Brevity HR & Safety Solutions

Here is what I saw last week. A high performer quit working for a small company. The worker simply stopped caring.

Why? They were taken for granted!
In the exit interview it became crystal clear!

Stop Taking Great Performers for Granted!

Here's the pattern:
▪️A great performer regularly excels.
▪️Their excellence becomes expected and overlooked.
▪️They are given more work, picking up the slack for mediocre team members.
▪️Mediocre performance goes unaddressed.
▪️They stop working as hard and become seen as the problem
▪️The great performer becomes resentful and leaves.
▪️The company loses a top performer, and mediocrity sets in.

Leaders, don’t push dedicated people to the point they stop caring! When they do, Nobody wins.

Contact Rob Brevity HR & Safety to discuss your HR and Safety needs across western Canada. 403 331 1575

Opportunities don’t wait on you or come to you — they keep moving. Every single one of us must be intentional and prepared daily so that when opportunity comes, we can seize it!

Is your safety program up to date? Many companies updated during covid, but have yet to review and update based on recent and upcoming changes to the legislation.

Contact Rob to get you program back on track!

In April 1993, 2PPCLI deployed to Sector West Croatia, in and around Zagreb. A Coy was stationed in the town of Pacraz.

We were sent in to provide security and enforce the UN ceasfire. The war took its toll on the local population. Much of the town was destroyed during the war and the population decimated.

By July 1, 2023 we were providingb security for peace talks for UNCIVPOL and patrolling the Serb defensive positions in the surrounding hills.

Canadian Armed Forces | Forces armées canadiennes Government of Canada United Nations

In a recent case involving Thinkific Labs in British Columbia, an employee accepted an employment offer based on a detailed 60-page email outlining compensation, benefits, and work schedule but lacking terms on termination or non-competition.

a few hours after accepting, Thinkific Labs sent her a second document titled "Protection of Corporate Interests," which included these additional terms.

The employee signed this document, but the court later ruled it unenforceable because it introduced significant new burdens without additional consideration.

The employee was employed from September 2021 to May 2023, filed a wrongful dismissal lawsuit, asserting that the initial email was the binding contract and the second document invalid.

Contact Brevity HR & Safety for help with your HR or Safety program. Call rob 403 331 1575.

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An interesting case affirming that employers and employees are obliged to cooperate in OHS investigations.

The Alberta Court of Appeal recently upheld fines imposed by OHS on Volker Stevin Contracting Ltd. and its employees, confirming the reasonableness and justifiability of these penalties.

The decision stemmed from a 2019 incident where an employee was fatally injured, leading to an investigation hindered by the company’s legal objections to interviews without counsel present.

The court affirmed that OHS had the authority to compel interviews and rejected the argument that such requirements violated Charter rights.

Contact Rob Dombowsky Brevity HR & Safety to answer your HR or Safety concerns. Call 403 331 1575.

Let Brevity HR & Safety help with your safety program, allowing you to focus on what you do best! We are dedicated to "building better worksites and ensuring safer sites," providing tailored solutions that meet your unique needs.

With Brevity HR & Safety, you gain peace of mind knowing that your workplace safety is in capable hands, enabling your business to thrive without the worry of compliance and safety issues.

Call Rob Dombowsky at 403 331 1575.

The Alberta King’s Bench upheld an employer's decision to terminate a Site Superintendent for Lafarge Canada Inc., who was terminated after refusing to undergo a Substance Abuse Assessment (SAP) and rejecting a return-to-work agreement following a positive drug test for cannabis.

The employee hit a mobile compactor with a company vehicle; the incident caused $700-$1,000 in damage, with no injuries. Following the incident, the employee tested positive for cannabis.

The employee was required to undergo a SAP Assessment and potentially be accommodated if diagnosed with a substance abuse disorder. Additionally, he had to sign a Return to Work Last Chance Agreement, mandating random drug testing for 24 months. Ultimately, the employee refused the SAP and was terminated for just cause.

The employee claimed wrongful dismissal, arguing a lack of a contextual analysis by the employer, failure to apply progressive discipline, unreasonableness of the drug policy, and violation of the employment contract terms regarding discipline.

The court found Lafarge's Drug and Alcohol Policy to be reasonable, clear, and consistently enforced, especially given the safety-sensitive nature of the work. Justice Feasby ruled that the employee’s refusal to comply with the SAP Assessment and return-to-work agreement was a repudiation of his employment contract. The court concluded that the employee’s termination was justified, and he was not entitled to damages for wrongful dismissal.

Contact Rob Brevity HR & Safety to discuss your drug and alcohol policy.

CPHR Alberta Board of Canadian Registered Safety Professionals Brevity HR & Safety

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Hire Brevity HR & Safety to elevate your HR services, allowing you to concentrate on what you do best! Our experienced team is committed to "building better worksites and ensuring safer sites," offering customized HR solutions designed to fit your specific needs.

With Brevity HR & Safety, you can rest assured that your human resources are expertly managed, freeing you to focus on driving your business forward without the complexities of HR management.

Contact Rob Dombowsky at 403 331 1575 to discuss your needs.

Ever make a an $18,733 mistake?

In what a sawmill in Ontario called a typo, they mistakenly paid a worker $21,925.24 on her final pay cheque instead of $2,192.24.

The worker claims she was fired because she had COVID and has refused to pay back the overpayment. She in turn filed a human rights complaint after the company filed an action in small claims court to get the overpayment returned.

It appears two issues are at play... one is the overpayment, which the employer has a right to get back. The second issue, is not directly connected to the overpayment, but is a typical discrimination case based on the employee having covid.

Call Rob Brevity HR & Safety to discuss your HR & Safety needs at 403 331 1575.

Brevity HR & Safety provides comprehensive WCB management services, ensuring compliance, minimizing costs, and maximizing claims efficiency.

Our expert team has over 10 years of experience navigating the complexities of workers' compensation, providing tailored solutions for accurate reporting, proactive claims management, and strategic advice, helping businesses maintain a safe and productive workplace.

Call Rob at 403 331 1575 to get started!

Lethbridge/Coaldale Businesses & Services
Medicine Hat Construction Association Lethbridge & Area Business Advertising Group

In the competitive landscape of modern hiring, crafting a well-structured and comprehensive job offer letter is a critical component of attracting and retaining top talent. A job offer letter is not just a formality; it's an opportunity to make a lasting impression on potential employees, demonstrate professionalism, and set clear expectations.

Get it right the first time! Use an HR professional or hire Brevity HR to work with your company to do it right!

www.linkedin.com

The Humboldt Broncos accident was a horrendous incident. Someone had to provide the pound of flesh for the accident that took so many young lives.

It’s a travesty that the only one to pay the price is the driver, Jaskirat Singh Sidhu.

The owner of the trucking company Sukhmander Singh pleaded guilty to various charges, was fined $5,000 and closed his trucking company down.

The judge said “This should serve as a warning to other owners of truck companies. This is a serious business, and we see why with tragic results.”

The fact is that this did send a message to business owners…even if they cut corners and don’t follow the rules, it’s not going to be that bad. The drivers they put behind the wheel will take the hit.

This driver, took the responsibility, acknowledged his role in the accident, pleaded guilty, went to jail for 8 years, and is now being deported.

I can’t help but feel that the owner bears far more responsibility for creating the situation in the first place.

1. When you don't communicate or give feedback.
2. When you haven't set clear job expectations.
3. When you promote the wrong people.
4. When you hold too many meetings.
5. When you fail to support growth.
6. When you let toxic managers stay.
7. When you allow micromanagement.
8. When you don't manage workloads well.
9. When you allow favoritism in the workplace.
10. When you don't pay people what they're worth.

Which culture killer would you add?

Need help with you org culture or safety culture? Call us at Brevity HR & Safety!
https://brevityhr.ca/

5 reasons to hire a Chartered Professional in Human Resources (CPHR).

Here are my top five reasons to involve an HR professional in your organization:

Strategic Alignment:
CPHRs can translate your business strategy into actionable plans, enhancing leadership and achieving concrete results.

Decision-Making:
They foster a culture of informed decision-making throughout your organization, grounded in strong ethical practices, compliant with legislation and evidence-based policies.

Efficiency and Profitability:
By optimizing HR metrics and performance indicators, CPHRs help close efficiency gaps, boosting your bottom line making HR profitable.

Talent Management:
CPHRs help you attract and retain the right talent, crucial for maintaining competitiveness in the market.

Leadership Development:
They cultivate leadership across all levels, ensuring continuous learning and alignment of skills with business needs.

Human Resources is a field that demands a vast array of competencies and in-depth knowledge. CPHR holders have proven their expertise through rigorous assessments, showcasing a commitment to the highest standards of professionalism and ethical practice.

Their credentials are not just titles—they are evidence of substantial abilities and experiences, verified and measured against industry benchmarks.

https://brevityhr.ca/

Volker Stevin Contracting Ltd. was fined nearly $500,000 after an incident in 2019 at a job site near Ardrie, Alberta. A supervisor was additionally fined $66,000 under the occupational health and safety (OHS) legislation.

The incident occurred , when the worker, conducting a road inspection, was struck by the reversing vehicle driven by the supervisor. Investigations revealed that the company and the supervisor failed to adhere to required safety protocols under Alberta's Occupational Health and Safety Act.

The court found both parties guilty of not ensuring the worker's safety, emphasizing the severe consequences of neglecting occupational health and safety standards.

This case serves as a reminder for employers and supervisors remember their obligations under the legislation to prevent workplace accidents and fatalities. It's important that employees understand the role of safety in the workplace and are trained to deal with safety.

The significant fines imposed highlight the financial and legal repercussions of safety breaches and the importance of safeguarding workers’ lives through compliance with safety regulations.

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Contact: https://brevityhr.ca/
Call: 403 331 1575
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Navigating the Workers' Compensation Board (WCB) system can be a daunting task for many employers. Mismanagement and lack of understanding can lead to increased costs, stress, and poor outcomes for both employees and employers. Here are five common problems companies face with WCB claims and how addressing them can improve your operations:

◾ Lack of Understanding of WCB Impact on Company: Companies struggle to understand the impact of WCB claims on their business and often rely on inaccurate advice.

◾Improper or Nonexistent WCB Programs: Many companies lack a proper WCB program, leading to late reporting, missed information, and poor decision-making, which increases stress and costs.

◾Insufficient Training for Handling WCB Claims: Front-line staff and teams often lack proper training to handle WCB claims confidently, resulting in inadequate documentation and care for workers.

◾Inconsistent Communication with WCB: Inconsistent communication with WCB can result in delays and misunderstandings, further complicating the claims process and affecting outcomes.

◾Insufficient Return-to-Work Programs: Insufficient return-to-work programs lead to extended employee absences and increased costs for both the employer and the WCB.

By addressing these common issues, your company can better manage WCB claims, reduce costs, and improve the overall well-being of your employees.

Contact me to learn how we can help you develop a comprehensive WCB program and provide the necessary training for your team.

How does a fractional HR and safety professional save a company money? The savings are significant and service can provide immense value. See the case study below!

Brevity HR & Safety is now a member of the Lethbridge Chamber of Commerce!!!

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Meet our speakers for the May 1, 11:15am -12:15pm timeslot.

Managing Eye Injuries in the Workplace and Understanding Compliance - presented by Altaf Amarshi (no photo available)

Complexity: Addressing Psychosocial Hazards by Putting Some Theory Into Practice - presented by Dave Elniski and Rob Dombowsky

Build it Better: Approaches for Implementing an Occupational Health and Safety Program - presented by Jan Chappel

To learn more about our speakers and their sessions, visit the conference website at https://bit.ly/42CQR5x