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. 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 50-125 responses depending on the topic, with a turn-around time of a week or less, 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: 12-HOUR SHIFTS

Poll conducted: September 13, 2023

Total Participants:  48

What schedule does your company use for 12-hour shifts?

The Continental 8.3%
The 2-3-2 29.2%
4 on, 4 off 16.7%
Weekends - 3 on, 4 off 25.0%
3 on, 3 off 8.3%
Other 12.5%

How long are the meal breaks for 12-hour shifts?

30 minutes 58.3%
60 minutes 12.5%
Meal & rest breaks are combined 20.8%
Other 8.3%

Are meal breaks paid as part of your 12-hour shift?

Yes 58.3%
No 41.7%

If meal and rest breaks are combined, they are taken as:

10, 10, 20, 15, 15 20.0%
20 minutes every 2 hours 40%
10, 10, 20, 10, 10 20.0%
Three 20 minute breaks 20.0%

If rest breaks are separate, they are taken as:

One 30 minute rest break 10.5%
Two 15 minute rest breaks 63.2%
Two 20 minute rest breaks 5.3%
Two 10 minute rest breaks 5.3%
Two 10 minute rest breaks and one 15 minute rest break 5.3%
Three 15 minute rest breaks 5.3%
Four 10 minute rest breaks 5.3%

Do you feel that 12-hour shifts reduce absenteeism?

Yes 54.2%
No 45.8%

Do you feel that 12-hour shifts decrease the overall alertness level of employees at the end of the day?

Yes 45.8%
No 54.2%

Do you find it difficult managing sick days with a 12-hour shifts?

Yes 37.5%
No 62.5%

  Poll: PAY TRANSPARENCY IN JOB POSTINGS

Poll conducted: July 17, 2023

Total Participants:  102

Do you include wage or salary information in job postings?

Yes 52.9%
No 47.1%

Relating to pay transparency, what wage/salary information is used for job postings?

Actual wage/salary range for the position, i.e., $20-$30/hour or $41,600-$62,400/annually 22.2%
Hiring Target, i.e., $20/hour plus or $41,600 annually plus 14.8%
Hiring Range, i.e., $20-$25/hour or $41,600-$52,000 annually 33.3%
Varies by position 22.2%
Start rates only 7.4%

What is the compensation ratio used on the wage/salary information for job postings?

80% to 120% 22.3%
85% to 110% 11.1%
90% to 110% 3.7%
80% to 100% 40.7%
90% to 100% 18.5%
Other 3.7%

  Poll: SERVICE RECOGNITION AWARDS

Poll conducted: June 15, 2023

Total Participants:  106

What type of award does your company offer for long service?

Cash 32.1%
Gift 35.8%
Gift card or redeemable points 18.9%
Other/varies 13.2%

At what year of service do awards begin?

Under 5 years 11.3%
At 5 years 75.5%
At 10 years 11.3%
More than 10 years 1.9%

What is the cash value of your awards per year of service?

Under $10.00 per year of service 0.0%
$10.00 per year of service 20.8%
Starts at $10.00 per year of service but increases with years served 1.9%
$15.00 per year of service 13.2%
$20.00 per year of service 9.4%
Starts at $20.00 per year of service but increases with years served 7.5%
$25.00 per year of service 11.3%
More than $25.00 per year of service 18.9%
Other model/varies 17.0%

  Poll: THE ROLE OF VACATION PAY IN CALCULATING OVERTIME

Poll conducted: May 29, 2023

Total Participants:  103

Does your company include vacation as hours worked for the purpose of calculating overtime?

Yes 48.5%
No 51.5%

  Poll: CELL PHONE POLICIES

Poll conducted: May 18, 2023

Total Participants:  108

How does your company cell phone policy work?

Company provides the phone and covers the whole cost of service 68.4%
Employee owns/provides the phone and company pays an allowance to the employee to cover all or part of service 19.3%
Both options above apply 10.5%
Company provides the phone and covers part of the cost of service 1.8%

What is your company’s policy on who receives a cell phone and/or allowance?

Role-based 87.7%
Level-based 5.3%
Varies 7.0%

What criteria is used to decide eligibility?

Multiple responses allowed.
Employees who work after hours, on-call, or travel are eligible 10.4%
Employees where the use of a phone outside the office is a requirement of the job are eligible 37.5%
Employees who work offsite at client/customer locations are eligible 6.2%
Executive level employees only are eligible 12.5%
Managers and above are eligible 16.7%
Managers, Leads, Key roles and above are eligible 22.9%
All employees have company cell phones 2.1%

If your company provides a monthly cell phone allowance, what is the average amount spent per employee per month?

Under $30.00 4.3%
$30.00-$39.00 4.3%
$50.00-$59.00 26.1%
$60.00-$69.00 17.4%
$70.00-$79.00 13.0%
$80.00 or more 8.7%
Varies 17.4%

  Poll: PAID DAYS OFF

Poll conducted: March 15, 2023

Total Participants:  67

PUBLIC HOLIDAYS

How many public holidays do employees have off per year?

9 days 10.7%
10 days 69.6%
11 days 12.5%
12 or more 7.1%

Does the company offer any additional paid days off beyond the public/statutory holidays above?

No additional paid days/holidays are offered 14.3%
Yes, company offers additional paid personal days 37.5%
Yes, company offers additional paid floater days 33.9%
Yes, company offers both additional paid personal days and additional paid float days 14.3%
PAID PERSONAL DAYS

How many personal days/holidays are allotted to employees per year?

None 48.2%
1 day 3.6%
2 days 16.1%
3 days 14.3%
4 days 1.8%
5 days 8.9%
Varies/other 7.1%

Personal days can be taken as:

Full days only 13.8%
Full days or partial days 86.2%

Is carry-over of unused personal days allowed?

Yes 10.3%
No 89.7%
PAID FLOAT DAYS

How many floater days are allotted to employees per year?

None 51.8%
1 day 8.9%
2 days 12.5%
3 days 14.3%
4 days 8.9%
5 days 1.8%
More than 5 days 1.8%

Who decides when the float day(s) is used?

Determined by company 59.3%
Determined by employee 29.6%
Varies 11.1%

If company assigned, when is your float day(s) typically assigned?

Multiple responses allowed.

Incorporated into Christmas holidays 72.7%
Incorporated into Canada Day 13.6%
Other 27.3%

Is the entitlement of days off the same for both salaried and hourly-paid employees?

Yes 85.5%
No 14.5%

  Poll: DISBURSING BONUS PAY

Poll conducted: February 22, 2023

Total Participants:  104

Does your company provide a performance bonus to any employees?

Yes 90.4%
No 9.6%

If yes, how frequently is it paid out?

Annually 85.1%
Every 6 months 8.5%
Every 3 months 2.1%
Other 4.3%

Is the disbursement frequency different for your sales representatives as opposed to non-sales employees?

Yes 31.9%
No/not applicable 68.1%

If yes, what is the frequency for sales representatives?

As it's earned 13.3%
Monthly 20.0%
Every 3 months 46.7%
Every 6 months 13.3%
Other 6.7%

If you pay your sales representatives more than once a year, do you?

Pay out all that has accumulated in the period 71.4%
Pay out a portion but hold back some of the earned payment 14.3%
Other 14.3%

Are bonuses for sales representatives based on a calculated plan?

Yes 70.7%
No 29.3%

  Poll: PAY TRANSPARENCY FOR SALARIED EMPLOYEES

Poll conducted: December 21, 2022

Total Participants:  100

Does your organization share salaries or salary ranges for positions within the company with their employees?

Yes 22.0%
No 78.0%

If not, is this information shared with leaders?

Yes 74.4%
No 25.6%

If not, are you planning to move toward or implement a pay transparency policy in the next 12 months?

Yes 30.8%
No 59.0%
Uncertain 10.2%

Does your organization post the salary or salary range for an open job while advertising?

Yes 26.0%
No 74.0%

If not, are you considering changing this policy in the next 12 months?

Yes 32.4%
No 64.9%
Uncertain 2.7%

  Poll: CANADA DAY 2023 

Poll conducted: December 14, 2022

Total Participants:  76

The upcoming Canada Day falls on Saturday, July 1, 2023. What day will you be offering off to your employees?

Friday, June 30th 31.6%
Monday, July 3rd 67.1%
Other 1.3%

  Poll: VACATION ENTITLEMENT DURING MATERNITY/PATERNITY/PARENTAL LEAVE

Poll conducted: November 24, 2022

Total Participants:  61

Does your organization allow employees on maternity, paternity or parental leave to continue to accrue vacation time while they are off on leave?

Yes 72.7%
No 27.3%

If yes, do they receive vacation time accrued along with vacation pay upon return from this leave?

Yes 34.2%
No 65.8%

Are salaried and hourly employees treated the same with regard to this policy?

Yes 85.7%
No, hourly employees are entitled to the amount they have accrued only 8.2%
No, hourly employees are unionized 6.1%

  Poll: MATERNITY/PATERNITY/PARENTAL TOP-UP BENEFITS

Poll conducted: September 22, 2022

Total Participants:  63

TOP-UP ON MATERNITY LEAVE

Does your company provide a top-up benefit for maternity leave?

Yes 36.5%
No 63.5%

Indicate the amount as a percentage of total pay?

Under 50% 4.3%
50%-74% 8.7%
75%-85% 17.4%
100% 56.5%
Other/varies 13.0%

What is the maximum length of time the benefit is offered?

2-4 weeks 13.0%
6-8 weeks 34.8%
10-12 weeks 21.7%
15 weeks or more 30.4%

Is there an eligibility criteria linked to length of service?

None 47.8%
6 months 0.0%
1 year 17.4%
2 years 13.0%
Other/varies 21.7%

TOP-UP ON PATERNITY LEAVE

Does your company provide a top-up benefit for paternity (father/non birth parent) leave?

Yes 11.1%
No 88.9%

Indicate the amount as a percentage of total pay?

Under 50% 14.3%
50%-74% 0.0%
75%-85% 14.3%
100% 71.4%

What is the maximum length of time the benefit is offered?

2-4 weeks 42.9%
6-8 weeks 14.3%
10-12 weeks 14.3%
15 weeks or more 28.6%

Is there an eligibility criteria linked to length of service?

None 42.9%
6 months 0.0%
1 year 28.6%
2 years 14.3%
Other/varies 14.3%

TOP-UP ON PARENTAL LEAVE

Does your company provide a top-up benefit for parental (mother/father/adoptive parent) leave?

Yes 12.7%
No 87.3%

Indicate the amount as a percentage of total pay?

Under 50% 0.0%
50%-74% 0.0%
75%-85% 12.5%
100% 87.5%

What is the maximum length of time the benefit is offered?

2-4 weeks 50.0%
6-8 weeks 25.0%
10-12 weeks 12.5%
15 weeks or more 12.5%

Is there an eligibility criteria linked to length of service?

None 62.5%
6 months 0.0%
1 year 25.0%
2 years 0.0%
Other/varies 12.5%

Poll: HOURS OF WORK

Poll conducted: September 9, 2022

Total Participants:  75

How many days in the regular work week?

4 days 2.7%
5 days 81.3%
Other/varies 16.0%

How many hours in the regular work week including all meal and rest periods?

35 hours 4.0%
37.5 hours 12.0%
40 hours 54.7%
42 hours 9.3%
42.5 hours 13.3%
44 hours 1.3%
Other/varies 5.3%

How many hours in the regular work day including all meal and rest periods?

7 hours 2.7%
7.5 hours 10.7%
8 hours 48.0%
8.5 hours 22.7%
9 hours 2.7%
9.5 hours 1.3%
10.5 hours 2.7%
12 hours 4.0%
Other/varies 5.3%

What is the length and type of meal breaks offered per day?

30 minutes paid 17.3%
30 minutes unpaid 57.3%
60 minutes paid 6.7%
60 minutes unpaid 9.3%
Other/varies 9.3%

What is the length and type of rest breaks offered per day?

None 10.9%
Total 15 minutes paid 23.4%
Total 15 minutes unpaid 3.1%
Total 20 minutes paid 23.4%
Total 20 minutes unpaid 0.0%
Total 30 minutes paid 34.4%
Total 30 minutes unpaid 4.7%

  Poll: EDUCATION ASSISTANCE

Poll conducted: September 9, 2022

Total Participants:  66

Does your company offer educational assistance/tuition reimbursement for a bachelor’s or master’s degree?

Yes 65.2%
No 34.8%

What is your “typical” approach to educational assistance/tuition reimbursement for a bachelor’s or master’s degree?

Under $2000/annual limit 4.8%
$2000/annual limit 7.1%
$2001-$4999/annual limit 7.1%
$5000/annual limit 11.9%
Over $5000/annual limit 7.1%
50% tuition/books are covered 4.8%
100% tuition/books are covered 40.5%
Other/varies 16.7%

Is there any exception for high potential and higher level employees beyond the standards that would be outlined above?

Yes 36.2%
No 63.8%

  Poll: EMPLOYEE GROUPS AND COMMITTEES

Poll conducted: September 9, 2022

Total Participants:  66

Does your company provide developmental opportunities in the form of participation in voluntary committees/employee groups, e.g. charity committees, activity/social committees?

Yes 69.7%
No 30.3%

If yes, do these development opportunities provide exposure to business leadership?

Yes 60.9%
No 39.1%

If yes, what kind of recognition or reward is provided to employees who participate in these committees/groups?

None 30.4%
Cash/gift card incentive 19.6%
Paid time off 12.8%
Recognition (e.g. award, leadership recognition) 30.6%
Other 6.5%

Do your committees or employee groups have their own defined budget?

Yes 56.5%
No 43.5%

Poll: INFLATION ASSISTANCE

Poll conducted: July 21, 2022

Total Participants:  72

Have you provided a cost of living adjustment to wages/salaries in response to the current high rate of inflation?

Yes 40.3%
No 47.2%
Under consideration 12.5%

The average increase based on responses was 3.4%.

Are there any other benefits you are offering to assist with the rise in inflation?

Long-term/permanent remote work options 32.0%
Moving all or part of company to a 4 day week (from 5 8-hour shifts to 4 10-hour shifts) or similar schedule 24.0%
Gas card 12.0%
Reducing premiums on healthcare plans/Introducing healthcare spending account 12.0%
Increase retirement contributions 12.0%
Grocery card 8.0%

  Poll: ATTENDANCE AWARDS

Poll conducted: July 21, 2022

Total Participants:  73

Does your company have an attendance program to reward employees with excellent or perfect attendance?

Yes 21.9%
No 78.1%

If yes, what type of awards do you offer?

Paid time off 35.3%
Cash bonus 29.4%
Gift or gift card 23.5%
Complimentary meal 6.3%
Plaque/certificate 5.9%
Merit-based salary increase 0.0%

Poll: SALARY/JOB PROGRESSIONS

Poll conducted: June 24, 2022

Total Participants:  76

How long does it take for a new employee to advance to the top job rate for the position they are hired for?

I year 10.7%
2 years 12.0%
3 years 24.0%
4 years 2.7%
5 years 10.7%
More than 5 years 2.7%
Varies 37.3%

At what intervals do employees receive pay increases?

Every 3 months 5.4%
Every 6 months 14.9%
Every 12 months 66.2%
Other/varies 13.5%

Poll: GAS ALLOWANCES FOR COMMUTERS

Poll conducted: June 23, 2022

Total Participants:  77

This poll is aimed at regular travel to and from work NOT business-related travel.

Is your company providing help in any form to their employees to offset current gas prices?

Yes 6.8%
No 93.2%

In what form is assistance provided?

Fuel card 60.0%
Mileage reimbursement 20.0%
Fixed allowance added to pay/pay raise 20.0%

The average amount reported was $95.00/month

Who qualifies to receive a gas benefit?

All employees 40.0%
Employees living more than 50 km away 60.0%

Is this benefit temporary or will the company continue it indefinitely?

Temporary 60.0%
Will remain in place 40.0%

Poll: MILEAGE ALLOWANCES

Poll conducted: March 16, 2022

Total Participants:  78

Has your company adjusted mileage allowances in response to the surging gas prices in recent months?

Yes 23.1%
No 76.9%

If yes, approximately how much did your company increase the rate?

Less than 5.0% 21.1%
Between 5.1%-10.0% 42.1%
Between 10.1%-15.0% 26.3%
More than 15% 10.5%

How does your company pay out mileage?

Per kilometer driven - actual amount 93.1%
Flat monthly allowance 6.9%

If you pay by kilometre, what is the current rate?

Median rate paid is: 53cents/kilometer
25th percentile is: 45.5cents/kilometer
75th percentile is: 58cents/kilometer

If you pay a monthly allowance, what is the current average for employees that typically travel, e.g., sales representatives and similar positions?

Median rate paid is: 800dollars/month
25th percentile is: 750dollars/month
75th percentile is: 1000dollars/month

Poll: VACATION PAY

Poll conducted: February 17, 2022

Total Participants:  69

How does your company allocate vacation pay to employees?

It is paid out as employee takes vacation 69.6%
It is added to each cheque 8.7%
Both - paid out as employees takes vacation for F/T employees and added to each cheque for P/T employees 7.2%
Both - employees can choose 10.1%
Other 4.3%

If your company experienced shut downs during the pandemic, did employees that could not work remotely use vacation pay to cover it?

Yes 53.3%
Yes, in combination with other options 6.7%
No 31.1%
Other 8.9%

  Poll: Absenteeism & Turnover

Poll conducted: February 10, 2022

Total Participants:  66

Absenteeism

What was your company absenteeism rate in 2021?

Under 2.0% 0.0%
Between 2.0%-3.9% 36.0%
Between 4.0%-5.9% 36.0%
Between 6.0%-7.9% 16.0%
Between 8.0%-9.9% 4.0%
10.0% or more 8.0%

How does your company define absenteeism, i.e., what types of absences are included?

Multiple responses allowed.

Illness 93.3%
Personal reasons 93.3%
Weather/transportation 80.0%
Self isolation or quarantine 76.7%
No reports 50.0%
Bereavement 36.7%
Work-related injuries 33.3%
Disciplinary 10.0%
Vacation 6.7%
Other 10.0%

Turnover

Based on the past 12 months, the company turnover rate has?

Increased 72.7%
Decreased 9.1%
Stayed the same 18.2%

What were the reasons most often given for resignations?

Multiple responses allowed.

Better pay 66.7%
Better opportunity 66.7%
More flexibility/remote work/better hours 48.5%
Retirement 45.5%
No reason given 18.2%
Other 12.1%

  Poll: New Ways of Working Post Pandemic

Poll conducted: January 27, 2022

Total Participants:  81

How many days per month are you planning to mandate eligible employees to work from the office?

None - Eligible employees will be fully remote 12.8%
Less than 25% of the time 11.5%
More than 25% and up to 50% of the time 30.8%
More than 50% but less than 100% 28.2%
100% of the time 16.7%

What are your primary areas of focus as employees plan to return to office?

Multiple responses allowed.

Employee well-being 65.8%
Employee engagement 64.6%
Employee Safety 59.5%
Employee development 26.6%
Diversity & inclusion 11.4%
Other 3.9%

Are you offering, or do you plan to offer any additional benefits to employees to encourage a return to office?

Yes 10.1%
No 82.3%
Under consideration 7.6%

If yes, please indicate the benefits you’re offering.

Multiple responses allowed.

Mental/physical wellness resources 75.0%%
Additional social interactions/events 62.5%
Upgraded office furniture/supplies 12.5%
Reimbursements/allowances 12.5%
Meal subsidies/free meal days 12.5%
Childcare/eldercare 0.0%

Have you taken, or do you plan to take any action to build engagement among employees required to be on site during COVID restrictions?

Yes 46.2%
No 53.8%

If yes, please indicate the actions you will be taking.

Multiple responses allowed.

Employee contests/SWAG 62.5%
In-person social events 40.6%
Food Trucks 37.5%
Engagement surveys/teams/culture 12.5%
Other 9.3%

Have you faced increased turnover due to your return-to-work policy?

Yes 20.3%
No 63.3%
Unsure 16.5%

Have you seen a positive increase in talent acquisition as a result of advertising flexible work arrangements in job postings?

Yes 33.3%
No 21.7%
Unsure 45.0%

  Poll: CHRISTMAS HOLIDAY SCHEDULE 2021

Poll conducted: November 30, 2021

Total Participants:  98

This year, Christmas and Boxing Day fall on the weekend. What days off will you be offering as alternatives?

Monday, December 27th & Tuesday, December 28th 60.2%
Friday, December 24th & Monday, December 27th 25.5%
Thursday, December 23rd & Friday, December 24th 5.1%
Other 9.1%

New Year’s Day also falls on a weekend this year. What day will you be offering off as an alternative?

Monday, January 3rd 49.0%
Friday, December 31st 48.0%
Other 3.0%

Poll: AUTOMOBILE ALLOWANCES AND MILEAGE

Poll conducted: November 30, 2021

Total Participants:  94

Do you provide any employees with a car allowance?

Yes 43.6%
No 56.4%

Do you pay gas or mileage on top of the automobile allowance?

Yes 40.4%
No 59.6%

If yes, how is it disbursed?

A gas card is provided to cover all business-related travel 42.9%
Mileage is paid to cover all business-related travel with no minimum 42.9%
Mileage is paid for kilometres driven outside the regular territory 9.5%
Mileage is paid for business-related travel with a minimum number of kilometres requirement 4.7%

Poll: ATTRITION AMONG FRONTLINE WORKERS

Poll conducted: October 6, 2021

Total Participants:  67

Have you seen an increase in attrition in the last few months for frontline roles, e.g., warehouse technicians, custodians, general labourers, truck and delivery drivers, etc.?

Yes 70.2%
No 29.8%

Are you finding compensation is the main reason for not being able to attract and retain talent?

Yes 58.3%
No, it is only one factor 41.7%

Have you had to increase your starting rates in order to attract talent?

Yes 68.1%
No 31.9%

Besides increased pay, what are some of the other measures you have taken to better attract and retain frontline roles?

Multiple responses allowed.

Improved benefits 42.8%
Hiring bonus 35.6%
Added or increased referral bonuses 35.6%
Increased employee recognition/appreciation and increased promoting of career path opportunities 28.5%
More advertising/increased posting locations/attendance at job fairs 28.5%
Removed/shortened waiting periods on benefits/perks 21.4%
Other 14.2%

Poll: RECRUITMENT DURING COVID-19

Poll conducted: September 1, 2021

Total Participants:  88

Industries of Participants:

Manufacturing 60.7%
Professional Services 8.1%
Non-Profit/Public Administration 10.4%
Warehousing/Logistics/Distrubution 8.1%
Wholesale/Retail 2.3%
Other 10.4%

Are you experiencing recruitment challenges due to COVID -19?

Yes 86.3%
No 13.7%

What do you attribute the difficulty to?

Multiple answers allowed.

Difficulty finding candidates with relevant experience 75.4%
Salaries/wages being offered are not attracting qualified candidates 53.6%
CERB 49.3%
Pandemic insecurity 18.8%
Competing against other offers 7.8%
Other 10.5%

Have you had to re-evaluate your pay scale during the pandemic to attract talent?

Yes 65.1%
No 34.9%

If yes, please indicate changes to your scale:

2% or less 3.8%
Over 2% but under 4% 26.4%
4% to 5% 9.4%
Over 5% 13.2%
Negotiated on case-by-case basis 47.2%

What are you doing differently to attract candidates?

Multiple answers allowed.

Using recruiters/head hunters 80.1%
Using more social media 53.3%
Offering signing bonuses 53.3%
Broaden search by posting on more boards and/or in more regions 46.6%
Offering referral incentives 46.6%
Offering flexibility, e.g., hours, remote work options, etc. 33.3%
Increasing pay 33.3%
Offering full-time and/or permanent positions over part-time, temporary, and/or contract positions 26.6%
Seeking candidates through colleges, universities or co-op programmes 26.6%
Posting signage outside office/plant 20.0%
Offering workplace tours 13.3%
Other 13.3%

How long is it typically taking to fill open roles during the pandemic?

2 weeks or less 6.3%
2-4 weeks 11.3%
4-6 weeks 36.3%
6-8 weeks 17.5%
More than 8 weeks 28.6%

  Poll: ATTENDANCE PROGRAMS

Poll conducted: August 12, 2021

Total Participants:  76

Does your company have a perfect attendance program?

Yes 26.3%
No 73.7%

If yes, what type of awards do you offer?

Multiple responses allowed.

Cash bonus 65.0%
Paid time off 25.0%
Plaque/certificate 15.0%
Gift/gift card 10.0%
Merit-based salary increase 5.0%
Meal 5.0%

Which employees does the program apply to?

All employees 20.0%
Hourly-paid 70.0%
Salaried non-management 10.0%

  Poll: RETURN TO WORK PLANS

Poll conducted: July 28, 2021

Total Participants:  98

Are you offering remote working days for your office employees?

Yes 72.2%
No 27.8%

How many remote days per week is the company offering?

One day 5.8%
Two days 21.2%
Three days 7.7%
Four days 1.9%
Five days 19.2%
Varies by role 26.9%
To be determined 9.6%
Other 7.7%

Who selects the remote days?

Company policy 20.4%
Department leader/manager 40.7%
Employee 7.4%
Collaborative 28.3%
Under consideration 3.3%

When does your company/organization plan on returning to the office?

Already underway/summer 2021 22.2%
Fall 2021 54.0%
Winter 2022 7.9%
To be determined 6.3%
Other 9.5%

Poll: OVERTIME CALCULATIONS

Poll conducted: July 28, 2021

Total Participants:  70

What hours are included in your company’s weekly overtime calculation?

Multiple responses allowed.

Regular hours worked 100%
Statutory holiday hours not worked 30.0%
Statutory holidays worked 50.0%
Vacation hours 37.1%
Bereavement hours 21.4%
Jury duty hours 18.6%
Sick time hours 12.9%

  Poll: STAND-BY PAY

Poll conducted: June 30, 2021

Total Participants:  35

Standby pay refers to additional compensation to employees that make themselves available during off-duty hours.

Provide the average HOURLY RATE for stand-by pay. (Participants who paid daily rates were instructed to convert them to hourly rates.)

Under $2.00/hour 11.1%
$2.00-$3.99 38.9%
$4.00-$5.99 5.6%
$6.00-$7.99 16.7%
$8.00-$10.00 0.0%
Over $10.00 27.8%

Is stand-by pay paid as an hourly rate or as a flat daily rate?

As an hourly rate 40.0%
As a daily rate 60.0%

Is there a minimum guaranteed number of hours?

No minimum 38.1%
3 hours 19.1%
4 years 14.3%
Other 28.5%

  Poll: EMPLOYEE VACCINATIONS & TESTING

Poll conducted: MAY 6, 2021

Total Participants:  82

Do you pay employees for time off to be COVID tested and/or wait for the results of a COVID test?

Yes 50.0%
No 30.5%
Varies/Other 19.5%

Do you pay for time off to be vaccinated?

Yes 63.4%
No 36.6%

Do you offer any type of incentive to encourage employees to get vaccinated?

Yes 17.1%
No 82.9%

Note: Respondents offering monetary incentives ranged from $5-$100. Time incentives ranged from 2 hours to 1 full day paid.

Do you offer, or are you planning to offer, on-site vaccination clinics?

Yes 17.0%
No/Do not qualify 83.0%

  Poll: SAFETY MONITOR

Poll conducted: JANUARY 27, 2021

Total Participants:  41

This is not a full-time stand-alone position. It is an additional responsibility taken on by an employee occupying another position in the company. The employee would elect to have this responsibility added to their already existing role as a result of the company wanting or needing an employee safety representative. Employees may take turns filling the role. It is a general role with duties that would vary by organization.

Does your company have a Safety Monitor?

Yes 36.1%
No 63.9%

If yes, do you pay additional compensation to the Safety Monitor?

Yes 2.4%
No 97.6%

Does the employee fill the role for a certain period of time or term, or is the role occupied on an indefinite basis?

Specific term/period of time 30.8%
Indefinite/unspecified period of time 69.2%

  Poll: PREMIUMS DURING LOCKDOWNS

Poll conducted: JANUARY 5, 2021

Total Participants:  86

Did you provide your workers with COVID-related premium pay during the lockdown last spring or any time after?

Yes 20.9%
No 79.1%

If you provided COVID-related premium pay, did you stop paying that premium at some point?

Yes 83.3%
No 11.1%
Partial 5.6%

Are you or do you have plans to provide COVID-related premium pay during the current lockdown?

Yes 5.8%
No 87.2%
Undecided 7.0%

If yes, what is the amount per hour?

Less than $1.00/hour 20.0%
$2.00/hour 20.0%
$2.01-$2.99/hour 0.0%
$3.00/hour or more 20.0%
Other 20.0%

  Poll: ABSENTEEISM

Poll conducted: September 22, 2020

Total Participants:  78

Participants were comprised of Ontario employers.

What is your company’s target absenteeism KPI (%)?

1% or less 5.6%
1.1%-2.0% 37.0%
2.1%-3.0% 27.8%
3.1%-4.0% 1.9%
4.1%-5.0% 20.4%
More than 5.0% 7.4%

How does your company define absenteeism, i.e., what types of absences are included?

Multiple responses allowed.

Illness 96.5%
Work-related injuries 36.8%
No reports 64.9%
Personal reasons 89.4%
Disciplinary 17.5%
Weather/transportation 68.4%
Bereavement 45.6%
Other 21.0%

  Poll: SERVICE ANNIVERSARIES

Poll conducted: June 12, 2020

Total Participants:  92

Participants were comprised of Ontario employers.

What service milestones are celebrated in your company?

Multiple responses allowed.

Are employees celebrated interdepartmentally or company-wide?

Interdepartmentally 11.1%
Company-wide 70.4%
Varies 18.5%

Who pays for the awards given to employees?

Company 97.5%
Co-workers 0.0%
Both 2.5%

If an employee is uncomfortable with public recognition, will the company agree to NOT recognize them at their request?

Yes 89.0%
No 11.0%

If yes, does the company still award them privately?

Yes 94.8%
No 5.2%

Are service awards ever announced outside the company?

Yes 8.5%
No 91.5%

If yes, can an employee choose to opt out of an announcement outside the company?

Yes 66.7%
No 33.3%

  Poll: ANNUAL INCREASES DURING COVID-19

As employers continue to navigate the repercussions of COVID-19, we are checking in to see how the pandemic has impacted plans for annual increases.

Poll conducted: June 2, 2020

Total Participants:  102

Participants were comprised of Ontario employers.

  ANNUAL INCREASES FOR UPCOMING NEGOTIATIONS/COLLECTIVE AGREEMENTS

41 Participants

What percentage increase does your company plan to use in negotiations of new collective agreements this year?

0% 26.1%
0.5% 4.3%
0.75% 4.3%
1.0% 13.0%
Over 1% 52.2%

The average increase in the other category was 1.99%.

  WAGE INCREASES

90 Participants

What is your projected annual increase for hourly-paid non-unionized employees this year?

We have already paid out our annual increase 20.8%
We have put all increases on hold for now 30.6%
We will no longer be offering increases this year 6.9%
We will be paying an average increase of under 1.0% 1.4%
We will be paying an average increase of between 1.0-1.5% 4.2%
We will be paying an average increase of between 1.6-2.0% 8.3%
We will be paying an average increase of between 2.1-2.5% 20.8%
We will be paying an average increase of over 2.5% 6.9%

  SALARY INCREASES

96 Participants

What is your projected annual increase for salaried employees this year?

We have already paid out our annual increase 22.2%
We have put all increases on hold for now 35.8%
We will no longer be offering increases this year 4.9%
We will be paying an average increase of under 1.0% 0.0%
We will be paying an average increase of between 1.0-1.5% 4.9%
We will be paying an average increase of between 1.6-2.0% 7.4%
We will be paying an average increase of between 2.1-2.5% 17.3%
We will be paying an average increase of over 2.5% 7.4%

Poll: EMERGENCY ALERT SYSTEMS

Polls conducted: May 7, 2020

Total Participants: 81

Participants were comprised of Ontario employers.

Does your company have an alert system in place whereby employees can be reached as a group in the event of an emergency? For example, if an employee became ill and a temporary closure was needed for sanitation purposes.

Yes 57.9%
No 42.1%

If yes, your system is:

Bulk email 36.4%
Text/SMS 20.5%
Automated phone call 13.6%
Live phone calls 9.1%
Combination of phone, email, text 11.4%
Team software/platform 6.8%
Other 2.5%

Poll: CANADIAN EMERGENCY WAGE SUBSIDY (CEWS)

Polls conducted: May 7, 2020

Total Participants: 81

Participants were comprised of Ontario employers.

Will your company be applying for the Canadian Emergency Wage Subsidy (CEWS)?

Yes 71.1%
No 28.9%

Has your company had to lay-off any employees as a result of COVID-19?

All employees 0.0%
Some employees 60.0%
No lay-offs 40.0%

If yes, will CEWS allow you to bring back some or all of those employees?

Yes 53.3%
No 46.7%

Has your company applied other strategies to keep employees in their jobs, e.g., shortened work weeks, reduced salaries, etc.?

Yes 63.0%
No 37.0%

Will you reverse/revise these strategies with the wage subsidy grant?

Yes 20.3%
No 54.2%
Under review 25.4%

Poll: WORK FROM HOME REIMBURSEMENTS DURING COVID-19

Polls conducted: April 29, 2020

Total Participants: 99

Participants were comprised of Ontario employers.

Do you have employees working from home as a result of COVID-19?

Yes 100.0%
No 0.0%

Are they being reimbursed for expenses incurred as a result of working from home?

Yes 30.3%
No 64.6%
No, but it is under consideration 5.1%

Which expenses is the company reimbursing for? (Multiple responses allowed)

Cell phone (if not already provided by the company) 66.7%
Office supplies/equipment/software 63.3%
Internet 30.0%
Home expenses for increased heat and/or hydro 3.3%
Other 3.3%

Is the reimbursement provided through an expense report for actual expense items, or is a flat monthly allowance provided to cover all related expenses?

Actual items through expense report 86.7%
Monthly allowance 13.3%

If monthly allowance, what is the average range of the allowance?

Under $100/month 50.0%
$100-$200/month 25.0%
$201-$300/month 25.0%
Over $300/month 0.0%

Poll: EMPLOYEE REFERRAL REWARD PROGRAMS

Polls conducted: April 9, 2020

Total Participants: 71

Participants were comprised of Ontario employers.

Does your company have an employee referral program, whereby employees receive an award for recommending qualified friends, relatives or colleagues for a position within the organization?

Yes 83.6%
No 16.4%

How long must the new employee be working before the reward is given?

Less than 3 months 17.7%
3-6 months 52.9%
Over 6 months 29.4%

Is the reward for the referrer only or is it split between the referrer and referee?

Referrer only 96.0%
Both referrer and referee 4.0%

How much is the reward?

$250 or less 33.3%
$251-$500 21.6%
$501-$750 5.9%
Over $750 25.5%
Amount varies depending on position 11.8%
A non-monetary reward is provided 1.9%

Do you have one flat reward no matter the position, or do you have different reward levels depending on the position being filled?

One flat reward amount 78.4%
Different reward levels 21.6%

Different reward levels provided were:

$500; $1000; $1500 depending on job
$500 – $3000 depending on job
$1000, $1500, $2000 depending on job
Hourly $250 Skilled Trades, Salary $500
$100 & $500 depending on job
Salaried employees $2000; Hourly employees $300
$1000 for all positions except $2000 for robotics and controls
$500 for support role, $1000 for professional and manager, $1500 for specific roles
Non-management Positions $1000, Territory Manager Positions $1500, Management Positions $2000
$200 at hiring, $300 at six months employment/probationary period, $500 at successful completion of one year

  Poll: EMPLOYER RESPONSE TO COVID-19 

Polls conducted: March 16-18, 2020

Total Participants: 104

Participants were comprised of Ontario employers.

If an HOURLY-PAID employee is self-isolating, how will the company respond to their absence?

Employer will pay 100% regular pay 18.7%
Employees allowed to use vacation/banked time, then unpaid leave of absence/EI 42.9%
Employees will take time as unpaid leave of absence/EI 13.2%
Employees will be covered by company benefits package, then unpaid leave of absence/EI 24.2%
Dealing with on a case-by-case basis 4.4%
Still under consideration 3.3%
Other 14.3%

If a SALARIED employee is self-isolating, how will the company respond to their absence?

Employer will pay 100% regular pay 27.4%
Employees allowed to use vacation/banked time, then unpaid leave of absence/EI 33.7%
Employees will take time as unpaid leave of absence/EI 5.3%
Employees will be covered by company benefits package, then unpaid leave of absence/EI 25.3%
Employees can work-from-home 24.2%
Dealing with on a case-by-case basis 1.1%
Still under consideration 4.2%
Other 13.7%

With regard to school closures, what actions are you taking to help employees to address this?

Employees will be paid for two (2) weeks of school closure 2.1%
Employees will be paid for one (1) week of school closure 1.1%
Employees allowed to use vacation, then unpaid leave of absence, as may be eligible to EI 53.7%
Flexible work solutions are being offered - employees allowed to work from home (for those in roles that are able to) 69.5%
Dealing with on a case-by-case basis 1.1%
Still under consideration 4.2%
Other 16.8%

Is your company planning to pay a hazardous work premium [danger pay/risk pay] for front line workers for business continuity purposes while the  pandemic is going on?

Have already started to offer premiums 0.0%
Will not be offering 41.3%
Is currently under consideration 6.3%

Which of the following adjustments are you making for employees that are required to come to work as opposed to those who are able to work from home, or are out due to quarantine or self-exclusion?

An hourly-paid premium 14.4%
Recognition (cash, i.e. special reward, bonus 1.0%
Recognition (non-cash, i.e. celebration) 1.9%
Additional PTO allocation (e.g. to be used after irregular operations) 1.0%
Free meals 1.9%
No change 82.7%
Other 19.2%

If you have locations outside Canada and are implementing adjustments (as above), are you differentiating what you are doing in Canada as opposed to U.S. or international sites?

Yes 7.8%
No 92.2%

What additional safety precautions have you implemented in response to the pandemic?

Providing safety gear (i.e. masks, gloves, hand-sanitizer, etc.) 66.3%
Providing on-site medical evaluations using a nurse or medical professional, e.g. temperature checks, etc. 16.3%
Increasing regular housekeeping practices, including routine cleaning and disinfecting of surfaces, equipment, and other elements of the work environment 83.7%
Using flexible hours or staggered shifts to increase social distancing 49.0%
Rearranging workspace to accommodate social distancing 62.5%
Developing policies and procedures for prompt identification/isolation of anyone who might become sick 70.2%
Moving some/all employees to work remotely 82.7%
Posting signage or making regular announcements to remind employees/customers about social distancing 78.8%
Other 12.5%

  Poll: HEALTH SERVICES TEAMS

Poll conducted: February 26, 2020

Total Participants: 88

Participants were comprised of Ontario employers.

Where does your WSIB team report to?

To Human Resources (48 votes) 54.6%
To Health & Safety (28 votes) 31.8%
To the General or Plant Manager (6 votes) 6.8%
To both HR and H&S (4 votes) 4.6%
Other (2 votes) 2.2%

Poll: RECRUITMENT COSTS

Poll conducted: October 24, 2019

Total Participants: 108

Participants were comprised of Ontario employers.

What was your company vacancy rate for the past 12 months?

Under 1% (18 votes) 16.7%
1.0%-1.5% (4 votes) 3.7%
1.6%-2.0% (14 votes) 13.0%
2.1-2.5 (4 votes) 3.7%
2.6%-3.0% (6 votes) 5.6%
3.1%-3.5% (8 votes) 7.4%
3.6%-4.0% (6 votes) 5.6%
4.1%-4.5% (14 votes) 13.0%
4.6%-5.0% (10 votes) 9.3%
Over 5.0% (24 votes) 22.2%

The average rate above 5% was 6.8%

How many vacancies did you advertise externally in the past 12 months?

Under 10 (53 votes) 49.1%
10-30 (23 votes) 21.3%
31-50 (28 votes) 25.9%
Over 50 (4 votes) 3.7%

What was the average recruitment cost per vacancy?

Under $250 (22 votes) 20.4%
$251-$500 (20 votes) 18.5%
$501-$750 (8 votes) 7.4%
$751-$1000 (12 votes) 11.1%
$1001-$1250 (20 votes) 18.5%
Over $1250 (26 votes) 24.1%

What site do you use to advertise?

Indeed (86 votes) 39.1%
Linkedin (36 votes) 17.3%
Monster (6 votes) 2.7%
Glassdoor (6 votes) 2.7%
Eluta (2 votes) 1.0%
Zip Recruiter (18 votes) 8.2%
Other (44 votes) 20.0%

Poll: VACATION ENTITLEMENTS FOR NEW EMPLOYEES

Poll conducted: October 24, 2019

Total Participants: 108

Participants were comprised of Ontario employers.

When hiring new employees, do you recognize their previous experience with their former employer when determining their vacation entitlement, or do all new hires start at the bottom of the grid?

Vacation entitlement varies depending on past experience (44 votes) 40.7%
All employees start at the same base entitlement (36 votes) 33.3%
Policy varies based on many variables (28 Votes) 25.9%

If past experience is recognized for a new employee, does the ongoing vacation entitlement continue to recognize their past experience, or is the employee held at the initial vacation time entitlement amount until they have been with the company for the length of time required to move to the next level? For example, the company vacation policy grants additional vacation time for employees at 5 years. At the time of the new hire, the company recognized 4 years of that employee’s experience when assigning their vacation entitlement. Would that employee meet the 5 year mark after 1 year with the company, or 5 years with the company?

Eligible after 1 year (18 votes) 25.0%
Eligible after 5 years (54 votes) 75.0%

  Poll: ANNUAL TURNOVER RATES

Poll conducted: June 25, 2019

Total Participants: 102

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% (42 votes) 42.0%
5.1%-10% (28 votes) 28.0%
10.1%-15% (10 votes) 10.0%
15.1%-20% (10 votes) 10.0%
Over 20% (10 votes) 10.0%

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

1%-5% (78 votes) 81.3%
5.1%-10% (10 votes) 10.4%
10.1%-15% (4 votes) 4.2%
15.1%-20% (0 votes) 0.0%
Over 20% (4 votes) 4.2%

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

1%-5% (56 votes) 59.6%
5.1%-10% (20 votes) 21.3%
10.1%-15% (10 votes) 10.6%
15.1%-20% (2 votes) 2.1%
Over 20% (6 votes) 6.4%

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

1%-5% (68 votes) 82.9%
5.1%-10% (4 votes) 4.9%
10.1%-15% (6 votes) 7.3%
15.1%-20% (0 votes) 0.0%
Over 20% (4 votes) 4.9%

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

1%-5% (66 votes) 68.8%
5.1%-10% (18 votes) 18.8%
10.1%-15% (6 votes) 6.3%
15.1%-20% (2 votes) 2.1%
Over 20% (2 votes) 4.2%

 Poll: EMPLOYEE PERFORMANCE MANAGEMENT REVIEW SYSTEMS

Poll conducted: February 7, 2019

Total Participants:  83

Participants were comprised of Ontario employers.

What type of performance review program does your company use?

Hardcopy (50 votes) 60.2%
Electronic (33 votes) 39.8%

If electronic, which system do you use?

ADP Workforce Now (3 votes) 9.1%
Bamboo HR (1 vote) 3.0%
Cornerstone (1 vote) 3.0%
Custom System (8 votes) 24.2%
Halogen (2 votes) 6.1%
HRLive.ca (1 vote) 3.0%
McDowell (1 vote) 3.0%
My Talent World (1 vote) 3.0%
Oracle (2 votes) 6.1%
Payroll System Ultipro (1 vote) 3.0%
Peoplesoft (1 vote) 3.0%
Reviewsnap (1 vote) 3.0%
Success Factors (7 votes) 21.2%
Trakstar (1 vote) 3.0%
Vitality Index (1 vote) 3.0%
Workday (1 vote) 3.0%

Is your performance review system a stand alone system or part of your HRIS?

Stand alone system (65 votes) 78.3%
Part of a larger HRIS (18 votes) 21.7%

Are you satisfied with the system you are using?

Yes (40 votes) 48.2%
No (43 votes) 51.8%

Do employees receive an overall performance rating?

Yes (62 votes) 74.7%
No (21 votes) 25.3%

  Poll: OVERTIME INCENTIVES & VACATION POLICIES DURING CRITICAL PERIODS 

Poll conducted: October 10, 2018

Total Participants:  89

Participants were comprised of Ontario employers.

Has your company used exceptional pay practices to incentivize employees to work additional overtime hours during a critical period (on top of overtime pay)?

Yes (25 votes) 28.1%
No (64 votes) 71.9%

If yes, indicate the methods you utilize from the list below:

Flat rate of pay/bonus e.g., employee receives flat $100 on top of overtime pay (7 votes) 28.0%
Percentage or multiple of pay, e.g. time & a half, double time or percentage premium. (9 votes) 36.0%
Gift cards (5 votes) 20.0%
Company produced products (0 Votes) 0.0%
Raffle tickets (2 votes) 8.0%
Time off in lieu (16 votes) 64.0%
Meals provided (12 votes) 48.0%
Recognition (10 votes) 40.0%

If a flat amount monetary incentive is provided, what would the typical employee receive in additional pay for working a full shift of overtime on a non-regularly scheduled shift (example, a full Saturday shift for an employee who works Mon-Fri)?

Under $100 (2 votes) 28.6%
$100-$149 (2 votes) 28.6%
$150-$199 (1 vote) 14.3%
$200-$249 (2 votes) 28.6%

Which employees are eligible to receive the additional incentives?

Hourly-paid employees (23 votes) 92.0%
Salaried employees (19 votes) 76.0%
Supervisors and managers (11 votes) 44.0%

Instead of incentivizing employees to work overtime, have you made overtime mandatory during critical periods?

Yes (33 votes) 38.8%
No (52 votes) 61.2%

If you have a “use it or lose it” vacation policy (for vacation beyond statutory minimums), have you temporarily suspended this policy during critical periods?

Yes (31 votes) 39.7%
No (47 votes) 60.3%

If yes, have you allowed?

Payout of unused vacation (21 votes) 67.7%
Carry over to the next year (27 votes) 87.0%

  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