HRPA Member: To Be or Not to be?

For me the choice is simple - I will not be... but let me elaborate.

As of May 31st 2011 I am no longer a member of the HRPAO - It has been nearly 6 months and it feels great.

In the meantime I have joined another provincial association and will continue to develop in my chosen profession.

Anyone that has read my past blogs knows that over the past year I did several blogs about Bill 138 (Now Bill 28), the HRPAO leadership, and their Customer service (or lack thereof).

Basically, my experiences with the HRPAO was enough for me to not want to be a member any longer.

Here is the story behind my decision:


I graduated from university (only a few years ago) and my next goal was to obtain the CHRP designation and start on the career path of an HR Professional.


It was not long into this journey before the HRPAO would make me question my membership with them, and the value that I would get from it.

I asked questions about national unity for the CHRP, and their Director of Membership and Chapter Relations  tried to intimidate me... I think HR should be about mutual respect and accommodation, and follow some basic customer service protocols.

Following this, the HRPA Members LinkedIn group owner told me to effectively 'shut up'.

Last year I raised questions about Bill 138 and their Registrar put forth a complaint about me and threatened to put me in front of a committee... For being rude.

Further more, the way the HRPAO board treated the Toronto Board for opposing Bill 138 was absolutely a schoolyard bullying tactic and not representative of good HR/Business practice in any sense.

Who says "Sign this contract saying you won't oppose us - right now!"

Not HR Professionals - that I am for certain.


Dealing with the HRPAO has provided more than enough material to write The Caprano's 2.


This blog is not a sob story, but rather a reflection of the lack of HR leadership at the HRPAO. 

Does this mean I am not going to continue my career in HR?

Not in the least. 

Does it mean I am going to leave the HRPAO?

Obviously it does.

Thankfully, Bill 138 didn't pass.  However, the process around it provided more than enough of a glimpse into the HRPAO's management style; combine this with all the other nonsense I had to deal with and I decided to leave.

Some people have asked me if working towards the CHRP is a worthy endeavour - and my answer is Yes!

I still believe that holding a profession to a standard is a good thing, but that achieving it should be held to a common national standard... seems logical right?

So therefore, go for your CHRP - but remember, membership with the HRPAO is not necessary in obtaining or retaining your CHRP. 

You still can be an HRPAO member - just remember to keep your head down, be quiet, pay your membership dues, and do not question them.

But do you want to be a CHRP or a SHEEP?

As for myself, I will continue to take courses, attend conferences, and network because I think it is a good thing to do in terms of personal and professional development... not because I need recertification points.  It will just not go to the HRPAO leadership - why pay bullies?

Remember, the HRPAO needs members more than members need them.

Do not let their actions deter you from a career in HR if that is what you want to do - we live in a great country and you have (better) alternatives.

I will leave you with a few frequently asked questions surrounding HRPAO membership, the CHRP designation, my decision to leave, and how you can too!


FAQ's:

1. Do I need to be a member of the HRPA/HRPAO to obtain my CHRP designation? 

No.  The HRPA targets membership from other provinces, so why can't it work the other way?

Just keep in mind that if you practice HR in Ontario and have the CHRP designation but membership with another province, you can no longer use the CHRP designation on things like business cards or email signatures (in Ontario).



2. Why did you leave the HRPA/HRPAO?

Dignity.  I believe in standing for what you believe and not being bullied about it; Boycotting the HRPA/HRPAO is the first step any of us can take.


3. How can I transfer my membership/CHRP to another province?

Join the provincial association of your choice, then Contact the HRPA/HRPAO's Registrar Coordinator explaining where you want to transfer it to... Keep in mind the process is different in Quebec, but all other provinces have a transferability agreement.


4. How do I maintain my CHRP with my new provincial association?

Verify with them.  Outside of Quebec, the recertification points/process is relatively the same as it is in Ontario.


5. I don't have my CHRP yet, do I need to join the HRPA/HRPAO?

Not necessarily.  It may be easier to write the NKE if you are an Ontario resident, but all the other provinces (outside of Quebec) still have the NPPA - you could obtain your CHRP designation more quickly based on this.

6. Will I be able to get a job in HR in Ontario if I'm not a member of HRPA/HRPAO?


It hasn't been a problem for me - I have attended several interviews and have identified that I am not a member of the HRPA/HRPAO, that my CHRP is recognized by another provincial assocation and have been fine.  In fact, many senior HR Managers that I have met were not fans of the way Bill138 was 'snuck' in by the HRPA and are happy to hear about how I stood up for myself - It shows individuality and confidence.



7. What will the HRPA/HRPAO do if no one joins their association?

I don't know... probably just use their Twitter accounts to complain about home appliances I guess...

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: hrinontario@gmail.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.

 

Shut up and Sing

Remember the Dixie Chicks documentary 'Shut up and Sing'?

Lead singer Natalie Maines actually received a hate letter with the line, "Shut up and sing"... basically saying 'keep in line and stop stirring things up'.

This happened because of a one-off comment in England where she had said during a concert that she was ashamed that George W. Bush came from Texas... That was it.

All she did was express disapproval and the retaliation started.

I saw them in concert at the ACC as part of this tour and her answer to this was 'I don't know how I am supposed to shut up and sing!'

She had a big grin on her face and the audience roared with laughter... I will never forget this!

At the time it was very tense in the southern states, with people burning their records and holding demonstrations - the usual large scale intimidation/retaliation tactics.


Through out the show she expressed love and appreciation for Canadian fans, the audience, and the level-headedness our country is known for.

What's the lesson in all of this? Stay true to yourself and stand up for what you believe!


Why am I telling you this?

Well to me it seems like a good example of the HRPA's response to the membership whenever we question a decision they have made.

When Mr Zimmer proposed Bill 138 he stated that the membership wanted it... Yet most of the membership was never aware of the contents of the Bill prior to being proposed and are disqusted when they do.

I tried creating discussion around it and have been blocked from several HRPA groups on LinkedIn... Wonderful way to treat your membership.

So rather than 'shut up and sing' people have been flocking to the petition that opposes this ridiculous bill.

Rather than open the floor to discussion, the HRPA continues to try and shove it down our throats and stop any discussion around it:

You want a reason to oppose Bill 138?  How about 10?

Want to have your voice heard? Click Here!

Bill 138: An Offer You Should Refuse

So a little while ago I did a blog comparing the HRPA to communism and saying that we would all be 'f****d' if Bill 138 passed. (edit: as of March 2013 - Bill 32 is the new name)

Apparently I am not allowed to use one of those words... At least I think that is what the HRPA is referring too... I got the following (somewhat vague) email:

I have since edited it to say 'screwed' as my choice of words first time round may not have been the most professional... My apologies to anyone I may have offended.

As for my choice of the F-word, I still believe that Bill 138 would be horrible for our profession, the companies we work for, and is nothing more than attempt at gaining more (unnecessary) power over us from the HRPA... This I stand by.

I also stand by the fact that the approach of creating Bill 138 was not democratic... Many (paying) members still don't know about it, and are not happy when they become aware.

Not only do I stand by it, but I think it is the only reason my blog got the attention it did.  The HRPA does not want people to oppose Bill 138... They want it to pass under the radar... Too bad.

Remember the email I posted from the THRPA Board?

This is the key take away from the tactics used:

The THRPA Board of Directors was extremely disappointed by the manner in which HRPA decided to conduct the meeting on November 29th. HRPA had already decided BEFORE the meeting what the intended the outcome would be. This mischievous and egregious action cannot be accepted. We expected an open dialogue where we could explore our mutual interests for our members and the HR Profession, instead the HRPA Board of Directors threatened to remove us as your elected board representatives of THRPA if we refused to sign certain agreements immediately that evening. As HR professionals we would never advise our employers or clients to force anyone to sign a letter with these requirements and under duress. Why would HRPA dare to choose such an approach? We felt their actions were not merely disrespectful but potentially illegal.

Why didn't they just say give 'em an offer they can't refuse?

But this isn't the first time a comparison to gangsters that can be made about the HRPA... Remember the Capranos video?

The so-called 'promotional video' for our profession? The one promoting violence along with gender, racial, and ethnic stereotypes?

There was also a statement in the email from the THRPA regarding this video:

This promotion of violence posted officially on the internet and advertised to Chapter Presidents as HRPA official communication was unacceptable. We were disappointed by the response and the subsequent efforts to rectify the situation.

What would the THRPA be so upset about?

Well, here are some screenshots from a discussion about the video from the HRPA Members LinkedIN group:

In all fairness, there was a variety of responses to the video - some liked it some didn't... with any form of self-expression (like a blog for example) this can be misinterpreted. 

Good thing the HRPA's Manager of Membership and Chapter Relations is on top of things!

It looks like everyone learned their lesson, the video was pulled from YouTube, and will no longer be distributed... all is good again!

Meanwhile, on Twitter...

Copies are still available?

I know I'm not supposed to use the F-word anymore... but this sure looks like a big middle finger to the THRPA Chapter president to me.

Do you see a big middle finger? I do!

Want another example? Let me pick one!

As a believer in National Unity, I think all provinces should work together whenever possible.  To me, the CHRP designation is becoming increasingly de-valued as a national designation due to the lack of national unity.

I believe that a national designation should have a national standard... There's logic to that right?

So, I posted a discussion about it on the HRPA Members LinkedIN group:

I got the following email from the HRPA:

Kind of a rude response for a guy that is responsible for Member Relations don't you think? 

But am I involved with Canadian HR Press? Google my name... You will find that I have maintained study blogs that have helped thousands of people (nationally) succeed on the CHRP exams. 

In no way does this mean that I am not allowed a personal opinion... That is my right as a Canadian!

On the actual LinkedIN discussion board Mr. Falvo asked me the same question so I responded:

Basically got told to shut up... Not something like "Hmmm... an awful lot of our paying members/customers seem upset, let's look into this!"

But rather more of a "This is our decision - live with it!"

Making comments on this thread has been disabled... surprise surprise. 

Want another example?

This past month (about a week ago) I started blogging about Bill 138 and like clockwork the harassment  from HRPA started again... The subject line was "Last Time I Ask"... I'm not a customer service expert, but I think something along the lines of "Hello" is generally more appropriate.

Want one last example?

Okay... But I think I spoil you.

Here is an email that came out  a few days ago from the HRPYR (York Region) Board... a Board whose president was threatened similarily to the THRPA president about not opposing  Bill 138...

December 23, 2010


To: ALL HRPYR Members

“As the leaders of your Chapter Board, we believe it is our duty and responsibility to look after the interests of our Chapter members – YOU.” We have three issues to share with you.

First, you may be aware that HRPA has suspended the HRPYR Board pending the outcome of an investigation regarding the recent nomination process. While we are confident that the complaint will be dismissed as unfounded, no-one disagrees that an investigation should take place to clear the air.

BUT, after asking the HRPYR Board to keep the investigation confidential, the Chair of the GNC himself emailed all of you - 1300 members of HRPYR - advising you that the ENTIRE Board was suspended. In our personal opinion that action was contrary to the HRPA's own Code of Conduct, which states:

A Director must not engage in conduct ...... likely to prejudice the business of HRPA or a Chapter.... or likely to harm defame or otherwise bring discredit upon HRPA or a Chapter....

There was no need to suspend the Board; it was gross overkill. It alarmed us and you all and certainly brings discredit to HRPA.

You should know that there are 7 Directors (while only 5 are required) whose terms continued (past November 30th 2010) to November 2011, so even with the newly selected Directors being delayed from taking office there are more than sufficient to keep HRPYR operating. And there have been no issues surrounding the rest of HRPYR's operation. In fact, both the audit conducted by the HRPYR auditors and the HRPA auditors in 2010 concluded that the financial and administrative functions of HRPYR were in good shape.

2. TORONTO CHAPTER (THRPA)

By now you are likely aware that HRPA has attempted to withdraw the right of THRPA to represent Toronto members, a move that THRPA is fighting on the basis that it is illegal. It is OUR belief that the reason that HRPA took this action had very little to do with those stated by HRPA in its communication to members, and far more to do with eliminating expected opposition to Bill 138.

You should know that HRPA demanded that each member of the THRPA Board sign a letter acknowledging that they would not oppose Bill 138. They have also threatened others IF they chose to oppose the Bill. We believe that this is completely inconsistent with the principles of democracy in Canada. Nor is it the actions of an Association that is willing to consult, discuss or collaborate.

3. BILL 138

The proposed Bill 138 has many issues of concern. To list just a few:

* HRPA sent a first draft of a Bill to the Ontario Government WITHOUT any attempt to communicate or to consult with Chapter Executives or the Membership regarding the detail. In our view, if a new Act is so important, surely it was worth the time to consult.

* There is an official Chapter consultation policy and there are regular Chapter Presidents’ conference calls and meetings, but beyond saying that we needed a new Act, Chapter Presidents and Boards received nothing from HRPA.

* HRPA itself claims that Bill 138 is imperfect, but that we should all accept it just so we can ‘play with the big kids’ as a Tier 1 profession. The articulated reasons for HR to be "Tier One" are not compelling. All other Tier One professions have licensing authority. HRPA does not and claims not to want it; now. Accepting an imperfect Act seems to be a compromise that seems ill-advised at best. Especially when most provincial associations seem to do just fine with no Act at all.

* Do HR professionals really manage trusts, estates and wills? Bill 138 covers that (including any personal wills/estates you may handle).

* Do we really want our Association to be able to come into our workplaces and homes to investigate WITHOUT WARRANT? Bill 138 allows that!

Question: If this Bill is a positive step for our profession, as HRPA claims, then why the secrecy and threats? And why not invite open dialogue about it? What a terrible foundation on which to begin!!

We believe that the (secret - names of Committee NOT published to Membership) HRPA GNC exceeded its authority with respect to the suspension of the HRPYR Board, and that the HRPA Board exceeded its authority in attempting to withdraw the mandate of THRPA. Both actions are clearly likely to prejudice the business of HRPA, and of HRPYR and THRPA, a contravention of the Board Code of Conduct.

Are you and we honestly being asked by HRPA to believe that these events are unconnected? HRPA is targeting the Chapters most likely to raise questions about Bill 138. THRPA and HRPYR are consistently the two Chapters that communicate most to their members, and the two Chapters that most frequently and openly ask "why" when confronted with HRPA’s lack of communication and openness. Of note: HRPYR and THRPA are also the two Chapters most likely to ask HRPA to consult with Chapter Boards and members on important issues, to bring innovation to the association and generally the first to support HRPA’s directives.

Our preference is to try to work collaboratively with the provincial body. For example – HRPYR was one of the first to adopt HRPA’s requirement to change our fiscal year, and to attempt to bring our Bylaws in line with the template requested by HRPA. We have also been proactive with respect to Government Affairs.

It is our opinion that the communication from HRPA is a diversion, to take your attention away from the Bill. We urge you to take the time to read through the Bill for yourselves (click here).

Regardless of what happens with Bill 138 these incredibly heavy-handed actions by HRPA will not be forgotten.

As an HR practitioner this has everything to do with Bill 138 and YOUR future.

With apologies for raising serious issues at what should be a joyous time of year,

Ian J. Turnbull & Bridget Carter
President (suspended) & Past President & Director (suspended)
Human Resources Professionals of York Region (HRPYR)



Overall, I'm not claiming to be perfect... far from it.  But to be called out for "using obscenities and particularly defamatory language and tone in a public forum" from the HRPA hardly seems fair given the history of their intimidation tactics, bullying, and lack of respect for the very profession, chapters, and members that support them.

But this isn't about me using obscene language... This is about me opposing Bill138.