Brevity HR & Safety Solutions

07/13/2024

Here is what I saw last week. A high performer quit working for a small company. The worker simply stopped caring.

Why? They were taken for granted!
In the exit interview it became crystal clear!

Stop Taking Great Performers for Granted!

Here's the pattern:
▪️A great performer regularly excels.
▪️Their excellence becomes expected and overlooked.
▪️They are given more work, picking up the slack for mediocre team members.
▪️Mediocre performance goes unaddressed.
▪️They stop working as hard and become seen as the problem
▪️The great performer becomes resentful and leaves.
▪️The company loses a top performer, and mediocrity sets in.

Leaders, don’t push dedicated people to the point they stop caring! When they do, Nobody wins.

Contact Rob Brevity HR & Safety to discuss your HR and Safety needs across western Canada. 403 331 1575

07/12/2024

Opportunities don’t wait on you or come to you — they keep moving. Every single one of us must be intentional and prepared daily so that when opportunity comes, we can seize it!

07/11/2024

Is your safety program up to date? Many companies updated during covid, but have yet to review and update based on recent and upcoming changes to the legislation.

Contact Rob to get you program back on track!

07/10/2024

Psychological safety is about creating an environment where people feel comfortable taking risks—like speaking up, sharing opinions, or admitting mistakes—without fear of negative consequences. This kind of environment builds trust, promotes open communication, and fosters collaboration, ultimately driving creativity, innovation, and performance.

Research reveals a disconnect between leaders and employees regarding psychological safety. Leaders often think their teams feel safer than they actually do, assuming employees will voice concerns. But if employees don’t feel safe, they won't speak up. It’s crucial for leaders to take the time to understand their team members' needs and feelings about psychological safety, especially with the rise of remote work.

Trust is the cornerstone of a psychologically safe workplace and there are four key behaviors essential to building Trust:
◾ Acceptance - being nonjudgmental;
◾Openness - involves sharing and listening to ideas freely
◾Congruence, - is about being honest and respectful
◾Reliability - means following through on commitments

These behaviors help to create a culture where everyone feels valued and confident to have tough conversations. Deep down, I believe that most people are motivated to do their best and fulfill their responsibilities.

The challenge for leaders today is to build a supportive culture that fosters dedication. This culture must be grounded in psychological safety, with Trust as its foundation. By prioritizing trust, leaders can create an environment where employees feel valued and empowered to do their best.

Contact Rob Brevity HR & Safety to talk about your safety and HR Challenges.

07/09/2024

In April 1993, 2PPCLI deployed to Sector West Croatia, in and around Zagreb. A Coy was stationed in the town of Pacraz.

We were sent in to provide security and enforce the UN ceasfire. The war took its toll on the local population. Much of the town was destroyed during the war and the population decimated.

By July 1, 2023 we were providingb security for peace talks for UNCIVPOL and patrolling the Serb defensive positions in the surrounding hills.

Canadian Armed Forces | Forces armées canadiennes Government of Canada United Nations

07/07/2024

In a recent case involving Thinkific Labs in British Columbia, an employee accepted an employment offer based on a detailed 60-page email outlining compensation, benefits, and work schedule but lacking terms on termination or non-competition.

a few hours after accepting, Thinkific Labs sent her a second document titled "Protection of Corporate Interests," which included these additional terms.

The employee signed this document, but the court later ruled it unenforceable because it introduced significant new burdens without additional consideration.

The employee was employed from September 2021 to May 2023, filed a wrongful dismissal lawsuit, asserting that the initial email was the binding contract and the second document invalid.

Contact Brevity HR & Safety for help with your HR or Safety program. Call rob 403 331 1575.

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07/06/2024

An interesting case affirming that employers and employees are obliged to cooperate in OHS investigations.

The Alberta Court of Appeal recently upheld fines imposed by OHS on Volker Stevin Contracting Ltd. and its employees, confirming the reasonableness and justifiability of these penalties.

The decision stemmed from a 2019 incident where an employee was fatally injured, leading to an investigation hindered by the company’s legal objections to interviews without counsel present.

The court affirmed that OHS had the authority to compel interviews and rejected the argument that such requirements violated Charter rights.

Contact Rob Dombowsky Brevity HR & Safety to answer your HR or Safety concerns. Call 403 331 1575.

07/05/2024

Let Brevity HR & Safety help with your safety program, allowing you to focus on what you do best! We are dedicated to "building better worksites and ensuring safer sites," providing tailored solutions that meet your unique needs.

With Brevity HR & Safety, you gain peace of mind knowing that your workplace safety is in capable hands, enabling your business to thrive without the worry of compliance and safety issues.

Call Rob Dombowsky at 403 331 1575.

07/05/2024

The Alberta King’s Bench upheld an employer's decision to terminate a Site Superintendent for Lafarge Canada Inc., who was terminated after refusing to undergo a Substance Abuse Assessment (SAP) and rejecting a return-to-work agreement following a positive drug test for cannabis.

The employee hit a mobile compactor with a company vehicle; the incident caused $700-$1,000 in damage, with no injuries. Following the incident, the employee tested positive for cannabis.

The employee was required to undergo a SAP Assessment and potentially be accommodated if diagnosed with a substance abuse disorder. Additionally, he had to sign a Return to Work Last Chance Agreement, mandating random drug testing for 24 months. Ultimately, the employee refused the SAP and was terminated for just cause.

The employee claimed wrongful dismissal, arguing a lack of a contextual analysis by the employer, failure to apply progressive discipline, unreasonableness of the drug policy, and violation of the employment contract terms regarding discipline.

The court found Lafarge's Drug and Alcohol Policy to be reasonable, clear, and consistently enforced, especially given the safety-sensitive nature of the work. Justice Feasby ruled that the employee’s refusal to comply with the SAP Assessment and return-to-work agreement was a repudiation of his employment contract. The court concluded that the employee’s termination was justified, and he was not entitled to damages for wrongful dismissal.

Contact Rob Brevity HR & Safety to discuss your drug and alcohol policy.

CPHR Alberta Board of Canadian Registered Safety Professionals Brevity HR & Safety

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07/05/2024

Hire Brevity HR & Safety to elevate your HR services, allowing you to concentrate on what you do best! Our experienced team is committed to "building better worksites and ensuring safer sites," offering customized HR solutions designed to fit your specific needs.

With Brevity HR & Safety, you can rest assured that your human resources are expertly managed, freeing you to focus on driving your business forward without the complexities of HR management.

Contact Rob Dombowsky at 403 331 1575 to discuss your needs.

07/04/2024

07/04/2024

Ever make a an $18,733 mistake?

In what a sawmill in Ontario called a typo, they mistakenly paid a worker $21,925.24 on her final pay cheque instead of $2,192.24.

The worker claims she was fired because she had COVID and has refused to pay back the overpayment. She in turn filed a human rights complaint after the company filed an action in small claims court to get the overpayment returned.

It appears two issues are at play... one is the overpayment, which the employer has a right to get back. The second issue, is not directly connected to the overpayment, but is a typical discrimination case based on the employee having covid.

Call Rob Brevity HR & Safety to discuss your HR & Safety needs at 403 331 1575.