by Sara Parchello

Many employers in Canada are assessing how they can continue to compete during the tough financial times that appear to be heading toward us. One of the most difficult decisions employers must make is how to reorganize or reduce labor costs in order to stay competitive.

While closures and layoffs make sense for some employers, other employers are questioning whether other options are available to them. What options do companies have in tough economic times to reduce labor costs?

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by Brian Smeenk

TFI Transport (doing business as Canadian Freightways) had a bit of a theft problem in its Calgary terminal in 2005 and 2006. The company was losing television sets and generators. It conducted an investigation and was able to prove that one of its employees, Wayne Spence, had either stolen or was knowingly in possession of a number of the TVs and at least one generator.

The company tried to get an explanation from Spence, without success. But rather than just fire the culprit (and why they didn’t was never explained), they filed a claim for damages against him. The company filed a grievance against the employee and presented it to his union. TFI Transport 7 LP, Transforce Administration Inc. vs. Wayne Bruce Spence (Arbitrator D. Tettensor), April 25, 2008.

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Wondering if your company is a “best employer?” Canada’s Financial Post magazine recently identified Canada’s Top 10. The winners span the country. They include some of Canada’s best known companies, as well as some that are only well-known within their industry sector.

The Financial Post contacted 16,000 private-sector employers to participate in its competition. Of those, 2,100 employers participated. Those companies were judged on physical workplace; worker relations; health, financial and family benefits; vacation/time off; communications between management and staff; performance management; training and skills development; and community involvement.

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by Karen Sargeant

Wondering if your company is a “best employer?” Canada’s Financial Post magazine recently identified Canada’s Top 10. The winners span the country. They include some of Canada’s best known companies, as well as some that are only well-known within their industry sector.

The Financial Post contacted 16,000 private-sector employers to participate in its competition. Of those, 2,100 employers participated. Those companies were judged on physical workplace; worker relations; health, financial and family benefits; vacation/time off; communications between management and staff; performance management; training and skills development; and community involvement.

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by Brian Smeenk

What if one of your employees reports to you he is very upset about what a coworker (“John”) wrote in a social networking web site about their boss? The statements are false and injure the boss’ reputation. If seen widely, they would be hurtful to the boss’ family. You are shown the statements by the employee, who is one of the “friends” with access to the author’s personal page.

What can or should a Canadian employer do if employees are using Facebook or similar social networking Internet web sites to hurt the reputation of a coworker? What if they are not making injurious statements but are spending a lot of time on this while at work? What are the risks to the employer of employee use of these sites? What can you do to limit or control these risks?

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