The beginning of the year has brought on a new set of changes that federally regulated employers will need to be aware of. These recent amendments to the Canada Labour Code include new standards for leaves of absence, occupational health and safety requirements and pay equity. As we roll into 2022 let’s take a closer look at these rules and some of the resources that can help trucking and logistics organizations prepare.

Bill C-3

Bill C-3 amends the Canada Labour Code to expand paid sick days and bereavement leave. Though the bill was passed in December 2021, there has been no announcement about when the new provisions will take effect. The goal is to give employers time to adjust their company policies and payroll.

Paid sick days: Employees will be entitled to three paid sick days after 30 days on the job, and one day paid sick leave per month of employment up to a maximum of 10 days per calendar year. Employers must pay the usual wage when sick days are taken.

Sick leave can be taken all at once or in shorter amounts, but employers can require that each period of leave is not less than one day. Also, employers can request a medical note for absences of five consecutive days or more. This request must be made no later than 15 days after an employee has come back to work.

Bereavement leave: An employee experiencing the death of an immediate family member is eligible for up to 10 days of leave (3 of which are paid if the employee has worked more than 30 days) between the day a death occurs and six weeks after any type of memorial service.

Death of a child: If the family member is a child, the employee is eligible for an unpaid leave up to eight weeks. This leave must be taken during a period that starts with the death or stillbirth of the child and ends 12 weeks after the date of the funeral, burial or memorial service.

Harassment and violence in the workplace

Last year the Canada Labour Code was amended to expand the obligation of federal employers to prevent, investigate and respond to incidents of workplace violence and harassment. The rules require employers to provide an annual report to the Minister of Labour by March 1 of every year, starting in 2022.

The Employer’s Annual Harassment and Violence Occurrence Report (EAHVOR) must detail any workplace incidents, the measures taken to resolve them and the average time it took to complete the process.

With the reporting deadline upon us, it’s important to know how to file an EAHVOR and meet other obligations regarding workplace harassment and violence. Our Understanding the Workplace Harassment & Violence Prevention Regulations resource can help.

Human Rights Commission on Pay Equity

The Pay Equity Act came into force last August, establishing that federally regulated employers must provide equal pay for work of equal value across job classes.

The first requirement under the Act was to notify employees about the creation of a pay equity plan (the deadline to post a notice was Nov. 1, 2021). Employers have three years to form a committee, complete their plan and adjust compensation based on the findings.

This process will take time and the requirements vary depending on the number of employees, so don’t wait to get started. Check out our guide, The New Pay Equity Agenda 7 Steps to Compliance, to learn more.

Things to Come

Labour Canada is considering other changes to the Canada Labour Code as stated in the Minister’s Mandate letter after the election in the fall. Among them:

• Development of a right to-disconnect policy within federally regulated workplaces.
• Making mental health as part of workplace health and safety and requiring federally regulated employers to have measures to deal with stress at the workplace.

Trucking HR Canada has a range of resources and will continue to develop more to support employers in complying with all new regulations. Keep your eyes open for upcoming webinars that will go into greater detail about some of the changes around paid sick days and pay equity.

This week marks my 10-year anniversary working in the trucking and logistics sector.

Always a keener and up for a challenge, I came here ready to make a difference.

Having worked in other industries doing the type of HR work I am doing now, I saw the opportunities that trucking and logistics present. The industry is an economic powerhouse with one of the country?s largest workforces. It also faces onerous and longstanding HR issues.

I was excited and enthusiastic to get to work.

But not for long. Unbeknownst to me at the time, I had a bit of a rocky road ahead, but not for the reasons you may think.

Yes, I was a young woman, ready to lead and get things done in one of the most male-dominated industries in the country. But what caused me strife were the organization?s significant financial burdens which I discovered during my first few weeks on the job.

In addition, just two months in I received notice that 95% of my operational funding would be cut within 12 months.

While an early exit certainly crossed my mind, I decided to give it five years.

What followed was me walking into an association board meeting feeling like the only woman in the room (I was in fact one of two at the time). For the record, that did not concern me. I had an organization to save, and I needed all hands to help me do that.

And that?s exactly what happened. Here I am, 10 years later reminiscing about the journey.

I am fortunate to have mentors, champions and sponsors who took the time to help me along the way. I will share a few:

• David Bradley, the previous President and CEO of the Canadian Trucking Alliance. David and I frequently disagreed and sometimes argued. When I realized he was in fact like this with everyone, I reached out to David more often. When I began to observe him sometimes taking on my ideas and using some of my language, I knew he was getting it. David always took the time to let me talk things through, tell me what he thought I should do and then support me when I did my own thing.
• Mike McCarron, Left Lane Associates and former partner at MSM Transportation. Now don?t fall out of your chair, folks. One of the first events I worked on with Mike had him picking me up at the airport with his daughter in tow. Mike?s family is a cottaging family like mine, and I found an instant connection. I often leaned on Mike for his industry insights, connections and, to be honest, when I just needed a good laugh.
• John G. Smith, Newcom Media. Back before he was the editorial director at Newcom, publisher of Today?s Trucking and trucknews.com, John was a communications consultant, albeit one with loads of trucking industry experience. Let?s just say he taught me a thing or two and I always trusted his judgement . And there?s a theme: another cottager.

I?ve had the privilege of great team members at Trucking HR Canada. Some have come and gone over the years but each one was a part of the organization?s success. Today, I am proud of the progress we have made and that we can offer a compensation and benefits package that rivals the federal public service?our main competitor for talent in the Ottawa area.

I would be remiss if I did not mention my own rather large, personal bump along the way: my cancer diagnosis in the summer of 2017 was certainly a big one. I am grateful for the Board members who stepped up and did my job so I could make fighting cancer mine. I am in great health, three years into remission.

I also want to salute the women in this industry who inspire me every single day.

First, the other woman in the room at my first association meeting? She was Claudia Milicevic, head of Loadlink Technologies. I also want to mention Angelique Magi of Intact Insurance; Lorraine Card, former President of AMTA; Louise Yako, former BCTA President; Susan Ewart, President of the Saskatchewan Trucking Association; Joanne MacKenzie, Professional Truck Driver; Rebecka Freels, communications consultant; Vicki Stafford, Cavalier Transport; ?Kathy Koras from Newcom Media; Michelle Arseneau of GX Transport; and Rachel Arseneau of GX Transport; Louise McCalpine, Snowbird Transport; Vicki McKibbon from Armour Transport; Linda Young from Bison; Caroline Blais from Kriska Transport; Rosana Preston from Rosedale Transport; Heather Day, President of Day Transport; Stephanie Theede of Westcan Bulk Transport; Myrna Chartrand, Professional Truck Driver; Shelley Uvanille-Hesch, CEO of the Women?s Trucking Federation of Canada; Margaret Hogg, ambassador for everything trucking; Lisa Kelly, Professional Truck Driver; and believe me, the list goes on.

While I work to not see my gender as a barrier, I have met many along the way who have had different experiences. The women of this industry motivate me to do more, and I proudly blaze the trail with them.

Today, Trucking HR Canada is an industry leader in all regards. Thank you to everyone who has been a part of making that happen. I have missed some, I am sure, but you all know who you are, and you are all leaders.

Together, we have made a difference and I am so proud to be a part of it.

Trucking HR Canada?s 7^th Annual Women with Drive Leadership Summit kept the international women?s day celebratory vibes of women, women leaders, and women in the industry going full speed. While the event was a little different – being the first time it was held virtually and globally, we still brought together over 200 women from the industry to connect and learn from one another.? It left delegates with the regular high dose of inspiration along with practical and insightful take-aways from a roster of formidable speakers.

The Right Honorable Micha?lle Jean, who served as Governor General of Canada from 2005 to 2010, and Halla T?masd?ttir, Icelandic businessperson and CEO of the B Team, left us with a plethora of insights.? The 2021 Women with Drive stage provided me with four key takeaways from our keynote speakers:

We are Change Makers

Micha?lle Jean trumpeted the efforts the trucking industry has put forward. She noted that we have been heralded as heroes during this time of pandemic, saying that it is time for the invisible to become visible.? She noted that front line workers and those in the trucking industry are finally getting the public attention that they deserve, claiming that it is the hard workers in our industry who have suffered an inexcusable blind spot before the pandemic; and that it is time we recognize that we offer good meaningful work for hundreds of thousands of Canadians. What we do with this new attention and praise is key. Truck drivers notably, as Jean mentions have a remarkable and unique role in that they get to see sights many of us never will. This is perhaps a potential draw for recruiters to take note of. A philanthropist at heart, she also encouraged us to leverage our reach. She earnestly reminded us that our trucks are moving billboards for cause and positivity. This is what many of our Top Fleet Employers do when participating in various charitable causes such as: Plaid for Dad, Pink for the Cure, and Art Saves Lives. ?We often forget to highlight this part of the trucking industry as an attraction ? that it is not JUST trucking, it is so much more. It is a multitude of causes and action, and ingenuity. By highlighting the change maker abilities of our sector, Jean created a powerful united feeling of potential.

Employers have an opportunity

Micha?lle Jean also reminded us that the pandemic has created an opening for us to further investigate some of our collective societal issues. Saying, ?In the same way lemon juice and a light bulb manifest invisible ink? ? the pandemic has highlighted many core societal issues including, racism, sexism, homophobia, and ageism. Thus, perhaps the pandemic has helped to dismantle many of the things that are otherwise wrong with our current society. She challenges employers to use this moment for change and examine their own diversity and inclusion policies.

Women belong everywhere ? including trucking

Halla T?masd?ttir reminded us of the ?inner leader? that we all have. We need to confront our imposter feelings in order to excel and believe in our capabilities. And, as women, we need to stop doubting and questioning our abilities and our right to be in certain professional spaces. Women belong everywhere ? and yes, that includes trucking. The pandemic, she noted, has brought about a time when women?s leadership is being noticed and recognized. T?masd?ttir reminded us that when women have a seat at the table, positive changes are made, and we see progress. For more women to be in leadership, young women need mentors and to see women who are succeeding at the highest levels.

No more business as usual

We may never go back to how things were before the pandemic ? and Halla highlighted that this is not necessarily a bad thing. A lot was wrong with the world before and the pandemic is causing us to question what could ultimately, be better.? Maybe Canadians can continue to honour truckers and the entire trucking industry as essential work.? Perhaps we can embrace a future when trucking is more alluring to new and young workers. And certainly, with current unemployment rates, we have the possibility to invite and welcome people into our industry more than ever before.

The trucking industry is one of change, one that appreciates inclusion and diversity, one that encourages women?s leadership, and one that is filled with Women with Drive. Women with Drive Leadership Summit thus remains an important event for the trucking industry ? because we still need and always will need, women with drive.

As an unsettled 2020 comes to an end, let?s look at what 2021 will have in store for our trucking and logistics workplaces.

The modernization of Canada?s Labour Code

In what our own Policy Analyst Marisha Tardif has likened to a ?legislative tsunami,? recent amendments to the Canada Labour Code include new labour standards, wage-fairness rules, and occupational health and safety requirements.

Many of these regulations took effect in September 2019 but several are yet to come. Notably, the amendments of Bill C-65 and the accompanying regulations which protect against harassment and violence in the workplace.

The Workplace Harassment and Violence Prevention Regulations, published in June, make a long-awaited detail official: new anti-harassment and violence provisions will take effect on January 1, 2021.

The regulations will apply to all workplaces covered under Part II of the Canada Labour Code, including many trucking and logistics employers.

NOC updates

Canada is now conducting its 10-year review of the National Occupational Classification (NOC), the federal system for categorizing job types in the country, including truck driving.

The next release includes new job-skill classifications that address concerns about how the federal government incorporates formal and informal training, education, and work experience into the NOC.

In early 2021 we will see how truck drivers are classified in the new system, and how it will affect federal programs.

Training and wage subsidies

With the events of 2020 clearly demonstrating how important this industry is, Trucking HR Canada was able to access federal funds for training and wage subsidies for jobs in trucking and logistics.

Our Career ExpressWay program has successfully supported the training and onboarding of close to 100 young people across the country, in driving positions, logistics, IT support, administration, and more. It provides up to $10,000 for driver training and up to $15,000 in wage subsidy per employee.

Our hope is that we can expand our program in 2021 to better connect our industry to Canadians of all ages looking for meaningful work in a sector with loads of career opportunities.

Diversity and inclusion

No longer buzzwords, workplace diversity and inclusion will remain a focus of Trucking HR Canada as we help employers expand the pipeline of talent into our industry.

One key initiative is our 2021 Women with Drive Leadership Summit, planned for March 10^th. ?With an international flair, we look forward to learning from and virtually connecting with a global network of women who have stepped up in their respective countries in responding to the challenges of COVID-19.

Driver shortages

Whether you believe it or not, we are on track for more acute driver shortages.

That is why Trucking HR Canada is planning to bring together industry stakeholders to define the root causes of our recruitment and retention challenges, from compensation structures to the nature of long-haul trucking driving itself.

The shortage of qualified drivers is an enduring issue. But there are always new approaches and new ideas that can inform innovative and practical solutions.

Growing our Top Fleet Employers

Now in its eighth year, our Top Fleet Employers program has grown steadily.

Our Top Fleet Employers are leaders in promoting a positive image of trucking and logistics and offering great places to work. By sharing sound HR policies and practices, they set an important example as we reach out to young people, women, and other job seekers.

Each year trucking and logistics companies undergo a rigorous application process but only the best are recognized as Top Fleet Employers. Applications close January 28, and you can click here to learn more: https://truckinghr.com/top-fleet-employers/

COVID-19

Where things will go in 2021 is anyone?s guess, but we know for sure that trucking and logistics will be pivotal to ensuring all essential goods?from food to fuel, and even more importantly, vaccines?get to all Canadians.

Rest assured that Trucking HR Canada and all of our partners are here to support you in ensuring you have the skilled workforce you need to make that happen.

Cheers to 2021.

Canada is overhauling the National Occupational Classification (NOC) — the national reference on occupations in Canada.

The NOC provides a systematic classification structure that categorizes the entire range of occupational activity in Canada for collecting, analyzing, and disseminating occupational data. ?Every 10 years, the government conducts a major review of the NOC for the purposes of labour supply and demand analysis, skills development, occupational forecasting, and other programs and services.

The next release, scheduled for early 2021, includes a new structural approach.? Let?s take a look:

New ?TEER? approach

Reflecting changes in the economy and the nature of work, the?NOC 2021?revision will overhaul the “skill level” structure by introducing a new categorization representing the degree of training, education, experience, and responsibilities (TEER) required for an occupation.

The new TEER categorization considers the type of education, training, and experience required for entry, as well as the complexities and responsibilities typical of an occupation. This new structure has a scale of 0 to 5:

• TEER 0 is defined as high-level management.
• TEER 1 occupations usually require a university education or previous experience and expertise in subject matter knowledge from a related occupation found within TEER 2.
• TEER 2 usually requires post-secondary education, apprenticeship, or occupations with supervisory or significant safety responsibilities.
• TEER 3 occupations require less than two years of post-secondary education or on-the-job instruction.
• TEERs 4 and 5 usually require a high-school diploma or no formal education.

Better representation

The federal government says the TEER system better reflects the way people develop their skills and knowledge.

The revisions introduce changes that will make the new classification system more representative, useful, and achieve a more balanced representation of occupation groupings within a given classification. It will also address many existing concerns about how skill levels are categorized under the existing system.

Milestone dates

With a new NOC on the way, here are some key dates to consider:

• December 2020: Publication of the spreadsheet with the revised NOC codes.
• Early 2021: Release of the full classification for the NOC code (including the leading statements, main duties, employment requirements, example titles, inclusions, exclusions, and additional information).
• Spring 2022: Government programs and departments will implement the new NOC at their discretion. While Statistics Canada will implement in early 2021, Immigration, Refugee and Citizenship Canada (IRCC) is planning on Spring 2022 implementation, which will impact the Temporary Foreign Worker Program.

At this point, we don?t know of any specific changes to NOC 7511, how truck drivers will be classified in the TEER system, or if the new classification will result in changes to affected programs.

Stay tuned. Trucking HR Canada, the Canadian Trucking Alliance, and your provincial trucking association will have updates as they become available.