CPHR Alberta Announces Partnership with Bell Mobility Exclusive Partner Program

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Jan 2023
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A blue background with the words cphr alberta announcement on it.

January 20, 2023

CALGARY, Alberta – CPHR Alberta, a professional association dedicated to strengthening the human resources profession, is excited to announce a partnership with Bell Mobility, Canada’s best national network to provide CPHR Alberta members with Bell Mobility Exclusive Partner Program.

“Bell Let’s Talk Day is on January 25 th , where we as an HR community come together to support and advocate for mental health in the workplace. Connecting our community through conversation is important to CPHR Alberta, and we are thrilled to partner with Bell Mobility who can provide affordable rates and discounts to our members allowing them to make and continue those connections in the workplace and in their personal lives.” ~ Ioana Giurca

With the Bell Mobility Exclusive Partner Program, members and their families will receive preferential rates for their mobility needs. CPHR Alberta members save up to 30% on unlimited data plans and get big discounts on amazing phones, plans and additional discounts of up to 20% on name-brand tech with Bell at The Source Benefits. All of this can be applied to five family members or friends when you add them to your account.

Offer details:

Get 45 GB * for $66.50/mo. per line

  • Our fastest available 5G speeds and HD video
  • Unlimited data, talk & text

Or

15 GB for $50/ mo. per line † when you bring your own phone

  • 4G network access (up to 150 Mbps) and SD video
  • Unlimited talk & text
    Offers end February 6, 2023. 1 bell.ca/network *Beyond max speed, data speeds are up to 512 Kbps. 2 † New activations only. 2

BONUS: Get a $50 bill credit. ††
†† New activations only. Bill credit applied on the second bill.

To redeem this exclusive offer, CPHR Alberta members can follow these five easy steps:

  1. Visit b ell.ca/ epp or call 1 833 964-4484
  2. Register as a new user, choose the ‘Personal Email’ option
  3. Enter CPHR Alberta in the company/association field and select your company from the drop down
  4. Upload proof of CPHR Alberta membership (PDF or JPG formats) This can be a picture of your member portal including your member category and ID.
  5. Check out your exclusive offers from Bell! 

If you need assistance, please call the number above and a Bell Mobility representative will be happy to help!

Current as of January 5, 2023. Available with compatible devices within network coverage areas available from Bell Mobility. Speed and signal strength may vary due to traffic, topography, environmental conditions and other factors, like Bell’s management of network resources, using methods which include Internet traffic management practices. See bell.ca/ITMP. Connection service fee ($50) will appear on your first bill. Existing Bell customers who choose to switch to the Bell Exclusive Partner Program before the end of their contract are required to pay out their device balance and are subject to a $50 migration fee. 9-1-1 government monthly fee in AB.: $0.95, N.B.: $0.97, N.L.: $0.75, N.S.: $0.43, P.E.I.: $0.70, Qué.: $0.46, N.W.T.: $1.70, Sask.: $1.95. Bell remits required amount to government. Taxes extra. Other conditions apply. Subject to change without notice, not combinable with other offers. (1) Based on a third-party score (Global Wireless Solutions OneScore™) calculated using wireless network testing in Canada against other national wireless networks. See bell.ca/network. 5G/5G+ access requires a compatible device and a compatible rate plan (even if a 5G/5G+ symbol appears on your device). Coverage is approximate, may vary and may not include indoor coverage; see bell.ca/5G. Speed, performance and whether a 5G/5G+ device uses the available 5G/5G+ network depend on various factors including your rate plan, topography, environmental conditions, the current serving radio conditions at your location and whether the device is actively downloading or uploading data. Access is subject to Bell’s management of network resources, using methods which include Internet traffic management practices. See bell.ca/ITMP. (2) Ultimate Plan: With new activations or upgrades on 2-year eligible plan with Bell SmartPay™ or when you bring your own phone. Reduced data speeds beyond max. speed data will be provided at 512 kilobits per second. You can continue to use data at these reduced speeds until your next monthly bill period. Promo Plan: With new activations on 2-year eligible plan when you bring your own phone. Bring-your-own phone rate plans are on a 30-day term and will continue month-to-month thereafter. Rates are subject to change. See bell.ca/mobilitytermsofservice. Not compatible with Roam Better. Unlimited Canada calling and texting: Applies to calls made from Canada to a Canadian number or calls received from any number while you are inside Canada. Only available in Canada. Sent texts include texts sent to a Canadian phone number while in Canada and exclude texts sent to a landline, to a U.S. or International phone number, premium texts (short codes), alerts, texts sent with a messaging application and roaming (international GSM texts). Received texts include texts received while in Canada and exclude roaming, premium texts (short codes), alerts or dial-up texts received from a messaging application. Out of bundle charges may apply. (3) Bell SmartPay TM is available with new activations or upgrades on eligible 2-year rate plans. Credit is applied monthly over 24 months on your device payments. Activation must be in the same name as the primary account holder. Amortized taxes on the financed amount are payable with your monthly device payments. Purchase financing provided by Bell Mobility, on approved credit. Cost of borrowing is $0. If you end your Bell SmartPay Agreement early, then your remaining device payments will become due immediately. If you are ending your Service Agreement at such time as well, the remaining balance on your Agreement Credit (plus applicable taxes) will become due immediately. Screen images are simulated. “Bell SmartPay” is a registered trademark of Bell Canada. All other trademarks and logos used are trademarks of their respective owners. © 2023 Bell Canada. All rights reserved.

 

 

 

The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.



Strong Internal Controls Make Good Business Sense

By Jessica Jaithoo • October 16, 2025
Internal controls are not just a box on a checklist; they are a trust-building tool. When HR leads with transparency, integrity, and strong processes, it sends the message that the organization values trust and accountability. Internal controls can also protect against errors, fraud, and damage to its reputation. Internal controls support fair hiring, secure data management, and consistent documentation, helping HR stay aligned with laws, privacy standards, and compliance expectations. What are internal controls? Internal controls are an organization’s procedures, policies, and processes. They ensure: Compliance with laws, regulations, and policy Accuracy in reporting Overall efficiency and transparency in operations Internal controls include setting out approval authority, role-based system access, audit trails, and segregation of duties. Once your controls are in place, continuous monitoring them further reduce risk by identifying issues early and providing timely feedback on areas where additional training may be needed. Examples of HR internal controls and why an accountant might consider them important Hiring Background checks ensure individuals hired to handle sensitive data don’t have histories of financial misconduct Signed employment agreements support key inputs into the payroll process and can serve as audit documentation Approval workflow for hiring decisions help prevent unauthorized payroll expense s Payroll Segregation of duties between the person hiring and the person setting up payroll can prevent conflicts of interest and fraud Reconciliations of payroll reports with HR records help ensure records match the source data, which supports accurate financial reporting Compensation An assignment of authority for employee events (e.g., salary change, promotions) ensures changes are authorized and reduces the risk of unauthorized payments Supervisor approval on timecards ensures information sent to payroll is accurate Employee records Secure employee records ensure payroll, benefits, and compensation figures used in financial reporting are reliable and safe Tracking changes made to records provides a trail for internal and external auditors Policy and compliance Key company policies requiring an employee’s signature can mitigate financial risks and ensure employees are expected to be aware of an organization’s policies A whistleblower policy provides a mechanism to uncover fraud or misappropriation of an organization’s assets Access and data controls Role-based access to systems limits access to financial systems and reduces the risk of data manipulation Monitoring controls Exception reporting (e.g., duplicate payments) supports quick identification of errors and accuracy of financial reporting Internal HR audits help ensure HR-related financial activities have proper controls and the controls are working as designed By having an HR department that designs and implements internal controls, you are creating a stable system of checks and balances, minimizing risk in more ways than you might expect! About the author: Kristy Mielke CPA, CA fosters the professional growth of Alberta’s 32,000 Chartered Professional Accountants (CPAs) as the Director of Professional Development and Learning at CPA Alberta. She has previously worked in public practice and internal audit, and in addition to being a CPA, she is a Certified Internal Auditor and Certified Fraud Examiner.

An Update from your Board of Directors – September 2025

By Jessica Jaithoo • October 7, 2025
As the governing voice of CPHR Alberta, the Board of Directors meet quarterly to provide oversight and guidance in several key areas. The Board, alongside CPHR Alberta operations, continues to deliver on the association's strategic priorities developed in the 2020 strategic plan. To ensure transparency between our Board of Directors, members and key stakeholders, we are sharing post-meeting messages to inform the steps taken towards advancing our profession and ensuring a financially stable association. The Board of Directors met on September 22, 2025, and the Board’s key messages are as follows: 2026 – 2028 Strategic Plan The Board unanimously approved CPHR Alberta’s new 2026 – 2028 Strategic Plan, which includes a refreshed organizational vision and mission. This forward-looking plan focuses on: Enhancing member value Promoting self-regulation Elevating the visibility of the CPHR designation Fostering a future-ready HR community Implementation begins immediately, with further details to be shared in the coming months. Stay tuned, our new Strategic Plan will be released this fall via email! Board Recruitment The Board has initiated preparations for the 2026 elections. We will once again be seeking CPHR, Retired CPHR, and public members. Additional details will be available in November. CPHR Canada and Collaboration Across Provinces The Board welcomed Philippe de Villers, Chair of CPHR Canada, who presented the national organization’s new strategic plan and the strong collaboration across provinces. Further updates will follow after CPHR Canada’s December Board meeting. You can view the CPHR Canada Strategic Plan here. Financial Management The Board reported that CPHR Alberta remains on track for a balanced 2025 budget, with no current financial risks identified. Engagement Board members will be attending our holiday mingles across the province starting in November. We invite you to join us in celebrating another successful year as a growing HR community. Visit the CPHR Alberta events page and watch your inbox, registration opens soon!  The next Board meeting takes place in November 2025, after which we will again share our key messages. If you have any questions regarding these key messages or the Board of Directors, please contact chair@cphrab.ca . We welcome your feedback!

Supporting Employee Well-Being: How HR Plays a Role in World Mental Health Day

By Jessica Jaithoo • October 7, 2025
Each year on October 10th we commemorate World Mental Health day. A day dedicated to raising awareness, minimize stigma, and promote meaningful connections and conversations about mental well-being. In the modern fast-paced and high-pressured working world, mental health support comes as a crucial element beyond a wellness initiative. It helps to build a more resilient, compassionate, and productive workplace. For HR professionals this day is an important reminder in the role we play in creating a culture that prioritizes empathy, balance, and care. When employees are mentally supported, they are more engaged, collaborative, and better equipped to excel in their roles. Why Mental Well-Being Matters Mental health can affect anyone, regardless of position, age, industry, or experience. The World Health Organization (WHO) reported that in 2019, 970 million people globally battled mental health issues. Anxiety and depression being the most common disorders. The economic costs become substantial, with loss in productivity outstripping direct cost of care. Beyond numbers, the impact can ripple through teams and affect morale. Stress, burnout, and disengagement have real, impactful consequences. Acknowledging mental health and proactively making efforts to take care of employees strengthens companies as a whole. How Can Employers Support Employee Mental Health? While there is no “cookie cutter” formula to promote mental wellness – creating an environment where employees feel seen, heard, and supported is key. Here are a few actions HR can implement to make an impact: Foster Open Conversations Break the silence. Openly encouraging judgement-free conversations around mental health can reduce the stigma around the topic. Practicing empathy and sharing personal experiences can encourage others to also discuss their own experiences and current challenges. Access to Mental Health Resources Ensure employees know where they can turn to for help. Having an Employee Assistance Program (EAP) with access to counseling, therapy, or mental-health hotlines and online support tools can increase awareness and better access to resources that can help employees whom are struggling with their mental health. HR can also work with benefits providers to increase coverage for mental health services or host workshops that focus on stress management and mindfulness as well as recognizing signs of burnout or emotional distress. Creating an environment within the workplace that promotes these habits also is important. Having quiet spaces to decompress, offering mental health days, or acknowledging small employee achievements can go a long way. Work-Life Balance Having a balance between work and personal life is key in maintaining mental health. Encourage employees to set realistic goals and expectations, honour their time off, and model such balanced behaviour themselves. Flexible work schedules, options to work remotely, regular check-ins, and encouraging boundaries can help employees better manage their workload and reduce burnout. Celebrating World Mental Health Day in the workplace  World Mental Health Day is a great opportunity to remind and emphasize an organization’s commitment to well-being. Here are a few ways HR can promote and celebrate the day: Host a wellness workshop: Invite a speaker or mental-health professional to talk about coping strategies or tools for mindfulness Coffee & Connection: Have an informal meeting where employees can share their own ways to de-stress and support one another Share Resources: Share educational material or mental health tips through internal communication channels Closing Thoughts Mental health shouldn’t just be a one-day topic. It’s a constant year-round commitment to help take care of ourselves. On this World Mental Health Day, we should reflect on how to make our own workplaces safer, fostering compassionate and stigma-free spaces for everyone. As HR professionals we are in a key role to lead this change. We can advocate for open dialogue, sharing helpful resources, and nurturing an inclusive culture that values well-being just as much as performance. By working together, united we can create safer workplaces where employees can thrive both professionally and personally. When people feel supported, everyone benefits. Resources: https://www.who.int/health-topics/mental-health#tab=tab_2 About the Author: Rheya is a volunteer with the CPHR Alberta Social Media Committee, a young professional passionate about HR and creativity. With a Diploma and Bachelor's in Business Administration from SAIT, Rheya brings experience in project management, SEO, and social media. When not working, Rheya enjoys crocheting, writing a first novel, and binge-watching Harry Potter movies.
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