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Companies with the Top HR Innovators in Canada: Most Innovative HR Teams
Read the full article here: https://www.hcamag.com/ca/best-in-hr/companies-with-the-top-hr-innovators-in-canada-most-innovative-hr-teams/565201
Image source: Manitoba Advantage – Government of Manitoba
What Employers in Manitoba Often Misunderstand About Probation Periods
By: West-Can HR
Probationary periods are widely used by employers in Manitoba, but they are often misunderstood. Many assume probation gives employers full flexibility to terminate employment without consequences. In reality, Manitoba’s Employment Standards Code does not treat probation as a separate legal category that removes employee protections.
In Manitoba, a probation period is not automatically recognized in law. It only applies if it is clearly stated in a written employment contract or offer letter. There is no legislated probation period, and the commonly used “90-day probation” is an industry practice, not a legal rule. Employees are still protected under the Employment Standards Code from day one of employment, meaning minimum termination standards can still apply depending on the situation.
Even when probation is properly included in a contract, it does not remove all legal responsibilities. Employers may assess performance, attendance, and suitability for the role, and may end employment if the employee is not a fit, sometimes with reduced notice if the clause is clearly written. However, employers cannot terminate for discriminatory reasons under the Manitoba Human Rights Code, bypass employment standards, or act in bad faith simply because an employee is within probation.
Issues often arise when probation is assumed rather than clearly documented. Missing or unclear probation clauses can result in full notice or pay in lieu obligations. Terminations may also be challenged if they involve protected grounds such as disability, family status, or pregnancy. A lack of documentation around performance concerns is another common gap that can weaken an employer’s position if a decision is questioned.
To reduce risk, employers should clearly define probation in writing, including start and end dates and conditions of completion. Expectations should be communicated at the beginning of employment, with ongoing feedback and documented performance discussions throughout the probation period. When properly structured, probation supports better hiring decisions, but when informal or unclear, it can create avoidable legal and HR risk.
References:
Government of Manitoba. (n.d.). Employment standards. Government of Manitoba. https://www.gov.mb.ca/labour/standards/
Government of Canada. (n.d.). Workplace rights and standards. Government of Canada. https://www.canada.ca/en/services/jobs/workplace.html
Manitoba Human Rights Commission. (n.d.). Manitoba Human Rights Commission. Government of Manitoba.https://\www.manitobahumanrights.ca/
Canadian Legal Information Institute (CanLII). (n.d.). Manitoba case law database. Canadian Legal Information Institute. https://www.canlii.org/en/mb/
Brandon Chamber of Commerce First Friday Coffee
– May 1, 2026
143rd Annual Chamber Business Achievement Awards Gala
– May 7, 2026
Livingstone Outdoor Customer Appreciation Day
– May 9, 2026
May State of the Province Luncheon
– May 14, 2026
Legacy & Lights Benefit Dinner (Keystone Center Foundation)
– May 14, 2026
Business After 5:00 with Pregnancy Support Centre of Westman
– May 20 2026
Brandon Career Symposium 2027 (Save the Date!)
-March 16-17, 2027
IANE Job Fair 2026
On April 8th, Heavenlee spent the day at Shoppers Mall as part of the IANE Job Fair 2026, representing both Brandon Jobs and West-Can HR.
From the moment the booth opened, there was a steady flow of people, some actively looking for work, others simply curious about what opportunities might be out there.
As conversations unfolded, she connected with job seekers at different stages of their journey. Some were looking for immediate work, while others were exploring new career paths. Heavenlee walked them through current openings, shared quick tips on resumes and interviews, and gave them a clearer picture of what employers are really looking for.
A big part of the day was also introducing people to Brandon Jobs, showing how it can be a helpful tool for finding local opportunities and staying connected to what’s happening in the job market.
Chamber April Luncheon: State of the City!
Team West-Can HR (Regina and Rob) attended the Chamber Luncheon on April 16th at the Keystone Centre for the State of the City. The room was filled with local leaders and businesses, all eager to hear where Brandon is headed and how the city continues to grow.
Mayor Jeff Fawcett shared an encouraging overview of the year so far, highlighting more than 400 new housing units and approximately $150 million in construction activity. A significant portion of this investment is supporting residential development, including new downtown housing and supportive housing initiatives through the Housing Accelerator Fund. While demand for housing remains strong, the overall message reflected steady progress and ongoing commitment to meeting the city’s needs.
The discussion also touched on key investments in infrastructure, public safety, and long-term planning to support continued growth, including future demand linked to the expansion of CFB Shilo. With a clear vision of reaching a population of 80,000 by 2040, Brandon continues to position itself as a growing and vibrant community.
It was a very informative and uplifting session that showcased strong momentum for the city, made even more enjoyable by the excellent and delicious food served at the Keystone Centre.
Divisional Career Fair 2026
Heavenlee and Regina from West-Can HR spent three afternoons visiting local high schools as part of the Divisional Career Fair 2026, connecting with students and having some really great conversations about what comes next after graduation.
On April 21, they kicked things off at Vincent Massey High School, where they met a group of students who were curious, and just trying to figure out their next steps. The conversation flowed easily as students asked about entering the workforce, what employers look for, and what entry-level opportunities are out there. To keep things fun, they also ran an interactive game that got students thinking about workplace choices in a simple, relatable way.
On April 22, they headed over to Crocus Plains Regional Secondary School, where the same game was played with a new group of students. There was a lot of laughter, debate, and surprises as students realized how different everyone’s preferences can be when it comes to work and lifestyle.
On April 23, they wrapped things up at Neelin High School, where another group of students jumped into the game and had the chance to learn more about West-Can HR and Brandon Jobs. The focus was on showing how both can help connect people to local job opportunities and support them in exploring different career paths right here in the community.
