The employment relationship is one which is complex and has the proclivity to vary significantly because of differing personalities, operational requirements, family situations and other impactful factors.

Harsh economic climates, growing competition, technological advancements, and pandemics are among some of the factors which affect organizational profitability. Often times when faced with these challenges, organizations have no choice but to restructure and revamp their operations

Whether it is dealing with the fears, anxiety or uncertainty surrounding Covid-19, precarious circumstances within the global and national economies, prevailing issues surrounding race relations and justice sparked by the killing of George Floyd in the US, aging, loss of loved ones, etc.,

In 2015, the International Labour Organisation (ILO) launched the future of work initiative by hosting conferences and supplying comprehensive reports with recommendations. The BEC has always been involved in discussions on the Future of Work and

Many of us who work in the human resources/industrial relations sphere are eagerly observing the Employment (Prevention of Discrimination) Bill, 2020 making its rotations through the Lower House and Senate; this bill was passed in the Lower House on July 29, 2020.

The global pandemic has caused radical changes in the way most companies conduct their business. Caribbean people are very resilient, and I believe this is demonstrated in the level of innovation I am witnessing in some businesses.

We’ve all heard the saying that a happy workplace is a productive workplace. Employers cannot afford contention in their midst, especially during these economically challenging times with the advent of COVID-19.