week 9

Question 1

why do companies offer ebenfits

Answer 1

to show employee that health and wellness is a priority  show sense of care
* Support local community, can help attract, retain and decrease absenteeism, improve productivity

Question 2

why beenfits importance has grown

Answer 2

• Importance benefits: grown seek more benefit than salary, aging workforce, labour shortage, cost increase

Question 3

top benefit choices

Answer 3

o Majority want PTO
o Then increase in salary
o Employer contribution to RRSP
o Improved health coverage
o Wellness account

Question 4

legally required beenfits

Answer 4

o EI
o CPP/QPP
o Worker comp
o Vacation and holiday
o Leave of absence
o Termination pay

Question 5

what is EI

Answer 5

o Federal program and provide temp financial assistant to person who experience interruption to work no fault of their own

Question 6

conditi9ns to collect EI

Answer 6

o Not payable when terminated for just cause or quit for no reason
o Must have paid into the account
 Like if contractor then not qualify for EI
o Must be willing and able to work
o Cant leave the country must be available and willing to work
o Work min number of hours in specified time qualifying time
 Paid in for number time before qualify

Question 7

reasons to collect EI

Answer 7

• Reasons: Laid off; Terminated without just cause; Quit for
  justifiable reason (harassment); Illness if sick days are exhausted;
  Compassionate care leave; Maternity/paternity

Question 8

maternity/paterntiy how to collect

Answer 8

 Maternity choose 12 month or 18 months to collect EI
 If choose 18 month receive same benefit but extend over 18 months, not more money just hold position for that time and spread out
 Option for father to take leave parental leave instead of person who gave birth
 Person gave birth must take certain amount of time at beginning then can choose which parent takes remainder of leave
 Couple not recive more then 12 month payment but choose how split
 May make more sense for father to take time off based on salry importance etc
 12-18 months bc now both parents working and hard to find child care a lot better when have 18 months otherwise come back at 12 months and still have to deal with childcare. Must hold same everything for 18 months so no discrim
 Unusual compared to USA like only 6 weeks

Question 9

how to calc how much EI to get

Answer 9

o Get 55% avg of previous 20 weeks for 15-50 weeks
 625$ not increase same rate as salary or inflation

Question 10

pension plan when started for who and when to withdraw

Answer 10

o 1966 started
o For everyone in Canada who paid in
o For disability or retirement
o Can start draw when retire 60-70, age start collecting determine the amount, reduced if before 65
o If wait 70 get late retirement amount

Question 11

does pension have survivor beenfit

Answer 11

yes for surviving spose

Question 12

wrokers comp req who to pay in

Answer 12

employer

Question 13

worker comp for what and who at fault

Answer 13

o Work related accident or illness
o No fault insurance policy
 Suppose need wear glasses and don’t and then you off work, can you claim?–> yes still can because no fault policy
 But employer will pay higher premium for more accidents so they need make sure are doing everything to ensure safety  maybe with bonus for no accident

Question 14

when to claim workers comp

Answer 14

right after injury
 Very hard to do so if not, document accident that happen properly for workers comp

Question 15

workers compensation price paid depends on

Answer 15

o Employer pays and dependant on industry and prior claims

Question 16

what does workers comp cover

Answer 16

o Can be covered for lot of outcome if documented properly
o In event of death usually pay to surviving dependents
o Lots of benefit for chronic pain stress, burnout  difficult to claim but been a lot more of themh

Question 17

ow to control costs with workers comp

Answer 17

o Control cost: train safety, accident prevention
 Return to work program: modified work to get off workers comp to do smth different
 Reduce claim and future premium

Question 18

what is req of employee after injury

Answer 18

o Required to cooperate with initiatives say no I don’t want return if doctor deemed this person can do

Question 19

PTO for materntiy guranteed what

Answer 19

old or similar job

Question 20

PTo covers what

Answer 20

encompassing maternity and paternity leave, holidays, vacations, breaks, and bereavement leave

Question 21

PTO is paid for by

Answer 21

employers, can top up beenfits like EI

Question 22

what is sub account

Answer 22

o Supplement unemployed benefit: when union give opp to collect EI but also collect from SUB account to bring income up to higher level

Question 23

paid breaks required when

Answer 23

 Req to provide uniterupted break once work set number of hours
 Requirement is if employer req be available during break then foten will be a paid break. But if not required then doesn’t have to be paid

Question 24

what is bereavment leave how does it vary and is it paid

Answer 24

after death family member
 Some but not all jurisdiction
 Amount time vary by jurisdiction and closeness of death
 Typically, unpaid but maybe agreement maybe couple days that is paid

Question 25

compassionate care leave which jursidictions and how much EI

Answer 25

 All jurisdiction provide compassionate care leave for critically ill family member  6 weeks of EI is payable

Question 26

what does termination pay dpeend on

Answer 26

how long work for org

Question 27

why would org pay in lieu vs reasonable notice

Answer 27

* Bc may be resentment or sabotage work, steal, creates weird atmosphere for coworkers, and weird for the employee may feel upset and have to see everyone

Question 28

when do rogs go above and beyond with severance

Answer 28

o Some org will go above and beyond providing severance  usually if long tenure or treat employee fairly

Question 29

vacation pay legislation

Answer 29

o Canada Labour Code: Minimum of two weeks for employees with less than five years of service. o Increases to three weeks for five to ten years of service, and four weeks for more than ten years. o Generally more flexioble

Question 30

what is severance

Answer 30

o An additional payout beyond the minimum notice period requirements. o Applies only if specific conditions in the applicable jurisdiction are met.

Question 31

why need give mroe time for advanced layoffs

Answer 31

o The rationale is that larger layoffs necessitate longer re-employment times, thus justifying longer reasonable notice periods.

Question 32

voluntary employment beenfits incl

Answer 32

Pay for time not worked * Insurance * Retirement

Question 33

what does pay for time not worked include

Answer 33

 Sick leave: have certain nuber of paid sick days to employees, 1 week 2 week depend on company * May need doc if over 3 days but highly variable  Many employer give more vacation * Unlikely will not give up vacation time  May pool pay leave * Sick days, vacation all pool tog * May come to work when sick, take for wrong reasons

Question 34

extra insuarnce beenfits like

Answer 34

 Group life insurance and they will pay premium * Add on option at reduced rate * Regardless health of age just policy while employed at company  Accidental death or dismemberment employer paid benefit * Fixed amount paid to surviving spouse * Also incase serious illness o Critical illness insurance  Financial support for life threating or serious illness

Question 35

what factor for extra insurance beenfits

Answer 35

o Usually depend on size of the company  smaller less likely because more expenisve usually cheaper when more employees

Question 36

supplemental healthcare beenfits and features

Answer 36

 Prescription drugs dentist, galsses etc , chiro  Lots of large employers provide this  Offered through company like pacific blue cross  cost company a lot features group rates so cost effeeciency and inclusive to all employees paid by employers with employee deductible before insurance kicks in

Question 37

SR disability insurance is when and recive what

Answer 37

when employee cant work bc non work related injury or illness % of pay

Question 38

if company determines there is LR disability then

Answer 38

o Once determine LR issue they would collect 50-75% base pay from insurance and not on company payroll  More a company uses LR disability = higher premium  Look for way to return work and get off insurance therefore lower cost of our premiums

Question 39

leadincause of SR and LR disability

Answer 39

mental health mainlky depression

Question 40

Retirment beenfits non required like

Answer 40

employer pension plan designed to supplement gov benefits they are pre funded - company put in money and must keep at level, tax deductible but lots of rules

Question 41

2 main type of pensions are

Answer 41

 Defined benefit: you retire you get this amount every month based on salary years of service etc. * Cost more money for employer bc risk is on them may need put more money in if market crashes * Gold standard but may be more reluctant  Define contribution: certain amount into account and see how much is there * If market tanks not our fault * More common as risk on employee but also higher reward

Question 42

ways to do defined contribution plan

Answer 42

 Contribute to group RRSP or matching program * employee not taxed on employer contributions (matched funding) until they retire or remove money from the plan  Deferred profit sharing: profit share but deferred to employees payable at retirement termination or death

Question 43

what are some legal consideration in pension plan dev

Answer 43

eliginility number year service, retirement age, funding, o Sometime based on averge% or best years o No mandatory retirement age o Vesting = employer placed money in pension fund and cannot be forfeited for any reason o May be able to transfer pension to RRSP % o Phased retirement  start retire a bit  Bit pension bit pay work part time o SERP  Max pension can collect but may make more money than allow  For high earners like an additional pension allowed with income tax act outside their pension

Question 44

employee speceifc benefits

Answer 44

o Family friendly benefit o Flex work sched o Voluntary job related services o Personal services o Executive perks

Question 45

family friendly beenfit include

Answer 45

Benefits recognizing personal and family life needs, such as flexible work hours, onsite childcare, and eldercare benefits

Question 46

adv of family firendly beenfit

Answer 46

attract young parents to payroll, reduce absenteeism and turnover, increase job satisfaction and productivity

Question 47

eldercare programs inclue

Answer 47

 Support groups  Counseling  Compassion care leave

Question 48

flexible work sched benefit is

Answer 48

flextime- build core hours rest up to employee 2- telecomute 3-compressed work week 4- job share 5- work share

Question 49

voluntary job related service are

Answer 49

educational subsidez, PTO for volunteer, food service, sabatical, persoanl services, counseling, social and rec

Question 50

educational subsidez are usually

Answer 50

o Usually not job related but help dev person Tuition refunds, payments for job-related courses, or degree programs.

Question 51

types of personal services

Answer 51

credit union, consuelling, EAP, social rec, exec perks

Question 52

types counseling service

Answer 52

financial Counselling: Helps with debt problems.  Family Counselling: Assists with marital or family issues.  Career Counselling: Guides career development and job placement.  Preretirement Counselling: Prepares employees for retirement.  Legal Counselling: Offers legal advice through insurance plans.

Question 53

EAP are

Answer 53

o Definition: Confidential counselling and treatment programs for personal problems affecting job performance. in house or external but always confedential

Question 54

EAP types

Answer 54

o Services:  Mental Health Counselling: Addresses mental health issues.  Family and Marital Counselling: Helps with relationship problems.  Work-Life Balance Support: Manages stress and other life issues.  Substance Abuse Treatment: Provides help for addiction problems.  Legal and Financial Counselling: Assists with legal and financial issues.

Question 55

why use social and rec

Answer 55

 So people don’t want to leave their friends and more likely to stay

Question 56

exec perks include

Answer 56

o Salary guranttee save themselves o Relocation benefit o Club memeberships o Other like concierge or dry clean service o Management loans

Question 57

what is flexible beenfit plan and main issue

Answer 57

o Make decision on what they want o Employee more satisfied with pick and choose, flexibility o Employer: keep costs contained and ability to meet needs diverse work force o Main issues is communicating these challenges

Question 58

flexible benefit plan important issues

Answer 58

needs assement, design program optional and core, cost manage, customization, implement communication as can be issue, monitor

Question 59

pro and con flexible plan

Answer 59

Pros * Diverse Needs: Meets the diverse needs of an increasingly varied workforce, leading to higher employee satisfaction. * Employee Empowerment: Allows employees to tailor their benefits package, increasing their engagement and commitment. o However: can use software or outsource * Cost Management: Helps employers manage and contain benefits costs effectively. Cons * Complex Administration: Requires sophisticated systems and processes to manage the diverse choices and combinations. * Employee Decision Fatigue: Some employees may find the process of choosing among various options overwhelming and time-consuming. * Inappropriate Choices: Without proper guidance, employees may select benefits that do not align with their actual needs.

Question 60

* To reduce health insurance claims going out the door

Answer 60

o More proof of doc o Promote healthier lifestyle o Employe pay for greater portion o Risk assessment restricted drug list

Question 61

sick leave fraud is and why

Answer 61

for when employee is sick not kids o 54% call in sick when not sick o 35% called in dick to care for sick child o 13% bc heavy workload o 12% insufficient vacation days

Question 62

how prevent beenfit fraud

Answer 62

audits, use anlytics, eduaction

Question 63

to prevent sick leave fraud

Answer 63

o 54% call in sick when not sick o 35% called in dick to care for sick child o 13% bc heavy workload o 12% insufficient vacation days

Question 64

employee relations is

Answer 64

: everything to establish positive relations contribute to productivity, morale --> positive work enviroemnt o

Question 65

minimize unfairness

Answer 65

 To min is to hire good employee and manager and train them, equitable pay systems, fair apprsal systems  Toxic manager trickle down  Managers should be fair bc: golden rule and min consequence of unfairness

Question 66

key acitivities for employee relations

Answer 66

Fair, Ethical, Legal Treatment * Communication Programs * Employee Recognition and relations programs * Fair, predictable disciplinary procedures * Dismissals * Separations

Question 67

importance employee relations

Answer 67

* Positive employee relations help align employees with organizational goals, vision, and strategy. * Ensures a more motivated and productive workforce. * Reduces the likelihood of labor disputes and negative press.

Question 68

employee engagement is

Answer 68

 Don’t just want job satisfaction but want engagement = positive fulfilling work-related state of mind characterized by vigour, dedication, and absorption, grounded in the emotional and intellectual connection of employees to their work  I am committed to org objective I go above and beyond I wnt org succeded

Question 69

employee engage driver, retention, enaggeemtn

Answer 69

salary, secruity, opp for advance, challenging work , opp to learn retention: salry, opp for career advance, trust in leaders, relation with manager, ability to manage stress Sustainable enaggement: leadership, stress balance, career dev, supervision, goals and objectives

Question 70

what does higher perfroamcne = a

Answer 70

 Higher engagement = greater performance in geneal  83% chance performe above cpmpany median  26% higher rev

Question 71

% employees engaged

Answer 71

21-30% employees engaged (30% engaged, 50% not engaged, 20% actively disengaged- undermine other engagement  Can link recognition to engagement, feel like they are seen = increase employee engagement but only 19% had some feedback/recognition

Question 72

drivers of engagement

Answer 72

 Very important thing is line of site—what they do = org goals  Pysch meangingfulness know role in org is worthwhile * Pysch safety important for employee engagement  Efficacy: support have what need to do job  Ocus on strength – 3x likely be engaged  Involvement in decision very important for engagement, if not listened too dimishes engagement  Opp improve career

Question 73

components of rog justice

Answer 73

 Distributive justice is fairness of a decision outcome  * Procedural justice is fairness of the process used to make a decision  * Interactional justice is fairness in interpersonal interactions, treating others with dignity and respect al found incease engagement

Question 74

down vs up communication

Answer 74

 Differen way employee communication like downward: HOW magazine intranet email etc * What financial performance, new product, major contracts, org changes, major contracts, org changes  Upward communication: survey, focus group task forces how * What: morale, problems copartive annual * Research shows upward communication very effective increase productivity if result shared and something is don, if not is worse. Heres what hear and here what we do

Question 75

voluntary turnover is

Answer 75

employe intiated termination of employment such as quits or retirement

Question 76

involuntary turnover

Answer 76

 Involuntary: Employer-initiated termination of employment, such as dismissals or layoffs

Question 77

 Turnover a challenge bc

Answer 77

 Turnover a challenge bc Create knowledge gap need hire train onboard * Disrupt ability to produce and maintain talent * Derail from strategic issues 150-250% salary

Question 78

different types voluntary turnover and functuions

Answer 78

quitting or retiremtn  Functional: bad performers leave  Dysfunctional is opposite  Lots of time is dysfunctional

Question 79

predictors of voluntary turnover

Answer 79

Low committement low role clarity  voluntary turnover * Role conflict * Lower turnover * Job satisfaction * Age * Education level  lower more likely leave * Marry status  married less likely leave

Question 80

voluntary turnover according to managers vs employee

Answer 80

managers: unfair pay, pursue personal goals, excseive work load, job opp, lack feedback employee: insufcient pay, lack ethics, lack trust senior leader, lack WLB, unhealthy culture

Question 81

voluntary turnover compeitive and legal issues

Answer 81

 Competitive factors: opp in other org, globalization, tech, decline job stability  Legal issues: employment standards act employee responsibilities

Question 82

turnover costs

Answer 82

vacancy cost: temp worker, OT payloss sales,  replacement/training costs loss productivity, knowledge loss employee morals, customer satisfaction

Question 83

involuntary turnover bc of

Answer 83

bc job performance, financial pressure like downsizing,new direction  should be fair and try to save relationship  All reasonable steps to save employment relation

Question 84

pillar of fair dicispline

Answer 84

rules, appeal, progressive discipline mostly fair discipline

Question 85

typers involuntary turnover

Answer 85

dissmisal, downsize, layoff, wrongul dissmal, constructive dissmisal

Question 86

steps progressive discipline

Answer 86

1. Verbal Warning: Initial step for minor infractions or first-time offenses. 2. Written Warning: Formal documentation of continued issues or more serious infractions. 3. Suspension: Temporary removal from work, can be paid or unpaid, for significant or repeated issues. 4. Dismissal: Final step for severe or unresolved issues.

Question 87

dissmisal for just cause is and includes

Answer 87

* Disobedience, dishonesty etc insubordination: willful disregard/disobedience of manager’s authority or legitimate orders; form of misconduct that provides grounds for just-cause dismissal but difficult to prove o Important communicate insubordinate acts like Ciritize boss, deliberate defienace of rules, contractidct or argue, disregard chain of command, coup to over through the boss

Question 88

downsize is

Answer 88

reuce workforce to improve efficiency of org often layoff used define downzise in research and org

Question 89

layoff is and alternitive to layoffs

Answer 89

we don’t have work and call back when we have it temp or perm * Alternative to layoff: voluntary pay reduction, voluntary time off, work share programs

Question 90

when to terminate withut just cauise

Answer 90

* Wrongful Dismissal: Occurs when dismissal does not comply with the law or the employment contract (written or implied). * Just Cause: Employers can terminate without notice if just cause exists; otherwise, reasonable notice is required.

Question 91

common changes leading to constructive dissmial

Answer 91

1. Demotion: Reduction in rank or job title. 2. Reduction in Pay and Benefits: Lowering salary or cutting benefits. 3. Forced Resignation: Pressuring an employee to resign. 4. Forced Early Retirement: Coercing an employee to retire earlier than planned. 5. Forced Transfer: Moving an employee to a different location or department against their will. 6. Changes in Job Duties and Responsibilities: Altering the scope or nature of the job significantly.

Question 92

termination interview pracitce

Answer 92

: plan have doc, let them know right away, listen, counsel, explain severance and next steps, outplacement

Question 93

wrongful dissmal acusation is

Answer 93

A wrongful dismissal accusation is one in which the terminated employee contends that the employer terminated the employment relationship in violation of relevant law (based on age, gender, or other protected grounds), the contract of employment (implied or explicit), or the employer’s own dismissal procedures

Question 94

how to prep and responf to wrongful dismmal acusation

Answer 94

o Prep: have clear termination clause, doc all actions, communicate policy in wiritng apply consistently o Response: review claim, investigate, mediation

Question 95

bad faith vs punitive damages

Answer 95

o Punitive damages: malicious case with harsh and vindictive treatment or if suffered undue distress from not given adequate notice termination o Bad faith: extreme circumstance where employer was untruthful, misleading or insesntive to employee

Question 96

dismisal procedure

Answer 96

* Dismissal procedure: when actually have convo, warnings before, final in writing with checklist of things accounted for o Leave right away or collect belongings and press relase for mass

Question 97

how to conduct exit interview

Answer 97

* Exit interview: they leave it is important to do interview with somone outside team who ask questions, more likely provide to third party or HR honest assessment o Remind NDA and make sure to wish them well