Friday, September 30 marked the second annual National Truth and Reconciliation Day. This day should serve as a call to action to those working in the fields of Labour Relations and Human Resources. Reconciliation requires action on the part of employers, unions, HR...
Narcissists are typically self-centred, lack empathy and understanding, and have disproportionate, aggressive or passive-aggressive reactions to criticism. They present a challenge for managers and human resource practitioners to respond while maintaining the health and safety of other employees effectively. Narcissists tend to expect things to go their own way and act out, even retaliate, if colleagues do not reinforce their special status and treatment within the group. They will often not hesitate to depart from past or present truth to defend their self-worth—their self-esteem.
Employment continues to increase, with private sector employment outpacing the public sector. Signs emerge that older workers are not experiencing the similar recovery that other demographic groups in the labour market are as reskilling is required. The trend continues away from goods-centred jobs towards more service-sector-driven employment in Alberta. This trend increases the likelihood of a skill mismatch and an uneven recovery. Employers face significant uncertainty. Employers are reluctant to commit to structural cost increases to employment costs. Instead, they prefer to rely on more variable or temporary measures such as surge overtime as required, bonuses and lump sums. In this way, they reduce some of the upward pressure they face while hedging against risk and uncertainty in the broader economy.
Reactions to Talent Supply Shortages
I often interact with labour leaders. Recently I noticed a pattern among specific labour leaders and progressive commentators that concerns me.
Many notice a shortage of talent supply. That is a fact, and paying heed to that is necessary.
What gives rise to concern is some leaders’ reaction to it. Two often-heard reactions arising are:
because of the shortage, union bargaining power has increased, and thus, employers must pay more, and
how dare you think about supplementing the supply of temporary foreign workers.
April Labour Market Update and Alberta by Workforce Delivery Inc.
Alberta Labour Market Update for March 2022
September 24, 2019, |Bullying, Compliance, Harassment, Human Resources, Sexual Harassment, Workplace Respect Inspired in part by Samantha Ip and Alisa Kaletsky of Clark Wilson LLP, in an article Published on www.mondaq.com Facts: A professor at a Canadian university...
I wish my workplace operated like this. What can we learn from the Dish with One Spoon Agreement?
The dish was a shared land from which each community ate, and they ate from one spoon. There was a shared responsibility to ensure the dish was never empty. No knives were at the table, meaning that we must keep the peace.
With CPI trending between 3.1% and 3.7%, are wages following suit? The answer is no. CPI is inflated due to disruption in energy transition, increased government spending and cash injections from the Bank of Canada, and pandemic shifts, all of which increase the risk for employers and do not translate to job creators being able to afford increased wages for their employees.
Several economic pushes create head-scratcher moments at collective bargaining tables as parties assess where the fair and responsible deal resides and how best to communicate that to rank and file members. This phenomenon presents unique challenges for human resources, labour relations practitioners, and union leadership.
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