As of July 1, 2016, CHRP and CHRL
candidates must write Jurisprudence 1 or
2 (respectively) exams to earn their designations.
The exams cover similar topics at
each level of designation.
The reason why a jurisprudence exam
was added to the CHRP and CHRL certification
processes was that it was likely
the biggest gap between the expectations
of stakeholders and what was actually covered
in the certification process. Indeed,
up until now it was possible to get the
CHRP designation without even knowing
that the Employment Standards Act, 2000,
existed. That needed to be fixed.
CHRPs (now CHRLs) were always
expected to know their workplace and employment
law, but the difference now is
that going forward, HRPA will test for
knowledge and comprehension of workplace
and employment law. Currently,
HRPA is finalizing the blueprints for the
CHRP and CHRL jurisprudence exams.
Last summer, the association interviewed
50 employment lawyers regarding the aspects
of workplace and employment law
that give the most trouble to HR professionals.
The findings of this study will
be used to design the blueprints for the
CHRP and CHRL jurisprudence exams.
FROM REACTIVE TO PROACTIVE
The sexual harassment legislation mentioned
above is just one example of
information that HR needs to keep itself
– and the organization it serves – apprised
of so it’s able to seamlessly comply
with changes without delay. As a trusted
advisor, HR counsels business leaders
on a variety of issues – employment law
is one of them. This guidance keeps employees
safe, the business free from
non-compliance fines and maintains a
productive/profitable workplace.
As HR professionals, we add value
by ensuring we know employment law
updates and that our business leaders understand
what they need to know to work
within those frameworks. ■
Brenda Clark, CHRE is chair of the
Human Resources Professionals Association
(HRPA).
workshop on
CoaChing for a
better workplaCe
building CapaCity in others
Toronto Workshop: November 18-20, 2015
DO YOU FIND YOURSELF?
• Failing to get the best from employees?
• Experiencing problems giving feedback, especially when it is negative?
• Looking for better ways to coach and mentor people effectively?
• Feeling uncomfortable having tough conversations about performance?
• Hitting a wall with problem employees?
• Getting pushback when trying to motivate underperforming employees?
• Facing conflicts within your organization that need to be handled better?
• Having to help others deal with conflict?
• Having difficulty managing strong emotions in your coaching conversations?
At this University of Windsor Law School Certificate
workshop, you will learn techniques that will allow
you to excel at coaching others about workplace
issues. You will learn the Progress Model of
coaching and see how it applies to performance
issues, conflict coaching, performance
management and other coaching issues.
COmmENTS abOUT OUR FaCULTY:
“As usual the instructors were brilliant!
Their level of expertise is obvious. In
addition, they provided lots of knowledge
and demonstrated various styles.
- Teresa Morgan, Human Resources
Health Canada
Contact us to speak to an instructor
GROUP
1.800.318.9741 | sfhgroup.com/ca | contact@adr.ca
8 ❚ OCTOBER 2015 ❚ HR PROFESSIONAL