Kim Siddall is vice-president of enterprise consulting for the West at People Corporation Inc.
These are the views of the author and not necessarily those of Benefits Canada.
As employee engagement garners more attention as a key performance indicator, it’s also weaving its way into the way employers design and construct their workplace policies and benefits programs. There are many compelling reasons why organizations focus their attention on employee engagement. There’s clear evidence that high engagement leads to improved organizational results, such as […]
Canadian employers are generally familiar with dealing with employees with disabilities from the outset of a condition through to accommodation and helping them return to work successfully. But what happens to health and dental benefits when it’s not possible for an employee to return to work? It’s a question that can be a difficult one for […]
Increasing longevity, better health and the elimination of mandatory retirement means many Canadians are delaying their retirement past age 65, presenting employers with both advantages and challenges for managing benefits for this unexpected segment of their workforce. Statistics Canada’s last census indicated that one in four Canadian seniors were still working in some capacity past […]
Temporary workplace accommodation is one of the cornerstones of disability management. It helps employees return to work safely and aids in their recovery as they return to full unrestricted duties. For employers, it returns employees to them sooner than if they had to wait for them to completely regain their pre-disability health prior coming back and gets institutional […]
The start of a New Year brings with it new beginnings and new possibilities. As a result, many of us choose to make resolutions to aid us in becoming better versions of ourselves. This attitude of introspection and renewal can be extended a little further afield – at a time of year when many of […]
The global economy continues to drive employers to send their employees abroad. But you, as the employer, need to have a solid plan in place for moving those employees to your operations outside of Canada. Aside from looking at compensation, relocation and support for adapting to local customs and culture, you’ll also need to navigate […]
Workplace wellness programs have come a long way in recent years. Once considered fluff by many, most organizations have embraced wellness in the workplace, and look to these programs as a key element in their overall health management, engagement, productivity, and absenteeism prevention strategies.
I’m going to go out on a limb here, and guess that vacation has been on your mind recently. With the sun shining and patios and beaches beckoning, you’re probably gearing up for or just coming back from some time off. While no one would dispute the need for rest and recharge, more Canadian employers are thinking about their vacation policies, including whether their employees can purchase or sell vacation days either as part of their flexible benefits plan, or as part of their overall time off strategy.
Your employee has come to you to tell you that they’re having a difficult time with tasks at work. They don’t want time off, but they need your assistance in doing their job due to an undisclosed medical condition. You had no idea they were struggling with their health, and don’t really know what you can and cannot ask this employee. You certainly want to accommodate them to help them stay at work and remain effective. What should you do?
With recent changes in the Canadian economy, work these days might look and feel a bit different. Your workplace may have had to tighten spending or reorganize or reduce their workforce. You might have had a change or expansion in your responsibilities or be expected to do more with less. You might be struggling with an environment of rapid change, or worrying about what other changes are still to come.