In late January, People First hosted a breakfast briefing on harassment in the workplace. The topic had certainly featured prominently in the news cycle late in 2014 and our consultants were fielding more questions on the topic. We invited representatives from The Manitoba Human Rights Commission, Safe Work Manitoba and People First’s Respectful Workplace practice to share some of the cases that are impacting employers in Manitoba, current trends in harassment reporting and what companies can do improve the work environment for all employees.
Martin Cash from the Winnipeg Free Press also made it out to the event, which he featured in his column the next day. Read the full article here.
No matter the sector, businesses are always seeking ways to retain and motivate their employers. The Canadian Association of Agri-Retailers knows its members are no different. In the April edition of their magazine, the CAAR Communicator, they address some important considerations for businesses to keep in mind. Looking for an expert option, the Association approached our own Colleen Coates, National Practice Leader Total Compensation to provide her insights on the topic.
“To sum up,” says Coates, “organizations need to focus on talent management strategies to ensure that employee engagement thrives.”
Winnipeggers earn the lowest salaries among residents of Canada’s largest cities — and this poor compensation may be keeping workers away.
In 2009, the average Winnipeg salary was $38,050, according to Conference Board of Canada data. The same year, workers in 12 other Canadian cities the board surveyed earned higher salaries, with Alberta leading the way.
In Calgary, the average wage was $60,520 in 2009 and in Edmonton, it was $54,370. But workers outside of the oilpatch also earned more than Winnipeggers, creating a gap that may hamper this city’s