Any Canadian HR bees?? Need some advice.

posted 3 years ago in Career
Post # 4
Member
2121 posts
Buzzing bee
  • Wedding: July 2012

Hmm, I don’t know the laws that well, but I would suggest he talk with the HR department about his concerns.

Post # 5
Member
432 posts
Helper bee
  • Wedding: February 2014

I have worked as an HR manager in the US. You didn’t get any other input, so that’s the only reason I am replying (as a non-Canadian bee). In the states, unless you are subject to completely inappropriate abusive behavior that can be documented, the laws here usually tend to favor the employer. Meaning, no job is a cakewalk and everyone has the “right to work or not”… So, he can always get up and walk out at any point. However, if they fire him, he would potentially be able to collect unemployment if he can back up the “hostile work environment” allegations… Despite their write ups. Side note: write ups are to get the employee to acknowledge something they did wrong… Partially to hope it’s a wake up call to the employee, but mostly so that the employer can justify why the employee got fired if it continues. So, if he starts seeing a lot of writeups, he may want begin looking for another position elsewhere.

Now, if you work for the government here, you can sue them for wrongdoing, win the case AND keep your job. I also have a great friend who is an attorney and handles this sort of thing, and you can really sue a business for anything and find SOMETHING they did wrong in hopes that they eventually offer you a settlement to “just go away”. That doesn’t make it right to do, though.

Again, this is only in the US, and I believe Canada is a bit more liberal on many laws. I would say that if he is just generally unhappy (assuming they are paying him properly,  not making him accept unethical behavior, etc) that he should just look elsewhere for a company that treats their employees better.

 

Post # 6
Member
458 posts
Helper bee
  • Wedding: September 2014

@sparky263:  I’ve worked in HR for a few different organizations in Canada.  My suggestion would be for your BF to start documenting the instances when they occur, as well as, taking note of any co-workers who might witness the managers behaviour.  I would definitely talk to his HR rep and explain the entire situation.  They are probably going to ask if he has spoken directly with the manager about the situation, so if he hasn’t he’s going to explain why not, eg. doesn’t feel comfortable out of fear of loosing his job.  He should go in prepared with any proof that he has, as this sounds like bullying and harassment on the managers part.  I primarily worked for the government so when situations like this arose we would send the individuals to mediation and if that failed there would be disciplinary action or we would offered to move the individual or manager to a different work unit.  

 

Many companies and organizations have thier own policies and procedures for dealing with situations like this.  It sounds like your BFs manager is trying to build a case for termination so it would be best if he spoke with HR as soon as possible.  If for any reason he does get terminated and doesn’t feel that it’s with just cause he can always appeal to the labour board and file a grievance.  The same can be done of HR doesn’t take his complaint seriously.  

 

Post # 7
Member
10489 posts
Sugar Beekeeper
  • Wedding: January 2011

@sparky263:  I don’t have any background, but I would hesistate before going to HR.  I know someone who did so and was laid off.  While it’s illegal to fire someone for a reason like that, it’s hard to prove, especially if there isn’t blatant abuse.

Maybe he could look for a different position within the company if he likes the job in general?

Post # 9
Member
404 posts
Helper bee
  • Wedding: June 2015

Check your provincial gov page for employee reps for the labor board. I called one of ours when my FI was having a few issues with his work not paying for their screw ups when it came to scheduling, or not paying for mandatory meetings. The employee rep I spoke to even offered to call the company if his advice didn’t help.

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