UBC Phar400-human resource management-21oct2011


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presentation to UBC 4th year Pharmacy students on HR management

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UBC Phar400-human resource management-21oct2011

  1. 1. October 21, 2011 Gerry Spitzner retailSOS.ca
  2. 2.  Managing The HR Process Human resources management is a process that can be effectively and productively managed. An Investment in The Business Human resources (HR) are a substantial investment for most companies. People are your most important resource. retailSOS.ca Gerry Spitzner 2
  3. 3.  Managing human resources is 10% law and 90%process – the fairness and consistency of your methods will determine your results Leadership, Communication and Systems are the key to consistency retailSOS.ca Gerry Spitzner 3
  4. 4.  Do positive employee relations and practices affect customer service? Obtaining a new customer costs 5 times more than retaining a loyal customer, and replacing an employee will cost 100% or more of that employee’s annual wages. retailSOS.ca Gerry Spitzner 4
  5. 5.  “The most important thing in communication is hearing what isnt said” - Peter Drucker The 3 Elements of Direct Face to Face Communication Words only account for 7% of any message Emphasis and Tone accounts for 38%. Body Language accounts for 55%. retailSOS.ca Gerry Spitzner 5
  6. 6.  “You dont manage people; you manage things. You lead people.” – Grace Hopper Manage things including tasks, jobs, numbers and information; lead people and teams. People are primarily emotionally driven; appeal to both the heart and the head. retailSOS.ca Gerry Spitzner 6
  7. 7.  Overview of the main BC Labour Laws and agencies that govern the workplace Disclaimer: These items are intended for general informational purposes only and should not be construed or relied upon as legal advice. The legal issues addressed in these items are subject to changes in the applicable law. You should always seek competent legal advice concerning any specific issues affecting you or your business. retailSOS.ca Gerry Spitzner 7
  8. 8.  Human Rights Code Employment Standards Act Labour Relations Workers Compensation Act Personal Information Protection Act (PIPA) retailSOS.ca Gerry Spitzner 8
  9. 9.  Human rights law entitles every Canadian to equal opportunity to employment and the right to work each day free of discrimination and harassment. If another statute, such as the Workers Compensation Act, conflicts with it, the HRCode takes priority. retailSOS.ca Gerry Spitzner 9
  10. 10.  The BC Human Rights Code Prohibits discrimination in employment advertisements, discrimination in wages, discrimination in employment, and discrimination by unions and associations. retailSOS.ca Gerry Spitzner 10
  11. 11.  The BC Human Rights Tribunal is a quasi-judicial human rights body in BC established under the British Columbia Human Rights Code. responsible for "accepting, screening, mediating and adjudicating human rights complaints. retailSOS.ca Gerry Spitzner 11
  12. 12.  Discrimination and Harassment does not have to be intentional to be illegal under the Code. It is the employers responsibility to maintain working conditions free of discrimination and harassment, regardless of whether the employer is the cause of the discrimination or not. retailSOS.ca Gerry Spitzner 12
  13. 13.  Prohibited Grounds of Discrimination race, colour, ancestry, place of origin political belief, religion marital status, family status physical or mental disability sex, sexual orientation age conviction for a criminal or summary conviction offence that is unrelated to the job in question retailSOS.ca Gerry Spitzner 13
  14. 14.  Recruitment and selection Interviewing, reference checking Job postings The interview Checking references Social Media Making the offer retailSOS.ca Gerry Spitzner 14
  15. 15.  Workplace Harassment Serious issue in todays workplaces and can be quite costly for organizations. Ensuring a clear policy to address concerns and steps to try to resolve issues is a firm step to creating and maintaining a healthy workplace and avoiding legal turmoil. retailSOS.ca Gerry Spitzner 15
  16. 16.  Filing a Complaint Anyone may file a human rights complaint under the Code. The Code allows a person or group to file a complaint with the BC Human Rights Tribunal and protects them from retaliation if they make a complaint. retailSOS.ca Gerry Spitzner 16
  17. 17.  The Employers Duty to Accommodate An employer has a duty to accommodate when a workplace policy or procedure, which appears neutral and applies to everyone equally, adversely affects or indirectly discriminates against an employee because of a prohibited ground of discrimination. retailSOS.ca Gerry Spitzner 17
  18. 18.  Sexual Harassment What about generally accepted banter or normal social interaction at work? Is it okay to hold a door open for a woman? Will I get in trouble if I compliment someone on their clothing or their new hair style? Is telling an off-colour joke considered sexual harassment? retailSOS.ca Gerry Spitzner 18
  19. 19.  If you are an employer in B.C., for most occupations the applicable legislation is the British Columbia Employment Standards Act. ESA is legislation enacted by the provincial government to protect the rights of working people. retailSOS.ca Gerry Spitzner 19
  20. 20.  The purposes of this Act Sections within the act outline the employers responsibility to their employees, notably things such as minimum wage, meal breaks, dispute resolution and parental leave. retailSOS.ca Gerry Spitzner 20
  21. 21.  Scope of this Act applies to all employees other than those excluded by regulation. If a collective agreement contains no provision respecting a matter, the specified provision of this Act is deemed to be incorporated in the collective agreement as part of its terms. retailSOS.ca Gerry Spitzner 21
  22. 22.  Wages and benefits Pay administration Paydays How wages are paid Payroll records Deductions Assignments retailSOS.ca Gerry Spitzner 22
  23. 23.  Labour Relations Board The BC Labour Relations Board is an independent, administrative tribunal with the mandate to mediate and adjudicate employment and labour relations matters related to unionized workplaces. retailSOS.ca Gerry Spitzner 23
  24. 24.  Labour Relations Code The Labour Relations Code is primarily concerned with collective bargaining and labour management relations in BC. The Labour Relations Code governs all aspects of collective bargaining amongst the provincially-regulated employers and employees. retailSOS.ca Gerry Spitzner 24
  25. 25.  Collective Bargaining Agreements Collective bargaining produces a collective agreement which is a legal document outlining the terms and conditions of employment. Frequently referred to by the acronym of CBA. retailSOS.ca Gerry Spitzner 25
  26. 26.  Staff Scheduling Working as a Pharmacist in a union or non- union environment The Rand Formula retailSOS.ca Gerry Spitzner 26
  27. 27.  This Act applies to all employers, and all workers in British Columbia except employers or workers exempted by order of the Board. There are a few exemptions; none apply to retail. retailSOS.ca Gerry Spitzner 27
  28. 28.  Occupational Health and Safety The Occupational Health and Safety (OHS) Regulation contains legal requirements that must be met by all workplaces under the inspection jurisdiction of WorkSafeBC. Many sections of the Regulation have associated guidelines and policies. retailSOS.ca Gerry Spitzner 28
  29. 29.  Consider immunization, safe sharps disposal, returned medication disposal, compounding labs in Pharmacies, hazardous materials, robbery prevention, ladders, box cutters, repetitive motion, height of the counter, lighting, air conditioning, air quality, ventilation, first aid. retailSOS.ca Gerry Spitzner 29
  30. 30.  Workplace policies and practices must comply with applicable Occupational Health and Safety laws and regulations and with Workers Compensation laws and regulations, which deal with compensation for accidents and disease. retailSOS.ca Gerry Spitzner 30
  31. 31.  OHS policy needs to be specific and deal with any unique workplace issues. Here is a sample list of issues: Smoking and scents Workplace violence Working alone Blood borne pathogens Substance abuse retailSOS.ca Gerry Spitzner 31
  32. 32.  Work Safe BC Dedicated to promoting workplace health and safety for the workers and employers of BC. Consult with and educate employers and workers and monitor compliance with the Occupational Health and Safety Regulation. Assessments are a % of payroll and are based on classification retailSOS.ca Gerry Spitzner 32
  33. 33.  Health and Safety Committee An employer must establish and maintain a joint health and safety committee (a) in each workplace where 20 or more workers of the employer are regularly employed, and (b) in any other workplace for which a joint committee is required by order. retailSOS.ca Gerry Spitzner 33
  34. 34.  The federal government brought the Personal Information Protection and Electronic Documents Act (PIPEDA) into force in January 2004. BC chose to introduce its own legislation, namely the Personal Information Protection Act (PIPA), which regulates the collection, use and disclosure of personal information by private organizations. retailSOS.ca Gerry Spitzner 34
  35. 35.  The Office of the Information and Privacy Commissioner (OIPC) is independent from government and monitors and enforces British Columbias Freedom of Information and Protection of Privacy Act (FIPPA) and Personal Information Protection Act (PIPA). retailSOS.ca Gerry Spitzner 35
  36. 36.  Legal requirements To be in compliance with the Act, every organization in B.C. must have appointed a person to oversee their personal information policy. Provincial employment standards mandate the collection and retention of some specific employee information, particularly with respect to payroll. retailSOS.ca Gerry Spitzner 36
  37. 37.  Employee files and confidentiality Security of personnel files Employee access retailSOS.ca Gerry Spitzner 37
  38. 38.  Questions? retailSOS.ca Gerry Spitzner 38
  39. 39.  Twitter: @passion4retail LinkedIn: Gerry Spitzner Blog: retailsos.ca Email: gerry@retailsos.ca Info: gerryspitzner.tel Info: retailsos.tel retailSOS.ca Gerry Spitzner 39