference Presentation

11. Why is it important? For most organizations, it is the employees who make the product or transact the business that makes the organization successful. Without the proper policies and procedures in place, work is not handled properly, productivity is low and increases costs, and the organization loses the opportunity to improve and grow. Without the proper management of employees, costs go up (absenteeism) and efficiencies are missed (better ways of doing things). Get HR or a good lawyer! 4/16/2015 CAHRMA Conference Presentation

12. What does it impact? Without HR guiding the way, decisions get made that can be legally challenged at a significant cost. (unjustified termination) Without proper policies in place, employees take advantage of the organization and there are no ways to resolve issues because there are no standard rules. Lack of consistent direction to the employees means decreased productivity and loss of potential income. Inconsistent and unfair treatment leads to employees leaving and costs for replacement. 4/16/2015 CAHRMA Conference Presentation

13. Why are policies important? Policies define how employees will be managed and create consistency for fair and equitable treatment. Policies help the employees know what will be expected of them. Policies provide protection for the organization as they provide reason for the management process. Policies not only state what should be done but also what shouldn’t be done. Policies define the organization’s and the employee’s responsibilities. 4/16/2015 CAHRMA Conference Presentation

14. Review What is bereavement covered under? If more than one, which one do you follow? a. Company policy b. Collective agreement c. Provincial law d. Canada Labour Code 4/16/2015 CAHRMA Conference Presentation

15. Bereavement Leave 210. (1) Every employee is entitled to and shall be granted, in the event of the death of a member of his immediate family, bereavement leave on any of his normal working days that occur during the three days immediately following the day of the death. 4/16/2015 CAHRMA Conference Presentation

16. Leave with Pay (2) Every employee who has completed three consecutive months of continuous employment by an employer and is entitled to bereavement leave under subsection (1) is entitled to such leave with pay at his regular rate of wages for his normal hours of work, and such pay shall for all purposes be deemed to be wages. 4/16/2015 CAHRMA Conference Presentation

17. Compensation A compensation process compares all positions and sets fair compensation levels for all positions across the organization. The compensation process helps the organization to attract workers and defends the organization from overpayment. The compensation process defines when and how payment will be made and for what so there is no misunderstanding or disagreement. 4/16/2015 CAHRMA Conference Presentation

18. Review 2 What is Remembrance Day covered under? a. Provincial Employment Standards b. Policy c. Union Agreement d. None of the above 4/16/2015 CAHRMA Conference Presentation

19. Remembrance Day Compensation How is it compensated? a. Regular time b. Overtime c. Statutory holiday d. Only paid if worked 4/16/2015 CAHRMA Conference Presentation

20. Managing Employees Everyone feels that they know HR because they deal with people. But every employee is different in their knowledge, abilities, likes, dislikes and desire for what they want. Unless all employees are treated consistently, the manager risks a charge of unfair or unequitable treatment. And even if the manager wins the fight, the organization does not win because the employee is now bitter and will create dissention in the workplace. Having processes in place that ensure that all employees are treated the same helps to eliminate this. This is what HR is really like! 4/16/2015 CAHRMA Conference Presentation

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22. Herding Cats Is that how you want to spend your time? Why not utilize the people who are trained to do the work? 4/16/2015 CAHRMA Conference Presentation

23. How do I get started? If you don’t have an established HR department or practitioner, hire one. If you can’t afford or need a full time HR person, then hire a part time HR rep. Join CAHRMA! Talk to your local HR Associations regarding hiring an HR rep and/or what they offer for education sessions. Once you have put someone in place, understand that they have acquired a specialized knowledge set and listen to them and allow them to do their jobs. 4/16/2015 CAHRMA Conference Presentation

24. What does the future look like? Understand that the HR function is a huge area and will not change overnight partly due to the amount that needs to be done and partly because the employees (and managers) will not wholly appreciate the change. With a good HR function and process, your organization will get stronger, start eliminating problems and protect it from significant costly mistakes. HR is good for business. 4/16/2015 CAHRMA Conference Presentation

25. Your turn! 4/16/2015 CAHRMA Conference Presentation What was new to you? What did I miss? Does this make sense for your community? Why? Questions