Fired by Text Message – Really?

February 28, 2017 Carol Irwin

“Don’t bother coming back!” This is the text message sent after a heated exchange with your employee. Can you terminate employment by text message?

There are two issues to consider in this situation. The impulsive reaction to an argument or incident and the method of communication.

Follow the “24 Hour” Rule

Managers should avoid making an impulsive or snap judgement regarding the termination of employment. It is always a best practice to follow what is called the “24 hour” rule. Don’t make decisions in the heat of an argument or in response to an incident. Allow for a cool down period. Take the time to discuss the situation with your management team, human resources or an employment lawyer. You may end up firing the employee, but by thoughtfully responding to the situation and preparing the termination you may save yourself future litigation in a wrongful dismissal case.

Fired by Text Message

Is text messaging a legitimate method for communicating a termination? Most people would agree that important communications should occur face to face. As a manager, you need to ensure your message is received and understood. Therefore, face to face communication is ideal. Treating your employee with respect and dignity is a very important best practice in employment, even during a difficult termination.

However, since text message is the preferred method for communication in many workplaces it needs to be considered. Texting is a quick and direct method to communicate. Verifying that the message was delivered and read is possible depending on the phone plan. Managers can use text messaging to inform the employee of an in-person or telephone meeting. If the employee does not respond to your efforts, you will need to use several options to communicate your message. In this situation, managers may decide to inform their employee about the termination by telephone message, text message, email and by registered mail.

Once a decision has been made to terminate employment, managers should make every effort to conduct a face to face meeting with the employee. Managers should be very cautious about using text messaging during the termination process. The last thing your company wants to read is a news headline like this one “I was fired by text message, my boss is @#%!”.

For more information on managing workplace issues and terminations visit the Fusion Career Services Industry Resource page.

How to turn down a Job Offer

February 27, 2017 Fusion Career Recruiter

In today’s discussion, we will be going over how to turn down a job offer. Getting a job offer is one of the most exciting moments of the whole process. Let’s say after looking through the offer and considering your future you feel it’s best to forego this offer. You must be the bearer of bad news. It can be difficult, but if we have the right approach you can leave the situation with a positive outcome.

Firstly, there are many different reasons as to why you would reject a job offer. The terms and conditions are not satisfactory, the employer may have offered below your salary expectations, or the benefits are subpar. The job description has described responsibilities that you are unwilling to accept. You received an offer from another organization and felt it was better to accept that one. Whatever the reason may be, you must notify the person who presented you the offer.

There are three main aspects to rejecting a job offer. First, you should always show your appreciation. In your email or call, thank them for the offer and their time. Second, get right into the reason why you are not accepting the offer. Always be political, for whatever reason you are rejecting the offer you must display how the opportunity was not right for you at this time. Lastly, always leave on a positive note. Thank them once again and suggest staying in touch. Sometimes because of the industry you’re in there are chances of running into each other in the future. It’s best to leave on that positive note and keep things friendly.

When rejecting a job offer you need to make sure it’s done promptly. There is nothing worse than sitting on the decision and making the employer wait. It reflects poorly on you. Additionally, there is also nothing worse than not responding at all. Giving an employer no notice of your rejection can be detrimental to your career. You may run into these people in the future. Imagine the awkward run in after not letting them know you rejected their offer. And when you are rejecting the offer be meticulous in how you handle yourself. Every action you make is a direct reflection on yourself.

Industrial Electrician – Woodbridge Area

February 23, 2017February 23, 2017 Fusion Career Recruiter

Fusion Career Services has a new opportunity for an Industrial Electrician in a well established manufacturing company in the Woodbridge area.

The role – Industrial Electrician

The Industrial Electrician will be responsible for installing, maintaining, upgrading and troubleshooting production equipment according to work orders.

The Candidate:

Maintain, repair and improve production machinery for maximum efficiency
Troubleshoot equipment, electrical components, hydraulics, or other mechanical systems
Identify problems; using precision measuring and testing instruments
Possess either Industrial Electrician (442A) or Construction Maintenance Electrician (309A) red seal
3-5 or more years’ experience as an electrician
Strong knowledge of PLC specifically Allen Bradley
Strong communication skills in both written and spoken English

To find our more about this opportunity contact Manraj at manrajs@fusioncareer.com or by viewing the Fusion Career Services Job Board

Do you know someone who might be a great fit for this position? Share this job posting – Industrial Electrician.

At Fusion Career Services we are always interested in talking to people about their next career advancement. Contact us today!

Employer Fines and Penalties in the News

February 21, 2017 Audra Sayn-Wittgenstein

It is common these days to hear news stories about employer fines and penalties for breaches in workplace safety, employment, or human rights laws.

This increase in penalties, including large monetary punishments and jail time, coincides with a recent rise in enforcement activity by government auditors and inspectors and unsympathetic rulings by judges against employers and their supervisors. Employers are on high alert as the Canadian justice system and other judicial bodies, such as human rights or workplace safety tribunals, set precedents in fines amounts and jail time. This enforcement activity likely relates to research evidence suggesting that imposing employer fines and penalties reduces illegal business practices and the number workplace incidents and claims.

Here are a few recent, notable examples of convictions and fines to Ontario businesses, employers and supervisors.

Zochem, a company in Brampton, Ontario, was ordered to pay a former employee 10 months’ pay and pension earnings in lieu of notice plus $85,000 in moral and human rights damages related to harassment and intimidation in the workplace and a bad faith dismissal.
In R. v. Roofing Medics Ltd. a supervisor pleaded guilty to failing to ensure the use of fall protection equipment and knowingly providing false information to a Ministry of Labour inspector. The supervisor received a 15-day jail sentence, including 10 days for the fall protection violation and 5 days for providing false information.
A company that provided security services for Oshawa City Hall was fined $70,000 for failing to comply with orders to develop workplace and violence prevention programs for its workers.
A Trenton business man was fined $1000 for not complying with a ministry order related to his business activities.
The Ontario Ministry of Labour regularly inspects workplaces and fines employers and supervisors for breaching the Occupational Health and Safety Act.

Gone are the days that employers can casually ignore employment laws, be unfair to employees or allow workers to perform unsafe work. There is currently a high degree of public awareness about workplace rights and responsibilities. This forces employers to be accountable for their employment practices and to design their business operations to consider Health & Safety, Human Rights and Employment laws. Illegal or immoral business practices lead to grave consequences for businesses including severe employer fines and penalties.

Read more about Ontario employer fines and penalties on the Ontario government website.

Millwright Mechanic – Brampton

February 16, 2017 Fusion Career Recruiter

Fusion Career Services has a new opportunity for a Millwright Mechanic in the Brampton area. The client is an industry leader and one of the top manufactures of plastic packaging products.

The role – Millwright Mechanic

The Millwright Mechanic will be responsible for setup, safe testing, troubleshooting and repair of all industrial mechanical equipment.

The Candidate:

Responsible for setting up, maintaining, and testing all production equipment before the start of the shift
Troubleshooting and repairing all equipment and machinery in a fast and safe manner
Fabricate parts as required to do overhauls, changeover and set ups
Possess a Millwright red seal (433A)
Plastic extrusion experience is an asset
Strong mechanical aptitude
12-hour Continental Shift (Rotating between days and nights|)
Exceptional communication skills both written and spoken English

To find our more about this opportunity contact Manraj at manrajs@fusioncareer.com or by viewing the Fusion Career Services Job Board

Do you know someone who might be a great fit for this position? Share this job posting – Millwright Mechanic.

At Fusion Career Services we are always interested in talking to people about their next career advancement. Contact us today!

Words of Appreciation at Work

February 14, 2017February 24, 2017 Carol Irwin

Everyone wants to know they are appreciated at work. A simple thank you from a customer, colleague or your boss can really boost your day!

As a manager, a critical part of your job is to guide, coach and inspire your team. Most managers will easily acknowledge a job well done. Everyone wants to be part of a positive outcome. But what about the situations that don’t work out? If an employee is working extra hard to make a sale, solve a problem, or give above and beyond service, acknowledging their effort, even when things go wrong, can make a real difference to their motivation.

Feeling appreciated, needed and valued at work contributes to employee satisfaction and engagement. People work harder when they know they will be recognized for their efforts and accomplishments.

Words of encouragement are free, so use them often. Below are a few tips on how to show appreciation at work:

Be sincere in your praise
Look the person in the eyes
Use their name
Don’t wait for year end, offer appreciation through-out the year as events happen
For special situations, offer appreciation in a group setting such as a meeting
Consider using a hand-written note
Don’t forget to notice the small efforts – like the person who comes in early to shovel and salt the walkway, cleans out the fridge or offers to wash the coffee mugs
Be on the look out for ways to offer appreciation at work