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  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