"Family business success comes from the capability of the family to work together, avoiding sibling rivalry and intergenerational conflict. In addition, as much as possible, a family business should divide the family relationship from the business relationship."

Earl Deane Kanaly, The Kanaly Concept

Contents

• Forward
• The Agri-Sector
  • The Farming Challenge
  • Solving the Farm Transition challenge: A Need for Problem solving
    • Problem Solving
  • Barriers to Getting Started
  • Generating and Selecting Alternatives
  • Individual and Generational Difference
  • Facilitating Problem Solving
• Strategic Planning
  • Introduction
  • Step 1: Goal Formulation
  • Step 2: Description of the Operating Environment
  • Step 3: Inventory Physical Resources
  • Step 4: Assessment of Management Strengths and Weakness
  • Step 5: Identify Limiting Resources
  • Step 6: Developing the Farm Strategy
  • Step 7: Comprehensive Analysis
  • Step 8: Making and Implementing the Decision
  • Step 9: Adjust the Strategy
  • Identification of Limiting Resources
• Farm Employees
• The Employment Relationship
  • Does It Exist ?
  • Personal Information Required on Hiring
    1. The Employment Insurance Act
    2. The Canada Pension Plan
    3. The Income Tax Act
    4. The Immigration and Refugee Protection Act
    5. Human Rights Codes
  • The Employment Contract
• Vicarious Liability
• Managing Human Resources - Legal Requirements
  • Overview
  • Employment Standards
    • Payment of Wages
    • Unfair Employment Practices
    • Offences and Penalties
  • Worker's Compensation
    • Wage Loss Benefits
    • Impairment Awards
    • Survivors' Benefits
    • Director's Coverage
    • Workers' Compensation Act Review
  • Workplace Safety and Health
    • Cornerstone Recommendation
    • Public Awareness
    • Training
    • Prevention Measures
    • Responsibility
    • Workplace Injury Reduction Target
  • Human Rights
    • Prohibited Conduct
    • "Discrimination" defined
    • Applicable characteristics
    • Discrimination in employment
    • Direct vs. Systemic Discrimination
    • Duty to Accommodate
    • Bona Fide and Reasonable Requirements or Qualifications
    • The Disabled Person and The Farm Business
    • Harassment
    • Human Rights and Harassment Policies
    • Procedure
    • Conclusion
  • Labour Relations
    • The Law
    • Rights of Employees
    • Limits on Management Free Speech
    • Good Management Practices
    • Early Warning
    • Responding to an Application
    • Secret Ballot Representation Votes
    • Discretionary Certification
    • Business as Usual
  • Common Law
  • Termination of Employment
  • Other Provisions: Non-Compete, Confidentiality
  • Rights to Inventions
  • Corresponding Provincial Statutes
    • British Columbia
    • Alberta
    • Saskatchewan
    • Manitoba
    • Ontario
    • Quebec
    • New Brunswick
    • Nova Scotia
    • Prince Edward Island
    • Newfoundland
    • Yukon
    • Northwest Territories
• Additional Internet Links
• Critical Issues Checklist At A Glance
  • Decision Making
  • Strategic Planning
  • Farm Employees
  • Regulations Checklist

Appendix

• Employer / Employee Understanding
• Guidelines for Farm Employment Standards
• Farming and the Workers Compensation Act