WORKPLACE HEALTH AND SAFETY – WHO’S RESPONSIBILITY IS IT?
Thu Dec 1, 2011

Everyone is responsible for Workplace Health and Safety. Whether you’re an employer, supervisor or worker, make sure you know your health and safety responsibilities.

What are the employer’s responsibilities?

An employer must:

• establish and maintain a joint health and safety committee, or cause workers to select at least one health and safety representative

• take every reasonable precaution to ensure the workplace is safe

• train employees about any potential hazards and in how to safely use, handle, store and dispose of hazardous substances and how to handle emergencies

• supply personal protective equipment and ensure workers know how to use the equipment safely and properly

• immediately report all critical injuries to the government department responsible for OH&S

• appoint a competent supervisor who sets the standards for performance, and who ensures safe working conditions are always observed.

What are the managers or supervisor’s responsibilities?

As a manager or supervisor, he or she:

• must ensure that workers use prescribed protective equipment devices

• must advise workers of potential and actual hazards

• must take every reasonable precaution in the circumstances for the protection of workers.

Managers and supervisors act on behalf of the employer, and hence have the responsibility to meet the duties of the employer as specified in the Act.

What are the employees’ rights and responsibilities?

Employees’ rights and responsibilities include the following:

• responsibility to work in compliance with OH&S acts and regulations

• responsibility to use personal protective equipment and clothing as directed by the employer

• responsibility to report workplace hazards and dangers

• responsibility to work in a manner as required by the employer and use the proper safety equipment.

• right to refuse unsafe work

• right to participate in the workplace health and safety activities through Joint Health and Safety Committee (JHSC) or as a worker health and safety representative

• right to know, or the right to be informed about, actual and potential dangers in the workplace

http://www.ccohs.ca/oshanswers/legisl/responsi.html

Written by: Patricia Olson

Posted in: Business, Health and Wellness, Human Resources
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Do you have S.A.D?
Wed Nov 23, 2011

Winter weather taking its toll on you? Are you feeling down and overwhelmed by the dismal weather? You are not alone and this is something that affects many people. You could be a victim of Seasonal Affective Disorder (SAD).

Taking a vacation is a wonderful way to get away, but not everyone has the luxury of taking time off this season. There are several other ways to help deal with this such as just getting outside during daylight hours to take advantage of the sunshine hours and get some exercise outside.

Here is a very interesting article on SAD and if you are affected and what you can do to help alleviate the symptoms.

http://morethanmedication.ca/en/article/index/sad?&utm_campaign=Newsletter&utm_medium=email&utm_source=NEID_3186&utm_content=LID_article_sad

Written by: Dawne Helischauer

Posted in: Benefits, Health and Wellness
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CPP – Long Term Viability?
Wed Nov 16, 2011

Canada has a growing, concerning issue. We have more than a generation of people groomed on the “Freedom 55” concept. Build your retirement up and don’t wait until you are 65. Choose a better path and retire ten years earlier and enjoy life. But, we also have an attitude, sub-conscious or not, that the government will take care of us.

January 1st 1966 was a momentous date for Canadians. On that date, the CPP (Canada Pension Plan) Act came into existence. It was “An Act to establish a comprehensive program of old age pensions and supplementary benefits in Canada payable to and in respect of contributors.”

By the mid-70’s, concern for the long term viability of CPP was growing and by the mid-90’s that concern reached a crescendo with a low contribution rate and a growing, aging population. And the “rise of the retired Baby Boomers” had not even come near to reaching its peak. Changes had to be made or the fund would run out by 2015. CPP had become a “hot potato” of debate.

To that end, CPP has evolved into a “pay-as-you-go” plan and the government annually has to look at changes, both minor and significant as the world moves and adapts. How do we increase revenues into the system, increase benefits provided by the program and keep it in a state of sustainability over the long haul?

Combine that with a declining birth rate, an increasing number of baby boomers hitting those retirement ages, and a still growing economy, and you have a growing tsunami developing where the biggest danger to continued prosperity is a lack of knowledge in the workplace.

We need to find a way to change the attitudes of Canadians and keep them in the workplace longer.

For 2012 there are the usual changes, or should I say usual increases. The base percentage rate does not change, but the maximums income basis of that percentage for contributions have increased from $48,300 to $50,100. This is the government’s subtle way of instituting increases while telling the public the rates have not gone up.

But the bigger adjustment is the age adjustments. If you take CPP before age 65, the amount you can take will decrease by a larger percentage than before, and if you take it after age 65, the percentage will increase. As well, if you continue to work between the age of 65-70, you can continue to make contributions and your employer will be required to as well.

What does all this mean really to employers? Today, probably not a lot will change. There will be some increase in costs for matching contributions for that older part of the workforce. But that may well be offset by the value that group will continue to bring to your organization.

Although, it is just the first step in changing a mentality of the aforementioned “freedom 55” generation, it will help edge us to a workforce that stays longer. It will start to ease some of the pressure on succession planning as our experienced workforce begins to grow with more people choosing to continue to be active employees.

Certainly, there are going to be many who are choosing the path out of sheer necessity. That part of the workforce has been with us for a while now, just look at the stereo-typical Wal-Mart greeter, and you will see that. However, many more will continue to be on the “bubble” of retirement economics. Given a much more significant reason to not take early retirement, to continue to work and have the opportunity to contribute effectively to that retirement fund, and stay active, employers should see more opportunity to encourage that experienced workforce to stay.

This will also have to get into the mindset of employers and our financial teams. Often, budgets are in place with the expectations that we can continue to look for ways to reduce costs. This potential increase in an aging workforce still being active means other costs as well. So many other factors start to emerge.

There are a few factors that will be part of a domino effect on this growing part of our workforce– a widening of the generational gaps in the employee base, more people earning more vacation time through increased tenure, pressure on health and dental plans to meet changing demographics, potential in workers’ compensation costs to handle a potentially more fragile workforce and, of course, the hard costs of CPP itself. These factors will contribute to the complexity of running a business and create both cost and angst over change.

But, if we look at the concerns of the business owner in Canada, we will see that more pressing challenges of succession planning, loss of practical experience at all levels and shortages of skilled labour in all industries.

This push by the government to have people stay longer to ease the burden on CPP may also help ease some of these last frustrations of the business owner. And, if managed properly, can be significant opportunities for economic growth for many companies in Canada who are facing positive challenges outside of the financial burdens of increasing their business.

It will probably take five to ten years for this differing mindset to gel, where people coming into the workplace stop thinking “if I do this “right”, I can retire at 55 and even if I don’t, I can relax starting at 65”. It will take time for people to realize that they can continue to bring value to their employer longer and you will be able to have an expectation of being productive longer. “Old Age” will continue to be extended outward and those grey hairs will not signify lack of usefulness. Instead it will bring experience to make our companies more vibrant and effective.

Written by: Bill Leesman

Posted in: Business, Payroll
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Does your organization do what is normal in the business world? Or, does it do what is right for the business?
Wed Nov 9, 2011

Many highly successful companies with strong cultures have unorthodox HR practices not traditionally found in management textbooks. These practices are calculated not only on business needs, but also on the deeply held values of the company.

The following article will give employers an idea of what some organizations are doing differently to promote a high commitment workplace where employees work towards a common goal.

http://www.managementsite.com/content/html/276.asp?cid=756

Submitted by Linh Giang

Posted in: Business, Human Resources
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I found one!! Finding your sales gems!
Fri Nov 4, 2011

Despite the failure of RIM and their Blackberry outage or the growing complexity of technology that seems to slow businesses down every time you read the headlines, and despite general labour shortages, strikes, and international turmoil, everywhere I go, when I ask sales driven organizations what their biggest issue is, it comes down to finding “good” sales people.

Like finding the magic beans, the golden goose, or the pot at the end of the rainbow, finding those special sales people who will drive your business forward is a bit of good luck and magic.

We put people through all kinds of personality testing and profiling and still we fail. Multiple levels of interviews and still people slip through the cracks that don’t make it. Why is that?

Because we think the magic is us! We think if we are smart enough, if we ask just the right questions, we can be the ones who find the superstars.

In short, I think we are fooling ourselves. Finding good reps is “hit and miss”. It takes using all of the tools you have, as I mentioned above. But, it also means putting in a plan of success and expectations. Making sure you are providing a proper balance of training and encouragement. Finally, it is holding that person who, when the final offer letter goes out, says “I am the person for your company and I will succeed”, and holding them accountable to what they say they will do. Work with them diligently through all of the hurdles they will surely face. And, then when you have done all of that, cross your fingers.

They have as much responsibility in making themselves successful as you do. And that’s why sales people get paid so handsomely – good to great ones really are “one in a million”.

Written by: Bill Leesman

Posted in: Business
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Halloween Safety
Mon Oct 24, 2011

Halloween is that magical time of year when children get to dress up in wonderful and outrageous costumes as they gather a bag full of treats. Halloween is really for children and children should ideally participate in all aspects of Halloween from helping to decorate the house to helping pick their costumes.

    Costume Safety
Coming up with a creative disguise doesn’t mean that safety needs to be forgotten, so here are some safety tips to keep in mind.

• October 31 can be a chilly night so make sure that costumes are loose enough to be worn over warm clothing but not so baggy or long that trick or treaters can trip over their costumes.

• Trick-or-treaters should wear sturdy walking shoes.

• Choose brightly-coloured costumes that will be clearly visible to motorists. For greater visibility, add or incorporate reflective tape into the costume.

• Make-up and face paint are better than wearing masks which can restrict breathing and/or vision. If you choose to use a mask make sure it is one that allows the child to see and breathe easily..

• Swords, knives and similar accessories should be made of soft, flexible material.

• Look for costumes, beards and wigs labeled “Flame-Resistant” — nylon or heavyweight polyester costumes are best. Flame Resistant does not mean ‘fire proof’. Avoid costumes with baggy sleeves or flowing skirts to minimize the risk of contact with candles and other fire sources. Costumes made of flimsy materials have been found to burn more quickly when exposed to fire sources.

• Think twice before changing the colour of your eyes with cosmetic contact lenses. These cosmetic lenses should be used only under the supervision of an eye-care professional. In addition, wear time should be limited to the shortest duration possible. The lenses must never be worn while asleep, and cosmetic contact lenses should not be shared with others. If you should choose to wear these lenses, be certain that they are cleaned properly.

    Decorating Your House

By decorating your home, you signal to other trick-or-treaters that your household is taking part in Halloween.

• Children too young for trick-or-treating can dress up in costume and help answer the door with a parent nearby.

• Small children should never carve pumpkins. Instead, let your child draw a face on the pumpkin.

• Make your home safe for trick-or-treaters. Remove all objects around the outside of your house that could cause children to trip or fall. Turn your outside light on so children will know they can visit your home.

• Keep candles, jack-o-lanterns, matches and lighters in a place that children cannot reach.

• Halloween candles with multiple wicks close to one another are hazardous and should not be used. When lit they can produce a single high flame or several large flames close together resulting in intense heat and the danger of igniting nearby materials such as curtains or window sills.

• Keep pets inside and away from trick-or-treaters and lit candles, especially if they are easily frightened or become over-excited in the presence of strangers.

• If using decorative lights indoors or outdoors, use lights certified by a recognized organization such as the Canadian Standards Association (CSA) or the Underwriters’ Laboratory of Canada (ULC or C-UL). Check lights for broken or cracked sockets, frayed or bare wires or loose connections. Discard damaged sets. Do not overload extension cords.

    Trick-or-Treat!

On Halloween, most trick and treaters set out around dusk but the youngest wave of ghosts, witches and rock stars might begin ringing your bell in the late afternoon.

Parents should accompany their children each year until the children are old enough to go by themselves. Still, safety-minded parents can follow along at a distance to keep an eye on the children.

    Other Tips

Tell your children not to eat any goodies until you see them. Make sure that your child eats dinner before they set out, so they’ll be less tempted to eat their goodies along the way.

It might be a good idea for parents or children to take along a backpack to empty the goodies into if the trick-or-treat bags become too heavy.

Children should stay in well-lit areas and should only visit homes that have their outside lights turned on.

Children should never go inside homes or cars.

Children should walk, not run, from house to house and stay on the sidewalk or at the side of the road facing traffic, cross the road at the corner and look both ways before crossing the road.

    The Goodies

The best part about Halloween! But before your children begin to eat their loot, make sure you examine it first. Throw out any treats that are not wrapped, those in torn or loose packages, or any that have small holes in the wrappers. Check toys or novelty items for small parts and do not allow children under three years to play with them.

You might want to offer an alternative to sugar-based treats. Gum should be sugarless. Stickers, multicoloured pencils or beads can be a nice surprise in place or in addition to traditional treats. Ask your children what they think a good treat would be.

Then sit back and enjoy. Happy Halloween!

Original article posted at: http://www.hc-sc.gc.ca/hl-vs/securit/season-saison/hal/index-eng.php

Posted in: Health and Wellness, Personal Advice
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October – Canada’s Healthy Workplace Month!
Mon Oct 17, 2011

As per the statistics, over the last 15 years, Canadians are working longer hours and finding it hard to balance their work and personal lives. Workplaces have a huge impact on each individual’s health. From here, it was just a baby step for the employers to understand that the employees’ well – being at workplace is a real necessity not just a trend. More and more employers are determined to provide health and wellness coverage as a tool to attract, retain and engage their employees and also to build a safer and healthier work environment for them.

Did you know?

  • Absenteeism due to work-life conflict cost an estimated $3 billion in Canada per year
  • For every 2 baby boomers that will retire, there is less than 1 person to hire!
  • 55% of 32,000 employees surveyed were not praised in last 3 months
  • Over 10% of employees report a decrease in life satisfaction
  • 60% of Canadian respondents reported that the technical complexity of their jobs had increased of the past year.
  • Poor employee mental health costs the Canadian economy $14.4 billion every year
  • 1.4 million working Canadians are diagnosed with depression
As per Grey Bruce Public Health Unit, there are 5 easy steps to create a Healthier Workplace:
  1. Build commitment – get senior management endorsement and also get the employees involved!
  2. Find out what employees need and want – there are a variety of ways to understand what your employees consider to be important.
  3. Put together a plan based on what your employees want and what you can do. Different people have different needs. It is important to assess needs and interests of employees before implementing the activities.
  4. Put activities in place. Wellness programs should be open to all employees so do not set up the goals too high; it should be challenging enough to make them stretch, but not so far that they break… and in the end it is about having fun together not competing.
  5. Follow up and revise your activities. Evaluating how well the activities met the needs of your employees is important to the success of your workplace initiative. What is working and what isn’t? What can everybody do to make it work? What should be changed?
Try following the above guidelines during this month but don’t restrict your workplace initiatives to just October… Creating and maintaining a healthier workplace is an ongoing process.

Written by: Andreea Dragomir

Posted in: Benefits
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Issuing Records of Employment
Thu Oct 13, 2011

Records of Employment, commonly referred to as ROE, are forms that are completed by employers for employees who stop working and/or experience an interruption of earnings. All insurable earnings are hours that are recorded on the ROE as well as the dates of employment and the reason the ROE is being issued.

These forms can be completed either manually or electronically. If your company is completing ROE’s in the paper format (manually) it is in triplicate. This means that there are three copies of the form, one is the original which goes to the employee, the second one is mailed to Service Canada and the third part is stored with the employer. The paper format is currently being phased out to reduce government and employer administration burdens.

If your company is using the electronic form, it is completed by the employer directly through ROE Web. The ROE Web is an efficient, dependable and secure way of issuing an ROE electronically. The major change to the Regulations of the Employment Insurance (EI) Act for employees, when the ROE Web was introduced in 2009, was that ROE’s were no longer required in a triplicate format. This means the when the ROE is issued on Service Canada’s web site it is done so in ‘real time’, there is no need to mail a copy to Service Canada and employers are no longer required to mail out copies to employees. All employees are able to visit “My Service Canada” on the web to create an account and download an electronic copy of their ROE. This process has helped to decrease the processing times for potential Employment Insurance claims as employees and Service Canada are able to begin the application process the same day the ROE is issued, rather then having to wait for a paper copy.

You can set up an account with “My Service Canada” at any time. Your ‘My Service Canada” account will also allow you to obtain a statement of Canadian Pension Plan (CPP) contributions and file for Employment Insurance (EI) benefits if needed.

Written by: Samantha Nagy

Posted in: Payroll
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Common Misconceptions About Probationary Periods
Thu Oct 6, 2011

All new employees are automatically subject to a standard three-month probationary period and they can be dismissed without cause during that time frame, right?

This is one, among many other common misconceptions about probationary periods which has long been a complex HR topic.

If you are considering terminating a probationary employee, you may want to read the article below to help you avoid unnecessary headaches and mitigate your risk.

http://www.hrinfodesk.com/preview.asp?article=36087

Submitted by: Tim Jackson, BComm, CHRP

Posted in: Human Resources
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Getting that “Aha” Moment!
Tue Sep 27, 2011

The other day, our sales management group was discussing a key factor in a sales person’s growth. For that matter, it is a key factor in any person’s growth. The question was posed, “When do let your people fail?”

Around the room, different people took different views of that question. One person took it to mean when you stop trying to help someone. Another thought it meant when you realize that it isn’t working and let the person go. Although the question could be taken accurately from either of those two perspectives, what I meant from the question was: Is this the moment when you stop “holding that sales rep’s hand” and let them become fully independent?

Sales are an easy process and, I would argue, one of the hardest things to do well. Most people who venture into the sales arena do so because they are independent, assertive and strong-willed. It takes those qualities to succeed and sales people will push back at everything, including their leaders. Yet most sales managers, often former successful reps themselves, want their reps to do things exactly as the manager did. “I did it that way and was successful, so you will be too!” is often the method of guiding a sales team.

What people need to understand is that to succeed, you need a combination of “best practices”, good relationship building, and inner drive. Stifle the inner drive and, no matter how good the team is, they will not make it.

So, with independent people, what has worked for me is to teach them the systems/products/services, show them a culture of winning and then let them loose. Yes, you probably can do it better than they can at the beginning, but you have to let them venture forth independently. That is where they are best.

Then observe carefully. Be ready. Your job is to quietly determine where any areas of growth could be and then wait. Eventually, if they are driven enough, you will have an opportunity to sit with them as they hit those “invisible” barriers and show them that you are on their side. Then you want to get good at letting them come to an “AHA” moment when they realize where their weaknesses are and ask for your help in overcoming them.

The “AHA” moment occurs when a rep really can start to achieve, or they realize this is not for them. Either way, everyone eventually wins.

Written by: Bill Leesman

Posted in: Business
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