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Ontario’s Workplace Safety and Insurance Board (WSIB) is revamping its approach to "suitable work" for injured foreign workers. Previously, the WSIB considered only Ontario-based jobs for income adjustments, disadvantaging workers sent home. Now, they will assess job availability in the workers’ home countries, ensuring fairer compensation. This change, effective immediately, could lead to millions in retroactive payments for claims dating back to 2007. Are you having trouble keeping up with the ongoing changes to workplace policy and worker safety? Let our team at BrightMatter HR keep an eye on all of the changing legislation, so you can continue to keep an eye on your business.

Some key elements of a good employee policy from an Islamic perspective: 1. Intention and Sincerity: Ensure that the policies and practices are guided by the intention of pleasing Allah and serving the community, not just maximizing profits. 2. Fairness and Justice: Implement policies that promote fairness, equity, and justice in all aspects of employment, including hiring, compensation, and performance management. 3. Respect for Human Dignity: Foster a work environment that respects the inherent dignity and worth of each employee, regardless of their position or background. 4. Compliance with Islamic Principles: Ensure that all policies and practices are in line with the teachings of Islam, such as prohibiting interest-based transactions, gambling, and other haram activities. 5. Work-Life Balance: Encourage a healthy work-life balance by providing flexible work arrangements, paid leave, and accommodations for religious and family obligations. 6. Emphasis on Moral and Ethical Conduct: Establish clear codes of conduct that promote Islamic values, such as honesty, integrity, and trustworthiness, and hold employees accountable for upholding these standards. 7. Encouragement of Continuous Learning: Provide opportunities for employees to enhance their knowledge, skills, and spiritual growth through training, mentorship, and educational initiatives. 8. Promotion of Teamwork and Collaboration: Foster a sense of community and cooperation among employees, encouraging them to work together towards common goals and support one another. 9. Consideration of Employee Welfare: Prioritize the physical, mental, and emotional well-being of employees, offering healthcare benefits, counseling services, and other support mechanisms. 10. Emphasis on Social Responsibility: Align the organization's policies and practices with the principles of social responsibility, contributing to the betterment of the community and the environment. By incorporating these Islamic principles into the employee policy, organizations can create a work environment that is not only productive but also aligned with the teachings of Islam, fostering a sense of purpose, belonging, and spiritual growth among the employees.

Removing rewards for poor employee behaviour | Beehive.govt.nz Changes Coming to NZ Employment Law... Minister Brooke van Velden has announced significant reforms to personal grievance laws, aiming to strengthen employee accountability. Key changes include: 1) No remedies for employees dismissed for serious misconduct (e.g., violence, theft, fraud) 2) No reinstatement or compensation for hurt/humiliation when employee behavior contributed to issues 3) Increased remedy reductions (up to 100%) for employee contributory behavior 4) Higher threshold for procedural errors in fair dismissal cases   Why this matters: Currently, even in cases of serious misconduct, employers sometimes face substantial payouts. For instance, an employee dismissed for timesheet fraud received $10,500 plus 13 weeks' lost wages, while another dismissed for theft received $21,000 in compensation. The reforms aim to rebalance the system and provide more certainty for employers. These changes will be introduced through the Employment Relations Amendment Bill in 2025. What are your thoughts on these reforms? Will they create a fairer workplace environment? #EmploymentLaw #NewZealand #WorkplaceRelations #BusinessReform #HRNews

Did you know?  Unwelcome jokes or questions about physical appearance are not harmless banter; they perpetuate a culture of harassment that can have serious consequences for an individual's wellbeing and mental health. By dismissing or excusing such behaviour, we allow it to escalate. It's time for change! Let's challenge the status quo and create workplaces where everyone feels valued, respected, and safe. Workplace leaders are invited to sign up and be part of a community that is creating change.   The WorkWwll Respect Network will provide participants with: ·      Industry specific knowledge on reducing gendered violence ·      Adaptable resources ·      Networking opportunities ·      An opportunity to attend both industry specific and cross-industry forums, and ·      Access to an exclusive learning platform Apply here for the opportunity to create a safer workplace: https://lnkd.in/gB5kFknM An initiative of WorkSafe Victoria, facilitated by the Sir Zelman Cowen Centre in partnership with Professional Migrant Women (PMW) , NAWO, AHA (Vic) and Vic ICT For Women. Allianz, Alianz Insurance, Hollard Insurance Australia, QBE Insurance, AAMI, GIO Insurance, NRMA Insurance, CGU Insurance, SGIO ANTO INVESTIMENTI, APIA Insurance #TheRespectNetwork #PMWCommunity #Collaboration #InclusiveForums #DiversityandInclusion #EmbraceEquity #womeninleadership #genderequality 

When you are greeted with your first cup of coffee …. We are ending our SALLR circuit in association with the CCMA at the beautiful Table Bay Hotel in Cape Town today! An exciting day ahead. Not an empty seat! Delegates eager to learn and share knowledge! Topic related question to be dealt with today. #CCMA #SALLR #prinoleennaidoo #cheadlethompson #ccmasa #2024Dates #labourlawcompliance #latestseminar #seminar2024 #HRStrategy #advocates #workplacechanges #hr #legislativeupdate

Protect workers' rights with FLOCERT’s Social Audits🤝 FLOCERT’s Social Audits, based on the Ethical Trading Initiative Base Code, are designed to safeguard workers’ rights and promote responsible labour practices globally. Our Social Audits offer businesses a rigorous evaluation of ethical and fair labour practices within their supply chains, focusing on assessing standards that support fair pay, safe working conditions, and protection from discrimination. 👩🌾 For Workers: These audits help foster fair treatment and respect for their rights. 🏢 For Companies: These audits help mitigate risks, enhance supply chain performance, and build a trusted reputation. Ready to make a difference? Learn more about FLOCERT’s Social Audits 👉 https://lnkd.in/eeTHDV-u

Organisations are increasingly recognising the intrinsic value of diversity and the importance of fostering inclusive environments where individuals from all backgrounds feel valued, respected, and empowered. This paradigm shift reflects a broader acknowledgment of the benefits of diversity in driving innovation, enhancing decision-making, and fostering organisational resilience. Find out more in this article: https://bit.ly/49XCta1 #Recruiter #DEI #Diversity #BusinessResilience

Know the Requirements of SA8000 Social Compliance Audit SA8000 is an auditable certification standard that encourages employers to design, maintain, and implement socially acceptable working practices. It establishes rules for fair employment practices, such as prohibiting child labour, assuring fair salaries, controlling working hours, and prioritising workplace health and safety. SA8000 strives to improve worker well-being and create a more ethical workplace. SA8000, created by Social Accountability International (SAI), is a globally recognised benchmark that emphasises equitable treatment of workers and adherence to worldwide labour norms. This article delves into the specifics of SA8000, from its genesis to the planned standards and certification procedure. For more information, visit here: https://lnkd.in/didxQHHH #EditableSA8000documentation #EditableSA8000documentationkit #EditableSA8000documentationtemplates #SA8000documentation #SA8000documentationtemplates

When you are greeted with your first cup of coffee …. We are ending our SALLR circuit in association with the CCMA at the beautiful Table Bay Hotel in Cape Town today! An exciting day ahead. Not an empty seat! Delegates eager to learn and share knowledge! Topic related question to be dealt with today. #CCMA #SALLR #prinoleennaidoo #cheadlethompson #ccmasa #2024Dates #labourlawcompliance #latestseminar #seminar2024 #HRStrategy #advocates #workplacechanges #hr #legislativeupdate

Tomorrow I shall be giving an update on all things employment law for the CIPD #NorthYorkshire branch at the lovely Delta Hotels by Marriott York. We've got a full house and a lot to cover, including the new duty on employers to prevent sexual harassment in the workplace and what that duty might look like in practice. I'll be talking through things employers might consider doing to comply with this duty such as:- - 📃 Having a clear zero-tolerance policy which explains what counts as harassment (because views and understanding differ here) and how to report it. - Providing regular training. 👨🏫 - Encouraging a respectful workplace culture and leading by example. - Dealing with complaints promptly and seriously. And there is plenty of other stuff on that list to help employers meet the "all reasonable steps" threshold that I'll cover tomorrow - I just don't want to bore you all on a LinkedIn post! 🤭 We also have Catherine from the Department for Work and Pensions (DWP) coming along to talk about the Disability Confident scheme and the #AccesstoWork fund, and Mark Johnston MSc, Chartered MCIPD, MIH will be there from the branch committee to update on forthcoming plans and events. Looking forward to seeing everyone there in the morning for a chat over ☕ & 🍪 before we begin. #CIPDCommittee Siobhan Clarke MCIPD Fiona Jackson Senior HR Professional Kerry Smith Tony Platton Jeanette Nielson Amy Sewell ALT Legal Jenna Leach #HRprofessional #emplaw #ukemplaw #emplawupdate #event #networking #Yorkshirebusiness #business #employers #managers