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Friday, February 25, 2011

Bill 138 & HRPA... Again

Hello all,

The email below came from the members of the THRPA and HRPYR board today regarding Bill 138... I am not making any edits as I completely agree:

February 25, 2011

Dear Fellow HRPAO Member:

This is a communication about the proposed Ontario legislation, Bill 138, to replace the existing 1990 Bill that establishes the Human Resources Professionals Association of Ontario (HRPAO). We have two concerns:

1) The lack of process -- consultation and communication; and,

2) The actual content of the Bill.

We are very concerned that HRPAO tried to move this Bill through to completion without consultation with the Membership, and without communicating about it. For example, this entire story began with HRPAO preparing a draft Bill and sending it to the Government. They could have, and should have held consultation with Chapters and Members when preparing that. They did not. In fact HRPAO claims that this entire process began with the Government of Ontario drafting legislation. We know that is not true because Bill 138 is not Government legislation; it is a private member's bill. HRPAO claims that events moved so quickly that they did not have time to communicate with us, the Members. Yet almost daily we receive emails from HRPAO on all types of issues -- apparently all more important than this Bill.

You recently received an email from Bill Greenhalgh, Chief Executive Officer, asking you to support Bill 138. Since HRPAO has been telling everyone that the Membership is already supportive, we wonder why they now find it necessary to ask for support – it seems somewhat contradictory. We want to address some of the things that he said:

Before you dismiss these points as being alarmist, please ask yourself. If HRPAO does not intend to use its proposed authority in these ways, for example, to investigate at will, then why are they specifically mentioned in the Bill?

Unlike HRPAO, we believe that it is very important that every Member take time to read and to understand the Bill. This is a far-reaching Act that will affect how each Member, and their employers, can practice or employ HR.

We are in agreement that HR is a profession, and perhaps we need new legislation (although most of the other provinces do not), but we do not have Generally Accepted Accounting Principles (GAAP) like accountants or defined standards of practice as do lawyers or doctors. It is only in the last two years that HR metrics have been made available by our association, and at best those are best practice guidelines, not standards.

But even more concerning than the content of the Bill is the complete lack of process in its introduction. For a profession that is built around fostering openness, collaboration, respect and transparency, the lack of process is extremely troubling.

In addition, HRPAO has been attacking those who ask questions or express concerns. Both the Toronto and York Region Boards (the two Chapters that have been asking questions) have been eliminated. Members have been suspended or lost their Directorship, and had their reputations attacked for questioning the Bill, and/or signing the petition against the Bill. These are not actions of an Association that we want to have more power!

We welcome your feedback. Email us at:

What can you do? Educate yourself about the contents of the Bill here.

Read what others are saying: (the former Toronto Chapter website)

Ian Welsh, (Member and consultant) HR Toolbox Blog click here.

David Doorey (York U Prof) Blog click here.

MOST IMPORTANTLY, if you agree that Bill 138 is flawed, please sign a petition against the Bill available here.

We estimate that less than 50% of the Membership has been aware of the Bill, but of those 50%, over 7.5% have signed the petition AGAINST Bill 138. For a public survey that is a huge number!



Monday, February 21, 2011

Job Alignment & Rock 'n' Roll

A few nights ago I saw the documentary on Lemmy Kilmister, lead singer of Motorhead.

I am a huge Motorhead fan, and also love Hawkwind, and The Head Cat - so a documentary on Lemmy was of huge interest to me.

Now most people wouldn't link HR and Lemmy; I mean this is the guy who was quoted as saying, "they said acid wouldn't work if you took it 2 days in a row, but we found it did if you doubled the dose."

Pictured above: An HR nightmare, or success story?

Still, I couldn't help but see the parallels between how Lemmy was portrayed and our job as HR Professionals to make sure the right people are in the right jobs.

Let's do a quick profile of what we know of Lemmy:

  • He loves music (everything from Chuck Berry to Metallica to Johnny Cash)
  • He does not care what you think of him
  • He is a great leader (only original member still in Motorhead)
  • He is respected by many in the music community (from Ice T to Ozzy Osbourne)
Before he had his own successful band, he was a roadie... If he isn't setting up the equipment he is playing it.  Music is his life.

As he said in the movie to the question 'how long will you continue to perform', "I'm not really qualified to do anything else."

As much as I love his dry wit - this definitely isn't true.  He is extremely knowledgable about the second world war and has a fascination with historic weaponry... but I wouldn't make him a tour guide at a museum either.

He has never settled down, but his bandmates in all his different groups are clearly his chosen family.  He is committed to what he does, not because he has to be there - he very much wants too!

Despite some of his lifestyle choices, he has always put the music first. 

Whether you are a fan or not, I would suggets going to see the movie if only for his dry british humour alone.

Wednesday, February 2, 2011

Working From Home: Win- Win

To put things into context, I'm writing this blog on the snowiest day in Toronto in 2 years.

Rather than wake up early and go to the office and face what would have been an even tougher commute, I have had a relatively stress-free morning.

I have worked from home before, and loved it!

Minus the interaction with co-workers and listening to a funny morning show on my way in, I do enjoy working from home because:

1. I get to sleep in

2. I save time/money on commuting

3. I can catch up on chores around the house

4. I can play my music as loud as I want :)

What are the benefits to my employer, or any other for that matter?

1. More focused employee - no distractions in the office

2. An empowered workforce - there is obviously a level of trust established

3. Money saved (anyone can use my desk, I'm not drinking the coffee, I'm using my internet connection)

4. No one has to hear my loud music

Have you ever worked from home? Love it or hate it?