Labour Market & Industrial Relations Review - Western Canada - Private Sector

With CPI trending between 3.1% and 3.7%, are wages following suit? The answer is no. CPI is inflated due to disruption in energy transition, increased government spending and cash injections from the Bank of Canada, and pandemic shifts, all of which increase the risk for employers and do not translate to job creators being able to afford increased wages for their employees.

Many industrial safety-sensitive sites operate on a reasonably authoritative chain of command structure to organize and execute work. However, due to the often large geographic footprint of industrial areas, usually in a dynamic, open environment exposed to changing factors, companies must rely heavily on autonomous rule compliance, which means that individuals follow the rules when no one directly supervises them. Thus, safety performance depends on the cultural norms and buy-in of teams working to keep each other safe. Individual compliance and peer enforcement rely on hearts and minds approach or buy-in into the rule. 

WFD Inc. discusses the prevalence of systemic racism through institutions in Canada and accepting its existence in a non-judgmental way to embark on the antiracist journey. Plato's Cave Analogy / Accepting the Existence of Systemic Racism: Commit to a Stance of Antiracism

Discussing the question, is it better to rule by fear, within the context of organizational objectives and psychological safety. Submitted by Workforce Delivery Inc.

The presence of narcissistic traits is increasingly prevalent in today's society, including in workplaces. We hope you enjoy this workshop which explores management strategies within today's context, including within the context of updated OH&S legislation.

A short interview of a "middle management" perspective on the task of implementing the Truth and Reconciliation Commissions 92(ii) Recommendations. 92 (ii) Ensure that Aboriginal peoples have equitable access to jobs, training, and education opportunities in the corporate sector, and that Aboriginal communities gain long-term sustainable benefits from economic development projects.

Today we discuss a report that finds Indigenous adults are less likely hired & more likely under-hired than non-indigenous adults. The study in question was published by Statistics Canada in January 2018 and is entitled, "Overqualification Among Indigenous Workers In Canada"

Discussion of a distinction in Human Rights legislation in BC that could land unaware construction contractors (newcomers to BC) in hot water.

Including Human Rights protected absences into statistics for the purpose of assessing the appropriate case management attendance response stream.

"The good news is, choosing to walk this path will introduce leaders to some of the most amazing, strong people one will ever meet. Once onboarded, Indigenous staff/leaders will need significant direct leadership support and the support of the whole organization. It must be noted that unlike safety, which over years and years has become embedded and ingrained into the fabric of organisational culture, with safety representatives providing primarily educational and technical support; Indigenous relations resources are at first, in a sense, behind enemy lines and face hostility when attempting to introduce the required changes.

Workforce Delivery Inc. workshop on useful perspectives/effective approaches to grievance responses. It's intended for all interested, including: -junior, student & seasoned labour relations practitioners, & -keener supervisors/leaders wanting to be ahead of the curve.

Part 3 of a review/summary of Prime Minister Stephen Harper's Book, "Right Here, Right Now", discussing Nationalism, Populism, Globalism, Trade Agreements, Immigration, Populist Conservatism, the Role of Business and Conservative Solutions.

The start of a review of Stephen Harper's, "Right Here Right Now". Topics: Populism, Trade, Old tools of Liberal/Conservative, Republican/Democrats not working. New solutions required, or we leave environment open for populist right or left (with possibly extreme tendencies) to move in.    

Workforce Delivery Inc. 's new series on populism, disruption and navigating collective bargaining & labour / industrial / employee relations in an increasingly rapid changing environment. The intro to a new WFD Inc. series that describes increased disruption, disconnection & populism witnessed in the field of labour / industrial / employee relations incl. collective bargaining; & considers what lessons can be learned from Stephen Harper's book, "Right Here, Right Now". #01 Harper, Stephen, "Right Here Right Now " & Industrial Relations  

With the introduction of Bill 30 by the Alberta Government to amend the OH&S Act and WCB Act to reinforce provisions to protect workers from harassment we conduct a GAP analysis on the widely adopted COAA Respect in the Workplace Toolkit.

Canadian organizations and employers: How they've responded and how they should respond to harassment allegations in a post- me-too and post-times up environment. A commentary from a management-side HR perspective, intended to be educational and instructive.

Why open site(s) and open competition/bidding through the participation of multiple labour postures is necessary for de-risking the project, to maintain the competitiveness of the geographic area, and promote the health of industry stakeholders. This is a contrary view to that adopted by BC with the implementation of that iteration of "Community Benefits Agreement" or CBA's.