Beginning December 15, 2023, the federal government implemented a requirement that all federally regulated employers are now required to provide pads and tampons to any employee who needs them while on the job at their workplace.
Read on to find out more!
If your employees are not showing up to work, it can be frustrating.
Chronic absenteeism is the habitual pattern of frequent, unplanned and unauthorized absences from work, as well as any failure to report for scheduled work, or to stay at work when scheduled. Chronic absenteeism represents a breach of the implicit social contract between employee and employer - the employee is expected to be available and able to work when scheduled and that the employer pays the employee in exchange for work.
Absenteeism can cost an organization greatly, but the costs are often not well understood and easily dismissed.
To help you understand, we have compiled a definitive guide to dealing with the problem so you can set expectations, make decisions that are compliant with employment regulations and get staff at work!
Being assertive is a valuable skill. Think of the magnanimous bounty hunter Han Solo in Star Wars or the magical Hermione Granger in the Harry Potter series—both exude confidence, they say what they mean, they’re trusted allies, and they’re successful in achieving their life goals.
In the working world, being assertive is an equally valuable competence. Assertiveness does not mean being aggressive or domineering – it means expressing your thoughts, needs, and expectations in a confident, respectful, and constructive manner. It means being present and listening actively. It means believing in yourself and staying steady in the face of adversity.
None of this is easy, though, and does not always come naturally (like for Han or Hermione) … nurturing your assertiveness is an exercise in nuance. By mastering this skill, you will feel more comfortable with the choices you make and create a positive work environment that fosters effective communication and productivity.
Have you ever had an employee fail to show up to work for an extended period of time, with no word or warning, and marked them off as a case of job abandonment?
Many employers have a job abandonment policy which states something along the lines of “after three consecutive, unauthorized absences an employee shall be considered to have abandoned their job”. There is a common misconception that this legal and correct.
In all actuality, the employer has a high threshold that they must meet in order to prove that the employee abandoned their job. A resignation must be clear and unequivocal.
As someone whose identity and experience is directly linked to virtually every facet that encompasses the Truth & Reconciliation process—from being born into The Indian Act, becoming a ward of the Child Welfare System and Residential School System, to losing my beloved mother to Missing and Murdered Indigenous Women Girls and Two Spirit (MMIWG2S) at the tender age of seven—I am no stranger to the impacts resulting from the various pieces of legislation and policies that have been (and continue to be) imposed upon our people. I have seen it, I have lived it and I continue to live it.
These are some of my many truths; they encompass it all—the good, the bad, and the downright ugly. They have all formed a part of who I am and I continue to learn how to embrace it all in a way that assists me in engaging in this conversation.
How do your team members feel about you?
Research shows around 9% of Canadians from 2020 to 2022 said their bosses were "bad," and 16% described them as "meh."
Using the right leadership style when managing a team will increase your chances of being called a "good" boss instead.
There are different supervision styles that managers can use. Let's explore how to identify and embrace the leadership style that works best for your team.
No one likes a complainer. They are thought to be looking for the negative in any situation, clouding the mood of the company, and enticing an audience to share in their woes. It can feel like they are always trying to dial down the positivity of whatever room they’re in.
There are, however, different kinds of complaints – and different kinds of complainers. By examining the benefits of these bellyachers, a culture of complainers can be successfully transformed into a meaningful source of innovation for your workplace.
In the world of business, company culture has become a buzzword that is often thrown around. A great company culture is often viewed as a competitive advantage, contributing to employee satisfaction, retention, and productivity. However, as companies have become more focused on developing their culture, it's easy to forget the basics that make a great workplace.
In this article, we will take a closer look at the importance of getting back to basics when it comes to company culture.
If you are a federally-regulated employer, and the organization pays vacation pay each pay period, the federal labour program would say that this not compliant.
All employees, regardless if they are full-time, part-time, permanent, temporary or casual, must receive their vacation pay in one (1) of the following ways:
One of today's greatest business challenges is finding and hiring great employees. We are currently experiencing a candidate's market – there are more available positions than there are suitable candidates.
Over the past few years, many businesses have experienced the shortage of qualified candidates on the job market. More so, hiring managers may not have the time or resources to find the best fit for the role, which can have a devastating impact on their bottom line.
The talent acquisition team at Legacy Bowes can help take the guesswork out of hiring. Read on to discover why companies trust Legacy Bowes when it comes to sourcing and identifying top talent, and why you should consider using a recruitment firm when hiring.
Edited by Kendra Hinton
One of Legacy Bowes’ core tenets is to build capacity within the communities and organizations that we serve. But what does that mean, exactly?
Through our learning and development services, we assist and support communities and organizations in building capacity to further develop their organization. We help by providing real-life tools and techniques that can be immediately applied into peoples’ daily lives.
Read on to learn about what capacity development is, why it is so important, and how Legacy Bowes can help you on that journey.
The team at Legacy Bowes is thrilled to announce that Adam Nepon has joined the organization as the new Director of Business Development with Talent Acquisition Services.
Nepon was born and raised in Winnipeg and identifies as both Ashkenazi Jewish and Red River Métis. He has a breadth of experience that spans across industries with backgrounds in business development, human resources, marketing and sales, and strategic organizational planning. As a member of CPHR-MB and a CPHR Candidate, Nepon is currently working towards his designation.
The TIPI Group of Companies is pleased to announce the official launch of its Truth2Action initiative. This initiative focuses on the TRC Calls to Action and is aimed at improving the relationships between Indigenous and non-Indigenous people in Canada. With a mission of facilitating the healing process through increased understanding, respect, and collaboration, the Truth2Action team focuses on endeavors that promote truth-telling, justice, restitution, and addressing closing the economic gap.
Officially launched in the spring of 2023, this initiative offers support and guidance to organizations on their journey towards reconciliation through a number of programs.
With our annual Indigenous HR Skill Builder Conference coming up around the corner, we wanted to introduce our speakers and share more about our workshops and facilitators.
The theme of this year’s event is Mino-Pimatisiwin – Live the Good Life. As such, our sessions will focus on community wellness, and setting values and missions. Read on to learn more.
Legacy Bowes is always looking for ways to build capacity with our clients. We respond to client requests for training and HR support and can design and customize our offerings to clients’ needs. When we get a request that we do not have the expertise to deliver, we do our best to find a partner who can.
Following a client request for de-escalation training, Legacy Bowes made a connection with Krypteia Group International Canada (KGICA). They specialize in community and building safety planning, security audits, risk analyses, fire and disaster plans writing, hazard assessment, emergency response strategies and the implementation of subsequent recommendations.
Did you know that some of the best ways to boost team morale include recognizing good work, developing team goals, and leading by example? It may sound simple on paper but developing good strategies that meet the unique needs of your team require a lot of work and a commitment to improve their working environment.
Even with the right people and best intentions, team morale can sometimes take a downturn. And if you let it get bad enough, it can have catastrophic consequences for productivity and interpersonal relationships.
Spring is almost here! For some that might mean trying something new, for others it could mean a new career, job, or company.
We are currently experiencing a candidates' market, where there are more available positions then there are candidates. This could provide job seekers with the opportunity to be considered for a role that's a stretch or a step up. In these instances, it's important to make a great impression and make yourself stand out in a crowd. If you’re looking for some tips on how to do that, continue reading for some tactics that can help you on your search.
Legacy Bowes is pleased to announce that Donna Bilodeau has been promoted to Vice President, Talent Acquisition Services.
A dedicated, people-oriented leader with over 20 years of business management experience, Bilodeau joined Legacy Bowes 16 years ago when the Executive Search team was comprised of only a few individuals. Since then, she has been instrumental in building the Executive Search practice at Legacy Bowes.
Legacy Bowes is pleased to announce that Tory McNally has been promoted to Vice President, Human Resources Services.
McNally is a Chartered Professional in Human Resources and has years of experience in human resources, operations, and family enterprise. She specializes in building human resources structures for small- and medium-sized organizations, with a strong customer service perspective. Tory also possesses a strong background in project management and full-cycle HR. She is a strong relationship builder and a detail-oriented professional that enjoys assessing and creating strong systems to support human resources in organizations.
Legacy Bowes is pleased to announce that Kent Brown has been promoted to Vice President, Learning & Development.
Brown, a proud member of Fisher River Cree Nation, is a senior human resources professional with 28 years of human resources experience, much of which was gained in a large, Indigenous social service agency. He is active in community-based initiatives where he volunteers and contributes to the development of youth.
Since joining Legacy Bowes in 2021, Brown has been using his extensive experience to facilitate many different human resource workshops and courses to Indigenous and non-Indigenous corporations and community organizations across Western Canada.
Beginning Dec. 1, 2022, the federal government implemented changes surrounding the NEW Paid Medical Leave. As a result, all federally-regulated employers should be looking at their policies and current sick leave benefits to ensure compliance with these legislated changes.
Please read on for a summary of changes that have come into force.
Learning is an ongoing process for professionals. With how quickly things can change in the workplace, it's important that professionals lean into becoming lifelong learners to make sure they keep current and on top of trends.
But where should you turn to ensure you're keeping up-to-date? We're sharing our team's favourites from 2022, including podcasts, books, and blogs, that can help keep you in the know. These picks were all included in our quarterly newsletter called the HR Rundown, which provides human resources professionals and managers with quarterly updates on legislative changes, information on latest trends, and more.
Gone are the days when we stay at one job until retirement. And while it hasn’t been unheard of to change jobs every couple of years, a new trend is emerging.
Quick quitting is when employees are leaving their new jobs that they’ve had for less than a year in search of greener pastures. This is in part due to inflation, and the rising costs of groceries and gas, but it can also come down to employee engagement. You should also be sure to not confuse quick quitting with quiet quitting. While quick quitting refers to an employee leaving a role after a short tenure, quiet quitting occurs when an employee quits going above and beyond and only do what is required of them through their job descriptions.
So what are the signs of quick quitting? Read on to learn more.
By Manitoba Inc. Staff
Seven years ago, the Truth and Reconciliation Commission released its report to the nation with 94 Calls to Action to begin the process of reconciling with our nation’s Indigenous Peoples while facing the dark and painful legacy left by Canada’s residential school system. Call to Action #92 is aimed at Canada’s businesses and organizations and their relationship with Indigenous Peoples, including consultation, informed consent for economic development projects, employment equity, and education for business leaders and their teams on Indigenous history.
Since the Calls to Action were released, many businesses and organizations have started to explore what reconciliation looks and feels like for them at various levels. However, there is still more to be done to achieve true reconciliation. According to Jennefer Nepinak, Vice President, Strategic Partnerships and Reconciliation at Legacy Bowes, the work begins with education. “For meaningful reconciliation to happen, we all have to learn about the real history of our country and what it has done to Indigenous Peoples,” says Nepinak.
A Lateral Kindness Warrior is a person who fights for kindness. It is a person who chooses to be kind even when people and the world can be unkind, someone who always keeps the sacred teaching of Love in their forethought, they always care about others, and are ferociously compassionate. A Lateral Kindness Warrior never tolerates lateral violence, intimidation or disrespect, and always stands up for those who don’t have a voice.
I don’t know about you, but that sounds like somebody I’d definitely want in my corner. Better yet, that sounds like someone I want to be. While the idea is straightforward, earning the honour of “Lateral Kindness Warrior” is not a simple journey; it involves reflection and introspection, as well as dedication to being kind. Before becoming a Lateral Kindness Warrior, we must first understand what lateral violence is and learn how to deal with it.
You perfect your resume, send it off to your choice prospective employers, and then it happens – you get the interview! While this is an exciting achievement, you’re not quite at the finish line yet. Your next step before meeting with a potential employer will be to get prepared.
Read on for some tips to help you put your best foot forward and land your next role!
Sept. 30 is the recognized National Day of Truth and Reconciliation in Canada. This year will be the second time that Canada has acknowledged this day of remembrance since its inception in 2021. Similar to last year, many workplaces may find themselves in a situation where they are asking themselves, “What does this day mean for our organization?”
First and foremost, this day is to honour children who attended residential school, remembering those who did not make it home, and recognizing survivors and their families.
For federally-regulated employers, this day is considered a statutory holiday, meaning workplaces close or employees are paid time-and-a-half. For non-federally-regulated employers, it is a bit more complicated.
The term “quiet quitting” has hit headlines in a major way. Not only has the hashtag #quietquitting been trending on TikTok, but major media outlets have also joined the conversation, expanding the discussion across mainstream media.
Quiet quitting is the concept where employees quit going above and beyond and only do what is required of them through their job descriptions. This comes in the wake of the COVID-19 pandemic and during a time when employees are re-evaluating what work could look like.
While some workplaces grapple with how to manage this trend, there are some things employers can proactively do to help with employee engagement and satisfaction. We have collected a list of topics and supports to assist employers.
“Candidate-driven”, “candidate-favouring”, “candidate-short”, “employee’s market”, “labour shortage”, a “candidate’s market” … it doesn’t matter how you’re referring to it – if you’re trying to hire for your organization, you’ve most likely experienced the recent challenges in doing so. There is no doubt – candidates are in the driver’s seat, so what can you do to get in the shotgun seat?
Let’s take a look at ways you can ensure success when searching for candidates.
Your workplace culture affects everyone within it, as well as everyone who interacts with it. This makes having a good, healthy, and non-toxic culture so important!
Workplace culture is made up of the values, attitudes, and behaviours of employees and leaders within your organization. So, what is the difference between good and bad workplace culture? Let’s take a look at what negative aspects contribute to a toxic workplace culture, and what positive aspects can create a healthy workplace culture.
Some hope to return to a pre-pandemic “normal” in the workplace, meanwhile continuing to embrace the changes and accommodations made during the pandemic can help retain employees and navigate current difficult situations.
We’ve seen many changes in the workplace over the course of the COVID-19 pandemic. At the very least, how employers have navigated it by accommodating their employees and tasks shows both tenacity and resilience. With many now returning to in-office work, let’s talk about what workplace changes have stuck, how to navigate them, and when Human Resources supports can assist in transitioning teams into the new normal.
Photo courtesy of Chartered Professionals in Human Resources Manitoba
Legacy Bowes co-founder Barbara Bowes became the most recent recipient of the prestigious Legacy Award from the Chartered Professionals in Human Resources (CPHR) Manitoba on June 1, 2022. This award recognizes HR Professionals who have personified community and corporate leadership, advanced the HR profession and inspired others toward success through their lived example.
The Professional Excellence Awards are organized by CPHR Manitoba and recognize individuals who apply their HR expertise to the objectives of their organization and the people they support.
Although human resources professionals spend a lot of time building structures, policy, processes, and procedures, we have to admit that we also spend a great deal of time navigating the gray of human behaviour and how to deal with issues when they arise. While there are judgement calls that need to be made when dealing with people, those decisions should be consistent, fair, and defensible.
At no time is this more true than when confronted with a workplace complaint.
There are many different complaint or grievance procedures that any business or organization could follow. When deciding on your course of action, there are a couple of factors you should keep in mind.
Photo courtesy of the University of Winnipeg
Legacy Bowes is pleased to announce that Jennefer Nepinak will be joining the organization as the new Vice-President, Strategic Partnerships and Reconciliation on July 1, 2022.
Nepinak – who is a proud member of the Minegozhiibe Anishinabe (Pine Creek First Nation) – brings with her a wealth of knowledge and experience from her previous roles as the Associate Vice-President, Indigenous Engagement at the University of Winnipeg, as well as past leadership roles at the Canadian Museum for Human Rights, the Treaty Relations Commission of Manitoba, and with various First Nation governments, as well as with the governments of Canada and Manitoba. She has also served as a board member with the Assembly of Manitoba Chiefs Elders Council, the Treaty Legacy Foundation, Rossbrook House, the Helen Betty Osborne Memorial Foundation, The University of Winnipeg Board of Regents, the Canadian Education Coalition, and Manitoba Hydro.
“I am very excited to join the Legacy Bowes team. I admire the business approach that works to encourage Indigenous perspectives application in all that it does,” Nepinak said.
COVID-19 has removed many people from the workforce. Whether they are retiring or joining the gig economy, the results are the same: less people are applying for available positions and candidates are asking for higher compensation packages.
Driven by news reports and the high Consumer Price Index, existing employees are also asking for more in compensation.
These scenarios are putting employers in a tough spot. Balancing the wish to hire and retain fantastic people who can move the organization forward with wanting to keep a lid on payroll costs can lead to tough decisions with lasting consequences.
Legacy Bowes has been receiving many questions about mandatory vaccinations in the workplace. The topic is especially pertinent for Indigenous communities who have passed Band Council Resolutions or Bylaws to require all people who enter the community to be vaccinated. This raises issues about Human Rights, personal health information, health and safety, and job requirements. Legacy Bowes has spoken with Shawn Scarcello from Cochrane Saxberg Barristers & Solicitors, in order to clarify both employee and employer rights. We have set it up to answer the frequently asked questions from Indigenous clients.
Tel: (204) 947-5525
Fax: (204) 957-5384
reception@legacybowes.com
