CPHR BC & Yukon, a non-profit association, is a democratic organization governed by a volunteer Board of Directors elected by the membership.

CPHR BC & Yukon believes in being transparent with both the public and our members. Please feel free to review our Annual Report and Audited Financial Statements 2023 or our Bylaws.

Board of Directors

Anthony Ariganello, CM, FCPHR

Anthony became CPHR BC & Yukon’s CEO in 2014. For the previous 11 years, he served as president and CEO of the Certified General Accountants Association of Canada (CGA-Canada), a self-regulating association of 75,000 accounting professionals and students. During this period, CGA-Canada achieved international recognition as a leading accounting designation. Previously, Anthony was president of Montreal-based Avon Canada, and also held senior-level financial positions including that of the controller at Nortel Networks. His significant contributions for advancing National practices and Standards as a leading financial executive in the Accounting and Human Resources professions, respectively, earned him an appointment to the Order of Canada in December 2023.

Gordon Chan

Gordon is a Chartered Professional Accountant (CPA) and has been in Public Practice for over thirty seven years. He is currently the senior partner of Chan Choi & Company, a Public Practice accounting firm in Victoria. Gordon enjoys working with small and medium sized business owners in accounting, taxation, business and management consulting and provides consulting in starting up and selling businesses. He currently served as a member of the Accounting Policy Advisory Committee for the Province of BC since 2009. In addition, he serves on three strata councils as the Treasurer or President. Previous board experience includes CGA BC and CGA Canada Board from 1992-2000. He served as President of CGA BC in 1998. In addition, Gordon have served on more than 40 committees, advisory groups and task forces for CGA BC and CGA Canada from 1985-2014.

Jacquie Griffiths, CPHR

Jacquie joined Invest Vancouver as the Executive Vice President in 2021 and has worked with Metro Vancouver since 2014.  In her current role she leads the three functional teams who are delivering economic development services to the Metro Vancouver region.  In her previous roles she has led teams providing human resources strategy services.  She has also worked in the mining, banking and education sectors.  Jacquie served three terms as a Referee for the Employment Insurance Commission of Canada and was recognized as one of Business in Vancouver's "40 Under Forty".  Jacquie holds a Bachelor of Commerce from the Sauder School of Business at the University of British Columbia as well as a Master of Arts from Royal Roads University.  Jacquie has served on a number of not-for-profit boards and is currently a Board Director for the Chartered Professionals in Human Resources BC and Yukon.

James Kondopulos, CPHR

Vice Chair
James D. Kondopulos, CPHR is a founding member and partner* of Roper Greyell LLP, a Vancouver-based employment and labour law boutique with over 50 lawyers who practise exclusively in the area of workplace law. He has represented employers and senior employees before all levels of court and a wide range of workplace-related administrative tribunals in British Columbia.  He is frequently recommended as a strong advocate who provides capable representation and pragmatic advice. James was named one of Canada’s leading lawyers under 40 in 2013.  He is a Chambers-ranked lawyer and has been repeatedly recognized as a leading lawyer in employment and labour law by Best Lawyers, the Canadian Legal Lexpert Directory and Who’s Who Legal. James spends most of his time outside work with his wife and their three children.  He is a past board member of the children’s charity, Make-A-Wish BC & Yukon.

Kevin Howlett, FCPHR

Past Chair
Kevin Howlett is a recently retired executive from Air Canada, having held the position of Senior Vice President Regional Markets and Government Relations. During his 45-year career with the company, Kevin was the accountable executive for various departments, including Human Resources, Government Affairs, and Regional Operations, operating under the Air Canada Express brand. Educated at the University of Prince Edward Island and Dalhousie, Kevin holds the CPHR (Chartered Professionals in Human Resources) designation. He is the Chair of the CPHR BC & Yukon Association and is as well on the Board of Directors for the Vancouver Airport Authority and the NavCanada Board.   Kevin holds the Institute of Corporate Directors designation (ICD.D) from the Beedie School of Business at Simon Fraser University.

Louise Cook, CPHR

Louise Cook is the Vice President, Human Resources at Creative Energy, a community energy company which designs, builds, owns, operates and maintains low carbon district energy systems, with offices in Canada and the US. She is an accomplished leader, with over 30 years of generalist expertise in human resources, in the private, public and not-for-profit sectors in both unionized and non-unionized environments. Louise has also led [lead] teams in operational excellence and corporate social responsibility. She possesses expert knowledge of developing and managing strategic and operational HR programs and services, including strategic talent acquisition, performance success, compensation and total rewards, leadership and organizational development, health and wellness, learning and development, change management, employee engagement and diversity, equity and inclusion. She is passionate about supporting people to achieve performance excellence and creating cultures in which people feel engaged, valued and inspired to deliver their very best. Louise has a Bachelor of Arts (Honours) in English Language and Literature from the University or Reading, U.K., a postgraduate diploma in Human Resources from the Manchester Metropolitan University, an Award of Achievement in Diversity, Equity & Inclusion from the University of British Columbia, holds the Chartered Professional in Human Resources (CPHR) designation and is a Coaches Training Institute certified coach. She is a former Director of the Vancouver Chapter of the International Coach Federation.

Mandie La Montagne, CPHR

Co-Founder & Partner with The Intueri Group, a blended practice consultancy specializing in strategic succession planning and business transition advisory. In this role she serves as HR Practice lead, working with business owners and workplace leaders on the development and implementation of effective people practices. A long-time generalist HR professional, Mandie offers a wealth of knowledge and perspective attained over her 20+ year career spent supporting, directing, and leading the people & culture function for a variety of organizations in retail and food manufacturing, cooperative finance and insurance, pharmaceutical, and health-based entrepreneurship.  Complementing her work experience, she has an education in Human Resources and Leadership from the BC Institute of Technology, and a Masters in Professional Communication, (spec. Intercultural & International) from Royal Roads University. Active in her community, she is both a Board Director and Social Policy/Workforce Development Team Co-Chair with the Surrey Board of Trade; an Instructor in the HRMT program with KPU; and participates in a variety of employer advisory councils. Outside of work she is ‘Mom’ to two active teenagers, a hobby photographer, an avid traveler, and along with her husband, is an international marathoner.

Michele Matthews, CPHR

Michele Matthews has been a key contributor to the success of Canada’s leading haircare manufacturer, AG Care, an organization recognized for their global brand and being one of Canada’s Best Managed Companies. As Chief Operating Officer, Michele is responsible for helping to set the strategic direction of the company, and enhancing performance by aligning leadership, business strategy and culture. Her scope includes leading Operations, Supply Chain, Quality, IT and People & Culture functions. Michele fosters a dynamic company culture that inspires innovation and promotes supportive practices aligned with AG’s values. She is a purpose-driven leader who drives business results and organizational effectiveness through connection, development and care at AG. Michele is a Certified Executive Coach (Royal Roads University), holds a CPHR designation, and is a graduate of BCIT in Human Resources Management. In 2021, Michele was nominated for a YWCA Women of Distinction Award and is currently a Board Director for the Greater Vancouver Board of Trade. Michele and her husband Glenn were both raised in North Vancouver, and along with their 2 daughters are proud to call it home.

Naz Kullar, CPHR

Naz Kullar joined the Insurance Council in 2023 as Director People & Culture. She is responsible for the planning and implementation of people practices that support the direction and strategic goals of the Insurance Council. She has oversight of the following areas: employee engagement, organizational culture, total compensation, talent acquisition, performance management, succession planning, employee relations, health & safety/wellness and training and development programs. With a passion for people and helping others, Naz launched into her career as an HR professional after graduating from University with a degree in Psychology. She has worked for a variety of industries in the UK and Canada including healthcare, retail, professional services, and the financial services sector. A member of the CHPR since 1998, Naz currently participates as a member of the Board of Directors for CPHR BC & Yukon and currently serves as Board Chair. She has participated in the CPHR mentoring program for over 10 years and has contributed as a speaker on various topics at the CPHR conference and CHRO events in BC.

Robin Turnill, FCPHR

Robin Turnill is the Chief HR Consultant at Pivot HR Services, and she has 20 years of executive, management, and consulting experience in both the public and private sectors.  Her consulting work has led to providing strategic HR services to clients in the health, legal, financial, education, utilities, gaming, transportation, and community social services industries.  She has held various senior-level Human Resources and Labour Relations roles and was the previous Chief Operating Officer for Greater Vancouver Community Services Society.  To complement her industry experience, Robin was a Faculty Member for 11 years at Kwantlen Polytechnic University in the Human Resources BBA Program.  As a community-minded individual who greatly enjoys volunteering her time and expertise, Robin is currently a Board Director for Kids Up Front Foundation, as well as the past Vice-Chair of the Board of Directors at both Greater Vancouver Community Services Society and the Electric Company Theatre.  She possesses a Master’s Degree in Human Resources Management from York University, a Bachelor of Arts Degree in Psychology from the University of British Columbia, and is a Chartered Professional in Human Resources (CPHR).

Roger Wheeler, CPHR

Roger is a professor in the School of Business at Okanagan College in Kelowna, BC.  He specializes in HR strategy, sustainable management, HR metrics/analytics, and quantitative decision-making.  Roger joined Okanagan College after 15 years in government, insurance, and healthcare in Ontario and BC, where he held a variety of consultant, manager, administrator and director roles focused on workplace health, organizational development, public health, and strategic corporate services.  Roger holds a Master of Science from Queen’s University and a Master of Business Administration from Athabasca University, and he has audited the Master of Data Science program at the University of British Columbia Okanagan.  His previous board and committee work includes Treasurer of the Public Health Association of BC, and the Federal/Provincial Policy Committee of the Kelowna Chamber of Commerce.  Roger has been invited to present at international, national, and provincial conferences, and has also appeared in PeopleTalk and a variety of CPHR roundtables and panel discussions.

Sheri Hamilton, CPHR

Sheri is an award-winning HR leader with expertise in developing and implementing HR plans, policies and programs to support an organization’s strategy.  With more than 25 years as an executive HR leader she is passionate above championing HR best practices to support culture and employee engagement. At Moxy HR, Sheri works as an associate consultant, collaborating closely with clients to provide customized and cost-effective people strategies tailored to the needs of small and mid-sized businesses and non-profits. Sheri has a Diploma in Human Resources Management (Honours) from BCIT and an MBA in Human Resources Management from Royal Roads University.  In 2019, she earned CPHR’s 2019 Award of Excellence HR Professional of the Year.  Sheri’s collaboration on the Corporate Mom’s Learning Series was nominated as an Innovation Finalist (2010) by the Human Resources Management Association for providing return-to-work coaching aimed at increasing the retention of new mothers. Sheri was a two-term member of the Okanagan College Foundation Board and was appointed to the Board of Governors of Okanagan College for a one-year term, effective 2024. She is a proud mom to Sophie and Fynn and is an avid recreational runner and CrossFitter.

To contact the Board of Directors please email


CPHR BC & Yukon has established polices to maintain high standards as an association and a responsible member of the community.

At CPHR BC & Yukon we utilize an AI chatbot to enhance user experience and provide efficient customer support for our members and non-members. This AI chatbot policy outlines our principles and guidelines governing the use of the chatbot on our website.

1. Purpose

The AI chatbot is deployed to assist our members and non-members with inquiries, provide information, and facilitate interactions on our website. It is designed to improve user engagement and streamline customer service processes.

2. Transparency

We are committed to transparency in how the AI chatbot operates. Users will be informed that they are interacting with an AI-powered system, and we will provide clear explanations of the chatbot’s capabilities, limitations, and purpose.

3. Data Privacy and Security

Protecting user privacy and data security is paramount. The AI chatbot will only collect and process user data necessary to fulfill its intended functions. User data will be handled in accordance with our privacy policy, and appropriate measures will be implemented to safeguard against unauthorized access or misuse.

4. User Consent

Users will be given the opportunity to consent to interact with the AI chatbot. They will also have the option to opt out of using the chatbot and seek assistance through alternative channels if preferred.

5. Fairness and Bias Mitigation

We will actively monitor the AI chatbot for biases and ensure that it provides fair and equitable responses to all users. Measures will be taken to mitigate any biases that may arise in the chatbot’s algorithms or training data.

6. Accuracy and Reliability

We are committed to ensuring that the AI chatbot provides accurate and reliable information to users. Regular testing and quality assurance processes will be conducted to maintain the chatbot’s performance and effectiveness.

7. User Support

In cases where the AI chatbot is unable to adequately address a user’s inquiry or issue, users will be provided with alternative means of support, such as live chat with a CPHR BC & Yukon staff member (during business hours) or access to additional resources.

8. Continuous Improvement

We will continuously evaluate and improve the AI chatbot based on user feedback, technological advancements, and evolving best practices. Updates and enhancements will be made to improve the chatbot’s functionality and user experience.

9. Ethical Considerations

We will consider the ethical implications of the AI chatbot’s interactions with users and its potential impact on society. The chatbot will be designed and deployed in a manner that upholds ethical principles, respects user autonomy, and promotes positive user experiences.


This AI chatbot policy reflects our commitment to responsible and ethical use of AI technology at CPHR BC & Yukon.  By adhering to these principles and guidelines, we aim to build trust with our members and non-members and deliver valuable services through our AI chatbot.

CPHR BC & Yukon reserves the right to update this AI chatbot policy as needed. Last updated: May 13, 2024.

The Chartered Professionals in Human Resources of British Columbia and Yukon CPHR BC & Yukon opposes the operation of a vehicle (or engaging in other inherently dangerous activities) while impaired. The objective of this policy is to establish a protocol for the responsible consumption of alcohol at CPHR BC & Yukon events.

Conditions of Attendance

Members (and other guests) are invited to CPHR BC & Yukon events on the condition of their acceptance that they must:

  • accept responsibility for their own alcohol consumption;
  • moderate their intake of alcohol;
  • co-operate with CPHR BC & Yukon’s efforts to ensure their safety.

CPHR BC & Yukon reserves the right to ban from future events any member (or other guests) who ignore, or fail to comply with, these conditions of attendance.

Event Management

At all CPHR BC & Yukon events at which alcohol is served, CPHR BC & Yukon will make reasonable efforts to:

  • remind the attendees of this policy and of their obligations as guests of CPHR BC & Yukon;
  • provide a selection of non-alcoholic beverages as alternatives to alcoholic beverages;
  • prevent an attendee who shows outward signs of impairment from continuing to consume alcohol;
  • appoint a designated driver or provide alternate means of transportation to attendees who show outward signs of impairment;
  • prevent an attendee who shows outward signs of impairment from leaving the event unaccompanied;
  • document, immediately following the event, any actions which a CPHR BC & Yukon staff member or volunteer takes in response to dealing with an impaired event attendee.

CPHR BC & Yukon wishes to create a safe, respectful and inclusive environment for all. Please remember that while participating in an event, whether online or in person, Association members have the duty to conduct themselves in an ethical and professional manner and are expected to abide by the CPHR BC & Yukon Professional Rules of Conduct in both verbal and written comments. We reserve the right to remove, or edit any content, that we in our sole discretion consider harmful, offensive, unprofessional or disruptive. Any behavior deemed offensive could result in a participant being muted or removed from the session, may affect their ability to attend future events, and in certain cases, CPHR BC & Yukon membership discipline procedures may be initiated.

Committee Recruitment

CPHR BC & Yukon values diversity, equity and inclusion (DEI) and we are attuned to the strength and value that DEI brings to our Association.  In an effort to effectively represent our membership, and encourage diverse perspectives, CPHR BC & Yukon is committed to being inclusive at all levels, including Board of Directors, and on our volunteer committee. Because of this, we invite and encourage participation from people of all races, ethnicities, genders, ages, abilities, religions, and sexual orientation to apply. We suggest that you to indicate voluntarily if you belong to a traditionally marginalized group when applying.

Speaker/Presenter Call-outs

CPHR BC & Yukon values diversity, equity and inclusion (DEI) and we are attuned to the strength and value that DEI brings to our Association at all levels.  We are committed to developing and curating events that are inclusive and accessible. We work to include a wide variety of viewpoints and experiences by being intentionally inclusive with our call-outs for speakers, sponsors and volunteers. It is very important that we create events that are inclusive of all people, especially those from communities that have been traditionally marginalized. We invite participation from speakers and presenters of all ethnicities, genders, ages, abilities, religions, and sexual orientations and encourage those interested in speaking to share any relevant information about lived experience or background within the speaker proposal.

We respect the privacy of every individual who visits our website. We take great measures to ensure the privacy and confidentiality of any personal information on this site.

Web Privacy

When you visit our website, our web server automatically collects a limited amount of information essential for the operation and security of our website. Some of this information, such as your browser type, does not identify who you are, while other information, such as your Internet domain name or IP address, may identify you. We also collect information on user sessions to compile reports on the use of our website. These reports are statistical in nature and do not identify or profile individual users.

Some sections of this website may distribute small pieces of information (called “cookies”) to web browsers to assist you when you return to specific areas on the site. If you have concerns about this, you can change your web browser settings to not accept this information or to display warning messages.

Email Privacy

CPHR BC & Yukon works with Informz, a third-party vendor, to send emarketing. Informz uses pixel tags and other methods to gather information about the emails sent though Informz to recipients of CPHR BC & Yukon’s emails whether directly or indirectly through mail forwarding by the original recipients.

Pixel tags are tiny graphic files that are included in HTML-encoded email messages. When such a message is opened in an HTML-capable email program, the recipient’s computer will access Informz’s servers to retrieve the pixel tag file, allowing Informz to record and store information such as email address, date and time the recipient viewed the email message (if the recipient’s email program is capable of receiving HTML) and other logging information. Informz uses this information to optimize delivery of future messages to specific recipients and to provide information to CPHR BC & Yukon with respect to emails sent through the Informz system.

Informz maintains log files tracking IP addresses to analyze trends, help diagnose problems with our servers and to monitor traffic/usage in order to provide better service to our customers and visitors. IP addresses are not linked to personally identifiable information.

Personal Privacy Protection

Policy Summary

The Chartered Professionals in Human Resources of British Columbia and Yukon (“the Association”) maintains the principles of integrity and trust with respect to the privacy of personal information. As part of this commitment, the Association will protect the privacy of personal information received from our members, employees and applicants for employment, as well as personal information received from other sources at all times. To ensure this commitment, the Association agrees to comply in all material respects with applicable privacy laws, in particular the Personal Information Protection Act of British Columbia (“the Act”).

Privacy Officer

The CEO appoints the Privacy Officer for the Association. Any person having questions or a complaint about how their personal information is being used or maintained or about the Privacy Policy, should bring their questions or complaint to the attention of the Privacy Officer.


contact information” means information to enable an individual at a place of business to be contacted and includes the name, position name or title, business telephone number, business address, business email or business fax number of the individual;

employee personal information” means personal information about an individual that is collected, used or disclosed solely for the purposes reasonably required to establish, manage or terminate an employment relationship between the organization and that individual, but does not include personal information that is not about an individual’s employment;

personal information” means information about an identifiable individual and includes employee personal information but does not include:

  • contact information, or
  • work product information;

work product information” means information prepared or collected by an individual or group of individuals as a part of the individual’s or group’s responsibilities or activities related to the individual’s or group’s employment or business but does not include personal information about an individual who did not prepare or collect the personal information.

Our Need for Personal Information

The Association maintains personal information necessary to its operations and the provision of service to our membership. Our uses include but are not limited to:

  • Employee personal information required to maintain the employer/employee relationship and to satisfy government requirements
  • Work experience and educational information related to professional qualification
  • Home contact information when required to maintain contact with our members
  • Member profile information used to improve member services
  • Speaker evaluations used to improve our learning services programs


The Act deems that an individual has consented to our collection, use or disclosure of personal information about that individual if, at the time the consent is deemed to be given, the purpose would be considered obvious to a reasonable person. In such circumstances, we will collect, use or disclose personal information without obtaining a written or verbal consent to do so.

Where required by the Act, the Association will provide the individual with a notice, in a form the individual can reasonably be considered to understand, that it intends to collect, use or disclose the individual’s personal information for clearly specified purposes. In accordance with the provisions of the Act, the Association will then either obtain the express consent of the individual or will provide the individual with the opportunity to decline within a reasonable time to have his or her personal information collected, used or disclosed for the stated purposes.

On request by the individual, we will provide the position name or title and the contact information for an officer or employee of the organization who is able to answer the individual’s questions about the collection of personal information.

Upon giving reasonable notice to the organization, an individual may withdraw consent to the collection, use or disclosure of personal information about the individual at any time.


The Association recognizes our legal obligation to protect the personal information we have gathered. We will maintain reasonable safeguards that comply in all material respects with industry standards to guard personal information against unauthorized access, disclosure, loss, destruction or modification.

Accuracy of Information

The Association makes all efforts to ensure that personal information collected, used and disclosed for its intended uses is as accurate and complete as possible.


Upon reasonable notice, the Association will allow an individual to access and review the individual’s personal information collected by the Association. Should the individual believe that any personal information is incomplete or incorrect, the individual may advise the Association to update the information. If the information is subject to interpretation or is an opinion, such as a performance evaluation, the Association may not change the record, but will annotate the record.


The Association will train employees as appropriate with respect to their obligations regarding the Privacy Policy.


The Association has a policy with respect to retention of personal information that is consistent with its other statutory and legal requirements, and will retain personal information only as long as is reasonably necessary within those requirements.


The Privacy Officer will review allegations that the Privacy Policy has been violated.

Contact Information

The Privacy Officer may be contacted by e-mail at, by telephone at 604.694.6932, or by mail at Chartered Professionals in Human Resources of British Columbia and Yukon, 1101 – 1111 West Hastings Street, Vancouver, BC V6E 2J3.

If, after our Privacy Officer has reviewed and responded to your concerns, you remain dissatisfied, you may wish to contact the Office of the Information and Privacy Commissioner at:

P.O. Box 9038, Stn Prov Govt
Victoria, BC V8W 9A4

Telephone 250.387.5629
Fax 250.387.1696

Public relations is an important method to extend the association’s reach into the business community. Effective PR can mold the CPHR BC & Yukon brand, its services and offerings, as well as the profession of human resources. CPHR BC & Yukon created a public relations policy to promote a ‘one-voice’ strategy. The association is committed to promoting CPHR BC & Yukon’s vision, empowering employees and providing value to our membership.

Media Relations

Always consult with the provincial CPHR BC & Yukon office before interviewing or commenting to the media on behalf of the association. CPHR BC & Yukon is working hard to develop specific branding and messaging within the community and wants to ensure this messaging is at the forefront of any contact with the media. All requests for media interview must be directed to CPHR BC & Yukon’s provincial office.

Press Releases

All press releases for provincial initiatives will be drafted and distributed by CPHR BC & Yukon’s provincial office. Press releases for regional events and issues can be self-directed with collaboration between volunteers and regional member relations managers. However, the provincial office must review it prior to sending to the media. Please note: all images relating to the release must have appropriate permissions.

Community Opportunities

Volunteers are encouraged to provide CPHR BC & Yukon staff with information on tradeshows, networking events, and potential sponsorship or partnership opportunities. Information should be complete and include deadlines and contact details.

Event Calendars and Promotion

With collaboration between volunteers and regional member relations managers, information about CPHR BC & Yukon events can be posted on online calendars and bulletin boards. Please adhere to the information on CPHR BC & Yukon’s event calendar.

CPHR BC & Yukon created these social media guidelines to promote a ‘one-voice’ strategy and to protect the privacy and resources of the association. The association recognizes the importance of participating in social media and is committed to ensuring participation in a way that promotes CPHR BC & Yukon’s vision, empowers employees and provides value to our membership.

Best Practices

Engage in Social Media – Practice makes perfect. The best way to know what you are talking about is to engage in social media. Start your own Facebook page, Twitter account or blog. This is the best way to learn and understand the culture, tone, best practices and protocol of social media.

Be Transparent – Social media communities are about personal connection and trust. It is important to be authentic. It’s also important to be open about relationships, partnerships and affiliations. Disclose relationships and links when related to content.

Talk to People – Participate in the community, be external and add value. Social media is not all about promoting your own content. It’s about engaging in conversation, re-tweeting others and sharing links. Lots of other people have interesting things to say. Share their message and they may return the favour.

Respond – Social media operates in real-time. The need to respond quickly is imperative. If you don’t respond when someone asks you a direct question or makes a point in reference to you, it’s like ignoring someone who is standing right beside you. Negative communications should be handled within a two-hour timeline. All other communication should be responded to within one business day. Ensure you are available to refresh content, respond to questions, and update information regularly.

Be Yourself – People relate to other people. Be human, show emotion, and share an opinion. Be the best version of yourself.

General Practices

Content – Good content is a key component of CPHR BC & Yukon’s social media strategy. In order to keep our audience’s attention, we’ve got to offer them valuable information. This means substantial content that makes their lives easier and gives more meaning to the audience. How does this hep you? By providing the content they’re looking for, they associate the CPHR BC & Yukon brand with being knowledgeable, helpful and welcoming, making it much easier for them to think of us at decision time.

Use Common Sense – Use good judgment and common sense. You are responsible for your actions online. If you have any hesitation before posting something online, take a minute and read it again, or better yet, get a second opinion.

Respect Work Commitments – Please remember that blogging and other social networking activities are personal and should be done on your own time, unless you have specifically been assigned to perform an online activity related to your CPHR BC & Yukon responsibilities as an employee or volunteer.

Professional vs. Personal – It can be difficult to keep distinct lines between your personal and professional life in the online world. Even when you are talking as an individual, people may perceive you are speaking on behalf of CPHR BC & Yukon. Be upfront about working for CPHR BC & Yukon, however, if you are not an official spokesperson consider adding a disclaimer: ‘The opinions expressed are my own and do not necessarily reflect those of CPHR BC & Yukon.’ The association supports freedom of speech for all its employees, but you must be aware that members, colleagues and supervisors are also online and information intended for personal networks can be passed on. When online for personal use be sure to use personal handles and email addresses. CPHR BC & Yukon branding or logos are not for personal use.

Confidentiality – Online postings and conversations are not private. Understand that what you post will be around for a long time and could be shared by others. Private, confidential or proprietary information is not to be shared in the public domain. Respect CPHR BC & Yukon’s privacy policy for members and employees; obtain permission before posting photos of others or posting copyrighted information.

Internal Resources

The marketing and communications (Marcom) team is responsible for all social media on behalf of CPHR BC & Yukon. This responsibility includes identifying employee areas of expertise, responding to negative comments and handling mistakes.

Areas of Expertise – All enquiries will filter through the Marcom team and be responded to with input from designated experts within the organization.

Handling Mistakes – Mistakes sometimes happen. If they do, contact the Marcom team. The goal with mistakes is to respond quickly and apologize if necessary. It is good practice to admit when you got something wrong.

Negative Comments – If you come across a negative comment involving CPHR BC & Yukon, please bring it to the attention of the Marcom team. They will work with the appropriate parties in the organization to respond. The goal with negative comments is to respond quickly, thoughtfully, and to take the conversation out of the public domain by following up directly by phone or email.

Security Tips

As with the internet in general, when using social media tools, CPHR BC & Yukon employees need to be aware that there are potential security issues. Keep these tips in mind while online:

  • Be careful with personal information
  • Beware of ‘phishing’ emails. Don’t click links or attachments unless you trust the source. For example, be wary of emails that say there is a problem with your account and ask you to click on a link and input your username and password.
  • Disable dangerous privileges: If a site allows others to embed code on your page or account, criminals can use them to install malicious software on your computer.
  • Heed security warnings and pop-ups: There is a reason your security software provides warnings. Never allow or say ‘yes’ to actions unless you know they are safe.

CPHR BC & Yukon Online

The Chartered Professional in Human Resources (CPHR) designation can be denied or revoked for several reasons:

  • Falsification or misrepresentation of professional employment experience or other information on any membership, certification, assessment applications, or submitted documents to provincial associations or other regulatory bodies.
  • Failure to adhere to the Code of Ethics.
  • Failure to renew provincial HR association membership or failure to pay annual membership dues or CPHR fees.
  • Violation of testing procedures.
  • Failure to pass the certification assessments or meet Continuing Professional Development (CPD) requirements.

File A Complaint

If you wish to register a complaint about a CPHR BC & Yukon professional member (CPHR), please download and complete the complaint form. All complaints must be received in writing to the Office of the Registrar at