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Workplaces can be loud and chaotic, sometimes too much so. Quiet rooms are a rising trend employers are implementing to help alleviate some of this chaos and give employees a reprieve from their noisy surroundings. These are different than boardrooms, which offer space for more collaborative work. Quiet rooms can be used for a number of reasons and can help employees take a moment to refresh when a busy day gets to be too overwhelming.
The concept of providing a quiet room in the workplace may seem simple, but there is some confusion surrounding the topic because there is no single definition of what a quiet room is or the purpose that it serves. This ambiguity is something of the point, though: a quiet room can be flexible and may be adapted to meet the needs of your organization. It is also important to know that quiet rooms are easy to implement and likely have little to no cost to the company; all you really need is a designated space or room
Have you ever stopped to look at who is moving up in your organization? Is there a trend that employees in the same social circle typically move up the corporate ladder quicker than everyone else? If so, this may not be a coincidence.
While it may not be intentional, employees who participate in activities together, whether at work or outside of the office, can sometimes have a greater opportunity for advancements than others. Take for example a summer softball league for work, or employees who have a daily lunch ritual of grabbing a coffee together. These situations build those ‘getting to know you’ relationships that can uncover information about hobbies, life events, even career goals. If these interactions are around people of power in the organization, they may also provide additional ‘face time’ with the bosses, where work is likely to come up. The effect of these relationships can be completely harmless, but may unconsciously influence decisions when it’s time for promotions in the workplace.
Ontario’s provincial government recently passed Bill 66, the Restoring Ontario’s Competitiveness Act, 2019. The law amends a vast array of legislation, including the Employment Standards Act, 2000 (ESA) and the Labour Relations Act, 1995 (LRA). And while not as sweeping as Bill 47, the Making Ontario Open for Business Act, 2018, Bill 66 still makes significant and important changes to Ontario workplaces. As with many of the changes from previous employment legislation under the Ford government, Bill 66 primarily removes obligations from employers.
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