Each workplace has its own unique challenges. Canadian manufacturers, grappling with an aging workforce and lack of available skilled workers, can face a myriad of employment law issues. Given the wide range of employee classifications – from machine operators and technicians to administrators and management, here are some legal tips to help you maximize the efficient and smooth operation of your business and avoid costly errors.
1. Managing an Aging Workforce
With the need to innovate and keep up with technological change, we are seeing more age-based discrimination claims as employers phase out existing and often older employees without the skills to manage new technology.
To manage risk (and address labour shortage issues), employers might consider offering training internally for workers who could be displaced by technology, and also use this as a means of retaining knowledgeable workers who otherwise might retire early. If the training costs are a concern, you can make it a term of taking training that an employee stays with you for a certain period of time, or be responsible for reimbursing the costs.
2. Managing a more Diverse Workforce
In terms of labour shortages, manufacturers should be aware of the federal temporary foreign worker programs (“TFWP”), particularly if you are in an eligible manufacturing sector, such as food manufacturing, wood product manufacturing, and furniture and related product manufacturing. If you operate in Quebec, a special pilot project...
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