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Does your organization send a potential new hire an initial job offer, then follow up with a formal employment contract after they've accepted? As John Hyde explains in this week's featured article, this approach could be risky.
- Brandi Cowen, Editor
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The report and recommendations of British Columbia’s 2024 Labour Relations Code Review Panel are now posted publicly for review and feedback. People are invited to share their views on how B.C.’s labour relations laws should be updated to meet the needs of today’s workplaces until Sept. 19.
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Flexibility and adaptability are often essential in business, as change is an inevitable part of success. But when it comes to company culture, Canadian hiring managers and job seekers appear split on who is responsible for adapting to the current work landscape, according to a recent Express Employment Professionals-Harris Poll survey.
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A new report drawing on survey data from human resources (HR) professionals across a range of industries in Alberta is offering timely insights into the evolving landscape of employee recognition in the province.
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From "quiet quitting" to "bare minimum Mondays," HR leaders are facing a barrage of workplace buzzwords – some insightful, some misleading, and many overwhelming. A new report highlights that buzzwords are not inherently good or bad. Rather, they serve as cultural shorthand for complex organizational issues, often tied to rising disengagement, shifting expectations, and unresolved challenges in the workplace.
» Read More...
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During the hiring process, it is not uncommon for employers to take a two-step approach to job offers: First, they will send a potential new hire an initial job offer. Second, after such an offer is accepted, the employer will subsequently send over the intended formal employment contract. However, proceeding in this manner is very risky for employers.
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How can we learn to manage the stress of returning to our desk, to ensure we retain some of the benefits that breaks from work provide and avoid the post-holiday stress trap? One professor of organizational psychology and health has seven suggestions that can help.
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Develop and leverage the human factor in your workforce and organization to boost individual and business performance. This book explores what the human factor is and how it influences the attraction, performance, retention, growth, productivity and wellbeing of employees. It also explains how focusing on it at all levels of the organization can boost both individual and business performance. It's a roadmap to success for all senior HR professionals, organizational development practitioners, managers and leaders.
» Order your copy now!
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Workers around the world are more skilled and confident than ever — but that confidence isn't translating into job satisfaction or loyalty.
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Democratic Oregon Gov. Tina Kotek has signed into law a bill that provides unemployment benefits to striking workers, following neighbouring Washington state in adopting measures spurred by recent walkouts by Boeing factory workers, hospital nurses and teachers in the Pacific Northwest.
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Remote work continues to ignite debate, and for many companies, the final word seems oddly simplistic. Their answer? Bring everyone back to the office. Terms like “collaboration” and “team cohesion” are thrown around a lot, but when you dive beneath the surface, you’ll often discover the push to return to physical spaces is less about what’s best for employees or productivity and more about maintaining control.
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Digital monitoring is now a regular part of our working reality. From CCTV cameras to call recording, surveillance in the workplace is not new. But workers now face a more detailed and intrusive type of monitoring that is less understood, and at times even entirely unknown, by employees: employee monitoring applications (EMAs).
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September 23, 2025 | 10344 102 St NW,
Edmonton, AB
T5J 0K9
» Learn more
November 13, 2025 | 1919 Upper Water Street
Halifax, NS
» Read More...
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