The document discusses human resources management and labor laws in British Columbia. It addresses topics like managing HR processes, treating employees as investments, communication skills, leadership qualities, an overview of key BC labor laws regarding employment standards, human rights, occupational health and safety, workers compensation, and privacy laws. The document provides information on discrimination, harassment, recruiting and selecting employees, and filing complaints to help employers understand and comply with their legal obligations.
This document discusses employment and labor laws in Canada, with a focus on issues in British Columbia. It addresses the most common areas of employment dispute such as contracts, dismissals, and workplace issues. It provides an overview of key BC employment laws governing the workplace, including the Human Rights Act, Employment Standards Act, labor relations laws, workers' compensation act, and privacy laws. It explains the differences between employment law and labor law. Finally, it discusses managing human resources processes effectively through leadership, communication, and systems.
The document discusses several key areas of employment and labor law in British Columbia, including human rights legislation, employment standards, labor relations, occupational health and safety laws, and privacy laws. It provides an overview of the relevant acts and codes, highlights important considerations for employers, and notes the different agencies responsible for administering the laws.
The document discusses social responsibility and corporate social responsibility. It states that CSR involves activities like community development, philanthropy, and social education that benefit both businesses and society. Businesses adopt CSR as part of their corporate values and citizenship. CSR activities help organizations hire and retain employees while also contributing to business performance.
Rules and regulations for a startup businessSameerShaik43
Starting a business is about getting a lot of things covered. A persuasive business plan is mandatory. If you are following the business rules and regulations, you will be successful. There are several details to attend to before the grand opening of your business. It includes local and state government agencies to assist new business owners with rules and registration information.
This employment bulletin from May 2010 summarizes several recent employment law cases:
1) A solicitor lost claims for unfair dismissal and sex discrimination related to her pregnancy, as documents showed performance issues predated her disclosure.
2) An employment tribunal found that retiring football assistant referees at age 48 constituted age discrimination, as the employer could not justify that specific age.
3) The new UK government planned to phase out the default retirement age of 65, which was outlined in the Conservative-Liberal Democrat coalition agreement.
Employment laws outline requirements in the following areas:
Health and safety regulations require employers to provide safe equipment and training to reduce safety risks. Equal opportunity laws prohibit discrimination based on attributes like age, gender, disability, or religion and require employers to meet diversity quotas. Employment equality regulations ban age discrimination in hiring and prohibit changing views of applicants due to age. Employers are required to carry employment liability insurance to cover injuries or illness to employees caused by work or the workplace. Trade unions organize workers in various trades to collectively advocate for better pay and working conditions through strikes if needed. Employee rights guarantee fair workplace contracts, wages, breaks, leave, and working conditions for all.
The document summarizes key topics around equal employment opportunity laws in the United States, including:
- The three major branches of government that influence employment law: legislative, executive, and judicial.
- Major federal anti-discrimination laws like Title VII, ADA, ADEA that prohibit discrimination based on characteristics like race, disability status, and age.
- Theories of discrimination employers may face, like disparate treatment, disparate impact, and the standards of proof required for each.
- Enforcement agencies responsible for enforcing equal opportunity laws, primarily the EEOC, and their investigatory and regulatory powers.
- Emerging issues around topics like sexual harassment, retaliation, and reasonable accommodation for
This document discusses employment and labor laws in Canada, with a focus on issues in British Columbia. It addresses the most common areas of employment dispute such as contracts, dismissals, and workplace issues. It provides an overview of key BC employment laws governing the workplace, including the Human Rights Act, Employment Standards Act, labor relations laws, workers' compensation act, and privacy laws. It explains the differences between employment law and labor law. Finally, it discusses managing human resources processes effectively through leadership, communication, and systems.
The document discusses several key areas of employment and labor law in British Columbia, including human rights legislation, employment standards, labor relations, occupational health and safety laws, and privacy laws. It provides an overview of the relevant acts and codes, highlights important considerations for employers, and notes the different agencies responsible for administering the laws.
The document discusses social responsibility and corporate social responsibility. It states that CSR involves activities like community development, philanthropy, and social education that benefit both businesses and society. Businesses adopt CSR as part of their corporate values and citizenship. CSR activities help organizations hire and retain employees while also contributing to business performance.
Rules and regulations for a startup businessSameerShaik43
Starting a business is about getting a lot of things covered. A persuasive business plan is mandatory. If you are following the business rules and regulations, you will be successful. There are several details to attend to before the grand opening of your business. It includes local and state government agencies to assist new business owners with rules and registration information.
This employment bulletin from May 2010 summarizes several recent employment law cases:
1) A solicitor lost claims for unfair dismissal and sex discrimination related to her pregnancy, as documents showed performance issues predated her disclosure.
2) An employment tribunal found that retiring football assistant referees at age 48 constituted age discrimination, as the employer could not justify that specific age.
3) The new UK government planned to phase out the default retirement age of 65, which was outlined in the Conservative-Liberal Democrat coalition agreement.
Employment laws outline requirements in the following areas:
Health and safety regulations require employers to provide safe equipment and training to reduce safety risks. Equal opportunity laws prohibit discrimination based on attributes like age, gender, disability, or religion and require employers to meet diversity quotas. Employment equality regulations ban age discrimination in hiring and prohibit changing views of applicants due to age. Employers are required to carry employment liability insurance to cover injuries or illness to employees caused by work or the workplace. Trade unions organize workers in various trades to collectively advocate for better pay and working conditions through strikes if needed. Employee rights guarantee fair workplace contracts, wages, breaks, leave, and working conditions for all.
The document summarizes key topics around equal employment opportunity laws in the United States, including:
- The three major branches of government that influence employment law: legislative, executive, and judicial.
- Major federal anti-discrimination laws like Title VII, ADA, ADEA that prohibit discrimination based on characteristics like race, disability status, and age.
- Theories of discrimination employers may face, like disparate treatment, disparate impact, and the standards of proof required for each.
- Enforcement agencies responsible for enforcing equal opportunity laws, primarily the EEOC, and their investigatory and regulatory powers.
- Emerging issues around topics like sexual harassment, retaliation, and reasonable accommodation for
Minimum Wage Law in Florida: Are You Covered?Richard Celler
In Florida, for example, the “Florida Minimum Wage Act” determines the state minimum wage which is currently set at $7.93 per hours. If an employee is subject to both the federal and state minimum wage law the worker is legally entitled to be paid the higher of the two rates. Learn more about minimum wage laws in Florida in this presentation.
This document discusses privacy and workplace issues. It addresses the moral issues around organizational influence on employees' private lives and obtaining personal information. It also covers working conditions like health and safety, management styles, childcare policies, and redesigning work to improve job satisfaction. The key topics are the tension between employee privacy rights and employers' interests, and how work design impacts worker well-being.
This document outlines Toll Brothers' Code of Ethics and Business Conduct. It discusses general guidelines including avoiding conflicts of interest and the appearance of conflicts. It prohibits employees from certain activities without approval if they present conflicts, such as working for competitors or accepting gifts over $250 from suppliers. It provides guidance on acceptable and unacceptable business courtesies. The purpose is to ensure business decisions are made fairly and impartially and are not influenced improperly.
The document discusses key concepts in US employment law, including the employment-at-will doctrine and its exceptions, major federal statutes governing wages/hours and workplace safety/health, leave laws like FMLA, and protections against discrimination based on characteristics like race, gender, age, and disability under laws such as Title VII, EPA, ADEA, and ADA. Defenses to discrimination claims include business necessity, BFOQ, seniority systems, and after-acquired evidence of employee misconduct.
The document discusses various employment laws including the Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), Americans with Disabilities Act (ADA), Age Discrimination in Employment Act (ADEA), Equal Pay Act (EPA), Employee Retirement Income Security Act (ERISA), Fair Credit Reporting Act (FCRA), and Consolidated Omnibus Budget Reconciliation Act (COBRA). It provides summaries of the key aspects of each law such as covered employers and employees, prohibited conduct, required protections, potential penalties for noncompliance, and compliance tips.
This presentation will summarize current organizing rules, the changes that will occur if EFCA is passed, and steps that employers should consider now in light of the proposed legislation.
The document outlines Walgreen Co.'s ethics policy, which applies to all employees and board members. It establishes guidelines regarding honest and ethical business conduct, conflicts of interest, confidentiality, compliance with laws, and equal opportunity employment. The policy prohibits behaviors such as fraud, corruption, insider trading, discrimination, and anti-competitive practices. Employees are expected to report any unethical or illegal conduct and to comply with all aspects of the ethics policy.
The document discusses the proposed Employee Free Choice Act (EFCA), which aims to make it easier for workers to unionize. It outlines the key provisions of EFCA, including allowing unions to be formed if over 50% of workers sign authorization cards rather than requiring a secret ballot election. It also discusses mandatory arbitration if a contract is not negotiated within 120 days. The document expresses concern that EFCA will lead to increased unionization and costs for businesses. However, it notes that preparing employees and maintaining a positive work environment can help "union-proof" an organization.
This document discusses various types of legislation that employers in the television and film industries must be familiar with, including health and safety legislation, equal opportunities, employment liabilities, rights and equality regulations. It examines the Employment Rights Act of 1996, the Health and Safety at Work Act of 1974, equal opportunities legislation, and employment liability regulations regarding age discrimination. The document also covers intellectual property laws such as copyright, trademarks, and trade unions.
This document discusses the unique challenges involved in restructuring distressed family-owned businesses in Australia. It notes that family-owned businesses make up the majority of small-to-medium enterprises in Australia, which are the foundation of the economy. However, restructuring these businesses often requires addressing issues like a lack of proper governance structures, succession planning, and emotional barriers when family members are involved. The document explores some examples of different family governance models and notes that as more baby boomer business owners retire, insolvency practitioners will likely encounter more distressed family firms requiring restructuring assistance.
The globalised business environment of today necessitates a strong network of global vendors that play a critical role in the business and can help bring considerable opportunities.
Legal Lookout: Legal 101 for EntrepreneursTheIdeaVillage
The document discusses various business entity structures such as sole proprietorships, partnerships, S corporations, and LLCs and factors to consider when choosing a structure. It also covers legal topics relevant to entrepreneurs such as employment law, intellectual property, and types of contractual agreements. The presentation provides a high-level overview of key legal concepts for entrepreneurs to be aware of in starting and operating a business.
The document discusses key legal issues for business start-ups presented by Jim Chester of Chester/Associates law firm. It identifies four topics for start-ups to address: legal restrictions and permits; entity type selection such as LLC or corporation; intellectual property protection through trademarks, copyrights and patents; and developing basic legal documents including contracts and agreements. Failure to adequately address these legal issues early can cause significant problems for new businesses later.
The document provides guidance on developing a business plan for a new clinical service, including conducting market research, assessing competitors, determining needed resources, establishing goals and objectives, and documenting the plan. It emphasizes understanding customer needs, developing a value proposition, creating a mission statement, and convincing investors that there is demand for the product or service.
This document provides an overview of key considerations for establishing or purchasing a pharmacy business. It discusses factors like location analysis, lease agreements, capital requirements, purchasing an existing business versus starting a new one, and tasks involved in both options. The document is a guide for prospective pharmacy owners on important business and operational aspects to evaluate in starting or buying a pharmacy practice.
Presentation to 4th year students at UBC Pharmacy in the Phar400 Pharmacy Business Management course. Introduction of basic marketing concepts and how they relate to marketing professional patient services beyond dispensing.
Small Business BC seminar and webinar presentation is about planning and crafting a crucial part of the blue print of the overall business plan including what items to prepare for a meeting with a prospective retail customer.
UBC Phar400-Business Plan Essentials 3Oct2014Gerry Spitzner
Presented to 4th year students at UBC Pharmacy in the Phar400 Pharmacy Business Management course to help them prepare their business plan and pitch presentation for a sustainable patent service.
Minimum Wage Law in Florida: Are You Covered?Richard Celler
In Florida, for example, the “Florida Minimum Wage Act” determines the state minimum wage which is currently set at $7.93 per hours. If an employee is subject to both the federal and state minimum wage law the worker is legally entitled to be paid the higher of the two rates. Learn more about minimum wage laws in Florida in this presentation.
This document discusses privacy and workplace issues. It addresses the moral issues around organizational influence on employees' private lives and obtaining personal information. It also covers working conditions like health and safety, management styles, childcare policies, and redesigning work to improve job satisfaction. The key topics are the tension between employee privacy rights and employers' interests, and how work design impacts worker well-being.
This document outlines Toll Brothers' Code of Ethics and Business Conduct. It discusses general guidelines including avoiding conflicts of interest and the appearance of conflicts. It prohibits employees from certain activities without approval if they present conflicts, such as working for competitors or accepting gifts over $250 from suppliers. It provides guidance on acceptable and unacceptable business courtesies. The purpose is to ensure business decisions are made fairly and impartially and are not influenced improperly.
The document discusses key concepts in US employment law, including the employment-at-will doctrine and its exceptions, major federal statutes governing wages/hours and workplace safety/health, leave laws like FMLA, and protections against discrimination based on characteristics like race, gender, age, and disability under laws such as Title VII, EPA, ADEA, and ADA. Defenses to discrimination claims include business necessity, BFOQ, seniority systems, and after-acquired evidence of employee misconduct.
The document discusses various employment laws including the Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), Americans with Disabilities Act (ADA), Age Discrimination in Employment Act (ADEA), Equal Pay Act (EPA), Employee Retirement Income Security Act (ERISA), Fair Credit Reporting Act (FCRA), and Consolidated Omnibus Budget Reconciliation Act (COBRA). It provides summaries of the key aspects of each law such as covered employers and employees, prohibited conduct, required protections, potential penalties for noncompliance, and compliance tips.
This presentation will summarize current organizing rules, the changes that will occur if EFCA is passed, and steps that employers should consider now in light of the proposed legislation.
The document outlines Walgreen Co.'s ethics policy, which applies to all employees and board members. It establishes guidelines regarding honest and ethical business conduct, conflicts of interest, confidentiality, compliance with laws, and equal opportunity employment. The policy prohibits behaviors such as fraud, corruption, insider trading, discrimination, and anti-competitive practices. Employees are expected to report any unethical or illegal conduct and to comply with all aspects of the ethics policy.
The document discusses the proposed Employee Free Choice Act (EFCA), which aims to make it easier for workers to unionize. It outlines the key provisions of EFCA, including allowing unions to be formed if over 50% of workers sign authorization cards rather than requiring a secret ballot election. It also discusses mandatory arbitration if a contract is not negotiated within 120 days. The document expresses concern that EFCA will lead to increased unionization and costs for businesses. However, it notes that preparing employees and maintaining a positive work environment can help "union-proof" an organization.
This document discusses various types of legislation that employers in the television and film industries must be familiar with, including health and safety legislation, equal opportunities, employment liabilities, rights and equality regulations. It examines the Employment Rights Act of 1996, the Health and Safety at Work Act of 1974, equal opportunities legislation, and employment liability regulations regarding age discrimination. The document also covers intellectual property laws such as copyright, trademarks, and trade unions.
This document discusses the unique challenges involved in restructuring distressed family-owned businesses in Australia. It notes that family-owned businesses make up the majority of small-to-medium enterprises in Australia, which are the foundation of the economy. However, restructuring these businesses often requires addressing issues like a lack of proper governance structures, succession planning, and emotional barriers when family members are involved. The document explores some examples of different family governance models and notes that as more baby boomer business owners retire, insolvency practitioners will likely encounter more distressed family firms requiring restructuring assistance.
The globalised business environment of today necessitates a strong network of global vendors that play a critical role in the business and can help bring considerable opportunities.
Legal Lookout: Legal 101 for EntrepreneursTheIdeaVillage
The document discusses various business entity structures such as sole proprietorships, partnerships, S corporations, and LLCs and factors to consider when choosing a structure. It also covers legal topics relevant to entrepreneurs such as employment law, intellectual property, and types of contractual agreements. The presentation provides a high-level overview of key legal concepts for entrepreneurs to be aware of in starting and operating a business.
The document discusses key legal issues for business start-ups presented by Jim Chester of Chester/Associates law firm. It identifies four topics for start-ups to address: legal restrictions and permits; entity type selection such as LLC or corporation; intellectual property protection through trademarks, copyrights and patents; and developing basic legal documents including contracts and agreements. Failure to adequately address these legal issues early can cause significant problems for new businesses later.
The document provides guidance on developing a business plan for a new clinical service, including conducting market research, assessing competitors, determining needed resources, establishing goals and objectives, and documenting the plan. It emphasizes understanding customer needs, developing a value proposition, creating a mission statement, and convincing investors that there is demand for the product or service.
This document provides an overview of key considerations for establishing or purchasing a pharmacy business. It discusses factors like location analysis, lease agreements, capital requirements, purchasing an existing business versus starting a new one, and tasks involved in both options. The document is a guide for prospective pharmacy owners on important business and operational aspects to evaluate in starting or buying a pharmacy practice.
Presentation to 4th year students at UBC Pharmacy in the Phar400 Pharmacy Business Management course. Introduction of basic marketing concepts and how they relate to marketing professional patient services beyond dispensing.
Small Business BC seminar and webinar presentation is about planning and crafting a crucial part of the blue print of the overall business plan including what items to prepare for a meeting with a prospective retail customer.
UBC Phar400-Business Plan Essentials 3Oct2014Gerry Spitzner
Presented to 4th year students at UBC Pharmacy in the Phar400 Pharmacy Business Management course to help them prepare their business plan and pitch presentation for a sustainable patent service.
UBC Phar400-Employment Law & Interviewing 31Oct2014Gerry Spitzner
Overview of Canadian and BC employment law presented to 4th year UBC Pharmacy students. How it relates to the Pharmacy workplace, recruiting and interviewing to help students prepare their mid-term job description assignment.
UBC Phar400-business of pharmacy-14sept2012Gerry Spitzner
The document discusses key aspects of retail pharmacy management. It begins with an introduction and list of objectives. It then covers various topics related to operating a pharmacy retail business such as the people and moving parts involved, types of pharmacy practices, differences between retail pharmacy models, logistics and supply chain management, key controllable areas like inventory, pricing, merchandising and staffing, and future developments and opportunities in the industry. The document also includes a glossary of common acronyms and terms used in retail pharmacy.
The business of pharmacy january 2013 long versionGerry Spitzner
This document provides a high-level overview of pharmacy management in Canada and British Columbia. It discusses key topics such as the types of pharmacies, pharmaceutical logistics and supply chains, the four controllable parts of a retail pharmacy business, and customer experience. It also examines future developments, issues, and opportunities in the pharmacy industry.
Why retailers buy. How to approach retailers. What retailers are thinking about. What retail buyers look for in suppliers. What retail buyers look for in a product. Retail pricing & merchandising. Retail distribution, supply chain & logistics channels.
Your sales & marketing plan
UBC Phar400 Marketing Pharmacy Professional Services-25Oct2013Gerry Spitzner
Presented to 4th year Pharmacy students at UBC Pharmaceutical Sciences in the Phar400 Pharmacy Business Management course.
As part of the curriculum students are required to work in teams to create a new sustainable professional clinical service supported by a business plan. At the end of the semester the teams present in a "pitch" to classmates and a panel of judges. Winners are determined by their peers.
In this fourth presentation of the semester we focus on Marketing healthcare professional services. We define marketing and explain how the marketing concept applies to marketing professional services.
Learning objectives:
>Brand and Branding
>Marketing 101
>Managing the Marketing Mix
>Marketing Pharmacy Professional Services
UBC Phar400 Business of Retail Pharmacy 3.0 11Sept2015Gerry Spitzner
This document provides an overview of retail community pharmacy management. It discusses thought starters on customer experience and operational areas. It outlines different pharmacy formats including corporate, franchise, banner, and independent pharmacies. It also discusses pharmaceutical logistics and supply chains. The document explores future developments, opportunities, and trends for retail pharmacies, including a shift towards payment based on patient outcomes rather than medication volume. It emphasizes the importance of patient services and engagement to leverage pharmacists' role in healthcare.
UBC Phar400 Biusiness of Retail Pharmacy 3.0 23Jan2015Gerry Spitzner
This document provides an overview of retail pharmacy business in Canada and British Columbia. It discusses the different types of retail pharmacy formats including corporate pharmacy, franchise pharmacy, banner pharmacy, and independent pharmacy. It also outlines the complex pharmaceutical supply chain and logistics system. Finally, it addresses key functional areas of retail pharmacy operations and discusses future trends, including a shift toward greater consumer spending on healthcare.
Small Business BC-retail distribution-09oct2012Gerry Spitzner
Workshop/seminar on moving your product line to retail market. Designed for importers and suppliers on how to approach retailers, methods retailers use to list products, and an overview of the logistics and retail supply chain. Updated Oct2012.
Presented to 4th year Pharmacy students at UBC Pharmaceutical Sciences in the Phar400 Pharmacy Business Management course.
As part of the curriculum students are required to work in teams to create a new sustainable professional clinical service supported by a business plan. At the end of the semester the teams present in a "pitch" to classmates and a panel of judges. Winners are determined by their peers.
In this third presentation of the semester we review Employment Law and the rules that govern the workplace in Canada and in particular British Columbia.
Learning objectives:
>Human Rights Act and BC Human Rights Code
>Employment Standards Act
>Labour Relations
>Workers Compensation Act
>Personal Information Protection Act (PIPA)
>Employment interviews
The document discusses developing a personal brand and value proposition for job searching. It recommends defining who your target audience is, how you can help them, and what makes you different. It also discusses developing a personal value proposition by focusing on your strengths and tying them to your target position. Additionally, it addresses the importance of networking by focusing on helping others and introducing people.
The document summarizes key Canadian employment and labor laws, including the main areas they govern. It discusses the Canadian Human Rights Act, Employment Standards Act, labor relations law, Workers Compensation Act, and Personal Information Protection Act. It notes that these laws establish minimum employment conditions and protect employees from discrimination. The document is intended to provide a general overview of the legal issues around human resources management in British Columbia.
This document provides an overview of key U.S. labor and employment laws for foreign companies. It summarizes that U.S. employment is generally at-will, but cannot violate statutes, contracts, or public policy. It also lists some major federal employment laws such as Title VII, ADA, FLSA. Additionally, it notes state-level wage, discrimination, leave and workers' compensation laws can also apply. The document provides guidance on legal compliance in hiring practices, employee handbooks, and termination procedures.
Training Progam I delivered for a Pennsylvania Employer in 2013. Info should be closely checked to ensure it is in line with your company policies as well as home state laws and regs.
The Impact of Communicable Diseases, Including Coronavirus, on the WorkplaceFinancial Poise
Part of the webinar series: PROTECTING YOUR EMPLOYEE ASSETS: THE LIFE CYCLE OF THE EMPLOYMENT RELATIONSHIP 2021
When it comes to dealing with communicable disease-related issues within the workplace, planning is everything. What kinds of things might an employer do to lessen the impact of a communicable disease disaster on their business? Join this panel of experts as they explore these topics: (1) FFCRA-eligibility, hardship waivers, benefits required; (2) Increased employer medical screening, testing & temperature taking; (3) Managing remote work, how to assess eligibility for remote work (job descriptions, accommodations, electronic access); (4) Workplace communication--HIPAA, privacy, etc.
If you’re a publicly traded company, corporate ethics training is a requirement of employment thanks to the Sarbanes-Oxley Act (SOX) of 2002, and this template will help you walk your front-line managers through the law’s key tenets. The presentation addresses the origin of SOX and the corporate ethics statement (AKA “code of conduct”), the importance disclosing potential conflicts of interest, Equal Employment Opportunity and workplace discrimination/harassment, and the policy of non-retaliation. Slides are also dedicated to Health, Safety and the Environment, the Use of Company Time, Property, and Supplies, how to report violations, and how investigations and disciplinary actions are generally managed. (33 slides)
Presentation developed by author Paul Falcone - www.paulfalconehr.com.
This document summarizes a presentation given by attorneys Mark Tolman and Sean Monson on employee retention. It discusses common reasons why employees leave, including better pay elsewhere, feeling overworked or underappreciated. It also addresses the current worker shortage and provides suggestions for how employers can retain employees, such as effective onboarding, mentorship programs, competitive pay and benefits, flexibility, and diversity policies. The document then discusses legal issues relating to medical marijuana in the workplace and "canceling" employees. It concludes with a discussion of recent unionization efforts and protected concerted activities under the National Labor Relations Act.
The human resources (HR) function is at the centre of most employers’ efforts to identify, hire and retain the people the organization needs to execute its strategy and achieve its goals.But the HR function is a key player within the organization’s compliance structure as well.
There are numerous laws and regulations governing the employment relationship that HR professionals must understand and navigate in order to help ensure their organizations avoid costly fines and other penalties, including the potential harm to the organization’s reputation.
This presentation will help the organizations to focus on the HR legal requirements and manage the HR compliance in an effective manner.
Read BoyarMiller's Six Ways to Better Manage Litigation and Your Business eGuide now for tips and insight from our team of attorneys with experience across industries, from oil and gas to real estate to private equity.
The document discusses employment equity and affirmative action policies and how they were implemented at Defy Appliances Ltd in 1999, covering what employment equity and affirmative action are, how the policies work, obstacles faced in implementation, and the conclusion that the policies led to greater representation of designated groups in companies in South Africa. It provides details on the contents and implementation of South Africa's Employment Equity Act of 1998.
Legal And Regulatory Requirements Related To An Organization MansiGupta413277
Taking steps to meet your legal obligations might seem like a management no-brainer, but only fulfilling your minimum requirements might result in missed opportunities. Understanding the reasons for the various rules, laws and regulations that govern your business will help you take advantage of any benefits they offer while ensuring you stay in compliance at all times.
The Impact of Communicable Diseases, Including Coronavirus, on the WorkplaceFinancial Poise
When it comes to dealing with communicable disease-related issues within the workplace, planning is everything. What kinds of things might an employer do to lessen the impact of a communicable disease disaster on their business? Join this panel of experts as they explore these topics: (1) FFCRA-eligibility, hardship waivers, benefits required; (2) Increased employer medical screening, testing & temperature taking; (3) Managing remote work, how to assess eligibility for remote work (job descriptions, accommodations, electronic access); (4) Workplace communication--HIPAA, privacy, etc.
Part of the webinar series: PROTECTING YOUR EMPLOYEE ASSETS: THE LIFE CYCLE OF THE EMPLOYMENT RELATIONSHIP 2022
See more at https://www.financialpoise.com/webinars/
The document outlines Johnson & Johnson's policy on business conduct. It states that all managers and employees are responsible for complying with and enforcing the policy. Managers must ensure employees are aware of and comply with the policy, and employees must report any prohibited or unlawful acts. The policy addresses areas like conflicts of interest, compliance with laws and regulations, political contributions, and accurate record keeping.
Business Ethics and Social Responsibilityhttpwww.wileyb.docxfelicidaddinwoodie
Business Ethics and
Social Responsibility
http://www.wileybusinessupdates.com
Chapter
2
1
Explain the concern for ethical and societal issues.
Describe the contemporary ethical environment.
Discuss how organizations shape ethical conduct.
1
Learning Objectives
Describe how businesses can act responsibly to satisfy society.
Explain the ethical responsibilities of businesses to the general public.
Describe the responsibilities to investors and the financial community.
2
3
4
5
6
2
Business Ethics
The standards of conduct and moral values governing actions and decisions in the work environment.
Social responsibility
Balance between what’s right and what’s profitable
Often no clear-cut choices
Often shaped by the organization’s ethical climate
Concern for Ethical and
Societal Issues
3
Ethical Challenges
Situation in which a business decision may be influenced for personal gain.
Telling the truth and adhering to deeply felt ethical principles in business decisions.
Businesspeople expect employees to be loyal and truthful, but ethical conflicts may arise.
4
The Contemporary Ethical Environment
High-profile investigations and arrests in headlines.
Vast majority of businesses are ethical.
New corporate officers charged with deterring wrongdoing and ensuring ethical standards.
See how Walmart highlights corporate responsibility on its website.
5
Individuals can make the difference in ethical expectations and behavior.
Putting own interest ahead of the organization
Lying to employee
Misrepresenting hours
Safety violations
Internet abuse
Technology is expanding unethical behavior.
Individuals Make a Difference
6
Development of Personal Ethics
7
How Organizations Shape Ethical Conduct
Code of Conduct: Formal statement that defines how the organization expects and requires employees to resolve ethical questions
8
Ethical Leadership
Executives must demonstrate ethical behavior in their actions.
use clear, explicit language rather than euphemisms for corrupt behavior
encourage behavior that generates and fosters ethical values
practice moral absolutism, insisting on doing right even if it proves financially costly
Codes of conduct cannot detail a solution for every ethical situation, so corporations provide training in ethical reasoning.
9
Whistle-blowing is an employee’s disclosure to company officials, government authorities, or the media of illegal, immoral, or unethical practices.”
Sarbanes-Oxley Act A 2002 law that added oversight for the nation’s major companies and a special oversight board to regulate public accounting firms that audit the financial records of these corporations.
Whistle-Blowing
10
Acting Responsibly to Satisfy Society
Social Responsibility
Management’s consideration of profit, consumer satisfaction, and societal well-being of equal value in evaluating the firm’s.
This document provides an overview of key Canadian employment and labor laws. It discusses how both the federal and provincial governments create laws, as well as how common law is established through court rulings. Several important acts are examined, including the Canadian Human Rights Act, Employment Standards Act, and Occupational Health and Safety Act. The duties of employers and rights of employees are outlined, particularly regarding issues like discrimination, harassment, accommodation, minimum wage, and health and safety. Real-life examples are provided to illustrate how these laws are applied.
This document provides an overview of important topics related to hiring and managing employees. It covers the benefits of hiring smart and retaining good employees ("the good") as well as challenges like discipline, violence, harassment and conflict ("the bad"). It also discusses compliance with various employment laws and regulations to avoid penalties and lawsuits ("the ugly"). The document emphasizes the importance of understanding legal obligations, having proper policies and procedures, conducting thorough background checks, and providing training to maximize the benefits and minimize the risks of having employees.
An essential guide to UK employment law for everyone involved in managing people.
It covers contracts of employment, employment rights, pay and hours, holidays, family matters, flexible working, trades unions, equality and discrimination, changing terms and conditions, dismissal, discipline and grievance, redundancy, redundancy payments, consultation, employment tribunals, and collective labour law.
This document discusses how to determine if a worker is an employee or independent contractor. It examines factors like control over work, integration into the organization, provision of equipment, ability to delegate work, mutuality of obligation, and access to benefits. It also covers workers' rights, casual workers including zero-hours contracts, and potential discrepancies between contractual terms and actual practice. Employee shareholders who receive company shares may forfeit some statutory employment rights in return.
The document summarizes key points from a webinar on returning to work during COVID-19. It discusses operational risks and insurance considerations, including workers' compensation, general liability, and employment practices liability insurance. It notes potential sources of claims from COVID-19 illnesses, new employees, work from home arrangements, and higher unemployment. The document provides an overview of various insurance policies and how COVID-19 may impact coverage. It concludes by introducing the presenters from Diversified Insurance Group.
Similar to UBC Phar400-human resource management-21oct2011 (20)
Small Business BC Retail Distribution-09Dec2013Gerry Spitzner
The document provides an overview of key considerations for small businesses selling products to retailers. It discusses topics such as understanding the retailer's perspective, how to approach retailers, what retailers look for in suppliers and products, retail pricing and distribution channels, common retail terminology, and creating an effective sales and marketing plan for retailers. The document emphasizes learning about the retailer's business, customers, and priorities; keeping presentations simple; focusing on the value provided to the retailer; and being prepared to address retailer needs and objections.
UBC Phar400 Business Plan Essentials-20Sept2013Gerry Spitzner
The document provides guidance on creating a business plan for a new clinical service. It discusses key elements to address in a business plan, including defining the business concept, establishing goals, identifying the market, determining sales strategies, developing financial projections, and creating an effective presentation. The document emphasizes starting with the end in mind by understanding customer needs and developing a unique value proposition. It also stresses the importance of conducting market research and a competitive analysis to support the business plan.
UBC Phar400 Business of Retail Pharmacy-13Sept2013Gerry Spitzner
This document provides an overview of the retail pharmacy business in Canada and British Columbia. It discusses the different types of pharmacies, including corporate, franchise, banner, and independent. It also examines the pharmaceutical supply chain and logistics, the key controllable aspects of a retail pharmacy like inventory, pricing, and staffing. The document notes several future trends for the industry like an enhanced role for pharmacists, an aging population, and increasing demand for pharmacy services. It predicts ongoing reimbursement challenges and the need for change management skills.
Small Business BC Retail Distribution-3Jun2013Gerry Spitzner
Have you developed a product that you are ready to distribute to the retail market but not sure where to start?
Attend this seminar and let Gerry Spitzner use his 40 years of retail experience to help you plan your sales strategy with potential retailers.
Learning Objectives:
>Discover how to structure sales calls to retailers, with the best results.
>Understand the methods retailers use to decide what products they will buy for their stores.
>Find out the common challenges retailers face; how and why they buy.
>Uncover the cardinal rules you should follow when making your first sales pitch to a prospective client
>Learn the terminology, technology and measurements retailers use to decide which products will make the cut.
>Find out how merchandising and pricing works in both chain and independent retailers.
>Discover the logistics and supply chain systems of getting products to the retailers’ door.
Small Business BC Retail Distribution-18Apr2013Gerry Spitzner
Have you developed a product that you are ready to distribute to the retail market but not sure where to start?
Attend this seminar and let Gerry Spitzner use his 40 years of retail experience to help you plan your sales strategy with potential retailers.
Learning Objectives:
>Discover how to structure sales calls to retailers, with the best results.
>Understand the methods retailers use to decide what products they will buy for their stores.
>Find out the common challenges retailers face; how and why they buy.
>Uncover the cardinal rules you should follow when making your first sales pitch to a prospective client
>Learn the terminology, technology and measurements retailers use to decide which products will make the cut.
>Find out how merchandising and pricing works in both chain and independent retailers.
>Discover the logistics and supply chain systems of getting products to the retailers’ door.
Small Business BC Retail Distribution-7feb2013Gerry Spitzner
Have you developed a product that you are ready to distribute to the retail market but not sure where to start?
Attend this seminar and let Gerry Spitzner use his 40 years of retail experience to help you plan your sales strategy with potential retailers.
Learning Objectives:
>Discover how to structure sales calls to retailers, with the best results.
>Understand the methods retailers use to decide what products they will buy for their stores.
>Find out the common challenges retailers face; how and why they buy.
>Uncover the cardinal rules you should follow when making your first sales pitch to a prospective client
>Learn the terminology, technology and measurements retailers use to decide which products will make the cut.
>Find out how merchandising and pricing works in both chain and independent retailers.
>Discover the logistics and supply chain systems of getting products to the retailers’ door.
Small Business BC-retail distribution-26 nov2012Gerry Spitzner
Have you developed a product that you are ready to distribute to retail market but not sure where to start?
Learning Objectives:
• Discover how to structure sales calls to retailers, with the best results.
• Understand the methods retailers use to decide what products they will buy for their stores.
• Find out the common challenges retailers face; how and why they buy.
• Uncover the cardinal rules you should follow when making your first sales pitch to a prospective client
• Learn the terminology, technology and measurements retailers use to decide which products will make the cut.
• Find out how merchandising and pricing works in both chain and independent retailers.
• Discover the logistics and supply chain systems of getting products to the retailers’ door.
The document discusses various considerations for someone wanting to open a community pharmacy, including whether to buy an existing business or start new, location selection, financing, hiring pharmacists, services offered, and competition factors. Key decisions include choosing a business structure, securing an optimal lease, and ensuring sufficient initial funding. Overall community pharmacy ownership remains possible with guidance.
❼❷⓿❺❻❷❽❷❼❽ Dpboss Matka Result Satta Matka Guessing Satta Fix jodi Kalyan Final ank Satta Matka Dpbos Final ank Satta Matta Matka 143 Kalyan Matka Guessing Final Matka Final ank Today Matka 420 Satta Batta Satta 143 Kalyan Chart Main Bazar Chart vip Matka Guessing Dpboss 143 Guessing Kalyan night
Adani Group's Active Interest In Increasing Its Presence in the Cement Manufa...Adani case
Time and again, the business group has taken up new business ventures, each of which has allowed it to expand its horizons further and reach new heights. Even amidst the Adani CBI Investigation, the firm has always focused on improving its cement business.
𝐔𝐧𝐯𝐞𝐢𝐥 𝐭𝐡𝐞 𝐅𝐮𝐭𝐮𝐫𝐞 𝐨𝐟 𝐄𝐧𝐞𝐫𝐠𝐲 𝐄𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐜𝐲 𝐰𝐢𝐭𝐡 𝐍𝐄𝐖𝐍𝐓𝐈𝐃𝐄’𝐬 𝐋𝐚𝐭𝐞𝐬𝐭 𝐎𝐟𝐟𝐞𝐫𝐢𝐧𝐠𝐬
Explore the details in our newly released product manual, which showcases NEWNTIDE's advanced heat pump technologies. Delve into our energy-efficient and eco-friendly solutions tailored for diverse global markets.
Enhancing Adoption of AI in Agri-food: IntroductionCor Verdouw
Introduction to the Panel on: Pathways and Challenges: AI-Driven Technology in Agri-Food, AI4Food, University of Guelph
“Enhancing Adoption of AI in Agri-food: a Path Forward”, 18 June 2024
SATTA MATKA DPBOSS KALYAN MATKA RESULTS KALYAN CHART KALYAN MATKA MATKA RESULT KALYAN MATKA TIPS SATTA MATKA MATKA COM MATKA PANA JODI TODAY BATTA SATKA MATKA PATTI JODI NUMBER MATKA RESULTS MATKA CHART MATKA JODI SATTA COM INDIA SATTA MATKA MATKA TIPS MATKA WAPKA ALL MATKA RESULT LIVE ONLINE MATKA RESULT KALYAN MATKA RESULT DPBOSS MATKA 143 MAIN MATKA KALYAN MATKA RESULTS KALYAN CHART INDIA MATKA KALYAN SATTA MATKA 420 INDIAN MATKA SATTA KING MATKA FIX JODI FIX FIX FIX SATTA NAMBAR MATKA INDIA SATTA BATTA
During the budget session of 2024-25, the finance minister, Nirmala Sitharaman, introduced the “solar Rooftop scheme,” also known as “PM Surya Ghar Muft Bijli Yojana.” It is a subsidy offered to those who wish to put up solar panels in their homes using domestic power systems. Additionally, adopting photovoltaic technology at home allows you to lower your monthly electricity expenses. Today in this blog we will talk all about what is the PM Surya Ghar Muft Bijli Yojana. How does it work? Who is eligible for this yojana and all the other things related to this scheme?
The report *State of D2C in India: A Logistics Update* talks about the evolving dynamics of the d2C landscape with a particular focus on how brands navigate the complexities of logistics. Third Party Logistics enablers emerge indispensable partners in facilitating the growth journey of D2C brands, offering cost-effective solutions tailored to their specific needs. As D2C brands continue to expand, they encounter heightened operational complexities with logistics standing out as a significant challenge. Logistics not only represents a substantial cost component for the brands but also directly influences the customer experience. Establishing efficient logistics operations while keeping costs low is therefore a crucial objective for brands. The report highlights how 3PLs are meeting the rising demands of D2C brands, supporting their expansion both online and offline, and paving the way for sustainable, scalable growth in this fast-paced market.
NIMA2024 | De toegevoegde waarde van DEI en ESG in campagnes | Nathalie Lam |...BBPMedia1
Nathalie zal delen hoe DEI en ESG een fundamentele rol kunnen spelen in je merkstrategie en je de juiste aansluiting kan creëren met je doelgroep. Door middel van voorbeelden en simpele handvatten toont ze hoe dit in jouw organisatie toegepast kan worden.
Tired of chasing down expiring contracts and drowning in paperwork? Mastering contract management can significantly enhance your business efficiency and productivity. This guide unveils expert secrets to streamline your contract management process. Learn how to save time, minimize risk, and achieve effortless contract management.
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. 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. 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. “The most important thing in
communication is hearing what isn't
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. “You don't 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. 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. Human Rights Code
Employment Standards Act
Labour Relations
Workers Compensation Act
Personal Information Protection Act (PIPA)
retailSOS.ca Gerry Spitzner 8
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 Worker's
Compensation Act, conflicts with it, the
HRCode takes priority.
retailSOS.ca Gerry Spitzner 9
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. 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. Discrimination and Harassment
does not have to be intentional to be illegal
under the Code.
It is the employer's 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. 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. Recruitment and selection
Interviewing, reference checking
Job postings
The interview
Checking references
Social Media
Making the offer
retailSOS.ca Gerry Spitzner 14
15. Workplace Harassment
Serious issue in today's 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. 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. The Employer's 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. 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. 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. 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. 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. Wages and benefits
Pay administration
Paydays
How wages are paid
Payroll records
Deductions
Assignments
retailSOS.ca Gerry Spitzner 22
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. 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. 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. Staff Scheduling
Working as a Pharmacist in a union or non-
union environment
The Rand Formula
retailSOS.ca Gerry Spitzner 26
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. 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. 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. 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. 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. 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. 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. 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. The Office of the Information and Privacy
Commissioner (OIPC) is independent from
government and monitors and enforces
British Columbia's Freedom of Information
and Protection of Privacy Act (FIPPA) and
Personal Information Protection Act (PIPA).
retailSOS.ca Gerry Spitzner 35
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. Employee files and confidentiality
Security of personnel files
Employee access
retailSOS.ca Gerry Spitzner 37