August 2013

Our most recent blog
outlines ways in which companies can maintain their competitive edge and innovation through proactive training and learning. The topic is a timely one as the Conference Board of Canada recently released How Canada Performs: A Report Card on Canada, where it ranks us 13 out of 16 comparator nations when it comes to
innovation – "a key driver in productivity”. They cite lack of investment in training as one of the key reasons. See its Ontario Skills
Gap infographic (left).

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As part of your company's learning strategy to becoming more innovative, productive and competitive, take advantage of our free Tuition Support Policy and Form for your Employee Handbook. Download your free copy today.

Check out what’s made our list of business books we have either read or are planning to read. What's on your list?

Employers have a duty to accommodate disability-related absences to the point of undue hardship. There is no particular length of time allotted and each case is unique. "The test of undue hardship is the relevant standard for assessing return-to-work programs....The following are examples of when an employee's extended absence may be considered undue hardship for the employer:

• The employer is unable to attract or retain a qualified person for the position because the position is temporary (due to the pending return of the absent employee).
• The cost of paying an employee's benefits while he or she is absent may become too high, and/or group insurance costs increase due to the absence.
• The employee's skills may become outdated and he or she may no longer be able to perform the essential duties of the job.
• A new business focus or approach may result in the elimination of the employee's job, and therefore the employee's skills are no longer needed."

^{Excerpt from May 2013 Issue of HR Connected: Employment and Labour Law Issue ©2013 Wolters Kluwer}

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