Kay Hanna Collective

Keto Zatar #homecooking #keto #ketorecipes #yummy #satisfying #almondflour

#mydog #pets #notallowedonthecouch #comfort #ohwell

Daughter sings in wake of mother’s passing.

February Issue of Neighbours of the Glebe is featuring our Lebanese Ambassador His Excellency Fadi Ziadeh and family. If you are in the Glebe pick up a magazine at your local Glebe grocery store. Embassy of Lebanon, Ottawa Karen Nesrallah Lebanese in Ottawa CHIN Radio Ottawa Ottawa Community Connections

Facilitating Abbeyfield Canada National Board Meeting in Toronto. #success #productive #builtforsuccess #governance

Scheduling What’s changing The legislation will allow employees to: request a schedule or location change once they’ve been employed for three months, without fear of being penalized... refuse shifts if their employer asks them to work with less than 96 hours’ notice, without fear of retaliation, with certain exceptions Employers will also be required to pay wages to the employees for three hours of work if the employee: regularly works more than three hours a day, shows up for work and works less than three hours or not at all (for example, the shift is cut short) the shift is cancelled within 48 hours of their scheduled start time, with certain exceptions is scheduled to be on-call but, despite being available to work, is either not called in to work or works less than three hours. This will be required for each 24-hour period the employee is on call Exceptions Cancellations Employers will not be required to pay for a cancelled shift if they were unable to provide work because of: fire, lightning, power failure, storms or similar causes beyond their control or the employee’s work is weather-dependent and the employer is unable to provide work for weather-related reasons Three hour rule Employers will not be required to pay wages for three hours for a shift that lasts fewer than three hours if they were unable to provide work because of fire, lightning, power failure, storms or similar causes beyond their control. Refusing a shift with less than 96 hours’ notice Employees cannot refuse a shift if the reason that the employer is asking them to work or be on call is to: deal with an emergency remedy or reduce a threat to public safety ensure the continued delivery of essential public services, regardless of who delivers those services On-call pay rules Employers will not be required to pay wages for three hours for an on-call shift if the employee is on call to ensure the continued delivery of essential public services, regardless of who delivers those services and the employee was not required to work. Comes into effect These scheduling changes will come into effect on January 1, 2019.

Karen Nesrallah Randy Devine WeWork Canadapost.ca Mental Health Commission of Canada, Commission de santé mentale du Canada Horrible Bosses

Bad bosses cost the world economy an estimated $360 billion in productivity.

Equal pay for casual, part-time, temporary and seasonal employees What’s changing It will be mandatory for employers to pay: casual, part-time, temporary and seasonal employees, who are doing substantially the same work as full-time/permanent employees, the same rate of pay as full-time/permanent employees... temporary help agency employees (also known as assignment employees), who are doing substantially the same work as employees of the client, the same rate of pay as employees of the client Casual, part-time, temporary and seasonal employees will be allowed to ask their employer to review their rate of pay if they believe they’re not receiving the same rate of pay as full-time/permanent employees who perform substantially the same work. Temporary help agency employees will also be allowed to ask their employer to review their rate of pay if they believe they’re not receiving the same rate of pay as employees of the client who perform substantially the same work. The employer will have to respond by either adjusting the employee’s pay or giving the employee a written explanation. Exceptions Employers will be exempt from the new equal pay for equal work rules for part-time, temporary, casual and seasonal employees, if the wage difference is based on: a seniority or merit system systems that measure earnings by quantity or quality of production other factors (sex and employment status will not qualify as an exception) Temporary help agencies will be exempt from the new equal pay for equal work rules for temporary help agency assignment employees if the difference in the rate in pay is based on something other than sex, employment status or assignment employee status. Comes into effect This will come into effect on April 1, 2018.

Employers be aware of the new labour laws a lot more has been dispensed than the $14.00/ hour minimum wage. Read up get educated! Here's the link https://www.ontario.ca//plan-fair-workplaces-and-better-jo

In support of close friends I post this badge to my page. Your courage and determination is limitless. Your success is current and your drive is focused. You are a survivor! Randy Devine Devine Hands Ottawa Handyman Service

This team of selfless objective focused individuals are here in Canada and out to prove only one thing that action speak louder than words. They can be seen helping in a disaster, sending containers of clothing to the Middle East or helping our underprivileged find their way in the city. Share and like Louder Than Words #fillinginthegap

https://www.entrepreneur.com/article/232396

"In marketing, insight is often undervalued in the pursuit of results." www.shopify.ca/blog/common-facebook-advertising-mistakes