How to manage Canada’s new workplace laws

HR leaders are utilizing solutions that help them spend more time on vital business strategies and less on administrative work

How to manage Canada’s new workplace laws
workplace laws coming into force in Ontario and Alberta will affect all employers, but concerns about minimum wage hikes have greatly overshadowed other changes that could impact businesses even more.

The upcoming law changes relating to pay, scheduling and leave mean HR professionals will spend more time doing administrative work, and less on vital business strategies that help their organizations maximize their potential. Not only are the changes a direct financial hit to the bottom-line of organizations, they will also impact HR, Payroll, Finance, IT and operational resources who will have to scramble to make adjustments to ensure new policies are implemented and compliance maintained.

“For organizations that collect, track, and transfer information manually across departments and into payroll, HR’s administrative burden could balloon,” says with Ajay Chopra, Principal Value Consultant for Kronos Incorporated. “Delivering value to internal customers – department heads, front-line managers, executives, legal, finance, etc. – is certainly going to become an onerous if not almost impossible task.”
The new laws have the potential to take business leaders from all areas of the business away from higher value, more strategic work. In response, increasing numbers of front line managers are seeing the value in innovative workforce management tools, which have the potential to revolutionize the way organizations work and decrease demands on HR in terms of queries, tracking of information, and reporting.

“Helping the rest of the organization implement workforce management tools is key to HR as a business partner, because unnecessary administrative work is not only issue for HR when it comes to managing the workforce,” Chopra says.

The design features of modern workforce management solutions make them the ideal technology to address the upcoming legislative issues. New workforce management offerings play an important role in any organization’s tool box, but they should not be seen as a replacement for tools that handle core HR solutions, like human capital management (HCM) systems.

Workforce management solutions provides tools to schedule resources appropriately based on business demands, to capture work time accurately and as it happens and ensure employees are paid accurately and HR policies around attendance and absence applied consistently and fairly across the board.

“An easy-to-use, cost-effective, and powerful workforce management solution will simplify the management of your workforce, automate and streamline the management of attendance and leave policies, and provide valuable on-demand visibility, mobile employee self-service, and robust industry-specific scheduling,” says Chopra.

Workforce management software can save time, ensure compliance, and make HR professionals as well as managers across the organization more productive. But for HR leaders who haven’t yet implemented a workforce management software strategy, it may seem like a costly and time consuming challenge.

With that in mind, Kronos has announced that it will host a free webinar to help HR professionals understand how workforce management software can enable them and their business partners to work smarter.

The webinar, on Thursday, October 26th, will outline how to quantify opportunities for cost savings and productivity improvements using workforce management software, and prove the return on investment. You can sign up for free right here.

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