Bell Partnership Renewal Announcement 2024

CPHR Alberta, a professional association dedicated to strengthening the human resources profession, is excited to announce a partnership renewal with Bell Mobility, Canada’s best national network to continue to provide CPHR Alberta members with Bell Mobility Exclusive Partner Program.
 
Connecting our community through conversation is important to CPHR Alberta, and we are thrilled to renew our partnership with Bell Mobility, providing affordable rates and discounts to our members,  allowing them to make and continue those connections in the workplace and in their personal lives. ” ~ Ioana Giurca
 
With the Bell Mobility Exclusive Partner Program, members and their families will receive preferential rates for their mobility needs. CPHR Alberta members save up to 30% on unlimited data plans and get big discounts on amazing phones, plans and at The Source. All of this can be applied to five family members or friends when you add them to your account.
 
Get an unlimited 5G data plan* starting from $45/mo.
 
Looking for a new phone?
 
Save $120 on select new phones** with an eligible plan.
 
Bonus: Get a $30 bill credit. †

Offers end February 13, 2024.*Beyond max speed, data speeds are up to 512 Kbps. **On select phones, over 24 months with Bell SmartPay™ on an eligible 2-year plan. Compared to our device full price. †One-time bill credit applied on the second bill, new activations only.


To redeem this exclusive offer, CPHR Alberta members can follow these five easy steps:

  1. Visit bell.ca/epp or call 1 833 964-4484
  2. Register as a new user, choose the ‘Personal Email’ option
  3. Enter CPHR Alberta in the company/association field and select your company from the drop-down
  4. Upload proof of CPHR Alberta membership (PDF or JPG formats) This can be a picture of your member portal including your member category and ID.
  5. Check out your exclusive offers from Bell!
 
If you require assistance, please call 1 833 964-4484, Bell Mobility representative will be happy to help!

Current as of November 20, 2023. 5G available in select areas. See bell.ca/5G. Available with compatible devices within network coverage areas available from Bell Mobility. Connection service fee ($60) will appear on your first bill. Existing Bell customers who choose to switch to the Bell Exclusive Partner Program before the end of their contract are required to pay out their device balance and are subject to a $50 migration fee. 9-1-1 government monthly fee in AB.: $0.95, N.B.: $0.97, N.L.: $0.75, N.S.: $0.43, P.E.I.: $0.70, Qué.: $0.46, N.W.T.: $1.70. SK.: $2.08. Bell remits required amount to government. Taxes extra. Other conditions apply. Subject to change without notice, not combinable with other offers. (1) Available for new activations when they bring their own phone only. One-time Connection Service Fee ($60) applies. Taxes extra. (2) Offer ends February 28, 2024. Bell SmartPayTM is available with new activations or upgrades on eligible 2-year rate plans. Credit is applied monthly over 24 months on your device payments. Activation must be in the same name as the primary account holder. Amortized taxes on the financed amount are payable with your monthly device payments. Purchase financing provided by Bell Mobility, on approved credit. Cost of borrowing is $0. If you end your Bell SmartPayTM Agreement early, then your remaining device payments will become due immediately. If you are ending your Service Agreement at such time as well, the remaining balance on your Agreement Credit (plus applicable taxes) will become due immediately. This amount will be reduced when required by the Wireless Code. Screen images are simulated. “Bell SmartPay” is a registered trademark of Bell Canada. All other trademarks and logos used are trademarks of their respective owners. © 2023 Bell Canada. All rights reserved.

 

The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.



By Jessica Jaithoo August 26, 2025
Author : Veronica Flores, CPHR, Wood Buffalo Chapter In the fast-paced world of HR, we often talk about unconscious bias, diversity, and inclusion. But one subtle form of bias that continues to shape workplace dynamics, often without us realizing it, is the halo effect . The halo effect, as outlined in Canadian Organizational Behaviour by McShane, Steen, and Tasa, is a perceptual bias where our overall impression of someone, often shaped by a single trait, influences how we judge their other qualities. I experienced the halo effect in a way that has stayed with me ever since. As someone who immigrated to Canada from a vibrant Latino community, I brought with me not only my culture and language but also a strong set of personal values: dedication to excellence, deep respect for others, and a belief in the power of organization and continuous improvement. Over the years, I've built a life in Canada and grown professionally. One thing my colleagues quickly noticed? I’m extremely organized—my files are color-coded, I like to automate tasks and improve processes, and I genuinely believe that a tidy environment leads to a clear mind. But one day, that very strength—my love for order—became the only lens through which someone saw me, and not in the way I expected. Our team was switching workstations, and I noticed a new coworker, someone from a different cultural background, standing near their new desk, not quite settling in. I casually asked if they had moved in yet, and they replied, “I’m just waiting for you to clean it first.”  At first, I laughed, thinking it was a joke. But their expression stayed serious. That’s when it hit me: they had assumed I was there to clean their desk. Why? Because I’m Latina? Because I’m tidy? Because I was organizing my own space? I simply showed them where the cleaning supplies were and walked away. But the moment stayed with me, not just because it was uncomfortable, but because it revealed something deeper about how we perceive each other at work. Later, I opened up to another coworker about what had happened. She shared a story of her own: because she is from China, a colleague once asked her to perform acupuncture or massage their neck, assuming she must know traditional Chinese medicine. She was just as stunned as I had been. These assumptions weren’t rooted in malice, but they were rooted in stereotypes. And they show how the halo effect, when combined with cultural bias, can lead to reductive and even offensive conclusions. The Hidden Cost of Snap Judgments The halo effect doesn’t always manifest in such overt ways. Sometimes, it’s as subtle as assuming a soft-spoken employee lacks leadership potential or that someone who struggles with English isn’t as intelligent. These assumptions can influence hiring decisions, performance evaluations, and even day-to-day interactions. For HR professionals, the implications are significant. When we allow the halo effect to guide our perceptions, we risk reinforcing stereotypes and limiting opportunities for others. Worse, we may unknowingly create environments where people feel unseen or misjudged. Strategies to Counter the Halo Effect Here are a few practical ways HR professionals can help reduce the impact of the halo effect in their organizations: Get to know people beyond the surface. Take time to learn about your coworkers’ skills, experiences, and goals. Be mindful of cultural assumptions. Just because someone is from a particular background doesn’t mean they fit a cultural stereotype. Create space for conversations. Sharing stories, like the ones my coworker and I exchanged, can build empathy and awareness. Focus on inclusion, not just diversity. It’s not enough to have different people in the room. We need to ensure everyone is seen and valued for who they truly are. The halo effect reminds us that perception is powerful, but not always accurate. That day in the office reminded me that even positive traits can be misinterpreted when viewed through the wrong lens. And that inclusion means more than just being present; it means being seen clearly. So, as an HR professional, ask yourself: Are you seeing your coworkers for who they really are, or just through the halo of a single trait?
By Jessica Jaithoo August 8, 2025
Author : Nicole Mahieux, Nick Canning & Kendal Tremblay Mental health is increasingly recognized as a cornerstone of employee well-being, business resilience and community strength. For HR professionals, supporting mental health is no longer optional—it’s imperative. While conversations around mental health have gained traction in many industries, one critical sector still faces unique and persistent challenges: agriculture. Farmers and agricultural workers play a vital role in food production and national food security. Yet they are among the most vulnerable when it comes to mental health struggles. In fact, they experience some of the highest rates of stress, anxiety, depression—and even suicide. This is not just a personal issue. It's a workforce issue. It's a public health issue. It's a business issue. There are a range of compounding pressures makes farming one of the most mentally taxing professions.  These include: 1.Financial Stress & Unpredictability Unstable markets, weather-dependent outcomes, and shifting government policies contribute to a constant sense of economic uncertainty. 2. Isolation Many farmers work alone and live in rural areas where access to social support is limited. Social isolation increases vulnerability to mental health concerns. 3. Stigma Although mental health stigma is slowly decreasing, it remains a barrier—especially among men, who represent 74% of the agricultural workforce. Traditional gender norms often discourage open conversations or help-seeking.
By Jessica Jaithoo August 7, 2025
As a proud participant in the Glowing Hearts program , CPHR Alberta continues to champion the value that Canadian Armed Forces reservists bring to our workplaces. Since joining the program, we’ve seen firsthand how supporting reservists not only strengthens our communities but also enhances organizational resilience and leadership. The Value of Reservists in the Workplace Reservists are more than military personnel—they are strategic thinkers, adaptable leaders, and skilled collaborators. Their training equips them with discipline, problem-solving abilities, and a mission-focused mindset that translates seamlessly into civilian roles. Captain McKenzie Kibler of The Loyal Edmonton Regiment exemplifies this. In a recent deployment on Operation REASSURANCE, he developed leadership and operational skills that now enrich his civilian career. Watch his story here. Support, Recognition, and Incentives for Employers Supporting reservists doesn’t mean sacrificing business continuity—in fact, it opens the door to meaningful recognition and financial support. Through the Compensation for Employers of Reservists Program (CERP) , employers can receive grants to help offset operational costs when a reservist-employee is away for 30 days or more. At the same time, organizations that register their reservist leave policies with the Glowing Hearts program are publicly recognized on the Canadian Forces Liaison Council website and receive a certificate of support and digital badge. These benefits not only ease the logistical challenges of supporting reservists but also position your organization as a leader in community engagement and national service. Tools and Templates for HR Leaders To make it easier for organizations to support reservists, CPHR Alberta offers a Reservist Leave Policy Template. This resource outlines eligibility, leave procedures, compensation, and compliance with federal and provincial legislation—making it simple to implement a supportive policy. Access the template through the Member Portal.
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