Rick Milone, CPHR, CPP

Discover how The Emotional Culture Deck workshops, facilitated by one of Canada's only two certified consultants, can transform your team dynamics and boost productivity. Learn more about our unique approach to emotional intelligence in the workplace. 👉LEARN MORE: https://lnkd.in/g-UG3wBV #ECDWorkshops #EmotionalIntelligence #ChangeManagement #Leadership #ECD #EmotionalCulture

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What an chance to win a *free* 90-minute workshop designed to boost your team’s well-being and collaboration! Check out the offer from certified holistic life coach Rebecca Visser and see how she can help your team thrive.

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Important insights via Kristin Bower and CMHA BC. The "Fast facts" shared below (well named- definitely not FUN facts), highlight the extreme importance of mental health advocacy, and accessible supports. Don't let the bad news bog you down though, a theme of this report is Finding a Way Forward. 💚 While the data sheds light on some grim realities, The State of Mental Health in Canada is fundamentally about finding the path forward and highlights trailblazing mental health, addictions, and substance use health care solutions in every province and territory. These pockets of innovation shine a light on the opportunities for better mental health care across Canada. The report also provides a roadmap for government to improve mental health care. - Read the report & view at a glance facts here: https://lnkd.in/gqy8DJ3G #MentalHealth #Wellness #Wellbeing #WorkplaceWellness #HE #EDI #DEI Rianna Ganief

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Working for Workers Five Act, 2024: What you need to know On October 28, 2024, the Ontario government’s Working for Workers Five Act (“WfW5”) received royal assent. WfW5 is the fifth in a series of employment-related bills passed by the government, in part to address the changing nature of work, including the increased prevalence of remote work. As part of our commitment to provide timely and relevant information for HR professionals, the HRPA has put together a practical article that provides tips to help your organization remain compliant with WfW5’s newly in-force provisions. Note that provisions that are not yet in force are subject to additional regulations or exceptions as may be prescribed by the government at a later date. The article is general in nature: it is not an exhaustive summary of the topic and does not constitute legal or other professional advice. Readers are encouraged to consult the relevant legislation and legal counsel for further guidance. For practical tips and a summary of important changes and further resources, read HRPA's article here:

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I don’t consider myself an activist, but since it’s Indigenous History Month, I might as well take a stand on something that rubs me the wrong way. ICD’s membership fees. Institute of Corporate Directors, why do you charge indigenous professionals ~$500 per year to use a credential they’ve EARNED?! I strongly encourage you to expediently adopt a policy that waives the annual membership fee for ICD.D holders that can produce proof of indigenous ancestry. While we’re at it, how about a reduced cost for pursuing the DEP? It’s a solid move in the direction of reconciliation. I think we can all agree that good governance is a pillar of increasing indigenous prosperity in this country. Many indigenous directors serve in voluntary capacities for their Nation, or for-profit dev corps, along with non-profit orgs and charities. We aren’t in this for the big bucks. Data will also support that we are already under-paid as compared to our non-indigenous comparator groups. It’s just the right thing to do. Miigwech!

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Conflict is on the rise in our workplaces. One study found that approximately 64 percent of workers have been in a workplace with disputes between colleagues. When left to fester, unresolved conflict can cause severe damage. It is estimated to cost Canadian businesses over $2 billion annually. https://lnkd.in/g6NrszUx #innovation #leadership #HR #HRC #CHRO #CEO #CMO #CFO #CIOs #coaching #culture #teams #training #strategy #trust #mindful #creativity #ideas #agile #customers #mentalhealth #psychsafety #PersonalDevelopment #Resilience #MentalWellbeing

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HR has changed and will continue to change. The human resources business has become far more complex over the past few years. That’s what Helena Pagano, chief people and culture officer, Sun Life, said in her conversation with Canadian HR Reporter. “As business has gotten more complex, the speed of change has gotten more complex,” she says in a Canadian HR Reporter’s Top 100 Leaders special. “We’ve become the change agents, change facilitators,” she says, adding that that’s “a really critical role for HR to play more and more”. HR need technology , software to enable them to execute on the huge amount of change required from the business today. We like the use of predictive analytics (like the new The Predictive Index Talent Optimization software as delivered by Predictive Success Corporation) as a new enabler for proactive HR teams. #change #HR

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Some high-level thoughts on why the RTO directive is more about knowledge mobilization than productivity. First, WFH may present an “opportunity cost” that is not fully appreciated. For instance, new recruits and mid-level employees may enjoy intangible benefits (eg., interpersonal networking, knowledge sharing) that can’t be readily accessed with digital connectivity. Second, employees at the tail end of their working career with the most knowledge to share with new (“COVID”) hires may be the least interested in returning to the office. The need for Knowledge Mobilization Officers has never been greater. https://lnkd.in/d6JF5ExZ. #knowledgemobilization #organizationallearning #capacitybuilding #federalgovernment #strategicmanagement #humanresource #corporateknowledge Peter Norman Levesque Institute for Knowledge Mobilization Privy Council Office #WFH #RTW #productivity Coalition for a Better Future Macdonald-Laurier Institute C.D. Howe Institute Vancouver Strategic & Integrated Research

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The article covers some of the common mental health issues faced by #freelancers and #gigworkers - financial stress, social isolation, burnout, work/life imbalance - and how hiring organizations can help with them.

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Hello !! I’m Vivian, your friendly neighborhood HR Genie, here to sprinkle a little magic on your small and medium-sized businesses. As the founder of ProSupport HR Partners, a dedicated HR Consulting and Payroll service in the heart of Ontario, I’ve made it my mission to demystify the world of Human Resources and empower your most valuable asset – your employees. 🧞‍♀️ Why am I the HR Genie, you ask? Because I make HR wishes come true! Whether it’s navigating the complex labyrinth of compliance, crafting policies that resonate with your team, or managing payroll with a flick of my wand, I’m here to ensure that your business not only survives but thrives. Here’s why our HR business partnership is your golden lamp in the business world: 1. Compliance is King: Staying on the right side of laws and regulations is a daunting task, but fear not! With the HR Genie by your side, you’ll navigate these waters with ease, avoiding the pitfalls that can trip up growing businesses. 2. Empowerment Leads to Growth: When your employees feel supported and understood, they bring their best selves to work. I’m here to help you create an environment where everyone feels like a valued member of the team, driving your business forward. 3. The Backbone of Business: HR is the silent engine that keeps your company running smoothly. 4. Payroll Wizardry: Forget about payroll woes! With my expertise, your payroll will be as timely and accurate as a well-cast spell, leaving you free to focus on your business’s growth. 5. HRIS Implementation: With my vast experience, I can help you implement a Human Resource Information System (HRIS) that streamlines your HR processes and boosts efficiency. I will hold your hand from the needs assessment phase, through project planning, act as your trusted intermediary with the HRIS provider, ensure accurate testing, and support the smooth running of the HRIS. So, let’s make some HR magic happen together! Reach out to me at [email protected], and let’s transform your HR from a mere necessity to a strategic partner in your business’s success story. Ready to grant your HR wishes, Vivian – The HR Genie 🧞‍♀️✨ https://prosupporthr.ca #HRGenie #SmallBusinessGrowth #HRConsulting #PayrollServices #HRISImplementation #BusinessCompliance #EmployeeEmpowerment #OntarioBusinesses

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For the purpose of information, inline with the news below, Western Provincial Executive Councli and the Provincial Assembly in its decision decided that the people of Western Province directly elect their LLG Presidents which is part of this NEC decision. In addition, NEC has also approved for the creation of additional LLGs in Delta Fly and Middle Fly inline with our PEC and the Assembly decision. Bamu LLG is now splited into, Tabo LLG, Wawoi Guavi LLG and Bamu LLG, while Nomad LLG, is splited into Nomad LLG, Bedamuni LLG and PA'A LLG and Lake Murray LLG is now splited into Lake Murray LLG and Fly Zimbo LLG. We are waiting for the Gazettal Notice for this LLGs to have it formally recognized as LLGs to be included in the upcoming LLG election. Though we have made decisions for the creations of other LLGs in South Fly and North Fly, NEC has only considered the creation of LLGs in the former Middle Fly Electorate (Delta and Middle Fly). Friday 14th June, 2024 LLG presidents to be voted using two methods By JOEL K ANDREW MINISTER for Provincial and Local Level Government Affairs, Hon. Soroi Eoe, has announced that the upcoming Local Level Government (LLG) Elections will see LLG presidents are voted using both methods. He made the announcement today while presenting the National Executive Council’s (NEC’s) proclamations and LLG Gazettes to the Electoral Commissioner Simon Sinai. The Gazette notice contained several important instructions and directives on the process of conducting the 2024 Local Level Government Elections in Papua New Guinea. The PNG Electoral Commission (PNGEC) and Department of Provincial and Local Level Government Affairs (DPLGA) have shared mandates on LLG election matters in the country, thus the minister responsible made this significant presentation to EC, denoting a green light to LLG elections commencement. The gazettal submission indicated that the NEC, after assessing situations surrounding past LLG elections, NEC has approved both methods of electing LLG presidents, based on choices made by the respective provincial governments throughout PNG. “This decision exemplifies that the provincial governments will choose, on which methods to use, either LLG Heads will be voted by the people or by the elected Councilors in the LLG Assembly,” Minister Eoe explained. Meanwhile, Minister Eoe said eight provinces will be using the current LLG president election method in which, LLG presidents will be voted by LLG ward Councilors. These provinces include: Southern Highlands, Hela, Western Highlands, Enga, Jiwaka, Simbu, Eastern Highlands and Morobe provinces. The Minister said NEC has approved twelve (12) provinces to have their LLG heads elected directly by the people, through Governor General’s determination under section 234(2) of the Organic Law on National and Local-Level Government elections. “These decisions are from the NEC, ahead of the 2024 LLG Elections..

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Working for Workers Five Act, 2024: Key Insights On October 28, 2024, the Ontario government’s Working for Workers Five Act (WfW5) received royal assent. As the fifth in a series of employment-related bills, WfW5 addresses the evolving nature of work, including the rise of remote work. The HRPA - Human Resources Professionals Association HRPA Central West Chapter is dedicated to providing timely and relevant information for HR professionals. We’ve put together a practical article with tips to help your organization stay compliant with WfW5’s newly enforced provisions. Please note that provisions not yet in force may be subject to additional regulations or exceptions as prescribed by the government at a later date. #canadarights Lenn Rangoo, CHRP Robert Gearing, CHRLCaroline H. Bosco De Souza This article offers a general overview and should not be considered legal or professional advice. We recommend consulting the relevant legislation and legal counsel for further guidance. For practical tips, a summary of important changes, and more resources, check out HRPA - Human Resources Professionals Association's article here:

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This past weekend, my husband, mother-in-law and sister-in-law and myself flew to Cape Breton, Nova Scotia to celebrate my husband’s uncle’s life who was taken from us back in April way too soon at just 61. And as tragic as death is, it can also be a wake-up call reminding us not to wait until it's too late to create a life we love. So, what are you waiting for? What dreams or goals have you been putting off? What stories are you telling yourself as to why “now” isn’t the right time to do the thing you really want to do? In other words, what BS is holding you back and are you ready to change that? And yes, I say BS because most of the time (like 99%) what’s holding us back are irrational fears and fake news we’ve come to believe as true when they're not true at all. At the end of your life, I want you to look back and be proud that you dared to create and live a life you love, whatever that looks like for you. I don’t want you to have regrets like the ones palliative care worker Bronnie Ware outlines in her book, 𝙏𝙤𝙥 𝙁𝙞𝙫𝙚 𝙍𝙚𝙜𝙧𝙚𝙩𝙨 𝙤𝙛 𝙩𝙝𝙚 𝘿𝙮𝙞𝙣𝙜. People who wished they’d: -Had the courage to live a life more true to themselves rather than the life others expected of them -Hadn’t worked so hard. -Had the courage to express their feelings. -Stayed in touch with their friends. -Let themselves be happier. Isn’t not having regrets on your deathbed a pretty good motivator to go after your goals and increase your happiness? After all, the only time it’s too late to chase your dreams is when you’re dead. And on that note, I have a special offer for you this week only. To help you Create a Life you Love, I’m offering 𝘽𝙧𝙚𝙖𝙠𝙞𝙣𝙜 𝙁𝙧𝙚𝙚 at 𝟱𝟬% 𝗼𝗳𝗳. 𝗦𝘁𝗮𝗿𝘁𝗶𝗻𝗴 𝗮𝘁 𝗷𝘂𝘀𝘁 $𝟰.𝟵𝟵, you can use this book as your guide to finally go after whatever it is you’ve been wanting to. I know there’s something inside you that you’ve been wanting to do. And if you’ve been waiting for a sign to go for it, consider this it. (Link to purchase in comments). And while you’re at it, why not share this offer with 5 friends so you can go after your goals together? Goal-chasing is always more fun with others. Though it was a small goal, I've wanted to swim in the Bras d'Or Lakes in Cape Breton for years and this past weekend I did it. It was beautiful. #bebrave #goforit #dreams #goals #noregrets

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It's #Pinkshirtday Team! One of many days that reminds me why I started a career in human resources, but it's also much like any other day. Why? Because bullying still occurs! I don't just mean across the country, worldwide, or out of sight. In fact, the opposite! It is happening to me! Did I bring it to my colleagues' attention? Yes. Did I bring this to my manager's attention? Yes. Did I confront the bully? Yes. Did I stand up and say it's not okay? YES! So, why does this continue to happen? Because it reflects the working culture. The bully will never view their behaviours as hurtful to another person because they are blinded by the society in which they work. There is also a flaw in going through the formal procedure, as it only serves to exacerbate the situation, and the individual attempting to halt the bullying bears the brunt of the consequences. Why? Because that is the culture. The culture produced by persons who have worked in a company for so long that they have 'allies' and "alibis". They band together, tell a story, and you become the black sheep. I'm the black sheep. I burned bridges for standing up. My professional development suffered greatly and has yet to fully recover. Do I regret it? NO! I will not allow my integrity to be jeopardised because of other people's choices in how they treat others. Instead, I continue to point out shortcomings in the environment. Something that continues to perplex me is how an organisation can terminate someone who dares to speak out instead of holding those accountable because they "can't afford to lose multiple staff members, but would rather lose just one," and that one staff member is the one who came in with fresh eyes and saw how disgusting the culture is and tried to change it for the better so that no other new employees who joined have to suffer the same way I did. Become the black sheep! Be the one who stands up and says, 'This is not okay!' You may suffer setbacks in your work, but your personal development will continue, and perhaps, like me, you will find yourself surrounded by other black sheep who will support and stand with you.

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Bill C-58 needs more discussion. The final Bill must be protective of broad societal safety and economic welfare considerations. As presently written, Bill C-58 is a “ … solution looking for a problem …” and an unwarranted overreach.

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The growing wage gap in the community health workforce is a critical issue that impacts not just the workers, but the millions of Ontarians who rely on their care. Having worked across all sectors of the healthcare system, I’ve seen firsthand how vital the community sector is to the overall health ecosystem. It is the backbone of proactive care—keeping people safe in their homes, reducing strain on acute care, and supporting a higher quality of life. Yet, it’s the forgotten sector. 👉 Fewer people are choosing to work in community health. 👉 Workers are stretched thin, grappling with limited resources. 👉 Support continues to dwindle. What happens when no one is left to care? When individuals no longer have access to preventative support, leading to avoidable crises that land them in acute care or Alternate Level of Care (ALC)? The ripple effects on the healthcare system, families, and communities are staggering. We need to bridge this wage gap and invest in the community health workforce. #ForUsForYou #OCSA #ontariohealth #healthcare #communityhealth #communitycare

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Thank you AccessHR for the reminder about the upcoming Round Table! HR professionals, let's explore how the cynical genius illusion impacts workplace culture and decision-making. 🌱 Is cynicism really a sign of intelligence, or does openness foster better growth? Let's discuss balancing optimism with critical thinking and how curiosity can drive innovation through small, actionable experiments. 🤔 💡 Join the roundtable conversation on creating a more constructive workplace! #HRLeadership #WorkplaceCulture #EmotionalIntelligence #DanielPink

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