Small Business in Niagara

In 2008, my demographic studies put small businesses (under 50 employees) in Niagara at 75%.  The Labour Market Plan 2009 - 2013 by our provincially mandated local board - Niagara Workforce Planning Board - put that number at 99% - with 50% of those as owner/operator - zero employees.

The hot new job in Niagara seems to be entrepreneurial!

Many in the Niagara Region are screaming for Leadership...from grassroots to Regional Integrated Economic Development Commission.  There are businesses that want to invest in Niagara.  They want to build their business in Niagara and they want to raise their family in Niagara.

We can have the best of both worlds; living and working together; collaboratively instead of competing against each other.  Partners in (your industry here), Competitors in the Field (borrowed from the Niagara Industrial Association.)

It raises my eyebrows each March when the Sunshine List is delivered to us via the local media.  We have also been called the "Call Centre Capital of Ontario".  There is a huge gap between minimum wage at $10.25 an hour and over $100,000 per year.

How many jobs are left in Niagara that cover that gap?  The gap between 40 hours of work at minimum wage which earns $21,320 and over $100,00?  If you don't work for a government, government funded or non-profit funded organization; what are your chances for more than minimum wage?

These are my opinions and observations.  I learned a long time ago that we can make numbers into what ever story we want told.

I would love to hear some feedback from you.  I know you have an opinion.  You might not have been looking for a rant on the HRNC Blog - but employment IS our business.

www.hrnc.ca

Return to Work, What is it?

                For business owners and HR professional’s alike returning injured workers to the workforce is never an easy process to navigate. Do it right and your happy, healthy employee is able to return to his former position and doesn’t cost you an arm and a leg, do it wrong and it can be a frustrating process that could cost you thousands or if you’re really unlucky see you answer the phone to hear the WSIB, the MOL or the Canadian Human Rights Commission because a disgruntled employee filed a complaint. There are several things you can do that will help prevent any issues when you initiate and follow through with a return to work program. One thing to keep in mind during this process is to maintain contact with the employee in question. A simple call to see how they're doing every week or two should be enough to monitor their progress and get an idea of when they will be ready for work again. Another important step is to have a doctor or possibly another medical professional, say a physiotherapist, to fill in a “functional abilities form” which will outline what the employee is capable of doing, what limitations exist and will give you an idea of how to best accommodate this employee. It is important to remember that just because an employee can’t do the exact job in the exact same way as before they were injured doesn’t mean they aren’t capable of working. This may be the most difficult or misunderstood aspect of a return to work program. The “duty to accommodate” is a key part of any return to work program and is required by ALL employers. This can sometimes bring about a degree of hardship in your workplace that may not have existed before the injury occurred but finding a proper fit for an injured employee is one of the most important responsibilities of employers and is key to avoiding legal hardships. Finally as with all employee issues, remember your due diligence; record what’s happened and what your next steps will be, keep employees informed and follow the proper process. For more information or to talk to an expert visit HRNC.