HR Professional - December/January 2008 - (Page 34)

COVER STORY 398027_Humber.indd 1 9/12/08 12:06:03 PM HR titles that work for you The Law of Dismissal for Human Resources Professionals Howard Levitt Through Howard Levitt’s practical tips, charts, checklists and strategies you’ll gain the clear-cut, easy-to-follow guidance you need to meet the demands and conquer the challenges of dismissal and avoid liability. Workplaces That Work: A Guide to Conﬂict Management in Union and Non-Union Work Environments Blaine Donais A practical guide to dispute resolution in both the union and non-union workplace. It offers quantitative solutions to managing workplace conflict through tools such as the Testing Instrument for Fairness Systems among others. NEW Labour Relations Board Remedies in Canada, Second Edition Jeffrey Andrew This is the only comprehensive work on the subject that provides an excellent overview of the procedures for dealing with violations of the legislation, the remedies available, as well as comparing similarities and differences between jurisdictions across Canada. It also includes extensive case law to help expedite your research. HRPAO0908 They can start by discussing options with their workers. HSBC Canada hired a third party to conduct a telephone survey of their employees aged 53 to 64. These p people were asked if they plan to retire, and if so, why. Most did intend to retire—for a well-earned b break, to spend more time with family and friends, and for health and ﬁnancial reasons. Then they were asked how interested they would be in continuing to work. “Eighty per cent said they’d love to,” says Brosseau. They were open to staying on, mainly for the social interaction and for the chance to work part-time. HSBC Canada also asked people who had already retired if they would consider returning, and received an equally positive response. The bank has since implemented a return-towork program, sabbaticals, and for those already retired, access to the b bank’s job board. Employers already have the tools to keep retirement-aged workers involved. Communications technology has never been so conducive to alternative work arrangements. If the original position was physically demanding, older workers can still stay on in a mentoring or consulting capacity. With some forethought and preparation, these golden-years employees can end up being the geese that lay the golden eggs in terms of productivity. “These are people who are not feeling the pressure of being executives and are able to direct their energies to projects where they can use their skills and wisdom, troubleshoot and help, but not have to feel they were running the business anymore,” says Armstrong. Michelle Morra is a Toronto-based freela nce writer. www.canadalawbook.ca CA033 399311_Canada.indd 1 34 D e c e m b e r 2 0 0 8 / J a n u a r y 2 0 0 9 9/8/08 5:39:59 PM HR P ROF ES SI O N AL http://www.humber.ca/ceb http://www.canadalawbook.ca

Table of Contents Feed for the Digital Edition of HR Professional - December/January 2008

HR Professional - December/January 2008 Contents Editor's Letter Contributors Leadership Matters Upfront Legal Compensation Human Capital Talent Management The R-Word Speak No Evil On Message Strategy HR 101 Interview with Donna Wilson Off the Shelf The Last Word

HR Professional - December/January 2008

For optimal viewing of this digital publication, please enable JavaScript and then refresh the page. If you would like to try to load the digital publication without using Flash Player detection, please click here.