UBC Phar400-human resource management-21oct2011

UBC – Pharm 400Pharmacy Management

Human Resource ManagementOctober 21, 2011

Gerry SpitznerretailSOS.ca

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Managing The HR Process Human resources management is a

process that can be effectively and productively managed.

An Investment in The Business Human resources (HR) are a substantial

investment for most companies.

People are your most important resource.

Human Resources

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Managing human resources is 10% law and 90%process – the fairness and consistency of your methods will determine your results

Leadership, Communication and Systems are the key to consistency

Important Insight

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Do positive employee relations and practices affect customer service?

Obtaining a new customer costs 5 times more than retaining a loyal customer, and replacing an employee will cost 100% or more of that employee’s annual wages.

Thoughtstarter

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“The most important thing in communication is hearing what isn't said” - Peter Drucker

The 3 Elements of Direct Face to Face Communication

Words only account for 7% of any message

Emphasis and Tone accounts for 38%. Body Language accounts for 55%.

Thoughtstarter

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“You don't manage people; you manage things. You lead people.” – Grace Hopper

Manage things including tasks, jobs, numbers and information; lead people and teams.

People are primarily emotionally driven; appeal to both the heart and the head.

Thoughtstarter

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Overview of the main BC Labour Laws and agencies that govern the workplace

Disclaimer: These items are intended for general informational purposes only and should not be construed or relied upon as legal advice. The legal issues addressed in these items are subject to changes in the applicable law. You should always seek competent legal advice concerning any specific issues affecting you or your business.

Objective

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Human Rights Code

Employment Standards Act

Labour Relations

Workers Compensation Act

Personal Information Protection Act (PIPA)

Road Map

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Human rights law entitles every Canadian to equal opportunity to employment and the right to work each day free of discrimination and harassment.

If another statute, such as the Worker's Compensation Act, conflicts with it, the HRCode takes priority.

Human Rights Code

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The BC Human Rights Code

Prohibits discrimination in employment advertisements, discrimination in wages, discrimination in employment, and discrimination by unions and associations.

Human Rights Code

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The BC Human Rights Tribunal

is a quasi-judicial human rights body in BC

established under the British Columbia Human Rights Code.

responsible for "accepting, screening, mediating and adjudicating human rights complaints.

Human Rights Code

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Discrimination and Harassment

does not have to be intentional to be illegal under the Code.

It is the employer's responsibility to maintain working conditions free of discrimination and harassment, regardless of whether the employer is the cause of the discrimination or not.

Human Rights Code

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Prohibited Grounds of Discrimination race, colour, ancestry, place of origin political belief, religion marital status, family status physical or mental disability sex, sexual orientation age conviction for a criminal or summary

conviction offence that is unrelated to the job in question

Human Rights Code

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Recruitment and selection Interviewing, reference checking Job postings The interview Checking references Social Media Making the offer

Human Rights Code

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Workplace Harassment Serious issue in today's workplaces and can be quite costly for organizations.

Ensuring a clear policy to address concerns and steps to try to resolve issues is a firm step to creating and maintaining a healthy workplace and avoiding legal turmoil.

Human Rights Code

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Filing a Complaint Anyone may file a human rights complaint under the Code.

The Code allows a person or group to file a complaint with the BC Human Rights Tribunal and protects them from retaliation if they make a complaint.

Human Rights Code

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The Employer's Duty to Accommodate

An employer has a duty to accommodate when a workplace policy or procedure, which appears neutral and applies to everyone equally, adversely affects or indirectly discriminates against an employee because of a prohibited ground of discrimination.

Human Rights Code

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Sexual Harassment What about generally accepted banter or

normal social interaction at work?

Is it okay to hold a door open for a woman?

Will I get in trouble if I compliment someone on their clothing or their new hair style?

Is telling an off-colour joke considered sexual harassment?

Human Rights Code

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If you are an employer in B.C., for most occupations the applicable legislation is the British Columbia Employment Standards Act.

ESA is legislation enacted by the provincial government to protect the rights of working people.


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The purposes of this Act

Sections within the act outline the employers responsibility to their employees, notably things such as minimum wage, meal breaks, dispute resolution and parental leave.


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Scope of this Act applies to all employees other than those excluded by regulation.

If a collective agreement contains no provision respecting a matter, the specified provision of this Act is deemed to be incorporated in the collective agreement as part of its terms.


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Wages and benefits Pay administration Paydays How wages are paid Payroll records Deductions Assignments


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Labour Relations Board The BC Labour Relations Board is an independent, administrative tribunal with the mandate to mediate and adjudicate employment and labour relations matters related to unionized workplaces.

Labour Relations

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Labour Relations Code The Labour Relations Code is primarily concerned with collective bargaining and labour management relations in BC.

The Labour Relations Code governs all aspects of collective bargaining amongst the provincially-regulated employers and employees.

Labour Relations

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Collective Bargaining Agreements

Collective bargaining produces a collective agreement which is a legal document outlining the terms and conditions of employment.

Frequently referred to by the acronym of CBA.

Labour Relations

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Staff Scheduling

Working as a Pharmacist in a union or non-union environment

The Rand Formula

Labour Relations

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This Act applies to all employers, and all workers in British Columbia except employers or workers exempted by order of the Board.

There are a few exemptions; none apply to retail.


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Occupational Health and Safety The Occupational Health and Safety (OHS) Regulation contains legal requirements that must be met by all workplaces under the inspection jurisdiction of WorkSafeBC.

Many sections of the Regulation have associated guidelines and policies.


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Consider immunization, safe sharps disposal, returned medication disposal, compounding labs in Pharmacies, hazardous materials, robbery prevention, ladders, box cutters, repetitive motion, height of the counter, lighting, air conditioning, air quality, ventilation, first aid.


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Workplace policies and practices must comply with applicable Occupational Health and Safety laws and regulations and with Workers' Compensation laws and regulations, which deal with compensation for accidents and disease.


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OHS policy needs to be specific and deal with any unique workplace issues.

Here is a sample list of issues: Smoking and scents Workplace violence Working alone Blood borne pathogens Substance abuse


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Work Safe BC Dedicated to promoting workplace health

and safety for the workers and employers of BC.

Consult with and educate employers and workers and monitor compliance with the Occupational Health and Safety Regulation.

Assessments are a % of payroll and are based on classification


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Health and Safety Committee An employer must establish and maintain a joint health and safety committee

(a) in each workplace where 20 or more workers of the employer are regularly employed, and

(b) in any other workplace for which a joint committee is required by order.


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The federal government brought the Personal Information Protection and Electronic Documents Act (PIPEDA) into force in January 2004.

BC chose to introduce its own legislation, namely the Personal Information Protection Act (PIPA), which regulates the collection, use and disclosure of personal information by private organizations.

Personal Information Protection Act

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The Office of the Information and Privacy Commissioner (OIPC) is independent from government and monitors and enforces British Columbia's Freedom of Information and Protection of Privacy Act (FIPPA) and Personal Information Protection Act (PIPA).


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Legal requirements To be in compliance with the Act, every organization in B.C. must have appointed a person to oversee their personal information policy.

Provincial employment standards mandate the collection and retention of some specific employee information, particularly with respect to payroll.


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Employee files and confidentiality

Security of personnel files

Employee access


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Questions?

Thanks

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