Richard Johnson’s Top 10 Employer Tips for 2016

Lawyer Richard Johnson, Contributor.top 10 employers

Earlier this year, we posted lawyer Richard Johnson’s top ten employment law tips for employees in British Columbia. In the interests of equality and fairness, we thought it was high time we shared his employer tips.

So, BC employers, here are RBJ’s top ten workplace law tips:

  1. When collecting personal employee information, whether at the time of hiring or afterwards, collect only what you need, and be transparent about how and why you’ll use it.
  2. The law requires that you have policies and procedures in place to investigate and respond to workplace bullying and harassment.
  3. You may choose, within reason, when your employees may take their vacation.
  4. You are not legally obligated to provide your employees with medical or health benefits, but once you do, your workers may become entitled to receive them going forward.
  5. Make sure you understand the legal nature of your relationship with your workers, and what that entails. As an example, an employee who is on a series of fixed-term contracts could be viewed as a permanent, indefinite employee, and be entitled to severance accordingly.
  6. Be careful when deducting amounts from your employees’ wages: you must be authorized by law, or the employee, to do so. You can learn more about wage deductions here.
  7. WorkSafeBC recently enacted new rules for incident investigations, including specific deadlines for both investigations and reporting. You can read WorkSafeBC’s Primer on Employer Incident Investigations here.
  8. You can access free advice, assistance, representation and education relating to the workers’ compensation system through the Employers’ Advisers Office. Learn more here.
  9. There is no law in British Columbia that requires an employee to give you advance notice that he or she is quitting. If you would like your workers to give you notice of resignation, you should build this into their employee contracts.
  10. Mandatory retirement is a thing of the past. You cannot force an employee to retire when he or she turns 65.

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NOT LEGAL ADVICE. Information made available on the Kent Employment Law website in any form is for information purposes only. It is not, and should not be taken as, legal advice. You should not rely on, or take or fail to take any action, based upon this information. Never disregard professional legal advice or delay in seeking legal advice because of something you have read on this website. One of our lawyers would be pleased to discuss any specific legal concerns you may have.

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