HR info RH Bulletin
CA-266-21-06
Participate in the Pulse Survey on Defining Our New Work Environment
Our Deputy Ministers recently launched the latest Pulse Survey. This time, the survey is about "Defining Our New Work Environment", here at ESDC.
It is more important than ever to hear from you on your current and future work arrangements. Your opinion matters! Your feedback will also help shape our approach towards the potential return to the workplace.
This survey is short, concise, and like previous Pulse Surveys, it gives you a voice on important issues in our organization. While there is a series of demographic questions included in this Pulse Survey, rest assured that the responses are confidential and anonymous, and will be used for statistical purposes only.
Fill out the survey before it closes. It will only take a few minutes to complete and it is confidential. Of note, the link is available outside the ESDC network.
Case Consultation Service for Managers to Support a Healthy and Safe Workplace
Are you a manager faced with a difficult workplace situation that may involve an invisible disability or potential mental health challenge? Alternatively, do you feel that you need additional support and guidance in managing complex workplace issues that could arise within your team? If so, the Human Resources Services Branch's Case Consultation Service has three options for you:
- Option 1: An individual session for managers facing a specific workplace challenge and seeking solutions to resolve the situation.
- Option 2: A customized scenario-based group session targeted to managers on the same team/directorate.
If you are interested in either Option 1 or 2, please contact the Duty to Accommodate Centre of Expertise via NC-DTA-OPMA-GD.
- Option 3: A scheduled learning offering available on the following dates in English and French. If you would like to participate, please register through Saba.
English sessions:
- July 21, 2021, 1:00 p.m.-3:00 p.m. (EDT)
- August 11, 2021, 1:00 p.m.-3:00 p.m. (EDT)
- September 15, 2021, 1:00 p.m.-3:00 p.m. (EDT)
- September 29, 2021, 1:00 p.m.-3:00 p.m. (EDT)
- October 27, 2021, 1:00 p.m.-3:00 p.m. (EDT)
- November 10, 2021, 1:00 p.m.-3:00 p.m. (EST)
- November 24, 2021, 1:00 p.m.-3:00 p.m. (EST)
- December 15, 2021, 1:00 p.m.-3:00 p.m. (EST)
French sessions:
- August 23, 2021, 1:00 p.m.-3:00 p.m. (EDT)
- October 13, 2021, 9:30 a.m.-11:30 a.m. (EDT)
- December 7, 2021, 9:30 a.m.-11:30 a.m. (EST)
All three options are an awareness and capacity/skill development exercise. HR practitioners and mental health professionals will lead and assist you to:
- Increase feelings of empowerment to manage a situation.
- Develop the ability to recognize the signs of psychological distress.
- Develop confidence to proactively address situations, resulting in a trusting relationship with employees.
Still not certain? Here is some positive feedback from participants:
"Excellent session, please hold more."
"Inspired!"
"That as a manager, I am not alone; I have the support of other managers and human resources professionals."
Register today! If you have questions about any of the above offerings please communicate with NC-DTA-OPMA-GD.
Update: Updated Foreign Telework Requests Procedures
As the workforce of Employment and Social Development becomes increasingly mobile, this shift brings some unique questions along with it. This includes requests from employees who have expressed a need or interest to telework from other countries. Unlike Foreign Business Travel, where travel to foreign countries is required by the department, Foreign Telework requests are based on an employee's personal decision to travel and telework from abroad for varying periods.
Approval of Foreign Telework requests should only be considered after careful consideration, on a case-by-case basis, of the various possible risks to the safety of the employee, the security of departmental information and assets, as well as operational requirements. To that effect, an updated Foreign Telework process was developed which includes detailed considerations, procedures and associated forms.
It is to be noted that the decision to allow or not to allow Foreign Telework is at the discretion of the employee's Assistant Deputy Minister after considering the risks and recommendations provided by Security, Labour Relations and Occupational Health and Safety in their overall assessment of the request.
For more information on the process, managers and employees are invited to review the Foreign Telework Requests – Procedure available on iService.
Labour Relations Grievance Process for Managers
ESDC's managers work hard to support their employees and create positive work environments. Sometimes, however, disagreements may still occur and managers and employees are encouraged to consider different options to resolve their workplace conflict or issue as early as possible. The informal conflict management system is an alternative to the formal grievance and complaint processes, and offers an interest-based approach to resolve issues at the lowest level possible.
Managers and employees are encouraged to seek support from the Office of Informal Conflict Management (OICM) to help facilitate an informal resolution. Although participation is voluntary, those considering an informal approach are encouraged to contact the OICM to obtain further information on the informal resolution approach.
That said, at any time, employees may still choose to pursue the formal resolution process and file a grievance. The new Labour Relations page on Grievance Resolution Process will provide useful information to help delegated managers in addressing grievances, including what are the different types of grievances, and the roles and responsibilities of each party. Frequently Asked Questions, sample letters and templates are also available to assist managers at different stages of the grievance process.
Managers should contact Labour Relations through the Human Resources Service Centre if they receive a grievance, or have questions regarding the grievance process.