Hillary's HR Blog 🍁

When an employee asks for time off for medical reasons, employers often aren’t sure how much medical detail they’re allowed to ask for, or what their obligations are to accommodate the employee. A recent decision from the Human Rights Tribunal of Ontario (HRTO) helps clarify this. It shows that vague medical notes aren’t enough on their own, and that employees need to show they have a protected ri

Leadership buy-in is one of the strongest drivers of workplace inclusion. Employees are 13 times more likely to see DEI policies as genuine when leaders have bought into the company’s strategy, and leadership commitment is one of the strongest drivers of this change! So how can leaders build up their commitment to inclusion? Here are some key insights: What is Inclusion at Work? IDEAs (Inclusion,

In a recent webinar conversation cohosted with Folks , a Canadian HR technology partner, one question anchored the entire discussion: not how AI will change HR (as if we were passive observers), but how HR will actively lead that change responsibly. The answers, I think, are less about technology than most people expect. They are about trust, judgment, and the parts of our work that have always be

National Indigenous History Month , recognized in June, invites us to learn about the histories, traditions and contributions of First Nations, Inuit and Métis Peoples. Marking its 30 th anniversary this year, National Indigenous Peoples Day on June 21 is an ideal time to reflect on this topic. Together, these occasions encourage HR leaders to consider how can workplaces move towards authentic eng