When to call a lawyerHR should know when experts are neededBy Brian Kreissl08/09/2010|Canadian HR Reporter|Last Updated: 08/05/2010 Relatively few Canadian HR practitioners have formal legal training. Even with a Certified Human Resources Professional (CHRP) designation, HR professionals often feel ill-equipped to deal with complex legal issues. In fact, the CHRP doesn’t have a legislative knowledge component.With the expertise and peace of mind a good employment lawyer can bring, it’s hardly surprising many HR practitioners seem to have lawyers on speed dial, despite the fact legal fees can be a significant expense. Fortunately, there are a few things HR professionals can do to help control legal costs.The first thing an HR practitioner can do is improve her legal knowledge. While an HR person should never replace a qualified employment lawyer, she really shouldn’t have to run to a lawyer every time she has a simple question about employment standards legislation or an employment policy. To Read the Full Story, Subscribe or Sign In Remember Me Forgot Password If you are a current Subscriber, please click here to set-up or update your login information.