Association exerts its influence in political arena
When Ontario’s Bill 14 passed into law last month, it represented a milestone for the HR profession.
Thanks to very strong advocacy by the Human Resources Professionals Association of Ontario (HRPAO) and others, amendments to the bill ensured the interests of our members were fully protected.
Never in our experience had the association, or the profession as a whole, been so proactive in government policy making. This role must be vigorously expanded.
Lobbying averts double regulation
Bill 14, the Access to Justice Act, was introduced on Oct. 27, 2005. It included provisions that, for the first time in Canada, would permit the regulation of paralegals. Their regulation was to be assumed by the Law Society of Upper Canada.
But the bill was so broad as to encompass many other professions apart from paralegals. Its passage could conceivably have meant HR professionals, offering what the bill called “legal services,” (in tribunals, perhaps, or on arbitration boards) would also fall under the Law Society’s jurisdiction.
Take the case of a certified HR practitioner attending an Ontario Labour Relations Board hearing on behalf of her company. This body does not require people to be lawyers in order to represent their firm or a firm’s employees. Yet under the original Bill 14, an HR practitioner could be barred.
Appearing before the Standing Committee on Justice Policy, the HRPAO urged that the bill be refined before it was referred back to the legislature for final reading. Otherwise, many HR professionals, already governed by HRPAO, would in effect be double-regulated by the Law Society.
Within two weeks of the presentation, the government filed amendments to the bill. One of these stated that professionals governed by another act of the legislature would be excluded from the new legislation. Since HRPAO members are already covered by the Human Resources Professionals Act of 1990, their activities will not be captured by Bill 14.
Amendments signal new direction for HR
This victory was substantial but hardly surprising. With more than 16,000 members, HRPAO is the third largest HR member association in the world, and it has set an ambitious course for elevating the profile, stature and contribution of the profession.
The HRPAO recently adopted a new vision and mission centred around a determination to be seen as the “HR thought leader.” One of the most critical imperatives of this new direction is a renewed focus on advocacy and government affairs. Cultivating broader relationships with all levels of government is key to enabling us to advocate, influence and effect legislative change.
We have become so firmly committed to this advocacy role that in 2005 we became a registered lobby group. This official status grants HRPAO the freedom to directly and publicly influence government decisions related to members and to the profession.
Driving a proactive advocacy agenda
The entire HR profession needs to move forward on a variety of fronts to proactively influence and affect policy, regulatory and legislative change. These include:
•increasing visibility in order to be seen as credible advisors by government;
•increasing contacts, interactions and dialogue at the provincial and federal levels;
•accessing better intelligence regarding potential policy directives;
•developing links to civil servants and politicians from all major parties; and
•developing relationships with key stakeholders and organizations.
Moving beyond lobbying
To solidify a reputation as trusted advisors, the scope of activities HR associations undertake must extend beyond simple lobbying. Legislative decision-makers must be persuaded that associations offer a unique perspective based on the diversity of their members, on inter-association partnerships and on an ability to provide credible data that supports our positions.
HRPAO has been a major contributor to Ontario’s legislation for ending mandatory retirement. We have been working with the Ontario Human Rights Commission on pending changes to the way complaints are filed. And, federally, we are providing input on the practical implications of the Employment Equity Act review.
Although much of this work is carried out behind the scenes, the benefits are obvious. Participating in these and other initiatives gives HR a crucial seat at the table — ensuring HR professionals are leading contributors to the debate and key stakeholders in the process.
Acting as respected government advisors on all matters pertaining to our profession is not only an exciting opportunity, but a growing responsibility. Bill 14 was just the beginning.
Gerlinde Herrmann is chair of HRPAO, and president and CEO of The Herrmann Group. Bill Greenhalgh is HRPAO’s CEO. For more information about HRPAO visit www.hrpao.org.
Thanks to very strong advocacy by the Human Resources Professionals Association of Ontario (HRPAO) and others, amendments to the bill ensured the interests of our members were fully protected.
Never in our experience had the association, or the profession as a whole, been so proactive in government policy making. This role must be vigorously expanded.
Lobbying averts double regulation
Bill 14, the Access to Justice Act, was introduced on Oct. 27, 2005. It included provisions that, for the first time in Canada, would permit the regulation of paralegals. Their regulation was to be assumed by the Law Society of Upper Canada.
But the bill was so broad as to encompass many other professions apart from paralegals. Its passage could conceivably have meant HR professionals, offering what the bill called “legal services,” (in tribunals, perhaps, or on arbitration boards) would also fall under the Law Society’s jurisdiction.
Take the case of a certified HR practitioner attending an Ontario Labour Relations Board hearing on behalf of her company. This body does not require people to be lawyers in order to represent their firm or a firm’s employees. Yet under the original Bill 14, an HR practitioner could be barred.
Appearing before the Standing Committee on Justice Policy, the HRPAO urged that the bill be refined before it was referred back to the legislature for final reading. Otherwise, many HR professionals, already governed by HRPAO, would in effect be double-regulated by the Law Society.
Within two weeks of the presentation, the government filed amendments to the bill. One of these stated that professionals governed by another act of the legislature would be excluded from the new legislation. Since HRPAO members are already covered by the Human Resources Professionals Act of 1990, their activities will not be captured by Bill 14.
Amendments signal new direction for HR
This victory was substantial but hardly surprising. With more than 16,000 members, HRPAO is the third largest HR member association in the world, and it has set an ambitious course for elevating the profile, stature and contribution of the profession.
The HRPAO recently adopted a new vision and mission centred around a determination to be seen as the “HR thought leader.” One of the most critical imperatives of this new direction is a renewed focus on advocacy and government affairs. Cultivating broader relationships with all levels of government is key to enabling us to advocate, influence and effect legislative change.
We have become so firmly committed to this advocacy role that in 2005 we became a registered lobby group. This official status grants HRPAO the freedom to directly and publicly influence government decisions related to members and to the profession.
Driving a proactive advocacy agenda
The entire HR profession needs to move forward on a variety of fronts to proactively influence and affect policy, regulatory and legislative change. These include:
•increasing visibility in order to be seen as credible advisors by government;
•increasing contacts, interactions and dialogue at the provincial and federal levels;
•accessing better intelligence regarding potential policy directives;
•developing links to civil servants and politicians from all major parties; and
•developing relationships with key stakeholders and organizations.
Moving beyond lobbying
To solidify a reputation as trusted advisors, the scope of activities HR associations undertake must extend beyond simple lobbying. Legislative decision-makers must be persuaded that associations offer a unique perspective based on the diversity of their members, on inter-association partnerships and on an ability to provide credible data that supports our positions.
HRPAO has been a major contributor to Ontario’s legislation for ending mandatory retirement. We have been working with the Ontario Human Rights Commission on pending changes to the way complaints are filed. And, federally, we are providing input on the practical implications of the Employment Equity Act review.
Although much of this work is carried out behind the scenes, the benefits are obvious. Participating in these and other initiatives gives HR a crucial seat at the table — ensuring HR professionals are leading contributors to the debate and key stakeholders in the process.
Acting as respected government advisors on all matters pertaining to our profession is not only an exciting opportunity, but a growing responsibility. Bill 14 was just the beginning.
Gerlinde Herrmann is chair of HRPAO, and president and CEO of The Herrmann Group. Bill Greenhalgh is HRPAO’s CEO. For more information about HRPAO visit www.hrpao.org.
