Human resources

Ch 10. direct vs indirect compensation

Direct: Based on critical job factors or performance (pay)

Indirect: Benefits and services extended as a condition of employment that are not directly related to performance,  approaching 25-40% of annual payroll expenses

Ch 10. legally required benefits w/ examples

• CPP/QPP

• Employment insurance 

• Worker’s compensation

• Health insurance plans

• Holidays and vacations

• WSIB is collective liability

Ch 10. workers compensation

To protect employees who are injured or become ill because of their work.

Ch 10. collective liability concept

a group of employers or a group of employees share the financial responsibility and risk for providing certain benefits.

Ch 10. employee assistance programs

designed to assist employees with personal problems (such as child care or transportation issues)

Ch 10. tfsa advantages

a tax free savings account that allows money to grow and be withdrawn tax free and doesnt have impact on legally required benefits

Ch 10. cafeteria benefits advantages

a flexible benefits program that offers employees more freedom and usually increases employee participation

Ch 10. short term disability plans

voluntary insurance benefit that covers up to 15-26 weeks, paying you 50-70% of regular income

Ch 10. long tern disability insurance

voluntary insurance benefit that can last years paying 60-70% of usual income and will cover non-work-related conditions

Ch 10. defined benefits

promises you a set, guaranteed pension when you retire, based on a formula. preferred by unions since its more secure

Ch 10. defined contributions

a pension where the amount of money put in is fixed, but your retirement income depends on investment performance.

Ch 12. due dilligence

did the employer take every reasonable precaution to protect their workplace

Ch 12. bill c45

Amendments to the criminal code imposed a new duty on individuals and organizations. allowed criminal charges to be place if deemed reasonable

Ch 12. three fundamental employee rights w/ examples

• Right to know about hazards in the workplace (being told about having to handle a dangerous chemical, and how to do it safely)

• Right to participate in correcting hazards (health and safety rep or committee)

• Right to refuse dangerous work (refuse to work on scaffolding that isn’t structurally sound)

Ch 12. WHMIS

WHMIS stands for Workplace Hazardous Materials Information System.
It’s the system used in Canada to keep workers safe when handling hazardous chemicals.

Ch 12. powers and duties of workplace health and safety committee w/ examples

• Usually required in every workplace with 20 or more employees

• Expeditiously deal with health and safety complaints

• Participate in inquires, investigations, studies, etc

• Ensure adequate records are kept

• Inspecting all parts and of the workplace at least annually

Ch 12. young workers and workplace safety

1 in 7 young workers is injured on the job
• One-fourth of all workplace injuries involve
workers aged 15 – 29 years
• Among injured workers under 25, 50% of injuries
occurred in first 6 months on the job, and 20% of
injuries and fatalities were in the first month
• Most common types of injuries are electrocution
and machine injuries

Ch 12. responsibilities of top management

• Set the policies and make concern for health and safety part of the organization’s culture and strategy

• Public opinion favours holding corporate executives responsible for avoidable accidents that occur in the  workplace

Ch 12. responsibilities of supervisors

• Must become proficient in managing safety

• Knowing about health and safety laws and regulations

• Trained in observing safety violations

• Communication skills to convey info to employees

Ch 12. responsibilities of employees

• Responsible for working safely

• Trained in safety rules and how to operate equipment safely

• Good safety performance should be recognized and rewarded including the use of group awards

• Unsatisfactory practices should be documented and corrected

Ch 12. provincial vs federal occupational health and safety laws

Provincially Regulated: Occupational Health and Safety Act of Ontario

Federally Regulated: Canada labour code pt 2

Ch 12. burnout

• A condition of mental, emotional, and sometimes physical exhaustion that results from substantial and prolonged stress

• Presenteeism “employees body is here at work, but his mind stayed at home”

• HR department needed to be proactive (train supervisors, provide counselling, etc)

• Stress and job performance can be helpful or harmful depending on amount of stress experienced

• When there is no stress, job challenges are absent and performance tends to be low

Ch 12. what can hr do to reduce employee stress

• fun events

• provide training

• participate in decisions

• define roles

• compatible workload

Ch 13. collective agreement

Contract negotiated between the union and employer
outlining terms and conditions of employment

Ch 13. labour relations board

Boards set up in the federal and provincial jurisdictions to administer labour relations legislation
Investigate violation of the law and have the power to investigate and make decisions

Ch 13. grievance example

Complaint by an employee or employer that some
aspect of a collective agreement has been violated (someone is not recieving the vactaion time layed out in the ca)

Ch 13. arbitration

a third party is brought in to settle disputes. now outside of the company

Ch 13. seniority in relation to unions

• Length of time an employee has worked

• Used to decide promotions, layoffs, recalls

• Gives long-serving workers priority

• Helps ensure decisions are fair and based on service, not favoritism

Ch 13. different levels of union structure

Craft: composed of workers who possess the same skills or trade (carpenters)

Industrial: include the unskilled and semi-skilled workers at a particular location (auto workers)

Ch 13. why employees want to join unions

Job dissatisfaction

individual attitudes towards unions

perceived union instrumentally

Ch 13. why employees dont want to join unions

Belief that union membership may harm chances for promotion

viewed as having another boss

extra costs (union dues)

employer policies

treatment is fair

Ch 13. 3 phases of collective bargaining

1. preparing for negotiations (most critical stage and usually begins 6 months before)

2. negotiating with the union ( face-to-face bargaining covers issues relating to terms and conditions of employment)

3. approving proposed agreement (negotiations are only complete when both parties approve the proposed agreement)