Human Resources Management in Canada

Course No. HRPD 401

Group Assignment

Submitted to Professor Melissa Waltenbury

Submitted by: Md. Golam Farooque Shikha Dey Rajni Sharm Umma Habiba ID No. 300477377 ID No. 300594929 ID No. 300424298 ID No. 300676370

School of Business Centennial College 05th October 2011

Table of contents

1.

Research an organizations Human Resources Department to determine and analyze the following: (5 marks) The organizations overall approach to managing relationships with employees The involvement of the human resources department in key functional areas Use Worksheet A to assist you in organizing this part of the assignment

2.

Visit the HRPA website (www.hrpa.ca) and use the code of ethics (rules of professional conduct) as a guide to answer the following questions: (5 marks)

Using your own words briefly describe 1 of the principles of the Code of Ethics Describe the implication of the principle (Q1) for an HR practitioner in the field. Consider how you as an HR professional would use the (Q.1) principle Give an example of a situation related to this principle (Q.1)

3.

Develop a policy to deal with privacy in the work place: (5 marks) Gain an understanding of the need to incorporate and implement privacy policies in workplaces and discuss this in detail. Gather information in order to analyze existing legislation pertaining to privacy and discuss this in detail. Design a possible policy for a workplace of your choice. Use Worksheet B to assist you in developing your policy.

Question 1: Research an Organizations Human Resources Department to determine and analyze the organization's overall approach to managing relationships with employees:

Our research is for the role and functions of Human Resource Management of "SCM Insurance Services" which is located @198 Commerce Valley Dr. W, Markham, Ontario. SCM Insurance Services, through its subsidiaries Claims Pro, RMS (Risk Management Services, FIC (Forensics Investigation Canada) provides claims adjustment and investigation or risk inspection services. SCM is a founding member of Risk-Pro International, a network of top-tier, privately-held insurance brokerage firms throughout the United States and more than 100 countries worldwide. The company is well positioned to benefit from ongoing trends in the Canadian and international insurance industry and faces a range of organic and inorganic growth opportunities. SCm's approach uses technology that drives efficiencies within any claims management program. These efficiencies improve customer satisfaction and the speed of decisionmaking, which shortens total cycle time. They believe in long term relationship with the client. TorQuest was attracted to SCM's strong track record of growth, excellent customer relationships, leading market position, exceptional management team and innovative technology platforms. SCM's commitment to serving the needs of midmarket and growing companies makes SCM unique. They provide the value-added services offered by the mega broker, but with the highly personalized attention they deserve. SCM Insurance Service's philosophy is , " company's benefits package exceeds employee expectations and fits within their company's budget.SCM Insurance Co. considering to both "people strategies " and " business strategies". They are fully aware of " Cost effective coverage due to unintended mistake by a professional can result in a catastrophic errors and omissions lawsuits. That's why, they constantly provide training to their employees with the new trends such as training seminars, executive briefings, educational brochures, labour market information and employment taxes and more. Their comprehensive benefits planning and administrative services help maximize financial performance, leading to greater satisfaction for all-employee, management and shareholders. SCM Insurance Services provide comprehensive Employee Benefits plan that fulfills the needs of the company's employees across multiple states. They have pre-negotiated expanded policy forms, simplifying the process of getting employee the coverage as they need, including:

Higher Limit Sexual & Physical Abuse/ Molestation Coverage Vicarious Liability for Volunteers & Unpaid Interns Outside Entity Coverage for Directors & Officers Expanded Directors & Officers/Employment Practices Liability Employee Benefits Higher Limits for Professional Liability

Foster Family & Adoption Liability EAP programme for human solution SCM's custom Benefits Administration program are helping them to:

Reduce HR delivery costs; Identify and control employee benefit costs; Expand the depth and capacity of your HR resources; and Improve overall compliance.

SCM Insurance services provide an experience and dedicated service team to assist with all aspects of their career development programme and benefits administration needs. They have a policy for "Long Learning Programme" for all employees, so they can grow in the company as much as they want. SCM provide " Employee Practices Liability" and " Directors and officers Liability" programme too. The involvement of the human resources department in key functional areas: According to the Pro.file Performance system that we utilize here at SCM Insurance Services: assists executives, managers and HR professionals in collecting essential information about motivating employees, and gathering insight into workplace behaviour. Human Resources Planning in the SCM as part of annual budget process and executives plan for seasonality and business needs to determine manpower regarded for following years. Human Resource Planning involved in two parts: 1. working to management of a job profile. 2. Work toward hiring manager to develop job description ; see workflow chart. For new employees they giving online orientation which is power point presentation and interactive session to participants. For full time training for adjuster- On-line, external training and industry courses through trainers. SCM have internal job banding such as administration, senior positions and senior management. All employees are paid by salary grid and ranges. SCM Insurance Services doing annual review towards salary recommendation and benefits. SCM's human resource planning is very strict for " Health and Safety" and "Healthy Office environment. Finally, words from Vice President, Global Insurance Company, " The staff at SCM is professional and ethical across the board. It is apparent that the firm is stable and treats its employees well, because there is not a lot of turnover. I appreciate that they also

treat insurance carriers well, reaching out to get know us and understand our underwriting criteria."

Question 2: Visit the HRPA website (www.hrpa.ca) and use the code of ethics (rules of professional conduct) as a guide to answer the following questions: (5 marks) (a) Using your own words briefly describe 1 of the principles of the Code of Ethics The rules of Professional Conduct for Human Resources Professionals was suggested by Human Resources Professionals Association of Ontario Act,1990 and the Association By-Law under section 4(1)(c). Here the duties are must to follow by each member of the Association. Following are the seven principles of HRPA Code of ethics: Competence; Legal requirements; Dignity in the workplace; Balancing interests; Confidentiality; Conflict of interest; Professional growth and support of other professionals.

CONFLICT OF INTEREST HR practitioners suppose to avoid any conflict of interest which might influence their personal actions or judgements:

In particular:

1. Members should always preserve their professional sovereignty. The member shall :

avoid any third party intervention which could influence the implementation of his or her professional responsibilities and damage his or her employer or clients benefit; avoid to do any job which contradict his or her own principles or the principles of the HRPA ; or avoid the situation which creates conflict of interest for the member;

2. A member must avoid any personal interest which might influence his or her judgement or compel him or her to take any unprofessional step. 3. A member may represent his or her employer or client, but shouldnt give his or her personal opinion on the employers or client's position in the matter. 4. Normally a member shall deal only one single issue at a time, but if needed, in case if he supposes to have different interests in the same issue he shall specify the matter to the client. 5. In case of working with other, especially with a member of the same association, shall protect his or her professional independence. 6. A member shall not receive any kind of benefit, commission or rebate except his or her own remuneration. 7. A member shall notify the client if there any conflict of interest and request for approval to continue the assignment.

(b) Describe the implication of the principle (Q1) for an HR practitioner in the field.

As a Human Resources Practitioner, he or she shall suppose to execute the professions Code of ethics. The practitioner should show a high standard of practice and promote ethical behaviour in his or her profession. He or she should maintain the professional growth in his or her field so that he or she can support and promote the goals, objectives and by-laws of the Association. Obey all profession related Act. Maintain the confidentiality of information related to the business. He or she supposes to avoid or disclose, if there any situation arises which might influence his or her personal judgements. A Human Resource Practitioner must not receive any kind of benefit or commission.

(c) Consider how you as an HR professional would use the (Q.1) principle A conflict of interest includes any situation which arising from conflict between two competing interests. These are the interests of public duty versus private interests. It arises where an individual person expect any personal interest which might influence to take attempt in favour of personal benefit. As an HR Professional, I should take appropriate steps to avoid that type of situation or deal strongly with that situation which have a conflict of interest. Whenever facing any situation like those, as a HR professional, I should disclose the conflict or potential conflict. I, myself can follow a guideline so that can identify when there is a potentiality of conflict of interest.

Do I have any personal interest which might conflict my professional duty? Could there be any instant or deferred benefit which could shade the suspicious on my impartiality? How other will view the involvement of mine in any professional action or decision? Whether my attachment in all situations appears fair and logical?

(d) Give an example of a situation related to this principle (Q.1) An HR director decides to investigate a charge of sexual harassment, using internal resources controlled by him or her, against a fellow corporate executive whom she has known and worked with professionally for years. Que. 3. Design privacy Model of work place. Privacy is a fundamental human right for every ones. Privacy is our right to control informmation about who we are, what we do , where we go , what we buy and whom we deal with.In the work place privacy is the employees right, Employers and employees are often subject to privacy laws.. The Personal Information Protection and Electronic Documents Act applies to employee information in federal works, undertakings, and businesses. People expect to have some privacy at work, even if they are on their employer's premises and using the employer's equipment. At the same time, it's normal that working for someone will mean giving up some privacy. Employers need basic information about their employees for things like pay and benefits, and they have to be able to ensure that work is being done efficiently and safely. But the possibilities for infringing on privacy are greater than ever before. Psychological tests, web-browsing records, video surveillance, keystroke monitoring, genetic testing: the information an employer can have about employees is limitless.

Employers can balance their "need to know" with their employees' right to privacy, if they ensure that they collect, use, and disclose personal information about their employees for appropriate purposes only. PROTECTING THE RIGHT TO PRIVACY IN THE WORKPLACE Many of the basic rights we all take for granted are not protected when we go to work. The right to employee privacy, and it is violated by employers through hidden surveillance, unwarranted drug testing and "lifestyle discrimination." These abuses occur because there are so few laws that protect workers' privacy rights. Many employees are subjected to intrusive physical searches of their person, office or possessions in the workplace. Companies usually claim to do this on a random basis to deter theft. Increasingly, some companies use imposter employees as spies to keep their eye on workers. An estimated two million employees every year are required to take written personality tests that probe into the most intimate aspects of their lives including hygiene habits, sexuality and family relationshipsIt's time to put a stop to these unfair practices. The following model of employee privacy can adopt in the work place by any organization.Model Statute on Drug Testing Employers must notify employees and applicants of drug testing policies permitted

Employers may only conduct drug tests when there

is "reasonable suspicion" of alcohol/drug abuse; no universal or random testing is

No individual will be observed while providing a urine sample All test laboratories must be certified by the Alcohol Drug Abuse and Mental Health Administration

Employees have the right to a hearing to contest the accuracy and/or ramifications of the test

Employers must provide employees with rehabilitation and treatment information and opportunities

All test results are confidential and cannot be released without the written consent of the employee

An aggrieved employee has the right to introduce civil damages action in court

Anyone knowingly violating the law may be guilty of misdemeanor

Model Statute on Electronic Monitoring

Employers must notify employees and applicants of electronic monitoring policies

Prior to monitoring, employers must provide a visual or aural signal to employees and any customers

Employers must provide employee access to all data obtained by electronic monitoring

Employees have the right to a grievance procedure to dispute inaccurate or misleading data

Employers are prohibited from using electronic monitoring to obtain data that is not relevant to work performance

Areas subject to monitoring are restricted and cannot include rest rooms, locker rooms and lounges

All data collected is to be of limited use and cannot be used for an employee evaluation or to introduce disciplinary actions against an employee

Employers are prohibited from disclosing personal data without prior employee consent

Lifestyle Discrimination

Employers cannot discriminate against employees or applicants on the basis of their conduct during non-working hours and off workplace premises (including smoking, dietary and leisure activities) unless the conduct affects employee's ability to fulfill work responsibilities

Employers cannot collect information about an employee's off-duty behavior Employees have the right to a grievance procedure to dispute discrimination based on off-duty behavior

Personal Information Protection An employer's need for information should be balanced with an employee's right to privacy. For almost all personal information including pay and benefit records, formal and informal personnel files, video or audio tapes should be Protected. The following basic rules help to establish and maintain that balance: The employer should say what personal information it collects from employees, why it collects it, and what it does with it. Collection, use, or disclosure of personal information should normally be done only with an employee's knowledge and consent. The employer should only collect personal information that's necessary for its stated purpose, and collect it by fair and lawful means. The employer should normally use or disclose personal information only for the purposes that it collected it for, and keep it only as long as it's needed for those purposes, unless it has the employee's consent to do something else with it, or is legally required to use or disclose it for other purposes. Employees' personal information needs to be accurate, complete, and up-todate. Employees should be able to access their personal information, and be able to challenge the accuracy and completeness of it.

http://www.torquest.com/

http://www.scm-claimspro.ca/ http://www.sullivancurtismonroe.com/benefits