b"WCA EDUCATIONbut heres a simple rule of thumb: ifYoure losing good people and not you're spending more time managingsure why.people problems than running your business, youre already late.Youre navigating complexIn construction, things move fast.compliance issues, especially around Youre juggling jobsites, compliancesafety, employment standardsrequirements, safety protocols andor harassment.trade coordination. As soon as youreLets be honestconstruction has consistently dealing with hiring,unique HR challenges. Youve got a mix onboarding, performance issues orof field crews, office staff, subcontractors people drama, its time to get HRand/or seasonal workers, never mind support. That could be a full-time hire, athe challenges that can arise with a JAIME MANN part-time consultant or even a fractionalmutigenerational and diverse workforce. HR specialist to start. (That complexity doesnt manage itself.)DIRECTOR OF HR, EWC LTD. Here are a few red-flag moments whereBringing in HR isnt about adding HR becomes less of a nice to have andbureaucracy. Its about protecting what Q: At what point in my companysmore of a necessity: youve built, reducing your risk and growth should I think about adding an Youve got 15+ employees and hiringbuilding a reputation as a place where HR resource to my team? good people want to work. The best HR A: If you're asking the question, youredecisions are inconsistent or rushed. pros dont get in the waythey clear the likely already feeling the pressureand oure scaling quickly and culture isway so your team can perform.Ythats your first clue. getting lost in the shuffle. So, when should you think about it? If Theres no magic number of employees Youve had a termination goyoure reading this and nodding, thethat triggers the need for HR support,sideways (or youre worried one will). answer is: Right now.Q: What is a leave of absence andQ: When does an LOA need towhen do I need to offer one to be offered?an employee? A: This depends on the specifics of A: Regarding a leave of absence (LOA),the situation and the type of leave. there is responsibility on both theSome LOAs may need to be offered employer and the employee. immediately, and others may be with I recommend a conversation as the firstreasonable notice, where both the step, with both the employee employer and employee work together and employer. on when it would be a reasonable In Manitoba, an LOA is an approvedand mutually beneficial time for the period where an employee is awayemployee to take the LOA. There is not from work, either with or without pay.a one-size-fits-all approach, and each JESSICA WAGNER During the LOA, their job is protected,situation requires communication and as the time away is approved.consideration on both sides. In addition, SENIOR HUMAN RESOURCESEmployers are required to offer andI strongly recommend that there is authorize an LOA for various reasonsdocumentation in place for the LOA and MANAGER, BOCKSTAELoutlined in Manitobas Employmenttimeline, which is agreed to by both CONSTRUCTION LIMITED Standards Code, including but notparties, along with agreed upon check-ins limited to bereavement, compassionateto ensure the support is felt during the care, family responsibilities (includingtime away (this more so for longer term maternity or parental leaves) and short-LOAs that span more than 10 days).or long-term illness or injury, plus many others. Some LOAs are legislatedFollowing this protects both the leaves, and others may be due toemployee and employer and will continue personal reasons. to build a strong working relationship.Check out the Construction Company Business Essentials course coming soonfor more topics like this and other topics related to operating a small business.Visit winnipegconstruction.ca/education for more info.Issue 2 | Summer Edition | 2025 BUILD MANITOBA 19"