Blog

Fit-for-Work Testing: How to Fit the Employee to the Job

If you're an employer, it's crucial that you ensure your employees — both new and return-to-duty — are ready for the work at hand.

Movers & Shakers - Tara Collin

Tara started her career with SureHire over 6 years ago and has proven to be a relentless ambassador of what SureHire represents everyday. Read on to learn more about Tara Collin

Cannabis Legalization & Alberta's Impaired Driving Laws

How does the upcoming legalization of cannabis impact Alberta's impaired driving laws?

Undue Harship

What is undue hardship and what factors are used to determine if an accommodation is that which would impose undue hardship?

Safety training for Joint Health and Safety Committees

Joint health and safety committees: What do employers and employees need to know, and how can we set our employees up for success?

Movers & Shakers - Elaine Dela Cruz

Every great business has a great team behind it. Elaine Dela Cruz started her SureHire career in 2014 as a Results Administrator. Elaine's passion and relentless desire to grow led to many opportunities throughout the company. Learn more about Elaine here:

Movers & Shakers - Chelsea Stern!

Every great business has a great team behind it. Chelsea Stern started her SureHire career in 2010 as a Tester at our Leduc facility. Chelsea's passion and relentless desire to grow led to many opportunities throughout the company. Learn more about Chelsea here:

Canada’s Impaired Driving Laws - Bill C-46 Updates

Reforms were made to Bill C-46 in regards to alcohol and drug impaired driving. Updates surrounding random roadside breath testing, roadside saliva testing, and THC blood levels are raising concerns for some Canadians.

Duty to Accommodate

When a worker, who is currently employed in your organization, returns to work after an injury you have a duty to accommodate that individual to the point of undue hardship. But what exactly is the “duty to accommodate” and what does it mean for your organization?

Empowering Your Workforce With Reasonable Suspicion Training

Today, one of the foremost issues my clients see in their workplaces is the prevalence of prescription drugs. They want to know: how do I monitor my workforce for legal drug use, and how do I put that into my company policy? Reasonable suspicion testing is a leading indicator, meaning it plays an important part in impacting future behavior. Rather than using lagging indicators to measure occupational health and safety outcomes, it is a preventative approach.

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