Do you need a fast answer to a benefit or policy concern not covered in our surveys?

Our surveys are very comprehensive but questions still come up that fall outside the focus of our reports. When that happens, we are here to help.

The purpose of a quick poll is to give you a prompt answer to your query, whether it be an employee benefit, a company practice or any human resource policy concern. COIRI will poll our group of companies and provide you with the results, in as little as 24 hours. We limit polls to a maximum of 5 related questions to ensure we get the largest number of responses in the shortest amount of time. Typically, quick polls receive 75-125 responses with a turn-around time of 1-2 business days from start to finish.

This service is available to COIRI members at no extra charge and to non-members for a flat fee of $145.00. Please contact us for more information.


  Poll: BANKED TIME

Poll conducted: September 19, 2018

Total Participants:  89

Participants were comprised of Ontario employers.


Do you allow employees to bank time (regular time or overtime)?

Yes (55 votes) 61.8%
No (34 votes) 38.2%

How much time is an employee allowed to bank in a year?

1 day (1 vote) 1.8%
2 days (3 votes) 5.5%
3 days (7 votes) 12.7%
4 days (0 votes) 0.0%
5 days (14 votes) 25.5%
6 days (2 votes) 3.6%
7 days or more (28 votes) 50.9%

Employees are required to use their banked time within the following time frame:

3 months (10 votes) 18.2%
6 months (6 votes) 10.9%
1 year (20 votes) 36.4%
No limit (10 votes) 18.2%
By December 31st (3 votes) 5.5%
Other (6 votes) 10.9%

In terms of the use and replenishment of the time bank – if an employee banks up to the maximum number of hours allowed, and then uses time from the bank, is the employee allowed to replenish their time bank up to the maximum allowable hours as they withdraw from the bank?

Yes (47 votes) 85.5%
No (8 votes) 14.5%

Do you pay out banked time if it is not used by a certain date?

Yes (26 votes) 47.3%
No (29 votes) 52.7%

If banked time is paid out, when is it paid out?

Bi-annually (1 vote) 3.8%
Annually (16 votes) 61.5%
Before raises are applied (1 vote) 3.8%
Other (8 votes) 30.8%


 Poll: MEAL BREAKS

Poll conducted: September 19, 2018

Total Participants:  89

Participants were comprised of Ontario employers.


How long are company meal breaks?

30 minutes (64 votes) 71.9%
45 minutes (5 votes) 5.6%
60 minutes (20 votes) 22.5%

What do most employees do at mealtime?

Purchase meals from on-site operated cafeteria (7 votes) 7.9%
Purchase meals offsite (7 votes) 7.9%
Bring meals from home (75 votes) 84.3%

Does your company have an overnight shift?

Yes (42 votes) 47.2%
No (47 votes) 52.8%

How do you keep track of attendance for employees that leave for meals?

Use time clock to punch in and out (29 votes) 35.4%
Employee must advise the supervisor (6 votes) 7.3%
Employees can't leave for meal breaks (6 votes) 7.3%
No tracked (11 votes) 26.8%
Honour system (16 votes) 39.0%
In/out board or desk (9 votes) 22.0%
Other (5 votes) 12.2%

If employees can’t have meal breaks off-site, please specify why?

Safety (1 vote) 16.7%
Not enough time (5 votes) 76.9%

  Poll: BONUSES & VACATION ENTITLEMENT ON LEAVES OF ABSENCES

Poll conducted: August 24, 2018

Total Participants:  100

Participants were comprised of Ontario employers.


Does your company have a bonus program?

Yes (70 votes) 70.0%
No (30 votes) 30.0%

Bonuses are paid to employees returning from short-term disability leave based on?

100% of their entitlement (26 votes) 37.1%
Depending on length of absence (6 votes) 8.8%
Pro rated based on time worked (20 votes) 27.6%
Other (4 votes) 5.7%
Not offered/does not apply (14 votes) 20.0%

Bonuses are paid to employees returning from long-term disability leave based on?

100% of their entitlement (14 votes) 20.0%
Depending on length of absence (2 votes) 2.9%
Pro rated based on time worked (20 votes) 28.6%
Varies (4 votes) 5.7%
Other (4 votes) 5.7%
Not offered/does not apply (26 votes) 37.1%

Bonuses are paid to employees returning from ESA protected leave, e.g., maternity leave, based on?

100% of their entitlement (26 votes) 37.1%
Pro rated based on time worked (26 votes) 37.1%
Company follows provincial legislation (2 votes) 2.8%
Varies (2 votes) 2.8%
Other (4 votes) 5.7%
Not offered/does not apply (10 votes) 14.3%

Vacation entitlement for employees returning from short-term disability or long-term disability is based on?

Entitlement is pro rated (41 votes) 41.0%
Full entitlement is provided (20 votes) 20.0%
LTD only (7 votes) 7.0%
Other (22 votes) 22.0%
Varies (6 votes) 6.0%
Not offered/does not apply (4 votes) 4.0%

Vacation entitlement for employees returning from ESA protected leave is based on?

Entitlement is pro rated (44 votes) 44.0%
Full entitlement is provided (26 votes) 26.0%
Company follows provincial legislation (8 votes) 8.0%
Other (10 votes) 10.0%
Not offered/does not apply (12 votes) 12.0%


 Poll: JOB EVALUATION SYSTEMS

Poll conducted: July 20, 2018

Total Participants:  85

Participants were comprised of Ontario employers.


Does your company/organization use a formal job evaluation system for salaried positions to determine pay?

Yes (51 votes) 60.0%
No (34 votes) 40.0%

If yes, is your system points-based using various factors?

Yes (44 votes) 86.3%
No (7 votes) 13.7%

If yes, how many factors are used?

Less than 10 (15 votes) 34.1%
10 to 15 (28 votes) 63.6%
More than 15 (1 vote) 2.3%

How are these factors captured?

Using a formal document consisting of a single page describing the position/ranking of factors. (11 votes) 25.0%
Using a formal document consisting of multiple pages describing the position/ranking of factors (28 votes) 63.6%
Through an outside evaluation system (3 votes) 6.8%
Other (2 votes) 4.5%

If a multiple page document is used, how long is it?

2 pages (4 votes) 14.3%
3 pages (5 votes) 17.9%
4-6 pages (4 votes) 14.3%
7-9 pages (6 votes) 21.4%
10-12 pages (3 votes) 10.7%
15-20 pages (6 votes) 21.4%

If you are not using a point factor system, how do you evaluate jobs?

Based on education, experience, and salary expectations (3 votes) 8.8%
By informally rating all duties of the position (2 votes) 5.9%
Using market comparison and benchmarking to external jobs/salary surveys (13 votes) 38.2%
By measuring against existing jobs based on required skills and experience (3 votes) 8.8%
We don't do job evaluations (13 votes) 38.2%

Do you use an employee-based job evaluation committee?

Yes (16 votes) 18.8%
No (69 votes) 81.2%

What triggers an evaluation of an existing position?

Manager or employee request (34 votes) 47.2%
Evaluations are on a set schedule (25 votes) 34.7%
New or changing responsibilities in an existing job (7 votes) 9.7%
Filling new jobs (2 votes) 2.8%
Other (4 votes) 5.6%

If a set schedule requirement, indicate how long between reviews?

Every 6 months (2 votes) 8.0%
Annually (15 votes) 60.0%
Every 2 years (2 votes) 8.0%
Every 3 years (1 vote) 4.0%
Every 5 years (2 votes) 8.0%
Varies (3 votes) 12.0%


 Poll: SIGNING BONUSES

Poll conducted: March 8, 2018

Total Participants:  95

Participants were comprised of Ontario employers.


Does your company offer signing bonuses to any type of employees when hiring?

Yes (33 votes) 34.7%
No (62 votes) 65.3%

Categories of employees that are typically offered signing bonuses:

Mid-to-upper management 26 votes) 78.8%
Professional (13 votes) 39.4%
Sales/Marketing (14 votes) 42.4%
Jobs requiring special, hard-to-find skills (21 votes) 63.6%

The bonus amount offered is determined by:

A pre-determined set amount (9 votes) 27.3%
It is negotiated with the prospective employee (7 votes) 21.2%
Varies from case to case (15 votes) 45.5%
Other (2 votes) 6.0%

What is the average bonus/range of bonus paid upon signing?

Under $2500 (5 votes) 15.2%
$2,501-$4,999 (1 vote) 3.0%
$5000 (7 votes) 21.2%
$10,000 (1 vote) 3.0%
$15,000 (3 votes) 9.1%
$20,000 (1 vote) 3.0%
Under 5% of annual salary (1 vote) 3.0%
Over 5%, but under 10% of annual salary (4 votes) 12.1%
10% of annual salary (3 votes) 9.1%
10.1%-15% of annual salary (1 vote) 3.0%
Varies too much to quantify (6 votes) 18.2%

If the employee does not stay in the position, are they required to pay back all or part of the bonus?

Yes (22 votes) 66.7%
No (10 votes) 30.3%
Other (1 vote) 3.0%

  Poll: BILL 148 UPDATE

Poll conducted: February 7, 2018

Total Participants:  154

Participants were comprised of Ontario employers.

This is a follow-up to the poll we took last August (below) before Bill 148 passed.

How has your company handled the wages of employees who were already being paid above the new minimum wage?

Maintained the existing wage and merit process (95 votes) 61.7%
Adjusted all wages to the same degree the minimum wage was adjusted (1 votes) 0.7%
Adjusted some wages to the same degree the minimum wage was adjusted (16 votes) 10.4%
Adjusted all wages to a larger degree than normal, but not to the same degree the minimum wage was adjusted (11 votes) 7.1%
Adjusted some wages to a larger degree than normal, but not to the same degree the minimum wage was adjusted (18 votes) 11.7%
Other (13 votes) 8.4%

Has your company raised hiring wages in order to attract new employees since Bill 148 passed?

Yes (52 votes) 33.8%
No (102 votes) 66.2%


 Poll: PAID LEAVE FOR JURY DUTY

Poll conducted: January 25, 2018

Total Participants:  141

Participants were comprised of Ontario employers.


Does your company provide employees with PAID leave for jury duty?

Yes (120 votes) 85.1%
No (21 votes) 14.9%

If yes, is there a maximum?

Yes (46 votes) 38.3%
No (74 votes) 61.7%

The maximum is:

Up to 3 days (12 votes) 10.0%
Up to 5 days (9 votes) 7.5%
Up to 10 days (19 votes) 15.8%
Up to 15 days (1 vote) 0.8%
Up to 20 days (1 vote) 0.8%
Up to 30 days (1 vote) 0.8%
No maximum - full absence for jury duty is covered (74 votes) 61.7%
Other (3 votes) 2.5%

  Poll: STATIONARY ENGINEERS – PAY FOR WEEKEND HOURS

Poll conducted: November 16, 2017

Total Participants:  16

Participants were comprised of Ontario employers.


Job Description: A stationary engineer operates and/or maintains stationary engines, boilers, or other mechanical equipment to provide utilities for buildings or industrial processes. Operates steam engines, generators, motors, turbines, and steam boilers or operates as Shift Engineer under the direction of a Certified Chief Engineer a high-pressure steam plant.

Do your stationary engineers that work Saturday and Sunday as part of their regular scheduled work hours, i.e., Saturday and Sunday are part of their regular week, receive a higher rate of pay or premium?

Yes (10 votes) 62.5%
No (6 votes) 37.5%

If yes, please indicate how the premium is paid:

Time and a half for Saturday and Sunday 20%
Time and a half for Sunday only 20%
Double time for Saturday & Sunday 0%
Double Time for Sunday only 0%
Time and a half for Saturday and Double time for Sunday 40%
Flat premium added to pay 20%

If a flat premium is added to pay, what is the bi-weekly amount?

$80.00-$100.00 50%
$101.00-$150.00 50%
More than $150.00 0%

Is your policy to pay a premium part of a collective agreement/union contract?

Yes 80%
No 20%


 Poll: RETIREMENT BENEFITS

Poll conducted: November 8, 2017

Total Participants: 128

Participants were comprised of Ontario employers.


If any, which of the following benefits does your company offer to retirees?

The percentages below are calculated individually out of 100%.

Extended health & dental for retiree only 2.0%
Extended health & dental for retiree and dependant 13.0%
Access to EAP 9.0%
Retirement gift - Average Limit: $515.00 | Median Limit: $500.00 79.6%
Retirement party - Average Limit: $561.00 | Median Limit: $500.00 51.5%
Retiree death benefit - Average Limit: $16,111.00 | Median Limit: $13,333.00 18.7%
Donation to charity - Average Limit: $7,824.00 | Median Limit: $5,880.00 17.1%
Other 16.4%

 ‘Other’ category yielded:

Cake for shift/cake & presentation on last day
Retirement bonus based on years of service
Life insurance
Health and Dental for early retirees only until age 65
Benefits are reduced at age 65 to 50% and terminated at 70
Access to EAP for 3 months after retirement only
Pension transfer
Gift card
Health Insurance only
30 days travel for retiree and spouse

  Poll: ANNUAL TURNOVER RATES

Poll conducted: October 19, 2017

Total Participants: 94

Participants were comprised of Ontario employers.


Definitions:

Annual Voluntary Turnover: Turnover that is due to employee-initiated departure in the past 12 months. It excludes retirements, dismissals, severance, and redundancies.

Annual Involuntary Turnover: Turnover due to employer-initiated departure in the past twelve months, e.g., severance, dismissals, redundancies, etc.

What is the total annual turnover rate (voluntary & involuntary combined) for the company as a whole?

1%-5% (28 votes) 29.7%
5.1%-10% (32 votes) 34.0%
10.1%-15% (14 votes) 14.9%
15.1%-20% (8 votes) 8.5%
Over 20% (12 votes) 12.8%

What is the annual involuntary turnover rate for all hourly-paid employees?

1%-5% (72 votes) 76.6%
5.1%-10% (14 votes) 14.9%
10.1%-15% (6 votes) 6.4%
15.1%-20% (0 votes) 0%
Over 20% (2 votes) 2.1%

What is the annual voluntary turnover rate for all hourly-paid employees?

1%-5% (52votes) 55.3%
5.1%-10% (28 votes) 29.8%
10.1%-15% (4 votes) 4.2%
15.1%-20% (4 votes) 4.2%
Over 20% (6 votes) 6.4%

What is the annual voluntary turnover rate for skilled labour, e.g. electricians, machinists, millwrights, etc.?

1%-5% (64votes) 84.2%
5.1%-10% (8 votes) 10.5%
10.1%-15% (4 votes) 5.2%
15.1%-20% (0 votes) 0%
Over 20% (0 votes) 0%

What is the annual voluntary turnover rate for all salaried employees?

1%-5% (72 votes) 78.3%
5.1%-10% (14 votes) 15.2%
10.1%-15% (6 votes) 6.5%
15.1%-20% (0 votes) 0%
Over 20% (0 votes) 0%

  Poll: BILL 148

Poll conducted: August 10, 2017

Total Participants: 72

Participants were comprised of Ontario employers.


With the proposed Ontario minimum wage increases, how does your organization plan to handle the wages of employees who are currently paid above that minimum amount?

Maintain the current wage and merit process (48 votes) 66.6%
Adjust all wages to the same degree the minimum wage is adjusted (0 votes) 0%
Adjust some wages to the same degree the minimum wage is adjusted (9 votes) 12.5%
Adjust all wages to a larger degree than normal, but not to the same degree the minimum wage is adjusted (4 votes) 5.6%
Adjust some wages to a larger degree than normal, but not to the same degree the minimum wage is adjusted (9 votes) 12.5%
Other (2 votes) 2.8%

With the proposed Pay Equity provisions in Bill 148 requiring wages for temporary employees (including temp agency employees) to be the same as full-time and permanent employees doing the same job, how does your organization plan to handle temp labour hired through agencies?

Stop using temp labour entirely (1 vote) 1.4%
Only use temp agency employees as a last resort (32 votes) 44.4%
Manage temporary labour contracts internally (10 votes) 13.9%
Undecided (17 votes) 23.6%
Other (7 votes) 9.7%
Not applicable (5 votes) 6.9%


 Poll: RELOCATION BENEFIT

Poll conducted: August 10, 2017

Total Participants: 72

Participants were comprised of Ontario employers.


A monetary relocation benefit or bonus is offered as part of the compensation package in your company:

Yes (31 votes) 43.1%
No (41 votes) 56.9%

The benefit is paid out as:

A set amount (30 votes) 96.8%
A percentage of salary (1 vote) 3.2%

Categories of employees are eligible for relocation benefits are:

Administrative (4 votes) 11.8%
Lower Management (9 votes) 26.4%
Mid-to-Upper Management (29 votes) 85.3%
Professional (19 votes) 55.8%
Sales/Marketing (16 votes) 47.6%
Skilled Trades (8 votes) 23.6%


 Poll: TOP QUALITIES  SOUGHT FOR A LEAD HAND/TEAM LEADER

Poll conducted: June 14, 2017

Total Participants: 108

Participants were comprised of Ontario employers from the manufacturing industry.


Participants were invited to choose the top five key competencies they seek/require for a leadership role, e.g. team lead, in a manufacturing environment from the following list:

Yes (31 votes) 41.3%
No (41 votes) 56.9%
Visible across facility – ability to build relationships across facility (62 votes) 57.4%

 ‘Other’ category yielded:

Accountability – Results Oriented
Understands company culture
Respect for diversity
Vision to change and improve operations
Quality, Integrity, Teamwork, Respect, Customer Focus, Leadership
Empathy
Respect for people, processes, and safety
Process improvement – lean manufacturing methods
Understanding company business priorities and how to take action in own area of responsibility
Mechanical ability – able to troubleshoot and or program, reset equipment
Engagement

 Poll: BEREAVEMENT LEAVE


Bereavement Leave is available to employees:

Yes (113 votes) 98%
No (2 votes) 2%

Total votes: 115

Number of days granted:

1 day (1 vote) 1%
3 days (21 votes) 19%
5 days (5 votes) 4%
Varies depending on familial relationship to the deceased (86 votes) 76%

Total votes: 113

The policy covers:

Immediate family only (incl. step & inlaws): spouse, son, daughter, mother, father, sister, brother, grandparent, grandchild (71 votes) 63%
Immediate family and extended family to include aunts, uncles, nieces, nephews, cousin (38 votes) 34%
Coverage is decided on a case by case basis (2 votes) 2%
Other (2 votes) 2%

Total votes: 113