In the midst of the unofficial flu season, it’s important for employers to maintain a healthy and safe workplace for its employees. Employers have a general obligation to educate employees on up-to-date health and safety regulations and to take every precaution to provide a workplace free of hazards. Beyond abstaining from perfume and cologne, employers need to educate their employees, take precautions, and plan ahead. Read More
Next Wednesday marks the tenth annual #BellLetsTalk Day, an initiative launched by Bell, one of Career Edge’s longest-standing employers. Bell will donate “5¢ for every applicable text, call, tweet, social media video view and use of our Facebook frame or Snapchat filter” on January 29th that includes the #BellLetsTalk hashtag. Read More
A new year – and new decade – brings expected change to the recruitment process. Before the conclusion of the 2020s, Gen Z will comprise – by a wide margin – the largest percentage of the candidate pool. So, how will employers evolve their recruitment process to secure and retain top Gen Z talent? In 2019, companies focused on employer branding and candidate relationship management.
In 2020, employers are building people analytics, preparing for an economic recession, and allocating more resources into recruitment than ever before. What hasn’t changed? Candidates still maintain the leverage. They drive the recruitment process. It’s 2020 – the war for talent’s still ongoing, the talent’s younger (“okay, boomer…”), and these are your 2020 recruitment trends! Read More
When the 2008 recession hit North America with more than three million job losses, recruitment – and hiring – paused. As the economy entered the next decade in the early recovery stage, North America will finish this decade with approximately 19 million positions added in the U.S. and two million in Canada. With more than 21 million jobs gained, the current decade experienced many influential recruitment moments. These are recruitment’s defining moments – one from each year (with some honourable mentions!) – of the 2010-2019 decade: Read More
Approximately 20 to 30 per cent of the Canadian workforce comprises of contingent workers, freelancers, independent contractors, and consultants. The self-employment rate continues to grow as consumers continue to support the sharing of services fueling the gig economy – but is the increase in precarious employment by choice or circumstance? Read More
Looking ahead to those we characterize for only looking ahead
Our insight into Gen Zs is as broad as how we’ve defined them. Born between the early 1990s to the late 2000s, they comprise approximately one quarter of the population. Most would agree they’ve entered a world much different from ours, but these “post-millennials” aren’t the future – they’re its creators. Gen Zs are redesigning their – and our future. Read More
Every year, Google publishes real-time data of the most popular Halloween costumes, based on search results. These are the trendiest ensembles in the ‘job’ category for 2019. Read More
Jasmine Chan was a recent graduate who completed her 10-month Career Edge paid internship at Pinch Social in 2016. The social media agency hired her as their Social Media & Communications Intern. Today, she’s a Customer Experience & Innovation Specialist at Northbridge Financial Corporation. She holds a Bachelor of Arts and Business in Speech Communication from the University of Waterloo. Read More
The candidate experience is the totality of engagements, interactions, and touchpoints between a candidate and an employer. It starts when the candidate is first exposed to a potential employer – but the candidate experience never ends.
It’s like the annual Thanksgiving dinner. If your family creates a great Thanksgiving experience, your guests will accept next year’s invitation. If the experience is dreadful, your guests will have already declined next year’s invitation, before telling the whole neighbourhood that they should never attend your Thanksgiving dinner.
This is the recipe for a great Thanksgiving candidate experience: Read More
Election day is approaching, and as an employer, you might be wondering: “Do I need to give my employees—including interns—time off to vote?” The answer isn’t just a matter of company policy; in many cases, it’s the law.
In the 2011 election, Canada saw its third-lowest voter turnout at 61.1%. In 2015, only 68.3% of those eligible voted. The second-most common reason among those who responded that they didn’t vote in the last election attributed not voting to being ‘too busy.’
One can’t assume that every instance of being too busy is employment-related. However, by law, employers are legally obligated to give their employees time off to vote.
Under Canadian federal employment standards IPG-069, an employee “undertakes for a limited or indeterminate period of time to do work for remuneration according to the instructions and under the direction or control of another person, the employer.” IPG-069 also states:
“Within the framework of a contract of employment, a person carries out the service of work, receives remuneration and the work is carried out according to the direction and control of the employer. The terms of the contract may be either in writing or given orally, but both are equally binding and enforceable. When a person is hired to be an employee, the person enters into a contract of service, which is an employer/employee relationship.”
IPG-069 states that a worker can be considered an employee if the following are present:
Understanding your legal obligations regarding voting rights helps you maintain compliance while supporting your team’s civic engagement. This comprehensive guide will walk you through everything you need to know about time off to vote laws and how they apply to your entire workforce.
Voting rights are fundamental to democracy, and Canadian laws reflect this by providing protections for workers who need time to cast their ballots. Here’s what you need to know about the legal framework:
Under the Canada Elections Act, employers are legally required to ensure that eligible voters have sufficient time to vote during federal elections. Specifically:
“Many employers mistakenly believe they can choose whether to grant voting time,” explains Marcus Chen, Employment Attorney at Northstar Legal Group. “In reality, this isn’t discretionary—it’s a legal requirement that carries potential penalties for non-compliance.”
Under the Canada Elections Act, Section 132 (1) states:
“Every employee who is an elector is entitled, during voting hours on polling day, to have three consecutive hours for the purpose of casting his or her vote and, if his or her hours of work do not allow for those three consecutive hours, his or her employer shall allow the time for voting that is necessary to provide those three consecutive hours.”
Provincial voting requirements vary across Canada, but most follow similar principles to the federal regulations. For example:
One of the most common questions we receive at CareerEdge is whether voting time laws apply to interns and temporary workers. The short answer is yes.
The voting rights provisions typically apply to anyone in an employment relationship, regardless of:
Jennifer Okafor, HR Director at Brightpath Solutions, shares: “We learned the hard way that excluding our summer interns from our voting time policy was non-compliant. All workers deserve the opportunity to exercise their democratic rights, regardless of their employment status.”
To ensure compliance while minimizing disruption to your operations, consider implementing these best practices:
Review the exact requirements for your jurisdiction, as they may vary depending on:
Create a formal policy that:
Don’t wait for employees to ask about voting time:
“We’ve found that proactive communication about voting rights actually increases workforce satisfaction,” notes Patricia Mills, Chief People Officer at TechNova Inc. “It demonstrates that we respect our employees as complete individuals with civic responsibilities.”
Maintain records of:
While legal compliance is essential, forward-thinking organizations are going beyond the minimum requirements to foster a culture that values civic engagement:
Some companies are implementing more generous policies such as:
“We implemented a ‘no meetings’ policy on election day and saw not only 100% voting participation but also positive feedback about feeling respected as citizens,” shares David Wong, CEO of Collaborative Networks.
Expand your approach to include:
Lakshmi Patel, Operations Director at Community Builders Association, notes: “We’ve created a civic engagement program that includes voting support, opportunities for community involvement, and recognition for volunteer work. The result has been stronger employee loyalty and alignment with our organizational values.”
Interns may need additional support to exercise their voting rights:
Many interns—especially those in their first professional experience—may not know their legal rights regarding voting time. Make sure to:
Interns often have complicated schedules balancing work, education, and other commitments:
Use voting time as an opportunity to demonstrate your organizational values:
“We view supporting our interns’ voting rights as an extension of our educational mission,” explains Sophia Lee, Internship Program Director at Pacific Media Group. “We’re not just developing professional skills—we’re helping cultivate engaged citizens.”
Even if alternative voting times are available, you must still comply with the legal requirement to provide the specified consecutive hours during polling time if an employee’s schedule doesn’t permit it.
Plan ahead to ensure adequate coverage while still meeting legal obligations. Consider staggering voting times, bringing in additional support, or adjusting deadlines.
While some essential services may have modified requirements, very few industries are exempt. Always check specific regulations for your sector and jurisdiction.
Penalties vary by jurisdiction but can include:
Creating a workplace that supports voting rights isn’t just about legal compliance—it’s about recognizing that your employees are whole people with responsibilities as citizens. By developing clear policies, communicating effectively, and fostering a culture that values civic engagement, you can meet your legal obligations while strengthening your organizational culture.
Remember that your entire workforce—including interns, temporary workers, and part-time staff—deserves the opportunity to participate in the democratic process. By supporting their voting rights, you demonstrate a commitment to both legal compliance and respect for their citizenship.
A: Yes, if an employee doesn’t have the legally required consecutive hours available during polling times, you must provide paid time off to make up the difference. You cannot deduct pay for time taken to vote within these legal requirements.
A: While it’s reasonable to request advance notice for planning purposes, there’s typically no legal requirement for how much notice employees must provide. Having a clear policy that requests reasonable notice (e.g., 1-2 days) can help with scheduling.
A: Yes, employers generally have the right to determine which hours employees can take off, as long as the legal requirement for consecutive available hours is met. This allows you to minimize business disruption while remaining compliant.
A: The voting laws of the jurisdiction where the employee physically works typically apply, not the location of your headquarters. Remote workers still have voting rights that must be accommodated.
A: Some transportation industry positions have specific exemptions, but these are limited. Always consult with legal counsel if you believe your industry qualifies for an exception.
Additional Resources
