Navigating the Legal Landscape: A Practical Guide for Ethical HR Professionals

15
Sep 2023
158
Two women are looking at a clipboard together.

Author: Sheri Dolomont

In the ever-evolving field of Human Resources, HR professionals shoulder a significant responsibility: ensuring their organizations comply with the law while maintaining the highest ethical standards. This dual commitment is vital for fostering workplaces that are both legally sound and morally upright.  HR practitioners must not only adhere to statutory acts, regulations, and statutes but also exemplify ethical leadership, setting the tone for a workplace of integrity and fairness.

Understanding the Legal Landscape

Alberta, like other provinces, has a complex network of labour laws and regulations governing various aspects of employment. These encompass employment standards, occupational health and safety, human rights, and more. HR professionals must possess an intricate understanding of these legal frameworks. Compliance with these laws is a foundational requirement for HR professionals. Compliance isn't just a checkbox; it's the cornerstone of responsible HR practice. However, ethical considerations are the linchpin that holds compliance together.

Balancing Compliance and Ethics

Why is it imperative for HR professionals to master the intricate interplay of legal mandates and ethical principles? At its core, it's about safeguarding the rights and well-being of employees and employers alike. Legal compliance ensures that the workplace is characterized by equity, safety, and fairness. Ethical conduct, as enshrined in the CPHR Code of Ethics, takes this commitment a step further. It's about instilling trust, upholding unassailable integrity, and embracing accountability in all HR endeavours.

Ethical Responsibility: Beyond Legal Obligations

In addition to complying with legal requirements, HR professionals have an ethical duty to uphold the principles outlined in the CPHR Code of Ethics. This means going beyond the minimum legal standards and striving for the spirit of the law. It entails treating every employee and candidate with the utmost respect, ensuring equal opportunities, and fostering a workplace that is free from discrimination and harassment.

Practical Considerations: Navigating the HR Landscape

To ensure both compliance and the upholding of ethical standards, HR professionals must engage in continuous learning. This involves staying updated on changes to legislation and ethical guidelines. It means participating in ongoing training, actively networking with peers, and seeking legal counsel when the complexity of an issue demands it.

Conclusion: A Balanced Approach to HR

In the world of HR, adherence to the law is not only a regulatory necessity but also a moral imperative. HR professionals must remain vigilant in adhering to statutory acts, regulations, and statutes related to human resources. Simultaneously, they should embrace the ethical principles outlined in the CPHR Code of Ethics. This is how we create not just a legally compliant workplace but one that fosters a culture of trust, fairness, and respect.

In closing, HR isn't just about policies and procedures; it's about people. Upholding the law and ethical standards isn't just a legal and professional requirement; it's our pledge to craft workplaces that are better, more inclusive, and ethically sound. In the realm of HR, ethics and compliance are the twin pillars upon which we build a brighter future for organizations and employees alike.


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

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.



Mental Health in the Agriculture Industry

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.

CPHR Alberta’s Commitment to Supporting Reservists

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.

Leadership Risk Isn't Just a C-Suite Concern

By Marina Perkovic • July 29, 2025
Companies that invest in leadership development see real returns. According to Brandon Hall Group, organizations with strong leadership development programs are 1.5 times more likely to be financially high-performing, reinforcing the clear connection between leadership strength and business success (Brandon Hall Group, 2015). For small to mid-sized businesses, this risk can be especially high. As teams expand and complexity increases, the informal leadership structures that worked early on can start to crack. That’s where proactive leadership development and risk mitigation go hand-in-hand. The Leadership Gap Is a Hidden Business Risk According to a recent CPHR Alberta report, talent development and leadership gaps remain one of the top five organizational risks (CPHR Alberta, 2023). The consequences are rarely immediate, but they compound over time: • Missed growth opportunities • High-potential employees leaving due to lack of career clarity • Poor team morale when unprepared managers struggle to lead • Strategic drift from lack of alignment at the top A growing company without a leadership pipeline is like a car without a spare tire, it might keep rolling, but one unexpected bump can send the whole operation into a tailspin. Risk Mitigation Starts with Leadership Insight The first step in mitigating leadership risk is to move from guesswork to clarity. That means using structured tools like leadership assessments, succession planning frameworks, and targeted coaching to surface the actual capabilities of current and emerging leaders. In professional services firms, for example, it’s common to see technically strong employees promoted into management roles. While they excel in their areas of expertise, they often lack key leadership capabilities like delegation, feedback, and emotional intelligence (Gallo, 2016). Without proper development, this can lead to stalled projects, disengaged teams, and higher turnover. Leadership assessments and focused coaching are essential to identify these gaps early and build the skills needed to lead effectively. Common Leadership Risks in SMBs Every organization faces different risks, but these are some of the most common leadership vulnerabilities seen in growth-stage companies (SHRM, 2022): • Lack of succession planning: Only one person knows how to run a key function, creating bottlenecks and burnout. • Unclear decision-making authority: Teams waste time waiting for approvals or duplicating efforts due to ambiguous roles. • Promotion without preparation: High performers are promoted into leadership roles without training, leading to micromanagement or misalignment. • Poor feedback culture: A lack of honest dialogue means small issues snowball into bigger people problems. • Leadership misfit: A leader’s natural style may clash with the culture or needs of a specific team or situation. Mitigating these risks requires more than a one-time workshop. It takes intentional development, structured tools, and reinforcement over time (SHRM, 2022). What Effective Mitigation Looks Like The most successful companies don’t wait for a leadership crisis to take action. They build leadership strength proactively. Here’s what that looks like: • Leadership assessments are used during hiring and promotions to identify fit, style, and potential blind spots. • Customized coaching programs help leaders build the exact skills they need in real time, tied to their actual challenges (International Coaching Federation, 2022). • Leadership training cohorts (such as PowerUp Leadership’s “Coaching Skills for Managers” or “Authentic Leadership” programs) create a shared foundation across the organization. • Succession maps identify who is ready or could be ready for key roles in 12–24 months, creating a proactive development plan (SHRM, 2022). As companies grow, the complexity of people management increases exponentially. Systems, tools, and strategy all matter but none of them work without effective leadership behind them (McKinsey & Company, 2018). Investing in leadership development isn’t a “nice to have” for big companies, it’s a risk management strategy for every business serious about sustainable growth. 
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