Two Moves Ahead - Chess and HR

25
Jan 2022
261
A person is holding a chess piece over a chess board.

Author: Serena Pawluk

TWO MOVES AHEAD – CHESS AND HR

It’s January. A fresh month, in a fresh year. Optimism skyrocketing. New goals being set. New Year’s resolutions being thrown around amongst friends on social media platforms for all to see. The pride. The joy. The determination.

Then “it” creeps up.

What starts out as a very faint pastel, develops into a hint, intensifies, and eventually transforms into Cloverdale Paint tint #426F8F – aka Blue Monday. The most depressing day of the year. But why? Let’s jump in our fictional “DeLorean” and go back to the previous December to explore how many individuals end up here.

Each year, the holiday season brings feelings of warmth, joy, love in the air. We find ourselves embracing the spirit of the holidays. We all seek to find that perfect gift for that someone dear to our heart. Some may have shopped online, clicking “next” over and over again (like the stereotypical single person seeking out their soulmate swiping right on a dating app) until that perfect gift idea finds itself in the “cart”. Some went to the mall, wandering store to store in search of their prized gift. Whether we are in-person smiling back at a festive cashier, or nose deep into a page on Amazon; when it comes time to pay, many of us turn to that one source - the “provider” - capable of offering means to obtain that special gift. That provider has a name. Have you guessed it yet? You get a gold star and a solid pat on the back if your answer is *insert drum roll here*… “The Credit Card”. 

A GAME OF CHESS - CHECK

Shopping with a credit card can be compared to a game of chess. The first move seems simple and harmless, but if you are not careful, before you know it, your king will be in danger or even, checkmated. What you do now will affect you later. In an article written by CBC Senior writer, Pete Evans, he writes “At the turn of the millennium, Canadians owed a total of $13.2 billion on the credit cards. By February 2020, that figure ballooned to $90.6 billion”. [i] Getting a handle on credit card debt is important but may seem difficult to achieve. Once an individual has fallen victim to the sweet, alluring calls of the ease of use of “The Credit Card”, it can be difficult to pull back out of debt. This is when it becomes necessary to be proactive: open Google, research debt relief companies, and make a phone call to a resource that offers debt relief counselling. So, what should you look for in a debt education and counselling service provider? For starters, they should have the newest, shiniest, MOST INNOVATIVE and PROVEN tools. Tools that will help mold, shape, and revolutionize the corporate wellness HR Packages.

THE CHESS GRANDMASTER

In this scenario, your opponent, “Debt”, is a Chess Master. As a HR Professional, your role is already comparable to a chess master. But better. You are a Chess Grand master. Always a step or two ahead in your industry ensuring you find and offer your employees exceptional employee/corporate wellness programs. Such programs are important for the employer as they help in improving recruitment, increasing retention, and reducing absenteeism. They are also essential for the employee in not just maintaining mental health but improving it. Since the arrival of the COVID-19 pandemic, so many employees’ mental health has been hit hard on a global scale. Providing meaningful wellness programs for them is paramount. Legal, Identity theft, and debt issues are an important matter that affects both the employee and the employer. The demand is growing for affordable access to all but finding a “one size fits all” program that handles all three of these is difficult. It may seem impossible, but it isn’t.

GAME PIECES - THE KNIGHT

Like every good “fairy tale”, there is always a prince charming offering that “happily ever after” or a knight in shining armor offering that feeling of safety, protection, and security. The Knight is also an important piece in chess over and across other pieces to protect the King (in this case, the employees). Without further ado, let’s go on a quest together to find our Knight.

There is a substantial benefit in joining forces with the right “Knight” that will provide employees of corporations (families & individuals) access to legal, ID theft restoration / monitoring, AND credit counseling / education resources. Protecting your employees and their families by seeking advice from professionals in these areas can mean all the difference. A broad corporate and employee wellness program can be pivotal.

Let’s face it. Lawyers are involved in our stages of life. [ii] When we plan a wedding, there are contracts and documents to read (DJ’s, caterers, travel agent). When we have children, an estate planning kit is in order. Those children unavoidably become teenagers with a driver’s license. Setting in place the right corporate wellness provider can extend peace of mind for employees. Knowing that if their teenager was ever pulled over, they have access to contact a professional they can rely on. These same children may get bullied at school. Lawyers can help ensure the child’s rights are protected.

When it comes to Identity Theft, we no longer live in a world of “if” it will happen, but rather, “when”. Hackers are industrious; capable of finding innovative ways to seek and locate your personal information; sniffing out every opportunity to hijack your data. [iii] The good news: “when” the hacker is successful in stealing our identity, your employees have access to a Private Investigator AND a lawyer to help combat this disaster.

Let’s return to the topic of debt (and for this article, also known as our “opponent”).

When there is a corporate wellness group benefits plan in place with the combination of legal and Identity theft protection, employees gain exclusive access to one-on-one education to help them understand their credit rating and actions that are likely to have an impact on their credit score. [iv] Additionally, the provider law firm can offer legal consultation on the laws surrounding credit scores and lending as well as draft letters on the employee’s behalf and review documents up to fifteen pages for them. They also receive the help of our Identity theft specialists when someone steals their identity. We are now equipped with enough information that we can now setup our final move.

ENDGAME

Thankfully, YOU are a Grand Master.  Time to put your endgame in motion. Much like chess is a battle, weaponizing your Queen (Your Corporate Wellness program) is the crucial piece in ensuring the safety of your King (your employees).  

The World of benefits is evolving. Safeguarding the mental health of your employees and their families is critically important. A robust Corporate Wellness Program that includes Legal, ID Theft restoration & monitoring, and Credit education & counselling services are important on your employee’s chess board of life. As a Chess GrandMaster, going to battle with your Knights and Queen by your side, protecting your community of loyal subjects (AKA your King).

CHECKMATE.

[iii] Take Control of your Privacy with IDShield Video - https://ls-info.com/res/11331/48578?source=web

[iv] LegalShield plus IDShield dual plan webpage - https://teampawluk.wearelegalshield.ca/legal-identity

_____________________________________________________________________________________________

About the Author:

Serena Pawluk is a director with LegalShield Canada & focuses mainly on the business-to-business side of the organization. Serena was originally introduced to LegalShield in 2015 while working at an insurance company. She quickly discovered that what LegalShield offers fell in line with her personal beliefs that legal help should be within the reach of everyone regardless of demographic. The insurance company is very limited in what they can offer. Serena made the choice to become exclusive with LegalShield so that she could help not only families, but small business owners and employees of companies.

To add more value for her clients, she became licensed as a Commissioner for Oaths in June 2020. Serena was born and raised in Alberta. One of her proudest accomplishments is her partnership with the Alberta Chambers of Commerce. Dollars from partnerships are reinvested back into the community, providing sustainability and growth.

Finally, what Serena does best is help you live more, so you can worry less.


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.

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.



There's Still Time to Learn, Connect, and Earn CPD Hours

By Jessica Jaithoo • September 29, 2026
As the year draws to a close, now is the perfect time to invest in your professional growth. Whether you're looking to maximize your remaining professional development (PD) budget, complete your CPD requirements, or build skills in emerging areas, CPHR Alberta's fall lineup offers practical learning opportunities designed for today's HR professionals. A Timely Conversation: Workplace Suicide Awareness and Prevention October's Suicide Prevention Month serves as an important reminder that mental health and wellbeing continue to be critical workplace priorities. HR professionals are often called upon to support employees, leaders, and teams through difficult situations. Our Workplace Suicide Awareness for HR Practitioners: Masterclass (October 28) , led by Tara Adams, Founder of Abridge Consulting, provides practical guidance on understanding suicide in the workplace, implementing prevention strategies, and creating a more supportive workplace culture. * Earn 3 CPD hours. Lead Through the AI Shift with Confidence Artificial intelligence is rapidly transforming the workplace, making AI literacy an increasingly important skill for HR professionals. Our 3-day AI Certificate (AI Adoption that improves productivity without overwhelming the organization December 9-11) and Leading Through the AI Shift – Master Class (November 4) provide practical insights into AI adoption, workforce transformation, and the evolving role of HR. Build the knowledge and confidence needed to support AI initiatives and help your organization navigate change. Learn on Your Schedule with Conference On-Demand Access more than 20 recorded conference sessions, including keynotes, concurrent sessions, micro-sessions, and expert panels, anytime and anywhere. Gain practical HR insights, access speaker resources and presentations, and learn at your own pace. * Earn up to 5 CPD hours. Build Expertise in High-Demand HR Areas In addition to our featured offerings, this fall's PD calendar includes opportunities to strengthen core HR competencies through: Law Symposiums across Alberta chapters (September, October and November) Investigation Report Writing Workshop (November 5) Investigation Interviewing Techniques Workshop (November 18) Conducting Credibility Assessments Workshop (December 2) Workplace Investigation Training Certificate (November 24-26 and December 8-10) These programs provide practical, immediately applicable knowledge that can help strengthen decision-making, reduce organizational risk, and enhance your effectiveness as an HR professional. Don't Forget Your Complimentary Learning Opportunities  As part of your membership, you also have access to a variety of complimentary professional development opportunities throughout the fall, including: Monthly member roundtables Noon-hour webinars: Expert-led discussions on topics such as managing intergenerational teams, workplace agility, and common recognition and rewards mistakes. Finish the Year Strong Don't let unused professional development dollars or outstanding CPD requirements carry into year-end. Explore our fall learning opportunities and invest in skills that will support your success today and into the future—then round out the year by reconnecting with your professional community. Join your HR community at one of our Holiday Mingles , taking place across the province this November and December. These gatherings offer a chance to celebrate the year, expand your network, and reconnect with colleagues before the holiday season. View the Professional Development Calendar

World Mental Health Day: Key Lessons for HR Professionals

By Jessica Jaithoo • September 28, 2026
Author: Volunteers from the Wood Buffalo Chapter Observed annually on October 10th, World Mental Health Day highlights the importance of promoting mental health awareness and improving access to mental health support worldwide. The day was established by the World Federation for Mental Health and is supported internationally by the World Health Organization. In Canada, mental health challenges increasingly affect workplace productivity, employee engagement, and organizational sustainability. For HR professionals in Alberta, World Mental Health Day provides an opportunity not only to raise awareness but also to evaluate policies, workplace culture, and leadership practices that support psychological safety. HR professionals have a significant role in ensuring compliance with provincial legislation while building supportive work environments that address emerging mental health risks. Recent Canadian research indicates that workplace mental health challenges are widespread and growing. Several key statistics illustrate the scope of the issue: 1 in 5 Canadians experiences a mental health problem each year (Employment and Social Development Canada). Mental health problems remain the leading cause of disability in Canada . Approximately 58% of employed Canadians are affected by a mental health diagnosis either personally or through a family member. 52% of employees report mental health challenges that affected their work performance , yet only 33% disclose these challenges to their employer . 39% of Canadian workers report experiencing burnout , demonstrating a significant increase compared with previous years. Nearly 47% of Canadians identify work as the most stressful part of their daily life . The economic implications are also substantial. Mental health problems cost the Canadian economy approximately $51 billion annually, including $20 billion directly related to workplace impacts such as absenteeism and reduced productivity. These statistics demonstrate that workplace mental health is no longer solely an individual concern; it is a strategic organizational issue requiring active engagement from HR and Business leaders. Alberta Legislative Context: HR Responsibilities HR professionals in Alberta must navigate both occupational health and safety requirements and workers’ compensation frameworks related to psychological injuries. The Alberta Occupational Health and Safety Act requires employers to ensure the health and safety of workers, which increasingly includes psychological health and safety. While the legislation traditionally focused on physical hazards, workplace harassment, violence, and psychosocial risks are now recognized as hazards that must be addressed through prevention and policy. Under Alberta OHS requirements, employers must: Identify workplace hazards, including psychological hazards such as harassment or excessive workload Implement prevention measures and policies addressing workplace violence and harassment Provide training and reporting mechanisms for workers In practice, this means HR departments must develop policies addressing psychological safety, respectful workplaces, and harassment prevention. Failure to address these risks may expose organizations to legal liability and regulatory scrutiny. Another legislative body of work comes through the Workers' Compensation Board (WCB) Alberta which recognizes that psychological injuries can occur as workplace injuries similar to physical injuries. It provides income replacement to workers with a diagnosed injury or illness that is shown to arise out of and in the course of employment. For HR professionals, this has several implications: Workplace psychological injuries may result in WCB claims Employers may need to participate in claim investigations and return-to-work planning Organizations must demonstrate that reasonable steps were taken to prevent psychological harm Key Lessons for HR Professionals Integrate Psychological Safety into Workplace Safety Programs Mental health should be treated as part of occupational health and safety rather than a separate wellness initiative. HR professionals should integrate psychological risk assessments into safety management systems and identify workplace factors such as: excessive workloads toxic workplace culture violence, harassment or bullying lack of managerial or organizational support Proactive management of these risks can reduce absenteeism, disability claims, and employee turnover. Train Managers to Respond to Mental Health Concerns Managers often serve as the first point of contact when employees experience psychological distress. However, research shows that many supervisors feel unprepared to address mental health issues effectively. HR professionals should implement training programs that equip leaders to: recognize early signs of burnout or distress conduct supportive workplace conversations connect employees to resources such as Employee Assistance Programs Managerial support is particularly important, as studies show that support from managers and coworkers significantly improves workplace mental health outcomes. Address Workplace Stigma Despite increasing awareness, stigma remains a major barrier to mental health support. A significant proportion of Canadian employees report that they would hesitate to disclose mental health challenges due to fear of career consequences. HR professionals can reduce stigma by: encouraging senior leaders to discuss mental health openly integrating mental health awareness campaigns into workplace culture ensuring confidentiality when employees seek support Strengthen Workplace Supports Effective mental health support systems may include: Employee Assistance Programs (EAPs) flexible work arrangements mental health leave policies access to counselling services Research suggests that time off, flexible schedules, and supportive management are among the most effective workplace mental health supports. For HR professionals in Alberta, World Mental Health Day serves as an important reminder that mental health is both a legal responsibility and a strategic workforce issue. Organizations that prioritize psychological safety and employee wellbeing are better positioned to reduce disability claims, improve employee engagement, and retain skilled workers in a shrinking talent pool. With rising burnout levels, increasing psychological injury claims, and evolving legislative expectations, HR professionals in Alberta must take a leadership role in promoting mental health and wellbeing in the workplace. By aligning organizational practices with occupational health and safety requirements, supporting employees experiencing psychological challenges, and fostering open workplace cultures, HR professionals can help create healthier and more sustainable workplaces for the future.

Why Workforce Analytics Requires More Than Technology

By Jessica Jaithoo • September 10, 2026
Author: Eleanor Hecks As workforce analytics becomes more sophisticated, organizations have more ways to understand how work gets done. But introducing these tools without clear communication can create uncertainty around privacy, data use and employee trust. HR leaders should make the purpose and boundaries of these tools clear from the start. The Rise of Employee Monitoring The workforce analytics market has reached $2.92 billion in 2026 as organizations pursue hybrid-work optimization, data-driven talent decisions and AI-powered analytics. Within this broader market, organizations are increasingly using tools such as productivity-monitoring software, keystroke logging, application and activity tracking and other systems that analyze employees' work patterns. These technologies can give HR greater visibility into workloads, staffing needs, productivity and broader workforce trends. However, as these tools become more sophisticated, HR also needs to consider how employees will understand and respond to data collection. What Can Go Wrong When Employers Introduce Productivity Trackers? Problems can arise when employees do not know what information the organization collects or how it will use it. Workers may worry that screenshots or time away from a device could become measures of their value or performance. These concerns are worth taking seriously. The American Psychological Association found that 45% of workers who experienced workplace monitoring said their work environment had a negative impact on their mental health. The finding highlights why HR should consider the employee experience when introducing these tools. Building Trust in Workforce Analytics Introducing monitoring works best when employees understand the decision and see themselves as part of the process. Transparency and early communication often build confidence and trust. Address Employee Concerns Before They Become Questions HR should explain the basics before introducing the software, including which activities the system will track and which it will ignore. Managers should also let teams know whether the tracker data can influence performance decisions. Proactively explaining the tool's capabilities and limitations can help prevent an unexpected discovery from becoming a trust issue. Have a Clear Purpose for the Technology HR should identify the specific problem before choosing a solution. This becomes especially important as organizations race to adopt emerging technologies without defining clear objectives first. This pattern is visible in how many companies are currently approaching AI adoption. A survey found that about half of organizations have deployed AI or plan to do so this year, but only one-third have a strategy for it. These numbers show that organizations are implementing tools simply because they feel like they “should,” faster than they can define what success looks like. Workforce analytics tools — many of which now include these AI-powered features — present the same challenge. “We need to use more tools that integrate AI” or “Everyone else is tracking productivity” are not strategies. Without a clear purpose, HR may collect more data than it needs or track metrics that don't align with actual business decisions. Before selecting a monitoring tool, HR should determine what it needs to learn and what decisions the data will support. Explain the Difference Between Aggregate and Individual Data Employees should understand whether HR is looking for broader workforce patterns or evaluating individual behavior. Aggregate data might show that a department is consistently handling a heavy workload, while individual data could reveal how a specific employee spends their time. Making this distinction clear can reduce uncertainty about how the organization will use employee information. Build Trust Through Inclusive Practices Employee involvement should begin before committing to a vendor or a tool. Representatives can help assess what a system collects and whether intrusive features align with organizational goals. HR can invite employees to ask questions and solicit their feedback on monitoring policies. California's proposed AB 1883 illustrates the emerging regulatory conversation around workplace monitoring. The bill seeks to prohibit employers from using workplace surveillance tools that predict emotional states or collect neural data. As proposed legislation, it is not currently a requirement for California employers, but it demonstrates how policymakers are beginning to address newer forms of workplace surveillance. Trust Starts Before the Monitoring Does Workforce analytics can deliver real insight into workforce needs. Organizations that communicate openly about purpose and involve employees often create monitoring systems that support better resource allocation and planning.
MORE NEWS