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Labour News
Aug 27, 2015
Agreement follows 11-year contract deals with pilots, dispatchers

Aug 26, 2015
Company did not ensure operator was competent, failed to take precautionary measures: Report

Aug 26, 2015
Work-to-rule job action suspended

Aug 25, 2015
Workers rejected latest offer by 97 per cent

Aug 25, 2015
Agreement includes 13.4 per cent wage increase over 4.5 years

Aug 24, 2015
Court date scheduled for October

Aug 24, 2015
Tentative agreement includes raise, lump sum payment
Global Labour News
Aug 28, 2015
Law intended to address gender equality, labour shortages

Aug 27, 2015
Contract would become amendable in 2021 if ratified

Aug 26, 2015
Fast-food chain accused of mistreating employees

Aug 25, 2015
Roads blocked by miners protesting gold mine closure

Aug 19, 2015
Legislation restricts when firms can fire workers

Aug 17, 2015
Decision does not directly address whether football players are employees
Current Issue
CURRENT ISSUE: Aug 24, 2015
Court ruling could settle historic wage discrimination claim

Nunavut employee disagrees with evaluation

Rigorous application process

Click here to see the entire issue

JULY 2015
Lyndsay Wasser, co-chair of the privacy group at McMillan LLP, sat down with Canadian HR Reporter to discuss pitfalls and benefits of using social media to conduct background checks during the recruitment process. Liz Foster reports

Social Media: An organization’s best friend and worst enemy

Social media can’t be ignored but it can have a positive role for employers if approached effectively
Date: Sep 16, 2015
Time: 12 - 1 pm ET
Cost: 69.00

Mitigation: How to Keep the Damage to a Minimum

When facing a demand for dismissal damages, it’s important to be familiar with a dismissed employee’s duty to limit those damages

Canadian Labour Reporter Special Report: Out of the Mist: Understanding Canadian Labour Relations Strategy

This unique book covers the theory and foundation concepts of labour relations strategy. Labour relations strategy is all about developing an effective organizational culture and the employee relations climate to achieve the overall business objectives. The authors explore various themes by borrowing from several disciplines and applying relevant concepts to the labour relations context. The book takes a collaborative view of the subject in spite of the adversarial nature of traditional labour relations. The authors have structured the book around the Buddhist parable of searching for the Ox to make it more interesting and to help describe strategic thought as a journey. The book is written for anyone who is in, or aspires to be in, a strategic role with responsibilities for the management of people (especially in a unionized environment or one that could potentially become unionized). This includes senior executives, HR practitioners, labour relations specialists and people in general management roles. The book seeks to inspire them to think strategically about the practice of labour relations and to ensure they have a labour relations strategy that creates and sustains competitive advantage for their organization and creates shared value for multiple stakeholders.

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