Zach McCool, MBA, CPHR, RPR

Labour Relations and Company Culture Strong labour relations are vital for fostering a positive company culture and boosting productivity, especially in unionized environments across Ontario and Canada. Maintaining open communication and resolving grievances effectively, reduces disruptions and builds trust. This leads to higher employee satisfaction, engagement, and loyalty, which directly impacts productivity. Research shows that engaged employees contribute to a 21% increase in profitability, making strong labour relations a key driver of success. How has labour relations impacted your organization’s culture? #LabourRelations #EmployeeEngagement #WorkplaceCulture #Productivity #UnionManagement #HRLeadership #OntarioBusiness #CanadianBusiness

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Connect with me today to start the conversation about the Manager, Campus Security Services at the University of Winnipeg!

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Is your HR team drowning in manual tasks? You’re not alone. From sifting through resumes to managing candidate communications, the workload can lead to burnout and decreased productivity. But there’s hope! Technology is here to save the day. According to Forbes, 92% of HR leaders plan to boost their use of automation in talent acquisition and people management. 🚀 Despite the benefits of automation, convincing stakeholders to invest in HR tech can be challenging. In our latest blog, we explore 5 common objections and provide solutions to successfully overcome them and adopt an ATS. Read more here: https://lnkd.in/gEcHqTJJ #HRTech #Automation #ATS

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New recruiting rules take effect July 1, 2024 in Ontario. Here is all you need to know to make sure your hiring practices are in compliance: https://lnkd.in/gzN9NpsA #HR #HumanResources #Hiring #Recruitment

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As the Canadian job market weakens, many Canadians are worried about their livelihoods. With fewer job opportunities, rising living costs, and the need for upskilling, economic anxieties are high. It's a crucial time to focus on resilience and adaptability in our careers. Read more about the current challenges and what it means for the future: https://lnkd.in/gKau6rZz. #JobMarket #Economy #Career #Canada Sukhreet K.

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From our trusted colleagues at HR NETwork Inc: Federal Exempt Salary Threshold Increases - Starting July 1st New Overtime Rule Raises Salary Level in Two Phases - The U.S. Department of Labor’s (DOL’s) has announced a two-part approach to implementing its new overtime rule—establishing one raise of the salary-threshold level on July 1 and another on Jan. 1, 2025—gives employers options for adjusting the pay of their exempt employees. Effective July 1, the Fair Labor Standards Act’s (FLSA’s) annual salary-level threshold for white-collar exemptions to overtime requirements will increase from $35,568 to $43,888. As of Jan. 1, 2025, the annual salary threshold will rise to $58,656. Automatic Adjustment - In addition, the final rule includes a three-year automatic adjustment mechanism for updating the salary threshold. Who Is Affected? Workers who fall under the FLSA’s “white-collar” executive, administrative and professional exemptions, who are not eligible for overtime pay. To qualify for white-collar exemptions, employees must be paid a salary of at least the threshold amount AND meet the job duties test of the exemption. If they are paid less or do not meet the requirements of the test, they must be paid as hourly (non-exempt) , therefore 1.5 times their regular hourly rate for hours worked in excess of 40 in a workweek. Red Flag Tips Employers might use the rule as an opportunity to take a fresh look at their exemption determinations, The rule might provide an opportunity for employers who might need to reclassify employees whose duties might not meet the requirements to be exempt. While reclassified employees might ask why they weren’t getting overtime pay before the change, an update in the exemption rules at least gives employers some explanation to provide for reclassification. For employees whose duties fall in a gray area—not comfortably exempt or nonexempt—but who are also impacted by the increased salary threshold, this might be a good time to move them to nonexempt on the basis of the salary threshold increase. Start preparing now for how to comply. Read the rest in the comments:

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