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Workplace Investigations in Canada: When Harassment, Violence, and Accommodation Concerns Overlap

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By Dessie Barton Workplace investigations are rarely straightforward. In many cases, what initially appears to be a harassment complaint may also involve allegations of workplace violence, concerns about an employee’s medical condition, or requests for accommodation. When these issues overlap, employers face a complex challenge: they must investigate workplace concerns thoroughly while also meeting their […]

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BC Minimum Wage Increase 2026: What Employers Should Review Beyond Payroll

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By Dessie Barton Most employers know they need to update payroll when the BC minimum wage increases. However, focusing solely on hourly rates can cause organizations to overlook other areas of compliance, employee relations, and operational planning. As of June 1, 2026, British Columbia’s minimum wage increased to $18.25 per hour, continuing the province’s annual

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When Ontario Employers Should Seek HR Support for Performance Issues

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By: Megan Finley, Senior Consultant, People and Culture Performance management is one of the most common and complex challenges employers face in today’s workplace. While most organizations recognize the importance of addressing performance concerns early, many managers still struggle with how to approach these conversations effectively and consistently. In many cases, employers may wait too

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Performance Management in BC: Signs Your Managers May Be Struggling

Leave a Comment / Employee Engagement & Culture, Employee Relations, HR Strategy, Performance Appraisals, Performance Management, Workplace Culture /

By: Dessie Barton Performance management is one of the most common and most challenging responsibilities for managers. In many BC workplaces, leaders are promoted for their technical expertise, not necessarily their ability to manage people. As a result, performance issues often go unaddressed until they escalate into larger risks. For BC employers, common signs of

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Before Termination: How BC Employers Should Handle Employee Underperformance

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By: Kristina Kovacevic The real risk is not underperformance, it’s avoidance Think about the underperformance issue you have quietly tolerated for months. The extended probation. The performance improvement plan still sitting in drafts. The ‘we’ll see how next quarter goes’ conversation that never quite happened. Most managers are not avoiding the issue because they don’t

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Stat Holiday Pay in BC: Common Employer Mistakes (And How to Avoid Them)

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By: Katie Stargardter BC employers are facing increased scrutiny, including audits and complaints from the Ministry of Labour, often resulting in orders for back pay. A common reason for these challenges is a misunderstanding of statutory holiday pay rules. While the regulations may seem straightforward, the BC Employment Standards Act (ESA) can be complex. We

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Leadership Training for BC Managers: The Workplace Skills Most Teams Need

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Written by Megan Finley, Senior Consultant, People & Culture, Pivot HR Services Leadership training for managers often fails when it focuses on theory rather than real workplace application. Effective leadership development requires practical skills such as communication, performance management, and coaching, supported by ongoing feedback and real-world practice. Across British Columbia, organizations are continuing to

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Workplace Investigations in Ontario: What Employers Need to Document

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By Katie Stargardter When a workplace complaint arrives, how you document the investigation matters just as much as how you conduct it. At the Human Rights Tribunal, a Ministry of Labour inspection, or in court, your documentation doesn’t just support your case; it is your case. What Is a Workplace Investigation in Ontario? A formal

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Workplace Conflict in BC: When a Formal Investigation Is Required

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By Dessie Barton Workplace conflict is inevitable. But in British Columbia, not all conflicts can, or should, be handled informally. There comes a point where employers have a legal obligation to move beyond coaching or mediation and conduct a formal workplace investigation. Knowing when that threshold is met is not always straightforward for employers. In

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Performance Management in BC: The Conversations Managers Avoid (BC)

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By Kristina Kovacevic   Think about the performance conversation you’ve been putting off. The probation review you quietly extended. The performance improvement plan is sitting in draft. The “we need to talk about your results” became “Let’s see how next quarter goes.” The pattern of errors you’ve flagged mentally but never documented. Avoidance shows up

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