First published on Friday, October 18, 2024
Last updated on Friday, October 18, 2024
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Welcome to HR Heartbeat, where we give you a rundown of the week's top employment law stories. Stay on the pulse of current trends impacting your business, plus get up-to-the-minute commentary on all things HR and legal.
Amendments to B.C.'s Occupational Health and Safety (OHS) Regulations
Starting November 1st, 2024, significant changes to British Columbia’s Occupational Health and Safety (OHS) regulations will take effect. Employers will be required to complete a written first aid assessment for each workplace. This must be done in consultation with their workers.
This new requirement promotes a more collaborative approach, ensuring employees' insights on workplace risks are included in the assessment process.
Engaging employees in these assessments is not just about meeting compliance—it helps foster a culture of safety and strengthens trust by demonstrating a commitment to their well-being.
Some of the key requirements include:
- Written first aid assessments: Each workplace must have a documented assessment, addressing the number of employees, work types, and any unique risks.
- Consultation with workers: Employers must engage their workers in the assessment process, considering their input on workplace hazards and first aid needs.
With the deadline fast approaching, it's essential to act now so you stay compliant. If your business needs support meeting these new regulations, speak with a qualified health & safety advisors for guidance on everything from conducting workplace-specific assessments to ensuring full compliance with evolving regulations.
Changes to Post-Graduation Work Permit (PGWP) Program
Effective November 1st, 2024, new language requirements will apply to Post-Graduation Work Permit (PGWP) applicants, aiming to better integrate foreign workers into the Canadian workforce. This move aligns with Canada's efforts to address long-term skill shortages, but it's also important to be aware of how these changes could impact your recruitment efforts.
Starting in late Fall 2024, graduates from public college programs will still be eligible for PGWPs of up to three years—but there's a catch. The field of study must now be linked to occupations facing long-term shortages in Canada. This means that PGWPs will no longer be automatically available to all students of Designated Learning Institutions.
This is a game changer for many employers as not all foreign post-graduates will be eligible for temporary residency status after graduation, which could limit your pool of international talent... If your hiring strategy relies on recruiting graduates from non-eligible programs, you may need to rethink your approach.
What does this mean for employers?
- You'll need to review the eligible fields of study to make sure you're aware of which programs qualify for PGWPs so you can target your recruitment efforts effectively.
- Keep in mind you now have a smaller talent pool because not all foreign graduates will be eligible for work permits; employers may need to adjust hiring strategies and consider alternative sources of talent.
Recruitment can be one of the most challenging parts of running a business, but it doesn't have to be. Our suite of software and services has everything you need to ensure a smooth and compliant recruitment process. If you need help navigating these new PGWP requirements, speak with a qualified employment relations expert for advice on getting the talent you need to grow your business.
Stronger Workplaces for Nova Scotia Act
As part of the Stronger Workplaces for Nova Scotia Act, employees are entitled to 5 days of unpaid time off due to statutory sick leave. This update also includes an additional three days of unpaid leave when an employee needs to care for a family member.
As an employer, this legislative change means it's time to review and update your internal policies on Leaves of Absence. Ensuring your policies reflect these new entitlements goes beyond mere compliance. It cultivates a supportive workplace environment, showing employees that their well-being is a priority, especially during challenging times.
Stay ahead of the curve by ensuring you always have updated policies that reflect critical legislative changes. Having a document library that provides you with current templates, contracts and policies helps takes the stress out of updating your policies.
That's it for today! Come back next time for more HR news so you stay ahead of major employment law changes.
