Republican lines on energy (April 19, 2012) Harper’s Assault on Employment Insurance (September 1, 2012).Follow the Money, Part 1 - The Weston Family (March 27, 2014).Follow the Money, Part 2 - Barrick Gold’s Peter Munk (April 10, 2014).Follow the Money, Part 3 - Big Oil and Calgary’s School of Public Policy (May 18, 2014).Follow the Money, Part 4 - Who Owns the National Post? (May 19, 2014).Follow the Money, Part 5 - The Tobacco Papers Revisited (May 20, 2014).Follow the Money, Part 6 - Obesity: A new role for second-hand-smoke-causes-cancer deniers (May 21, 2014).New BC Think Tank’s Findings Remarkably Helpful to Clark (August 22, 2014).Vancouver Sun: How Canada Made its Shift to the Right (October 17, 2014).Waterloo Region Record: Harperism: How Stephen Harper and his think-tank colleagues have transformed Canada (October 18, 2014).National Newswatch: Canadians Need to Take Their Country Back Before It’s Gone (October 22, 2014).Author Donald Gutstein reveals extent of Stephen Harper revolution in new book Harperism (October 23, 2014).Briarpatch – Think Tanks, Media and the Conventional Wisdom (November 14, 2014).CCPA Monitor – Neoliberal Bedfellows (December 4, 2014).Donald Trump versus …Wait, Bernie Who? (October 8, 2015).The Big Stall – Reviews and Articles (October 28, 2018).
Justin Trudeau’s grand bargain with Big Oil exposed in Donald Gutstein’s The Big Stall (November 24, 2018).Our advice is to ensure that the contractual right to statutory paid holiday (5.6 weeks) remains, but to introduce the benefit of unlimited holiday over and above and to manage that carefully to avoid any drop in performance and/or resentment from team members.Īttracting and retaining the best talent is a challenge for most sectors at the moment and these innovative suggestions are proving popular. The companies offering this benefit are putting the onus on employees to ensure that the expected output of their role is met or exceeded, and on their managers to manage each employee's holiday absence to ensure that there is no negative impact on the team. This change is an alternative to the approach that some of our clients are taking which is to allow their employees to take unlimited paid holiday. We’re committed to our value of helping everyone belong and that extends to our holiday policy too! If you want to work through Easter and take off time to celebrate Eid, be off on your birthday instead of the Queen’s Jubilee, or simply avoid the half-term crowds – you can.” “We embrace differences and make sure everyone feels welcome. Monzo acknowledged the need to diversify their bank holiday entitlement to allow everyone to feel welcome at work and improve diversity. They can then exchange this for any other day of their choice a great example of innovative perks at work.įor example, the bank recognised that some of their workers might prefer to work over the Easter bank holiday due to other cultural and religious celebrations. In a move to improve diversity, Monzo has announced that they allow their employees to opt-out of their bank holiday entitlement.
0 kommentar(er)
