This post will be updated as there are changes announced.

Official Resources
Government of Alberta website: https://www.alberta.ca/coronavirus-info-for-albertans.aspx
Government of Canada website: ​https://www.canada.ca/en/employment-social-development/corporate/notices/coronavirus.html 
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​Paid-Job Protected Leave
​https://www.canada.ca/en/employment-social-development/corporate/notices/coronavirus.html

We've all been there. You're thinking to yourself, "why don't I see if there is a template online for the document I am looking for?". You do a quick Google search for "free vacation policy template" and you find several websites offering you a free policy you can put into your employee handbook and, voila, problem solved.

Here are some things to consider before putting that policy into place and why HR policies are not a one-size fits all solution.

Announced earlier today, the UCP has outlined their plans for Bill 2 - Open for Business Act.

Here is a recap of the changes to the Employment Standards legislation proposed by the UCP Government:

• $13/hour min. wage for workers under the age of 18 and work less than 29 hours per week which will take effect on June 26.
• Return of the 30 day waiting period to be eligible for general holiday pay
• Workers will not receive general holiday pay for holidays that occur on days they are not usually scheduled to work.
  
• Allow employees to bank overtime at a rate of 1:1
• Restore the mandatory secret ballot process for union certifications
• Increased support programs for workers intended help workers better understand and exercise their rights.

These are proposed changes that will be included in their Bill 2. With the UCP government having a majority in the legislature, the bill will be expected to pass.

The performance management cycle is one of the simplest HR functions in theory but one of the hardest to put into practice. Simply put, it can be broken down into three simple steps. The performance management process is a cycle that reverts back to the beginning once it completes itself. It is never complete as long as that person is still an employee. We should always be evolving and changing both our goals and our expectations. 

Conflict in the workplace is one of the most common issues that managers have to deal with in managing employees. It is very common, especially for newer managers, to ignore the problem hoping that it goes away. Unfortunately, this is not usually the case and by ignoring the issue, it tends to create a bigger problem that could have been dealt with much easier if it had been discussed earlier. I am suggesting that you utilize the IBR Approach to conflict resolution. 

We often get asked in HR, what are my rights to information on an employee's disability? 

Well the answer is a complicated one that needs to be carefully considered. Usually the answer is - "it depends".  Below, I will take you through several different commonly asked questions.