The Voice of HR LOUD Magazine

VOLUME 1 | ISSUE 1 MAY 2021

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Table of Content

4.

About CSHRP

5.

Message from the CEO: Answering the Call to Serve

5.

Meet the Board of Directors

8.

Our CSHRP Journey: The Birth of a Community

11.

Our Wednesday Webinars

12.

Membership Packages and Benefits

14.

5 Major HR Trends 2021 and Beyond

20.

CSHRP’s LOUD2021 Diversity Ambassador

25.

Our Partnership with HRCI

26.

Membership Corner: Why did you join CSHRP?

29.

How to become a CSHRP Member?

31.

A Different View… Never Waste a Good Crisis

34.

Human Resources Management Association of Barbados (HRMAB)

38.

Can An Employer Require Employees To Be Vaccinated Against COVID-19?

39.

Sick Leave Entitlement

40.

5 Steps to Improve Your Industrial Relations Climate

44.

Human Resource Professionals of Antigua and Barbuda

46.

Take Care of Your Body

51.

Vox Pop - Dressed For Zoom

52.

PLUGGED IN! How Important is Team Engagement

55.

Meet Dionne – CSHRP’s Subject Matter Expert

59.

What’s On Your Bookshelf?

About CSHRP

(Caribbean Society for Human Resource Professionals) The Caribbean Society of Human Resource Professionals is network of the region’s most dedicated practitioners who have a keen interest in encouraging the advancement of fellow practitioners. Founded in 2019 CSHRP promotes knowledge sharing and professional development.

CSHRP fosters relationships between HR professionals in the Caribbean. Our field requires us to interact, collaborate and share knowledge. By virtue of our geography, we are all members of the Caribbean HR Society. Being a part of an association is a personal choice but being a part of a society is a professional reality. We serve all HR Professionals across the Caribbean region.

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Caribbean Society for Human Resource Professionals

Message from our CEO

The journey of CSHRP began at the Human Resource Management Association of Trinidad and Tobago (HRMATT) conference held in 2019, over a couple glasses of coconut water.

How much more Caribbean can you get? Drinking coconut water and you are talking about your profession. In that mingle, a number of like-minded people professionals came together and said “listen, we have talked about this quite a bit, we probably need to do something about it”. And we did. That is how CSHRP was birthed.

The intent was not for it to be owned by anyone country or any one individual, but that we would have a truly regional society for HR professionals that could contribute in a meaningful way to the world of work. By being a repository for knowledge and by facilitating knowledge development, knowledge sharing and continuous learning. That is the path we set out to create and hold true to for CSHRP. Our greatest achievement to date, really has been just getting started. When our network got to 200 professionals in the first few months that is probably the proudest, I have been for our entire journey.

We now have a network of approximately eight hundred (800) HR professionals and people leaders spanning sixteen (16) Caribbean countries.

We are able to connect, to talk, to share, to have meaningful conversations and compare notes. We are building a community where persons feel a sense of fellowship just by being able to bounce ideas off of each other. CSHRP is more than a network or a society; we are a community of professionals.

Rochelle James Founder and CEO The Caribbean Society for Human Resource Professionals (CSHRP)

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Message from Endorser:

Meet The Board Of Directors

Eunice Delice-Ziegler

Rochelle James

Shamere Morris

Kerin Scott

Jodi Bernard Kerr

Executive Director and Board Chairman

Founder and Chief Executive Officer

CSHRP Position:

CSHRP Position:

CSHRP Position:

CSHRP Position:

Life Quote: We have to look for ways to support one another.

Life Quote: Be anxious for nothing, but in all things through prayer and petition, with thanksgiving, make your requests known to God” ~ Philippians 4:6

Life Quote: It doesn’t matter where you start it matters where you finish”. T.D.Jakes

Life Quote: The best way to find yourself is to lose yourself in the service of others.” Ghandi

Life Quote: Nothing beautiful or great in life comes without great adversity.

CSHRP Position:

Danica Williams

Dr. Janelle Allen

Director of Finance

Director of Marketing

Director of Operations

Tracy Forde

Ronique Taylor

Jordan Chuck

CSHRP Position:

CSHRP Position: Executive Secretary

Country Coordinator (Barbados)

Human Resource Officer & Administrator

CSHRP Position:

CSHRP Position:

Life Quote: Go where there is no path and leave a trail.” Ralph Waldo Emerson

Life Quote: Trust God, Live purposefully

Life Quote: Never give up! Perseverance is the key to success

Life Quote: “God, grant me the serenity to accept the things I cannot change, the courage to change the things I can, and the wisdom to know the difference.” — Reinhold Niebuhr

Life Quote: “Our deepest fear is not that we are inadequate. Our deepest fear is that we are powerful beyond measure.”

Nelson Mandela

President of the Congressional Executive

CSHRP Position:

Femi Clarke CSHRP Position:

Happiness Ambassador & Accounting Clerk

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Accountant

Life Quote: “If you can’t fly then run, if you can’t run then walk, if you can’t walk then crawl, but whatever you do you have to keep moving forward.

-Martin Luther King Jr.

Meet The Board Of Directors

Our CSHRP Journey The Birth of a Community

Our Wednesday Webinar Learning and Development

CSHRP prides itself on providing best in class learning opportunities for its membership. To date more than 40 weekly webinars have been offered to members since May 2020 on every Wednesday of every week. As the Society continues to commit to enhancing capabilities through these knowledge sharing webinars and war rooms, here are some of the hot topics delivered:

• What is Our Post-Covid Response?

• CSME Certificate

• Remote Employee Engagement

• Cross Country HR

• Remote Working Tools

• CARICOM Skills Certificates and the Free Movement of Labour

• Using Data Driven HR To Manage Remote Teams

• ‘HR’ a Strategic Business Partner

• Managing Union Negotiations

• The Art of Being Strategic

• Building Your HR Competency

• HR Branding - The Customer Experience

• The HR Professional - Our Competencies, Our Brand

• HR Trends to Keep Your Eye On

• Developing a Competency Framework

• Setting HR Trends

• Mental Health and the Workplace

• Covid-19 Vaccines - Debunking the Myths

• Stress Management

• The Project Side of HR

• Maintaining a Work Life Balance while Working Remotely

• Creating High Performance Leaders

• Attitudes Toward Regional Recruitment

• Financial Wellness of Employees

Want to become a member of CSHRP? Membership Packages & Benefits:

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Want to become a member of CSHRP? Membership Packages & Benefits:

CSHRP Distinguished Fellow ($150USD)

CSHRP Expert ($70USD)

CSHRP Distinguished Fellow ($150 USD) All CSHRP Expert benefits plus...

• Slot in Quarterly Journal

• Inclusion in Regional HR Expert Listing (Gold Standard)

• Access to Advertise vacancies & events on our website

• Inclusion in Regional Consultant Database

• Inclusion in Regional Keynotes Catalog

CSHRP Expert ($70USD) All CSHRP Partner benefits plus...

• Access to HR Templates & Samples

• Access to Labour Laws & Case Studies

• Access to HR Training & Learning Aids

• Information Sharing Opportunities

• Access to HR War Room

Membership Packages & Benefits:

CSHRP Partner ($50 USD)

CSHRP Partner($50 USD) All CSHRP Scholar benefits plus...

• Access to Labour Laws

• Discounts on Conferences & Learning Events

• Networking Events Video Tutorials & Articles

CSHRP Scholar ($25 USD)

CSHRP Scholar ($25USD)

• Receive Quarterly Magazine/Journal

• Access to Educational tools

• HR News & Updates

Caribbean Society of Human Resource Professionals

Caribbean Society of Human Resource Professionals

5 Major HR Trends To Look For in 2021 and beyond!

This past year 2020 has been nothing short of a monumental year. We experienced our first pandemic in over a decade and saw demonstrations around the world for social justice and equality and in an innovative world, we are constantly reinventing, redesigning, and changing the way we do business.

As HR Professionals we are instrumental in driving these forces of change. This requires us to be knowledgeable and vigilant, anticipating the effect these changes will have on our organizations and getting into a position to make sound recommendations for a smooth transition into what we call “the new normal” Here are 5 major HR trends you should be looking out for in 2021 and beyond….

by Tiersa Paul

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5 Major HR Trends To Look For in 2021 and beyond!

1.

The shift from managing the “employee experience” to managing the “life experience” of employees Prior to the Covid-19 pandemic, organizations focused primarily on whether their employees had what they needed at work such as the right working environment and the necessary tools and equipment to be successful. Thanks to country-wide lockdowns and the increased need for persons to work from home, We can expect to see organizations become more involved in the personal aspect of their employees’ lives, having to work around their personal schedules and obligations.

2.

Support for Mental Health and Wellness becomes the norm Mental Health cases in the workplace have been steadily increasing over the years. HR must now shift to understand, educate and accommodate employees suffering from mental illness and depression. We can expect to see more company and governmental policies put in place with respect to defining Mental Health and preserving the health and wellbeing of its employees.

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5 Major HR Trends To Look For in 2021 and beyond!

3.

Remote Working & Flexible Work Schedules Driven by the recent pandemic, HR will see more employees requesting or opting to work from home with hopes of achieving a better work-life balance.

In the not-so-distant future, we can expect to see organizations shaping benefits and recruitment strategies around giving employees flexibility over when they work, meaning no longer having agreed about hours of work.

4.

Companies will take a stronger stance on social matters Thanks to the power of social media, it isn’t very difficult to start a movement or to draw attention to issues of social justice. The killing of George Floyd in the United States caused protests in several countries and forced many organizations to start open discussions on matters of race and human rights. We can expect to see a higher level of expectation for equality among employees which includes racial diversity and embracing of cultures, closing the gender wage gap, and the like.

5.

The Accommodation of the New Generation

This is is the first time in history that we have 5 generations working together in the

workplace. Trends suggest that the newer generation are innovative, confident, and are interested in fast-paced results.

We can expect to see HR strategies for recruitment and retention will start to adjust to accommodate this newer generation.

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5 Major HR Trends To Look For in 2021 and beyond!

5.

The Accommodation of the New Generation

They will need to find creative ways in retaining and keeping them interested.

If there is one thing, we as HR professionals know, it’s that change is inevitable.

And, in most cases, it is what keeps our jobs most interesting. The key to surviving change is in adapting. As great actor Jimmy Dean puts it, “We can’t change the direction of the wind, but we can adjust our sails to always reach our destination.”

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THE ANSWER

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SHAY REID CSHRP’s LOUD2021 Diversity Ambassador Meet Shay Reid, she is a Human Resources Professional from the beautiful island of Jamaica. Shay grew up in a small community called Station Road in Little London Westmoreland. She attended The Mannings’ School then later the University of the West Indies, Mona where she completed a bachelor’s degree in Psychology. In 2015, Shay migrated to Canada where she completed a Postgraduate Certificate in Human Resources and later went on to complete her designation as a Certified Human Resources Professional (CHRP).

Shay was born with a physical disability called upper limb phocomelia, which is a congenital birth abnormality affecting the upper limbs. Her disability does not define who she is or what she can do, instead it has made her more resourceful, creative, and resilient.

1. Why did you pursue a career in human resource management?

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my degree in Psychology, the plan was to become a Clinical Psychologist. Life took me on a different journey into Human Resources, which still allowed me to maintain a connection to psychology through working with people. I enjoy communicating with people, providing solutions, and supporting the maintenance of a healthy work life balance.”

4. What do you love most about being a Limb difference advocate?

“I love meeting like me. Sharing their story with others encourages me and also exposes my friends and family members to the community of people who are different and making a difference.”

5. You have a YouTube channel and Instagram page where you do cooking demonstrations, tell us how this all began?

2. What is the proudest moment of your career?

“I can’t think of any so far. The journey continues.”

3. What made you want to become a LIMB Difference Advocate?

“Oddly enough I don’t consider myself as an advocate. For me, it is about educating and raising awareness so that when we see other people who look different, we are not shocked or scared.

I learned, this year, that April is recognized as Limb Difference/ Limb Loss awareness month. A whole month dedicated to raising awareness and educating others about various types of limb loss/ limb difference and highlighting so many individuals around the world who are doing amazing things. For the first time I felt proud to be a person with a limb difference.”

“I decided to start a YouTube channel because I felt ready to share myself and all the things I can do with the world and also because I enjoy being in the kitchen. Growing up, I did not see people that look like me on social media.

I had role models yes, but none that I could really identify with. Sharing on YouTube and Instagram was my way of encouraging others especially parents of disabled children and children with disabilities that life goes on. You can have a beautiful life, doing everything you dream of.”

6. Why is it important that you share your voice at LOUD 2021?

“I do not see enough people with disabilities in the workplace, especially in the Caribbean.

We exist, we have careers, and we have value.

I believe that it is time to have conversation about how we can be inclusive and break the stigma of incapability just because someone has a visible or invisible disability. Finding a job was hard for me but giving up was not an option. I walk in a room and my physical disability becomes the elephant that many people consciously and unconsciously cannot see beyond.”

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SHAY REID CSHRP’s LOUD2021 Diversity Ambassador Continues

7. What is the strangest question you have been asked about your limb difference?

“Strangest hmmmm, do you write with your mouth? Not sure why it would not be assumed, I write with my feet (even though I can but I do not)” 8. Who is your greatest source of inspiration?

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“My mother, Veronica Malcolm. At 23 years old, she gave birth to a child with a disability. I cannot imagine how overwhelming that must have been, but she tried her best. She never kept me hidden, made sure I had the best resources and was always supportive of whatever I did. To my mom, there was nothing different about me and she made sure I knew that I could and be anything I wanted without limitations. Her strength and courage are amazing.”

9. How can we create a more diverse workplace?

10. What can we expect to see from you in the near future?

“We can create a more diverse workplace by placing greater value on our differences. Because of my disability, I navigate the world differently. I understand that there are no set ways of thinking or doing things. I believe the same is true when it comes to being in a work environment, we are all creative and have so much to share through our individual lenses. The days of thinking inside the box are over. When we understand that we do not all have to look and be the same, our behavior towards those who are different will attract people who are eager to embrace their true selves.”

“Hopefully more of me sharing my journey.

Since I did not grow up seeing disabled women represented in the media, I hope to be that representation for young girls. I hope through my story, they can see and believe that they can be bold, take up space and become anything they desire.”

By Femi Clarke

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Our Partnership with

HRCI Certification: A Game Changer for Career Advancement As a Human Resources professional, you serve as the backbone of your organization in their plight to achieve excellence. It is a highly demanding field that requires a diverse skill set to meet the demands. Regular professional

development and field specific certification, like that offered by HRCI, will serve as a launchpad towards success.

CHSRP is committed to supporting you and that you have the tools necessary to reach high levels of achievement in the field. We are glad to announce our partnership with HRCI. An HRCI certification distinguishes you as an expert in the HR field, with proven levels of skills and knowledge, and the competence necessary to mitigate risks and drive business results.

There are several certification levels available SPHRi (Senior Professional in Human Resources International and GPHR (Global Professional in Human Resources).

Both certifications Leading the HR function, providing strategic HR consultation to senior management, and developing partnerships with all areas in the organization. Contributing to the overall strategy of the organization through activities such as evaluating organizations considered for mergers and acquisitions, conducting human capital analyses, and understanding global HR issues. GPHR certification can unlock doors for multinational HR field and prepare professionals to develop strong global HR policies and cultivate initiatives that support organizational global growth Your CSHRP membership gives you discounted access to the exams, a dedicated preparation course, and study materials to set you on a path for success. Our team is currently working with CHSRP to offer the examination online beginning in June. Pricing varies based on your country of origin. Reach out to our team for more information.

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Why did you join CSHRP? We asked a few of our members to tell us why they chose to join CSHRP; and this is what they had to say:

“Who takes care of HR? Being a member of CSHRP has provided the opportunity for HR professionals to collaborate and further develop the profession beyond the borders of our independent territories. For me being a CSHRPer providers the opportunity for professional development and value creation.”

Nicole Edwards – Francis | CSHRP Member | Human Resource Professional.

“I wanted to be with innovative HR Professional who wants to own and love their craft. Being a part of the CSHRP I am able to attend War Rooms and learn a lot as well as tools I can use in my everyday life. It is a great feeling to be a part of a community that is passion about HR and loves to make changes and be a part of the head table.”

Yolande Smith | CSHRP Member | Human Resource Manager

“I joined CSHRP because I believe one of the fundamentals of professionalism is networking. As a young HR Professional, new into the field, I needed as many tools as possible and resources to assist me with navigating the HR landscape. CSHRP has provided me with that community where I can not only rely on international sources but receive contextualized feedback from Caribbean HR Professionals and thought leaders.”

Mc Carson Bledman | CSHRP Member | Human Resource Professional

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Why did you join CSHRP? We asked a few of our members to tell us why they chose to join CSHRP; and this is what they had to say:

“I joined CSHRP because of the sense of community. Where in the Caribbean can you find exceptional leaders unified with extraordinary personalities? CSHRP! “Cause we so LOUD when the work no done and more work a come, we stay LOUD!” I love the camaraderie of the group and the many opportunities to interact with HR Practitioners within the region. It is all fun and games, but we know how to be proactive; working behind the scenes to adjust to the changing times, developing and fostering best practices that can be used locally and regionally, and most importantly being relevant to the body of HR and its practices. I have really been nurtured as an aspiring HR leader.”

O’Jae Adlam | CSHRP Member | Aspiring Human Resource Professional I joined CSHRP to connect and network with other HR professionals in the field and sharing best practices through collaborative platforms. I love the tips and the sharing.

Rayan Williams | CSHRP Member | Human Resource Head of Department

I have a special passion for HR (Recruitment and Selection) and being in HR for a few years I noticed that best practices are not being practiced within my country and others. I wanted to gain more information as to why, moreover what can be done to improve professionally as well as to share my knowledge with other colleagues. I saw an opportunity via LinkedIn from our CEO, Rochelle, asking to be a part of a regional HR organization whereby HR Professionals can come together to share knowledge and be a part of a society that fosters networking and professional growth. I believe this organization, CSHRP, would provide people management professionals with various skills set to positively impact their and any organization.

Laurie M. Louard | CSHRP Member | Human Resource Adviser Page

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How To Become A Member Of CSHRP Step 1 - Visit our website - www.cshrpteam.com

Step 2 - Select the ‘Membership’ tab to the top of your screen Step 3 - Select the Membership Category (Distinguished Fellow, Expert, Partner, Scholar) that you fall based on the requirements outlined by clicking ‘SIGN UP’ Step 4 - Complete the Membership details required.

Step 5 - Make payment

YOUR IN!!!!….ITS THAT EASY!!!!

WELCOME TO THE CSHRP COMMUNITY!!!!!

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A Different View… Never Waste a Good Crisis.

By Judy M. McCutcheon All my days now seem like one big weekend

to the restaurants we cannot do any of the things

rolled into one with all the staying at home

that would have caused us to spend incessantly. I

and staying away. If it were not for those

believe that we should use this time to prepare. Let

small pesky details of getting infected and

us anticipate what lies ahead so that we can get

possible death, we could just have one big

a head start. We have a perfectly good crisis that

party, or river lime, or hide out in the rum

we could use to our advantage, let us not waste it

shop, because we are bored. This morning

by doing nothing but complain about being bored

as I turned in my bed, I thought, oh well, it is

or how the government could do this or that better.

Sunday, so I do not have to get up anytime

Let us instead use our creativity and ingenuity to

soon. And then it hit me, goodness, it is not

come out of this situation much better. For example,

Sunday, and you need to move your butt. I am there is an eCommerce crisis in the Caribbean, still doing loads of work, even though most of

and it is a nightmare to be able to collect payments

it is non-paying at the moment, but hopefully,

online; why not see how we could solve that issue

it will bring money later down the road. To a

to allow our business to go international. That is

lot of us, this may feel like “guava” season,

an opportunity right there for someone to take

but one thing I can assure you is that seasons advantage of. Many of you have products and change, things are going to be better.

services that people could use continuously; why

Life as we know it will undoubtedly change,

not create a membership service that guarantees

and to me, that is a good thing. We let go

you money consistently. Everything is moving online,

of the old; we embrace the new and make

do some research for your area, and jump on that

it work for us. What we do with our time now

money-making bandwagon.

will decide our fate after all this is over. We

Many people are sitting back and waiting for a

cannot go to the beach, and we cannot go

government bailout; what are you going to do when Page

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A Different View… Never Waste a Good Crisis.

By Judy M. McCutcheon

you get that money? Are you going to take that good crisis? Are you going to let your leadership money and pour it into someone else’s pocket

qualities shine through, as you lead your employees

by buying take-out on the days you can? Or

courageously in this time? Are you going to use

are you going to take some of it and invest it

it to get your product or service ready for an

in some seeds so that you can get in on the

international market? Our consumption of global

obvious food security initiative that is bound

goods and services is too high, and it is time for us

to follow this crisis? Many of you are creative

to start sending our products and services outwards

geniuses but are deathly afraid of owning it.

to the region and the rest of the world. Now is the

My daughter and I were having a conversation time for you to get yourself ready for more important about entrepreneurship, and I was explaining

things. Do not waste this crisis, put it to good

to her that in our culture, we are socialized

use, for your sake, for your family’s sake, for your

to become workers; owning a business is

pocket’s sake, and the sake of the economy.

not something that comes naturally to us.

Being a worker is so ingrained in us; we were brainwashed to believe that the only thing we could ever hope to be is the working class.

You must remember that you are creators.

Remember whose image you are made in.

There is so much opportunity for collaboration and creation at this time.

So, what are you going to do with this perfectly Page

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©All Rights Reserved.

Judy McCutcheon is a partner in the firm Go Blue Inc, a Human Development Company. www.goblueinc.net

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Braithwaite Proud of Work Done Under HRMAB President of the Human Resources Management Association of Barbados (HRMAB), Brittany Brathwaite, says the human resource profession has continued to evolve locally and is proud of the work her association has done.

“I am pleased to see how we have continued to centre ourselves in national discussions regarding the workforce. In Page

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our first year, we are also immensely proud to have restarted the mentorship programme, which has made a mark on the industry in such a short time,” she said.

Braithwaite said successive HRMAB administrations have been crucial to progressive policy discussions.

“Over the past decade, we have tried to get people involved in policymaking by creating forums where policy-makers can hear the thoughts and processes

Braithwaite Proud of Work Done Under HRMAB of what is going on in the community, so we have mimicked the social partnerships that have worked so well for Barbados in the way that we do business and it has led to HR practitioners having a voice,” she explained.

Among the issues that Braithwaite has been personally involved in bringing to her country’s attention is discrimination.

“We are talking about things like lesbian, gay, bisexual, transgender and queer (LGBTQ) rights, sexual orientation, or race. This is a topic in the Caribbean that we have not been proactive about; there are not many discriminatory laws in Caribbean countries,” she said.

According to Braithwaite, HRMAB has been dedicated to engaging decision-makers to facilitate policies being created that address discrimination.

“I think we have done an incredibly good job of advising these national discussions. We have had advisory sessions supported by the Minister of Labour and at the last session in 2019, he announced that there is a pending discrimination bill which we hope to soon have proclaimed as an Act and speak to the importance of diversity policies looking beyond issues such as race but really being

diverse in how we make up our workforce,” she explained.

Her work regarding the Caribbean Single Market and Economy (CSME) is another issue that Braithwaite feels strongly about addressing and is pushing for more work to be done.

“We are advising regional labour policies and looking at the boosting of regional movement and how national insurance policies are working for persons who may or may not seek to go to another Caribbean territory and work. We are also looking at the ease of moving to another CARICOM territory, achieving your CARICOM skills certificate and what that means for the CARICOM generation,” she explained.

Braithwaite welcomes the upcoming Caribbean Society for Human Resource Professionals (CSHRP) Conference and Expo in light of the issues that face human resource professionals regionally.

“What this conference is doing is creating a regional voice for HR practitioners and looking at HR in a very holistic and regional way. If we are looking towards moving towards CARICOM as functioning CARICOM nations, then it is imperative that all CARICOM professionals consider that and have fruitful discussions, particularly professions like ours where we focus on how people move,” she added. by: Rosheika Grant

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Can An Employer Require Employees to Be Vaccinated Against Covid-19?

The answer to this question will turn on the facts of each case. To the extent that the decision on whether or not an individual should receive the Vaccine is voluntary, it is our view that the scales are tilted in favour of an individual’s ability to choose whether or not to receive the Vaccine. Notwithstanding this underlying position, there is no one size fits all answer to whether an employer can require employees to take the Vaccine.

Firstly, it must be noted that there are a number of reasons why an employee may not want to receive the Vaccine. These include:

• medical advice • religious or philosophical belief.

• pregnancy.

• disability.

• existing medication.

• previous exposure.

• wanting to retain autonomy over their medical choices; or • wanting to wait for more evidence of safety

Internationally, it has been recognized that it may be an inherent requirement of the job to make vaccination mandatory. This has been applied to:

• • • •

Healthcare workers.

Employees whose jobs require them to travel overseas.

Employees in the hospitality sector; and General frontline workers.

In the absence of governmental guidance, or any clear judicial statement on the circumstances in which a COVID-19 vaccination could be an inherent requirement of an employee’s role, it is our view that employers should be cautious in mandating the Vaccine for employees.

CONCLUSION A blanket requirement for vaccination could expose employers to legal challenges and claims.

Though internationally the nature of some types of employment may reduce the risk of legal challenges or claims, we must appreciate that the Courts of Barbados have noted that care should be taken when applying precedents obtained from other jurisdictions. Therefore, the risk that these precedents would not be accepted in Barbados remains.

In any event, given the absence of conclusive information concerning COVID-19 vaccines at this time, employers must also ask themselves, “is a mandatory vaccine policy the best protection that I can offer to my staff?” An employer seeking to introduce a mandatory vaccination policy should seek legal advice from its chosen Attorney-at-Law regarding its potential risks prior to rolling out the policy.

By Ryan Omari Drakes

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Sick Leave Entitlement

It is Allotment, Entitlement & Proper Use! On a daily basis, I listen to HR Professionals and business owners who complain or question the legitimate use and entitlement of Sick Leave. A random review of several Caribbean Countries was done, namely Belize, Haiti, St. Lucia, and Trinidad & Tobago. In each country, the entitlement per annum for a worker/employee is 16, 15, 12 and 14, respectively, with an overall average of 14.25 days.

Getting the average out of the way, the most critical issue being faced by employers is the legitimate or illegitimate use of this type of leave. If not outlined in the laws in various companies, they provide some guidelines for taking such leave. Some of these guidelines are listed below: • If an employee takes more than two (2) consecutive days, they should submit a medical certificate from a registered

• How to penalize staff who exceed their Sick Leave?

• How can I get my employees to be honest when taking Sick Leave?

• Should I always request a medical certificate?

• And many more As employees, we should be honest about taking Sick Leave. As

medical professional.

employers, we are forced to bear the cost of paying for days not

• Upon resumption of duty, the employee must get fitness to

medical certificates has arisen as doctors are selling Sick Leave

work certificate.

• A stipulated amount of leave can be taken as certified and uncertified leave.

And many more.

Many HR professionals and business owners are asking the following questions:

worked, where there was no productivity. Then, the issue of fake certificates, and there is no redress for employers as they are not in a position or certified to say whether the employee is sick or not.

So many questions surrounding Sick Leave; however, it is dependent upon the integrity of the parties involved.

By Kimberly Chan-Boodram

5 Steps to Improve Your Industrial Relations Climate

Learn what to do to maintain a positive industrial relations climate in your workplace.

Good industrial relations, which is essential to healthy and sustainable working lives, assumes an important role, especially in today’s context of blurred boundaries, work overload, complexity, and ambiguity.

According to Hammer, Currall, and Stern (1991), Industrial Relations (IR) Climate is the degree to which relations between management, employees and their representatives are seen by participants as mutually trusting, respectful and cooperative.

No organization prospers without a solid industrial relations climate; as such, HR leaders in every country need to, along with their leadership team, identify what aspects of industrial relations are relevant to them and become deliberate about their course of action.

Below are five (5) steps you should take to improve the industrial relations climate in your workplace.

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Diagnose: understanding the current situation Strategize: Set priorities to promote a positive industrial relations climate Collaborate: The Union is not the enemy Promote: Open Dialogue Support: Empower (and hold accountable) your People Managers

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5 Steps to Improve Your Industrial Relations Climate 1. Diagnose: understanding the current situation Before you can take your organization to another level, you need to understand where you are right now. Where are the biggest obstacles and barriers to your industrial relations climate? What are the root causes, and which systems and processes need to be redesigned?

Tips: 1. Conduct listening sessions with different employee groups to get an unfiltered understanding of the current climate, and 2. With the union leadership, do a SWOT analysis session to see similarities and gaps in assessing the current IR climate.

2. Strategize: Set priorities to promote a positive industrial relations climate

No organization can improve its industrial relations climate through a single initiative or action.

Instead, you need to take a comprehensive approach, setting and working towards strategic priorities in critical areas.

Tips: 1. Use the data from your diagnosis to prioritize improvement actions, and 2. Appoint a cross-functional team inclusive of union/employee representatives to own and drive the action plan.

3. Collaborate: The Union is not the enemy Collaboration (and communication) is key to any thriving industrial relations climate. Treat the union/employee representative like an ally and key partner of the business. The more involved they are, it fosters better understanding and support for critical decisions.

Tips: 1. Invite the Union to your next business or HR strategy brainstorming session to get their perspective on the in/external environment, and 2. Without prompt, discuss some of the recurring people challenges and solicit their recommendation(s) on how they would improve the situation.

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5 Steps to Improve Your Industrial Relations Climate 4. Promote: Open Dialogue Provide a way for employees to express grievances openly and to resolve conflicts without fear of retaliation. That does not mean that employees should be able to rant to the whole office, but there should be a person or an internal process that allows an employee to bring up problems.

Tips: 1. Have a quarterly engagement on the internal process(es) to report grievances, and 2.

Equip people managers with conflict management skills, so they tackle problems head-on.

5. Support: Empower (and hold accountable) your People Managers Managers have a significant impact on the industrial climate and should be taught how to lead with trust and resolve conflict promptly. Give them the support and tools to do that through training and targeted communication.

Tips: 1. Implement targeted training for managers on how to role model the leadership required for the IR climate being pursued, and 2. Establish cross-functional workgroups with people managers so they can share good practices.

The goal of improving your industrial relations climate is investing in the relationship your employees and Union have with your company. Taking a people-first and data-driven approach to industrial relations will add value to your current way of working.

Judon Bowden is a human resource professional passionate about helping companies re-think how to attract, develop and inspire employees in a rapidly changing workplace. When not working for the world’s coolest beer company, he always reads or tweet on #everythingHR. Got Questions? Connect with Judon on LinkedIn or email: 4everythinghr@gmail.com.

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Our membership represents private and public organizations and independent consultants specializing in one or more areas of human resource management and development.

The Human Resource Professionals of Antigua and Barbuda (HRPAB) is a registered nonprofit professional association dedicated to the advancement of the HR profession for national development. We began assembling informally in 2009, and the association was legally registered and officially launched in January 2011.

HRPAB’s goals are to promote best practices, develop professionals and advocate human resources as our country’s most valuable development asset. We contribute to the national discussion through timely articles in the local print media, and we have been continually active, particularly in this Pandemic era, sharing best practice on several labour-related matters.

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HRPAB’s current affiliations include the Caribbean Society for Human Resource Professionals. CSHRP is not even two years old yet, but we have already seen the benefits of being part of a regional grouping of like-minded leaders. We have been exposed to many learning and sharing opportunities, and our members look forward to the times of growth and networking, whether in a ‘War Room’ session or at a Webinar.

We at HRPAB embrace CSHRP’s core values of Leadership, Opportunity, Unity and Diversity fully, understanding that even though there are global HR challenges, the intricacies of our Caribbean experience make this organization integral to our sustainability as a region.

We look forward to these two days of education, networking, and professional development at CSHRP LOUD 21 and congratulate the organizers on taking this bold step to make this Virtual Conference a reality. #loudandproud

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Take Care Of Your Body “Take care of your body; it is the only place you have to live” –Jim Rohn, such a simple quote, yet holds such a more profound meaning…for me at least.

I had become the average mom, in my mid-thirties, working long hours, eating whatever I wanted in whatever quantities I felt like, as well as eating all my young children’s leftovers because “food is not to be wasted”. I grew up in the “clean your plate” era, where parents ensured that you ate all that was put on your plate, stopping when you are full…unheard of! So, for me, based on my social upbringing, I could not bear to throw away leftovers, not with all those starving children in Africa!

I had let myself go. I remembered looking at a picture of myself standing in a river and thinking, “My God, I look like a hippopotamus!” However, my wake-up call came from my then eight-year-old daughter. I was severely overweight and constantly tired. I had come home from work one evening and, as usual, fell asleep in the settee when in bounced my eight-year-old gleefully with her ball in hand.

Just as I was dosing off, I heard her say in the most disappointed tone, “Mommy falling asleep… again”. I literally panicked. My mind screamed, your daughter is growing up, and you are missing all of it! You are sleeping through the best years of your life! I got up instantly, and we went outside to play ball. That day I made a silent vow never to miss a moment of my children’s growthters.

A trainer came to my office building and had exercise sessions outside, and the very next day, I joined his session. Shortly after he issued a challenge, we had a work trip coming up, and we all wanted to look good. Someone asked if we could lose ten pounds in a week, and we were issued a carb cycling challenge. That week, following strict instructions (and at times thinking the end is near), I lost eight pounds, and I hired him as my personal trainer.

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Take Care Of Your Body The exercise sessions were painful. I cursed, I cried, but I started seeing the results I wanted. If you think exercise is hard, then the clean eating, you do not even want to hear about. I had stopped eating refined sugar, white flour, and white rice and, over time, had lost over 50lbs.

My exercise routines included weight training, and I was at a point when I told my trainer that I wanted to train to lift competitively. My energy was high, and my children loved that their mom would play and skip with them.

In March 2016, the quote I mentioned earlier struck home. I was driving a Rav4 that met in a serious accident on Highway 2000. While the car was spinning out of control, I held on to the steering wheel with my right hand, trying to stabilize it.

It eventually came to a stop when the back connected with the median. The car was written off, and I walked out, seemingly unharmed. By the time I got to Medical Associates Hospital, I could not move my arm or turn my head to the side. After reviewing me, the doctor looked me squarely in the eyes and told me that she could see that I worked out. She then said that whatever I was doing, I should not stop because my muscle mass had saved the bones in my arm and shoulder from fracturing. So, the pain I was now feeling was from the muscles in my shoulder, arm and side being torn.

Fast forward to now, I found out about two years after that I have degenerative disc disease. Probably a gift from my motor vehicle accident. So, I have to have a trainer that is trained to understand these issues because I still like weightlifting, and it is the form of exercise that my body responds best to.

I have also become a certified Spinning® Instructor and was teaching until recently, but that is a whole other story for another time.

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My birthday is approaching, so I have now entered “beast mode” to get rid of the weight I gained during the pandemic. Yes, the bad eating habits crept back, coupled with the long hours of sitting in meetings with zero exercise. I have had to take myself up in hand. I go to the gym at least four days a week and spinning at least once a week. I have also come up with a few tips to keep yourself on track 1. Get a personal trainer, invest in yourself. That way you also will not have any money to waste on snacks 2.Learn portion sizes and do not reward yourself with food; you are not a dog 3.Whenever possible, prepare your own meals. You can control the ingredients .

4.Whenever you are offered something, you know you should not eat, just say out loud, “I do not eat that!

5.Do not diet; eat mindfully. Ask yourself, how is what I am putting in my mouth serving me?

6.Find the exercise you love; then it will not feel like exercise. It will feel like fun 7.Listen to your body. Pause when you are tired. If your brain associates exercise with pain, you will never get moving 8.You do not have to go to a gym to exercise. Take a hike with a few friends in the countryside, cool off in a river! Enjoy our beautiful island.

9.Do not ever trust a scale; use a tape measure instead…inches, baby!

10.Do not be too hard on yourself; it took you years to get to where you are now. Be patient and take the time to get to where you need to be. Pat yourself on the back every step of the way and celebrate even small victories.

by Rosemarie Hall-Stewart Page

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Vox Pop - Dressed for Zoom Question: How do you show up to your zoom meetings?

“Although I am working from home, I am still working! I take pride in my professional appearance, so I need to represent myself and my company well. That is why with every Zoom meeting, I do not just show up; I dress up! ~ Lerielle Cole

I show up for zoom meetings with a killer background, a ‘let’s do this’ attitude, and business casual wear….at least as far as the camera can see! Daryl Joseph

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PLUGGED IN! How Important is Team Engagement?

Congratulations! Welcome to your new workplace and the new team that has joined you in this new chapter! A bright smile and clean introduction can really leave an impression on a new recruit. However, if the new culture is riddled with negative energy, it can feel like a scam. Like buying a brand-spanking-new appliance with no plug.

Negative energy here is particularly referring to team synergy. How well does the new person fit in? Are they suitable for the job? What do they bring to the proverbial table? Being engaged in the workforce of the company requires us to be engaged in the team first. So, are we to expect the boss to bring us amazing cranberry & white chocolate cookies every last Friday? Or is there an annual event that all our hard work culminates into? In their article on Developing and Sustaining Employee Engagement, global HR leaders, SHRM refer to Gallup’s definition stating,” engaged employees [are] those who are involved in, enthusiastic about and committed to their work and workplace.” These employees believe in the vision and mandate of the company and strive to help those goals become a reality.

Imagine four employees of a shipping company: Steve, Zara, Amma and Juan. All four are placed in one boat and are given one oar each. The boat is typically shaped, and they are generally the same size. Their expedition aims to cross a short lake. They start at the same time, rowing with the same vigour but alas! The boat remains at the dock.

What could be the problem? They try again, with more fervour but at staggered times. The problem remains. They are not going anywhere.

A team is utterly useless if they are disconnected from each other. The four employees are rowing in different directions.

Furthermore, the boat goes nowhere. Amos chapter 3 verse 3 states, “can two walks together, except they agree?” That

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is the point of Team Engagement; to agree with each other.

To agree on a personal level so that strengths innate to each team member can be explored and weaknesses compensated. Agreeing in this context does not mean saying “yes” every time but rather indicates a willingness to work together and through the problem to achieve the solution. Activities outside of the routine career-based portfolio fosters the environment for team building.

Activities like group volunteering, team-based initiatives and regularly checking-in as a team, just to name a few.

Charles Woodruffe did an article titled the crucial importance of employee engagement, where he states in his abstract that “having employees who are thoroughly motivated and truly engaged is the most powerful competitive weapon an organization can enjoy.” This must translate into team building and team engagement as well. Teams are the families of the company where recruits are most influenced by attitude, hierarchy, and company norms. A dysfunctional team is lopsided and ineffective due to disconnections. A solid and effective team is plugged into each other, working together, and growing forward. Are you plugged in?

by Chantel Baker

References

Gallup, Inc. (2017). State of the American Workplace. Retrieved from https://news.gallup.com/reports/199961/7.aspx SHRM. (2021). Developing and Sustaining Employee Engagement. Retrieved from https://www.shrm.org/ resourcesandtools/tools-and-samples/toolkits/pages/ sustainingemployeeengagement.aspx Woodruffe, C. (2006). The crucial importance of employee engagement, Human Resource Management International Digest. ISSN: 0967-0734 Retrieved from https://www.emerald.com/insight/content/ doi/10.1108/09670730610643891/full/html

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Did You Know?

In Jamaica, the Employment Termination and Redundancy Payments Act (ETRP) of 1974 cover the separation payment whenever an employee is being made redundant or terminated. An employee is not entitled to a redundancy payment if he/she terminates the contract under which they are employed.

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Meet Dionne – CSHRP’s Subject Matter Expert Dionne Chamberlain Miranda Phd. dionne@chamberlainbelize.com

Dr. Chamberlain is an accomplished self-driven,

and motivated executive with a multi-faceted background. She has expertise in Human

Resources, Strategic Planning, Communication/

Visibility, Branding and PR, Change Management and curriculum development for large

conglomerates and family-owned operations in the United States, Caribbean, Belize, Central America,

and Mexico. She has built a reputation as a thought leader with a propensity for building, training, and

directing high-performing teams that contribute to

the attainment of overarching goals and objectives.

She holds a PhD in Business Administration, a master’s degree in Global Management from

Phoenix University and a year in contract and

tort from the University of North Umbria. She has completed many specialized training

programs, including Leadership at the Centre for Applied Sciences in Geneva, Switzerland, Lean Six Sigma and Prosci Change Management Certification.

She continues to pursue growth through training and is committed to the growth and

development of companies worldwide but specifically in the Caribbean region. She is

an expert trainer in Human Resource and organizational development, Market Access Strategy, Customer Service. Teamwork and Leadership.

She volunteers on many Boards such as the Cancer Society, Mental Health Association

and is the Chairman of the Belize Coalition of Service Providers and a Board Member of

PFF Capital, a financial brokerage firm. She has taught at UWI’s EMBA program and the

University of Belize. She now serves as an adjunct lecturer for Galen University in Strategy formulation and analysis at the master’s level.

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Meet Dionne – CSHRP’s Subject Matter Expert Dionne Chamberlain Miranda Phd.

She has worked and volunteered in Tourism as the President of both Belize and

the Central American Chambers of Tourism, in Telecoms, Banking and investment development where she branched out as a consultant within Belize’s Trade and

investment Organization BELTRAIDE as Investment and Promotions Director and at the Belize Chamber of Commerce and Industry where she served as Manager

of Membership services and proposal preparation and implementation. She is now

the managing director and partner in a successful bilingual consulting regional firm

known as “Chamberlain Consulting”, which she operates with her husband on a social entrepreneurship basis.

She continues to devise and execute critical programs and initiatives to drive organic

growth, sales, productivity, and profitability for her clients, including multinational

organizations such as the European Union, the Inter-American Development Bank, UN

agencies, and Caribbean Export name a few. She works with global companies such as Four Seasons and local organizations and companies in the Caribbean and Belize such as the Development Finance Corporation, the Lodge at Chaa Creek and MIRAB locally.

She is recognized across the region for her business acumen, philanthropic mindset, and aptitude for mentoring talented individuals. She has been involved in various business

consulting and community engagement activities in her home country Belize. She serves on many voluntary and non-voluntary boards and governmental growth organizations.

She believes that the level to which you can serve others is to the level you choose to

take care of yourself. Her annual leadership events for adults and youth encourage the tenacity and commitment needed to impact the earth and everyone she interacts with positively. She and her husband are now empty nesters ready to blaze new trails and deliver to the world’s most vulnerable.

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1. Why did you pursue a career in human resource management?

“I decided to focus on Human Resource Development because I realized that the people in an organization are its only competitive advantage. Igniting their potential would yield benefits for them, the companies they work for, and the country’s economy where they exercise their talents fully.”

2. What is the proudest moment of your career?

“My proudest moment is when I moved into Business Consultancy full time by opening

my boutique consulting firm known as “Chamberlain Consulting”. It meant I could share my talent and expand my personal growth while contributing to my countries economic growth by investing in people. It also meant that I could have time to spend with my young boys in their most formative years.”

3. Even though you are from Belize, tell us What makes you a

truly Caribbean HR professional?

“I am Belizean, one of my brother’s is British and the other Jamaican and my sister

Trinidadian. I epitomize what it is to be a part of the Caribbean Single Market and

Economy. We are one people, one voice delivering our God-given talents at world-class standards in our developing countries. I work throughout the Caribbean via the Belize Coalition of Service Providers with CSIs around the Caribbean in contributing to the

region and the world. I am not only a citizen of the Caribbean but a global citizen making my impact one person at a time.”

4. What advice would you give to anyone considering HR as a profession?

“I do not believe that HR is a profession. I believe that it is a mindset. Caring for people,

their development and growth is every professional or leader’s responsibility - to take care of those in our care. My success will only be seen if my people are successful. I

believe that people are not commodities, and one size does not fit all. They each deserve individual attention with intention. I follow and prescribe to an African management

methodology UBUNTU management – HEAD – Heart and HAND, we not I.”and of course always listen to your mother.

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5. What makes an HR professional truly an expert?

“When they understand that leadership is not a position but instead an action. They have to

get to know their people before they can lead them and that people do not listen to you; they

follow the behaviours you emulate. Coaching, mentoring, and modelling are what HR experts live, not only what they do.”

6. Why is it important that you share your voice at LOUD 2021?

“Steven Covey speaks of 8 qualities of highly effective people. The 8th is to let your voice be heard or learn to express yourself. To whom much is given, much is expected and

evolved professionals form communities where they can learn, grow and give back. It is the responsible thing to do; to belong, to give and to share.”

7. What are your thoughts on CSHRP and its impact?

“I believe that like the bible says, “Do not despise these small beginnings, for the LORD

rejoices to see the work begin, to see the plumb line in Zerubbabel’s hand.” For whoever

has despised the day of small things shall rejoice and shall see the plumb line in the hand of

Zerubbabel. Zechariah 4:10 Great things are on their way for CSHRP, and I want to be there to help see it materialize. Before we can lead, we need to learn how to follow. I am proud to follow and contribute the LOUD way.”

8. Who is your greatest source of inspiration?

“Inspiration is an inside job; you cannot look to government, businesses or anyone else

to inspire. I am inspired because I am “IN SPIRIT” with my creator, who guides my work

and gives me the gifts of a loving husband and phenomenal children who are my rock and

strength. I ensure that my bucket is full by taking care of myself so that I have enough to give to others.”

9. What would you say makes a competent HR professional?

“Honesty, Integrity, Caring, Respect and Respectfulness, Trust and Trustworthiness and being willing to have “call to Jesus’ meetings” to correct negative behaviour and reward positive behaviour by setting standards where objectivity, equity and fairness prevail.”

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10. What can we expect to see from you in the near future?

“Growth, gratitude and courage with the freedom to share my God-given talents worldwide

as I move into life as an empty nester.”

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What’s On Your Book Shelf ?

Here are some books we recommend you add to your collection:

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Caribbean Society for Human Resource Professionals