We all hope for the best at work. Unfortunately, these hopes don’t always pan out. You might find yourself caught in a workplace dispute, which may lead to increased stress and conflict, or financial losses. Thankfully, there are ways to protect yourself. One of the most important? Keeping good records.

Navigating the complexities of labour and employment disputes can be daunting for employers. Disputes can take valuable resources away from the business, so resolving them adeptly when they arise is crucial. Arbitration has emerged as a pivotal mechanism to resolve such conflicts efficiently. Knowing what this process entails and how it differs from other dispute-resolution methods can help employers recognize the benefits while also considering the limitations. 

Imagine your business is a sports team. Every successful team has a playbook, a guide that helps every player understand the game plan. For your business, the employee handbook is that playbook. It sets the stage for your company's culture, expectations and rules, helping everyone work together successfully.

Whether you are looking for a new job or already have one, you should be able to expect to receive a fair wage. Unfortunately, this isn't the experience everyone has due to factors like the gender wage gap and unfair compensation practices. However, measures like the Pay Transparency Act are in place to prevent this.

Finding someone who doesn't use social media would be very difficult. We use the various platforms for everything from networking and getting news to keeping up with our family and friends. Even businesses regularly utilize social media to find new clients and advertise new products. Considering how ubiquitous social media is, savvy employers and employees should understand how to address the appropriate use of these platforms in the workplace.

When union employees go on strike, they typically do so because they are seeking better pay, benefits or work conditions. By not working, they put pressure on employers to negotiate or meet their demands. However, some employers respond to strikes by hiring replacement workers in an attempt to reduce the impact of the strike on business.

Losing a job takes a serious toll on an employee's life. Severance pay can alleviate the economic and personal blow of this situation, so employees in British Columbia must understand what they can expect if they lose their jobs.

Any time businesses welcome a new worker, it can change the workplace. Whether this change is for the better or worse can depend on the hiring process and how employers decide who to hire. To make this process go smoothly, watching for and avoiding certain words in job listings and interviews is essential.

Laying off workers can be a tough decision for businesses, but there are proper and improper ways to conduct them. If an employer makes poor decisions and violates the rights of those they are laying off, they can be held accountable. One mistake too many companies make is discriminating against workers in their layoffs.

When issues regarding safety, harassment or discrimination arise in a business, employers may need to conduct a workplace investigation. An employer's failure to conduct a proper investigation can make an already complicated situation much worse for an organization and trigger harsh penalties. If you are in a situation where a workplace investigation is required, consider the following tips for conducting one fairly and effectively.

When attempting to fill an open position, an organization will likely take numerous steps designed to ensure they find the right individual for the job. Factors such as work history and educational experience are used to build a coherent picture of the candidate from which to make a decision.

For British Columbia workers who are concerned about their working conditions, a labour union can be an important tool. Currently, under the British Columbia Labour relations Code in order for a union to be certified, at least 45 percent of workers are required to sign membership cards indicating they want to unionize, and once that threshold is reached, they must restate their position through another vote.

When near-misses or specific incidents occur in British Columbia workplaces, employers must carry out investigations according to the procedures prescribed by WorkSafeBC. Workplace investigations involve four stages. Incidents requiring investigations include work-related fatalities or serious injuries, near-miss incidents that could have caused severe injuries or death and more.

It is generally accepted that violence in the workplace is “as deviant and unacceptable behaviour ..as it is in the community at large.”[1] The heightened vigilance in respect of violence in the workplace is also apparent in provisions of the British Columbia Workers Compensation Act (“Act”) and part 4 of the Occupational Health and Safety Policies (the “Policy”).

Studies indicate that violence in any workplace is a matter of significant concern across Canada, including British Columbia. Many employers and employees associate violence with physical assault, but it includes other acts such as threats, abuse and intimidation.

Bullying is not restricted to schoolyards. Although employees are protected under employment law, the number of British Columbia workers who are victims of workplace bullying is concerning.

It is not uncommon for disputes to arise about employees' eligibility for payment for travel time. Employment law regarding travel time can be complicated. Therefore, British Columbia employers are advised to draft a company policy that includes information about travel time in the employment contracts when new staff members are appointed.

Employees in British Columbia who are federally regulated under the Canada Labour Code may be unaware that, under specific circumstances, they may refuse to work overtime. What are those circumstances?

British Columbia workers have the right to safe work environments, but that's not all. Under occupational health and safety legislation across Canada -- as exemplified in BC's Workers' Compensation Act and Occupational Health and Safety Regulation -- three main rights of employees include the right to know, the right to participate and the right to refuse dangerous work.

Workers should all have equal access to employment opportunities, and their human rights must be protected at all times. However, even when workplace equity exists, human rights problems may not be immediately evident. The British Columbia Human Rights Code is meant to protect employees from discrimination at work.