Changes coming for trucking HR pros

Angela Splinter

As an unsettled 2020 comes to an end, let’s look at what 2021 will have in store for our trucking and logistics workplaces.

The modernization of Canada’s Labour Code

In what our own policy analyst Marisha Tardif has likened to a “legislative tsunami,” recent amendments to the Canada Labour Code include new labour standards, wage-fairness rules, and occupational health and safety requirements.

Many of these regulations took effect in September 2019 but several are yet to come. Notably, the amendments of Bill C-65 and the accompanying regulations which protect against harassment and violence in the workplace.

(Photo: istock)

The Workplace Harassment and Violence Prevention Regulations, published in June, make a long-awaited detail official: new anti-harassment and violence provisions will take effect on January 1, 2021.

The regulations will apply to all workplaces covered under Part II of the Canada Labour Code, including many trucking and logistics employers.

NOC updates

Canada is now conducting its 10-year review of the National Occupational Classification (NOC), the federal system for categorizing job types in the country, including truck driving.

The next release includes new job-skill classifications that address concerns about how the federal government incorporates formal and informal training, education, and work experience into the NOC.

In early 2021 we will see how truck drivers are classified in the new system, and how it will affect federal programs.

Training and wage subsidies

With the events of 2020 clearly demonstrating how important this industry is, Trucking HR Canada was able to access federal funds for training and wage subsidies for jobs in trucking and logistics.

Our Career ExpressWay program has successfully supported the training and onboarding of close to 100 young people across the country, in driving positions, logistics, IT support, administration, and more. It provides up to $10,000 for driver training and up to $15,000 in wage subsidy per employee.

Our hope is that we can expand our program in 2021 to better connect our industry to Canadians of all ages looking for meaningful work in a sector with loads of career opportunities.

Diversity and inclusion

No longer buzzwords, workplace diversity and inclusion will remain a focus of Trucking HR Canada as we help employers expand the pipeline of talent into our industry.

One key initiative is our 2021 Women with Drive Leadership Summit, planned for March 10.  With an international flair, we look forward to learning from and virtually connecting with a global network of women who have stepped up in their respective countries in responding to the challenges of COVID-19.

Driver shortages

Whether you believe it or not, we are on track for more acute driver shortages.

That is why Trucking HR Canada is planning to bring together industry stakeholders to define the root causes of our recruitment and retention challenges, from compensation structures to the nature of long-haul trucking driving itself.

The shortage of qualified drivers is an enduring issue. But there are always new approaches and new ideas that can inform innovative and practical solutions.

Growing our Top Fleet Employers

Now in its eighth year, our Top Fleet Employers program has grown steadily.

Our Top Fleet Employers are leaders in promoting a positive image of trucking and logistics and offering great places to work. By sharing sound HR policies and practices, they set an important example as we reach out to young people, women, and other job seekers.

Each year trucking and logistics companies undergo a rigorous application process but only the best are recognized as Top Fleet Employers. Applications close January 28, and you can click here to learn more.

Covid-19

Where things will go in 2021 is anyone’s guess, but we know for sure that trucking and logistics will be pivotal to ensuring all essential goods—from food to fuel, and even more importantly, vaccines—get to all Canadians.

Rest assured that Trucking HR Canada and all of our partners are here to support you in ensuring you have the skilled workforce you need to make that happen.

Cheers to 2021.

 

 

Angela Splinter

Angela Splinter leads Trucking HR Canada, a national not-for-profit organization dedicated to addressing the human resources challenges and opportunities in the trucking and logistics sector. Angela is a frequent speaker at industry events sharing innovative HR best practices, trends and insights. As a respected leader in HR, Trucking HR Canada works with various associations, government departments and industry professionals to ensure employers have the skilled workforce needed for today and in the future. Feel free to learn more at truckinghr.com, subscribe to our newsletter and follow us @TruckingHR for the latest tips, practical resources and more. You can follow Angela directly at @AngSplinter. And we can be reached by e-mail: info@truckinghr.com.

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  • The problem to get truck drivers is insurance for new truck drivers. The program to keep truck drivers is that with E logs truck drivers can no longer afford to sit at the shipper and receiving for less than $27.00 per hour plus a good medical plan. Many other people make as much or more per hour and no parking concerns.

  • All this talk and lip service by HR Trucking Canada is just that. Labor standard for truck drivers is a joke. The average truck driver is working 60 to 70 hours a week with no OT until you hit 60 hours if your lucky and then the company bitches that they have to pay you extra. They want you to shut your mouth and work to their standards and BS. There is no driver shortage!!! It is trucking companies treating drivers like idiots and totally disrespected. Maybe I should get a job at HR Trucking Canada as I would only have to hold a pencil and go to meetings trying to find out why we have a driver shortage all the while making lots of money per year with minimal 40 hours a week.

  • The biggest issue with discussing the driver shortage is the superficial view of the issue by those when are trying to address it.

    For the most part, you’ll read that the issue is driven largely by lack of remuneration, though there is truth to this, it is not the only issue to overcome. Inviting people from all walks of life and from all over the globe to come here and compete directly with those of us which have dedicated our lives to the industry is a slap in the face – the mere fact that employers (for the most part) wish to pay everyone the same rate of pay or an insultingly low difference is absolutely bizarre. We are so much more capable and efficient than a new recruit.
    As well, the necessary investment of time in order to bring home a living wage requires that we work beyond 40 hours (60 to 70) every week; a 40 hour week would not be acceptable to either the employer nor employee in most cases.
    There is “no” work life balance – it’s all work.

    Add to the equation the and pay close attention to the almost “non existent” support from all levels of government: the lack of amenities and safe parking available to those on the road is beyond reprehensible, and Covid has exacerbated the situation – something as simple as finding a place to wash your hands can as elusive as a unicorn and then there is the limited assortment of sustenance available: subway, a&w, and Tim’s making up the vast majority of dietary what’s available. This is neither healthy nor desirable to anyone whom is reliant 5-6 -7 days per week.

    • Larry, you have basically touched all points of a huge problematic issues that plagues the trucking industry in Canada. Unfortunately there is no will to fix any of them you mentioned. The lame and inept people taking charge of the trucking industry problems have exacerbated the situation by clueless views and shear apathy for truck drivers. That industry has put itself where it is today and have no one the blame but it self. Shame shame on you Trucking industry.