Employment laws/standards change from time to time in an effort to ensure employees benefit as well as have a better life (McCarthy, 2018). In this essay, the focus will be on the Alberta Employment Standards Act. In addition, the essay will address about four of the standards that have been recently amended and compare them with the previous standards. Ways in which to address the changes to the employees as well as who benefits from the changes between the employer and employer will also be highlighted. Lastly, personal opinion will be made on how the changes impact the organization.
Alberta employment standards have recently been amended in order to ensure employees are provided with quality benefits (Alberta.ca, 2019). The following employment standards have undergone some amendments. To begin with, we have employment standards code which applies to the majority of employers and employees and provides minimum standards of employment. Before the amendment, there was no flexible averaging agreement between employers and employees due to compressed workweeks. However, as effective as of January 1st, 2018, the amendment of the employment standards code introduced new legislation that allowed employees into flexible averaging agreements with their employers (Lingwood, 2017).
Secondly, we have farm and ranch workplace legislation which has undergone different amendments as it came into effect on 1st January 2016. The legislation applies only to farm and ranch operations where paid workers are employed. Before the new changes took effect in January 1st, 2018 on employment standard rules for farm workers, there were no set minimum standards for holidays, hours of work, overtime pay, vacations and employees under the age of eighteen (Alberta.ca, 2019). However, the amendment brought about these changes.
Thirdly, we have improved employment standards. The new amendment brought into effect on January 1st, 2018, helped modernize workplace laws thereby protecting workers and assisting them to be competitive. For example, Alberta employees are now eligible for three days unpaid leave which before were ineligible. Four, we have minimum wage. This refers to the lowest amount employers are required by law to pay their employees (Alberta.ca, 2019). Before the amendment’s approval on October 1st, 2018, about 11% of Albertan employees earned less than $15 an hour. However, the changes pushed to the minimum wage to $15 so as to reduce poverty levels.
Human resource has a crucial role in implementing changes in employment law/standards. In implementing the four employment standards to the workplace, the human resource has different roles. To begin with, human resources have the responsibility to use the organization’s culture to establish frameworks for implementing employment standards. By assessing different aspects, the human resource is able to customize a standard way of implementing the standards. Secondly, the human resource has the responsibility for drafting policies that promote the employment standards depending on the size of the organization. The policies can include; performance appraisals, employee self-appraisals, leadership training, and disciplinary reviews. Lastly, human resources have the responsibility of ensuring compliance of the changes in the employment standards regardless of organization size or the number of employees.
Human resources can communicate the changes in the workplace in three different ways. One, the human resources need to be transparent about the amendments when communicating to the workforce (Peninsula Canada, 2019). This will ensure the workforce understand their benefits well. Secondly, human resource can hold feedback sessions in order to improve employee opinions where needed or possible. Lastly, the human resource can adopt a new culture with the implementation of the amended standards so as to create a new environment for the workforce.
To begin with employment standards code, both the employer and employee benefit from the change since both parties will have a flexible averaging agreement regarding specific issues. Secondly, with farm and ranch workplace legislation, both the employers and employees benefit from the changes since the focus is on farm and ranch producers and the waged workers. Thirdly, with improved employment standards, employees are to benefit more since the focus is on how to improve employee benefits. Lastly, the minimum wage change is suited to benefit the employees since they will be able to earn more.
Both employers and employees can view these changes as positive improvements through different ways. To begin with the employers, they can use the changes to ensure the employees grow in terms of skill and wage compensation. Two, employers can use the changes as ways to create a new culture in the organization. On the employees’ side, they can use the changes to be more productive to the organization. Two, employees can use the changes to grow competitive in the workforce. Through these positive improvements, the organization culture will be freer and more inclusive since each party will individually benefit from the changes in a positive manner.
References
Alberta.ca. (2019). Changes to Alberta’s minimum wage. Retrieved from https://www.alberta.ca/alberta-minimum-wage-changes.aspx
Alberta.ca. (2019). Employment Standards Code changes. Retrieved from https://www.alberta.ca/employment-standards-changes.aspx
Alberta.ca. (2019). Farm and Ranch workplace legislation. Retrieved from https://www.alberta.ca/farm-and-ranch.aspx
Lingwood, J. (2017). Key Changes to Employment Standards Regulations – Employment and HR- Canada. Retrieved from https://www.mondaq.com/canada/x/656950/Employee+Benefits+Compensation/Key+Changes+to+Employment+Standards+Regulations
McCarthy, A. (2018). Changes needed to employment laws. Australian Nursing and Midwifery Journal, 25(11), 28-28.
Peninsula Canada. (2019). 5 Ways to Effectively Communicate Workplace Policy Changes. Retrieved from https://www.peninsulagrouplimited.com/ca/human-resources/communicating-workplace-policy-changes/
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