Quiet Firing refers to when an employer deliberately mistreats an employee to the point that they decide to quit. Employers go this route as a way of saving on severance, as employees are not entitled to severance pay when they quit on their own.
Some employers see Quiet Firing as an effective tactic, but it can open employers to wrongful termination claims or constructive dismissal lawsuits, creating a toxic environment at the workplace.
Pay equity refers to the principle that individuals should be compensated equally for work of equal value, regardless of their gender. The goal of pay equity legislation is to eliminate pay disparities between men and women by ensuring that jobs of equal value are paid the same. Pay equity is not the same as equal pay for equal work, which refers to paying the same wage to employees who perform the same job. Rather, pay equity is about ensuring that jobs that require similar skills, effort, and responsibility are compensated equally.
Women are exceptional and influential leaders and change-makers, yet they are denied opportunities, recognition and advancements. Many barriers and biases have declined over the years, but gender stereotypes continue to create problems in the progress of women’s careers.
Here are the essential policies that will help you in creating a better workplace for women.
Recruiting talent can be a challenging task for businesses in any country, and Canada is no exception. Here are some of the main challenges that businesses in Canada face when it comes to recruiting:
The Competition Bureau of Canada has recently introduced guidelines regarding the criminalization of wage-fixing and no-poach agreements between unrelated employers. The amendment to the Canadian Competition Act aims to bring the country’s competition laws in line with other jurisdictions, including the United States, which already prohibit certain labour-related agreements. The criminal prohibition took effect on June 23, 2023, after a one-year grace period for Canadian employers to ensure compliance.
If the employee handbook answers the “What” regarding your company’s culture, the policy manual delves into the “How.” Let’s elaborate on the benefits of having both an employee handbook and policy manuals.
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