Sept. 30 is the recognized National Day of Truth and Reconciliation in Canada. This year will be the second time that Canada has acknowledged this day of remembrance since its inception in 2021. Similar to last year, many workplaces may find themselves in a situation where they are asking themselves, “What does this day mean for our organization?”

First and foremost, this day is to honour children who attended residential school, remembering those who did not make it home, and recognizing survivors and their families.

For federally-regulated employers, this day is considered a statutory holiday, meaning workplaces close or employees are paid time-and-a-half. For non-federally-regulated employers, it is a bit more complicated.

The term “quiet quitting” has hit headlines in a major way. Not only has the hashtag #quietquitting been trending on TikTok, but major media outlets have also joined the conversation, expanding the discussion across mainstream media.

Quiet quitting is the concept where employees quit going above and beyond and only do what is required of them through their job descriptions. This comes in the wake of the COVID-19 pandemic and during a time when employees are re-evaluating what work could look like.

While some workplaces grapple with how to manage this trend, there are some things employers can proactively do to help with employee engagement and satisfaction. We have collected a list of topics and supports to assist employers.

Your workplace culture affects everyone within it, as well as everyone who interacts with it. This makes having a good, healthy, and non-toxic culture so important!  

Workplace culture is made up of the values, attitudes, and behaviours of employees and leaders within your organization.  So, what is the difference between good and bad workplace culture? Let’s take a look at what negative aspects contribute to a toxic workplace culture, and what positive aspects can create a healthy workplace culture.

Although human resources professionals spend a lot of time building structures, policy, processes, and procedures, we have to admit that we also spend a great deal of time navigating the gray of human behaviour and how to deal with issues when they arise. While there are judgement calls that need to be made when dealing with people, those decisions should be consistent, fair, and defensible.

At no time is this more true than when confronted with a workplace complaint.

There are many different complaint or grievance procedures that any business or organization could follow. When deciding on your course of action, there are a couple of factors you should keep in mind.