Sample Sidebar Module

This is a sample module published to the sidebar_top position, using the -sidebar module class suffix. There is also a sidebar_bottom position below the menu.

Sample Sidebar Module

This is a sample module published to the sidebar_bottom position, using the -sidebar module class suffix. There is also a sidebar_top position below the search.

Our industry is always experiencing challenges when it comes to managing our workforce and Trucking HR Canada research is showing that 2020 will be no different.


Changes to the Canada Labour Code, a continued shortage of truck drivers, and the issues with industry image are just a few issues that managers have to deal with.

Canada Labour Code changes
Bill C-86 and Bill C-65 reshape aspects of the Canada Labour Code and significantly affect the way federally regulated trucking and logistics business manage their employees.
Bill C-86 introduced major changes with respect to overtime, pay equity, employment leaves, employment standards, and hours of work. Bill C-65 introduces measures to prevent and respond to workplace harassment and violence, including the introduction of changes that can help support victims of such incidents. HR managers at trucking and logistics companies need to prepare for these new rules by conducting a full review of their current policies and procedures, compensation systems, and more.

Many still have work to do. Our recent research shows that a large number of employers in the industry have yet to update their employment policies and practices – and they need help and other resources to do so.
Trucking HR Canada is cooperating with both Labour Canada and industry associations to assist in this regard. We are also working to support employers on workplace violence and harassment compliance as a start, with more resources to follow.

The driver shortage
While the pressure may have eased a bit in 2019, all research is showing that the shortage of drivers will only continue this year.
Truck driver unemployment in Canada declined from 6.6% in 2016 to 3.8% in 2018. In comparison, the unemployment rate for all occupations fell at a considerably slower pace, from 7.0% in 2016 to 5.8% in 2018.
To fill vacancies in 2020, employers will need to expand their pool of potential workers.

This gets more difficult with each passing year. Roughly 32% of truck drivers in Canada are 55 or older – only 21% of the total Canadian labour force is in that age bracket. More than 6% of truck drivers are 65 or older. Just 4% of Canadians of that age are still working.

As an industry, we need to tackle our supply issues by appealing to a much broader group of workers. And employers need better short- and long-term recruitment and retention strategies.

Solutions
There are solutions. For starters, we’re using data and research to quantify the industry’s labour market.
Trucking HR Canada is currently working with the Conference Board of Canada to analyze the results of the employer survey we conducted last fall, along with the various data-pulls from government sources.

The intent is to give us a better understanding of the workforce as it stands today, and the challenges to come. While our interim Labour Market Information report is available now on our website, a more comprehensive analysis will be unveiled on March 11 with a press conference in Toronto. Please register to watch the event live via our web cast. Details will soon be on our website. When it comes to industry image – the industry is taking action when it comes to the labour pool.

The Canadian Trucking Alliance will soon be launching the largest-ever industry image campaign to address the myths and misperceptions of the industry by targeting those we know have an interest in truck driving as a career.
We will also host our first ever Workforce Knowledge Exchange on March 11. Here, we will work together to identify an action plan to inform practical approaches for employers.

Visit our website for more information and resources or reach out to theteam@truckinghr.com to learn more. I encourage you to reach out your provincial association for more localized resources and networking.