unHR Company’s Post

Terminated? Let's talk. Getting terminated can feel like the end of the road—but it’s often just the beginning of a better one. Too often, employers make critical mistakes in the process: ❌ Failing to document performance issues ❌ Not following proper termination procedures ❌ Overstepping on final pay, severance, or benefits ❌ Terminate on the basis of discrimination or retaliation These errors can leave employees vulnerable—but also with rights they might not know about. Here’s the truth: Understanding your rights and options is your greatest power as an employee. At unHR, we help employees navigate these moments with confidence, clarity, and control. Our solutions are designed to protect YOU. Book your consultation at www.unhr.ca. Follow us for more tips on workplace rights and HR insights that matter. Let us guide you through challenges and empower you to thrive in your career. #TerminationRights #EmployeeSupport #HRAdvice #WorkplaceProtection #CareerGrowth #SmallBusinessHR #unHR #HRDisruptor #OntarioWorkers

Is Sharing Employee Stories at Home a Policy Violation in HR? Answers: https://lnkd.in/gn2QHnNQ #EmployeePrivacy #WorkplacePolicy #HRmatters Hey Everyone! 😊 So, I recently heard an interesting story from my partner and I could really use your thoughts on it, especially in terms of workplace policy and legal implications. Here’s the situation: an employee who works part-time (60% FTE) was told by their manager that they needed to increase their hours to 80% FTE. Not surprisingly, the employee was quite upset about this. The manager then mentioned this to the Head of HR, expressing the employee's concerns. Now, here’s where things get a bit dicey. Allegedly, the Head of HR then shared this story at home with her daughter, revealing who the employee was and what they were upset about. The daughter, who is best friends with another employee at the same company, couldn’t help but spill the tea. This news eventually made its way back to the original employee that sparked the whole situation. So, the big questions are: Is this a breach of any legal standing? Or is it more about company policy? 🤔 Could the affected employee take any action against the company f...

Is Sharing Employee Stories at Home a Policy Violation in HR? Answers: https://lnkd.in/gywe3k67 #EmployeePrivacy #WorkplacePolicy #HRmatters Hey Everyone! 😊 So, I recently heard an interesting story from my partner and I could really use your thoughts on it, especially in terms of workplace policy and legal implications. Here’s the situation: an employee who works part-time (60% FTE) was told by their manager that they needed to increase their hours to 80% FTE. Not surprisingly, the employee was quite upset about this. The manager then mentioned this to the Head of HR, expressing the employee's concerns. Now, here’s where things get a bit dicey. Allegedly, the Head of HR then shared this story at home with her daughter, revealing who the employee was and what they were upset about. The daughter, who is best friends with another employee at the same company, couldn’t help but spill the tea. This news eventually made its way back to the original employee that sparked the whole situation. So, the big questions are: Is this a breach of any legal standing? Or is it more about company policy? 🤔 Could the affected employee take any action against the company f...

HR the hoarder. When was the last time you heard HR saying "We have abandoned this practice." Probably never and that is their problem. They have hoarded everything, and as a result, they are overwhelmed, nothing works as they should, and the workforce is unhappy with everything HR does. Breaking news, you cannot do a million things properly. When I talk to them they acknowledge this but when I ask "Okay, what do you think you could get rid of?" they act like hoarders and don't want to let go of anything. My answer is always the same to everyone who needs help but doesn't want to accept the solution, "Then you suffer." But the problem is that the workforce suffers too, and that kinda bothers me. Get rid of things, use the rest of 2024 to tidy up, and start fresh in 2025. And put down one rule; When something new comes in, an old one must go out. To keep things tidy, here is a little help: https://lnkd.in/dRYHTnEX #hr #declutter #tidy #processes #policies

These changes are not helpful to HR!? Do you believe they effectively address the needs of both employees and employers, or do they pose significant challenges? They just made our HR lives and our recruitment work much harder? Agree or disagree? Do you believe there are opportunities for policymakers to revisit and refine the working time regulations to better serve both employees and employers? Share your suggestions for constructive change in the comments below! #jointoday #hrmembership #hr #hrinrehab #hrisbroken #flexibleworking #fwr #wfh #workfromhome #discrimination

These changes are not helpful to HR!? Do you believe they effectively address the needs of both employees and employers, or do they pose significant challenges? They just made our HR lives and our recruitment work much harder? Agree or disagree? Do you believe there are opportunities for policymakers to revisit and refine the working time regulations to better serve both employees and employers? Share your suggestions for constructive change in the comments below! #jointoday #hrmembership #hr #hrinrehab #hrisbroken #flexibleworking #fwr #wfh #workfromhome #discrimination

A recent article in The Guardian article highlights growing mistrust among employees towards HR departments, particularly in handling discrimination and workplace conflicts 🆘. In response, independent HR firms like Caged Bird HR have emerged, to listen to workers' issues about harassment and discrimination🚫 (topics that employees feel they cannot discuss safely with their company’s HR), and provide guidance on how to address these concerns. The service has been particularly beneficial during times of corporate transitions and layoffs, offering employees a lifeline by informing them of options like taking a leave of absence, which they weren’t aware of. What do you think this means for the future of HR?💭🔮 Bathabile Mthombeni, J.D., M.S., PCC Heeral Gudka Michelle Gyimah Adaku Oliver-Nnona Daniel Palmer Hayley Bakker Danielle Antes Liselle Sheard Dimple Mistry, FCIPD Full article: https://lnkd.in/ge3FPnt2

Can I ask an employee not to come to work while I carry out an investigation? This is a question I am asked on a fairly regular basis..... The short answer is yes, you can suspend an employee from work (with pay, always) if the situation warrants it. There may be times, particularly in gross misconduct situations, where it would be advisable to not have your employee attend work. That said, suspension is always a delicate one to handle so I would always recommending seeking specialist HR advise before suspending an employee. #tuesdaytip #hr #outsourcedhr #suspension #investigation #disciplinary

How would you move forward? What would you offer? How long would you let them remain on sick leave or absent from work? How would you navigate this delicate situation? What strategies would you employ to ensure a fair hearing while maintaining the integrity of the disciplinary process? Join the conversation and share your insights in the comments below! #hrpayriseplease #hr #youdontneedcipd #bethebest #bethebest #hrmembership #jointoday

Is Sharing Employee Stories at Home a Policy Violation in HR? Answers: https://lnkd.in/gKnXkAfe #EmployeePrivacy #WorkplacePolicy #HRmatters Hey Everyone! 😊 So, I recently heard an interesting story from my partner and I could really use your thoughts on it, especially in terms of workplace policy and legal implications. Here’s the situation: an employee who works part-time (60% FTE) was told by their manager that they needed to increase their hours to 80% FTE. Not surprisingly, the employee was quite upset about this. The manager then mentioned this to the Head of HR, expressing the employee's concerns. Now, here’s where things get a bit dicey. Allegedly, the Head of HR then shared this story at home with her daughter, revealing who the employee was and what they were upset about. The daughter, who is best friends with another employee at the same company, couldn’t help but spill the tea. This news eventually made its way back to the original employee that sparked the whole situation. So, the big questions are: Is this a breach of any legal standing? Or is it more about company policy? 🤔 Could the affected employee take any action against the company f...