The governments of Canada and Manitoba offer funding for employee training. Companies of all sizes can apply for up to $10,000 per employee to assist with training costs. We can help you learn about the Canada-Manitoba Job Grant.
Recruiting model employees can be a challenge. We have tips and resources to help you find the right person. You can also personalize our template employment letters to reduce potential financial consequences of terminating an employee.
Many of Manitoba’s post-secondary institutions offer a co-operative education program. Students from a wide variety of disciplines are often available for four month terms throughout the year. Learn about the programs and how your business can benefit from hiring a co-op student.
It is always important to ensure you are hiring the best candidate for the job. For certain positions you may want to screen your final candidates with a criminal background check but the question is do you really need to?
Regardless of the number of employees you have, the mental health of your workers matters. The Mental Health Commission of Canada estimates that the Canadian economy loses nearly $50 billion annually as a result of mental health-related issues.
Manitoba's minimum wage rate is $10.45 per hour as of October 1, 2013. On October 1, 2014, the minimum wage will increase to $10.70 per hour. If you need to connect to the province's information on this labour policy, or if you are interested in CFIB's lobbying activities on minimum wage, please continue reading.
Do you need help figuring out how regulations like overtime, payment of wages, hours of work, vacations, general holidays, ending employment and leaves of absence apply to your business? Are you aware of changes to the Manitoba Employment Standards Code as of January 1, 2012? We can help you save time and get the answers.
Hiring apprentices is good business. Being an apprentice is a rewarding career choice. The government offers financial incentives to companies that hire apprentices and to the apprentices themselves. Check out the opportunities.
Writing an employee job description is a vital step every employer should take for all positions. A good job description will allow business owners to create better job postings, set employment expectations and aid in performance management.
Sometimes, despite your best efforts to provide ongoing coaching and opportunities for personal development, it is simply not feasible to retain an employee. Perhaps a worker is not a ‘good fit’ in the company. If you need to dismiss an employee, our tips will help ensure you meet your obligations.
Social media is part of our daily lives. From Facebook to Twitter to LinkedIn, it is very likely your employees participate in social media. We can help you develop a social media policy to clarify what you expect from your staff and to protect your business.
Many business owners find it difficult to manage the minority of employees whose attendance and timekeeping does not meet their standards. Our resources and templates can help you improve staff attendance and timekeeping.
Writing attention grabbing job ads and posting them in all the right places can mean the difference between attracting few applicants, and having a selection of candidates from which to choose. Learn how to optimize your job ads for maximum effect.
Regardless of the size of your business or the number of employees you have, it is important to have a written code of conduct to set expectations for your employees and define acceptable behaviours on the job.
Business owners like you are reporting that shortage of qualified labour is one of their fastest growing concerns. Have you ever considered hiring someone from outside of Canada to fill those vacant positions? We have some tips on immigration programs available to you.
If you or any of your employees are between the ages of 60 and 70 and are collecting CPP benefits while continuing to work, you may have to start contributing to CPP again. On January 1st, 2012, new rules came into effect for those collecting their benefits while continuing to work.
We have long advocated balanced labour laws throughout Canada, including in the area of employment standards and labour relations. Whether it’s the right of employees to a secret ballot vote, or defending the right of employers to communicate with their employees during a certification drive we are committed to advancing these and other democratic principles everywhere.
CFIB member surveys show the shortage of qualified labour has become one of the top issues affecting small- and medium-sized businesses in Canada. While there is no single solution, CFIB has lobbied the federal and provincial governments to help our members address this important challenge.
The passing of Bill 35, The Retail Businesses Holiday Closing Amendment Act in June 2012 opened the door for Sunday shopping between 9 a.m. and 6 p.m. Learn how the changes may impact your business and see if your municipality is on board.
The working relationship between a business and a self-employed contractor is different in the eyes of various government agencies, including the Canada Revenue Agency (CRA) and Workers Compensation Board of Manitoba (WCB). We can help you know the difference.