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: email@example.com
What can you do? Educate yourself about the contents of the Bill here.
Read what others are saying:
http://www.thrpa.com/ (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!
IF YOU ARE CONCERNED THAT HRPAO MAY TAKE ACTION AGAINST YOU FOR EXPRESSING YOUR DEMOCRATIC RIGHT TO INDICATE CONCERN (as has happened to others), THE PETITION CAN BE ANONYMOUS – HRPAO WILL NEVER KNOW THAT YOU SIGNED.