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Ann Binsted, President
Over the past few months the same question seems to be on the minds of many of my candidates. “I read in the papers that the economy has stabilized so why am I still not getting any calls for interviews?” It’s true; the markets seem to have stabilized, but it is disappointing that we are still not seeing any substantial increases in hiring. According to Tavia Grant in the Globe and Mail this week, “one in five of Canada’s 1.5 million jobless workers have now been out of a job for 27 weeks or more- a proportion that’s doubled from pre-recession levels. The number of people who have been out of work for 53 weeks or more has jumped by more than a third since last September. Nearly two thirds of them are men, with the majority in the 25 – 54 age category.” |
This is certainly in line with what we have been experiencing daily when we speak with our clients. Budgets are still extremely tight!
Can we dare to hope that corporations are waiting to see the New Year before new hires go back into the budget? Will the government open their eyes to trends and realities in 2011, and how they can motivate small and medium sized businesses to hire, as opposed to making their employment risks and costs just too high? Only time will tell if this jobless recovery will soon come to an end, and companies will start to contribute to both a consumer and corporate recovery in Canada. |
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WHY Social Media Should Matter to You!
On November 23rd, Executive Assistance Inc. & The Catalyst Institute present Mark Blevis, an AVP with international communications firm, Fleishman-Hillard.
Join us for an examination of why social media is important and why it should matter to you!
WHEN: Tuesday November 23, 2010 12:30 pm - 1:30 pm EST
HOW TO REGISTER: https://www1.gotomeeting.com/register/236647153
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Daniel Lublin, METRO NEWS October 27, 2010
Employees who believe they are immune from discipline for their conduct away from the office are often sadly mistaken. Where off-duty behavior becomes cause for an employer’s concern, employees shouldn't be surprised when it follows them back to their desk. Here are some examples.
• Blog postings made on an employee’s own personal time can come back to haunt them. Just ask Linda Clark, who lost her job because her employer, a retirement home, came across a blog she wrote with postings that expressed her disdain for the residents and management. It didn’t matter that Clark had created and maintained her blog at home or that she intended for it to be private; its connection to the workplace was obvious and any member of the public could view it.
• Pictures or postings on Facebook, MySpace or YouTube are fair game for employers’ supervision where indiscriminate content impacts, or potentially impacts, a company’s reputation. It seldom matters when the postings were created or even if the employee doesn’t access these websites from work. If the content can even be construed as having a connection to the workplace, discipline is often upheld by the courts.
• Allegations of criminal conduct occurring away from the workplace can sometimes amount to cause for dismissal. Philip Kelly unsuccessfully sued Guelph auto parts manufacturer Linamar Corp. for wrongful dismissal after it fired him for cause following publicized but unproven criminal charges of possessing child pornography on his personal computer at home. The court agreed with Linamar because of the potential damage to its reputation.
• Where off-duty conduct creates a serious conflict of interest with the work of the organization, discipline can be upheld. In a notorious Canadian case, a CIBC bank teller was fired after her employer learned that she was living with a convicted bank robber. In this case, actual harm was unnecessary; it was the potential for harm that was sufficient.
These examples ought to give employees pause. Canadian courts have little tolerance for employees whose habits expose their companies to liabilities. They can be fired – often without notice.
Daniel A. Lublin is an employment lawyer Whitten & Lublin LLP. He can be contacted at dan@canadaemploymentlawyer.com.
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"In working with Ann and her company we experienced a level of commitment and dedication surpassed by none. Ann's flexibility, understanding of the complex needs of our process, ability to adjust to a changing dynamic, and overall pleasant demeanor all contributed to a stellar experience in working with Ann and her team. My colleagues and I can wholeheartedly recommend Ann without hesitation."
- Client
“We had connected via LinkedIn, and met a few months ago when I came into your office to see you. At the time I was just beginning to explore new opportunities. As of last week I have decided to fully commit to finding a new career.
In speaking with several recruiters, I have found that your personal style, and straight forward demeanor meshes well with my personality traits. I have also been soured by a couple of interactions with a few others in your industry - I won't bore you with the details. Please keep me in mind for any future opportunities.”
- Candidate
“I just wanted to follow up by thanking you for the opportunity to meet with you on Thursday. You were very informative on the current state of the Trends in the Financial Job market. I really appreciate that knowledge as I start to look for the next steps in my career.”
- Candidate |
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Our thump on the head goes to the Barrie Shoplifter who left her resume at the scene of the crime, and wore the clothing she’d stolen the day before from the same store to her interview. Barrie cops didn't have to look too hard for an alleged shoplifter who was hunting for a job at the same time. The woman was at a Bayfield St. store for a job interview but after meeting the store manager and handing over her resume, the woman was spotted on store security cameras allegedly lifting several items. Barrie Police attended the store and, as they say in their press release, "easily identified the thief using her resume. It is unlikely that she will be getting a job offer in the near future.” |
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