Reminder – ESA Ontario Minimum Wage Increase 2016 

Employment Standards Act Update – Minimum wage in Ontario increases from $11.25 to $11.40 per hour on October 1, 2106. This wage will be in effect for 1 year from October 1, 2106 to September 30, 2017.

Ontario Minimum Wage Rates:

General Minimum Wage
•current wage $11.25
•new wage effective October 1, 2016 –  $11.40 per hour

Student Minimum Wage
•current wage $10.55
•new wage effective October 1, 2016 – $10.70 per hour

The Ontario Minimum Wage is now linked to the Ontario Consumer Price Index (CPI). Each year on, or before, April 1 minimum wage will be announced. Learn more about ESA Ontario minimum wage increase 2016 at the Ministry of Labour.

Cash, bread, dough, … whichever term you use people are uncomfortable talking about money. Discussions about compensation can be one of the more difficult conversations between a manager and an employee.

Managers are faced with many tough situations in the workplace. How a manager responds will make the difference between a positive and less desirable outcome. Handling a request for a raise is complex. There are more factors involved than simply considering whether or not the employee deserves a raise. Changes in compensation have implications for the entire organization. Where will the additional money come from? Is there a budget for increases? How is the company performing overall? Would raising salaries be pragmatic given the environment? How will an individual wage increase impact the overall wage scale in the company?

The following best practices will help managers respond to a raise request and ensure the conversation runs smoothly. 

Common Pitfalls – Handling Raise Request

• Feeling pressure to respond immediately.
• Agreeing, or disagreeing, with the employee before checking the facts.
• Granting an increase for the wrong reasons. For example, granting an increase out of fear the employee may leave or because you know the employee needs the money.
• Granting an increase, but failing to set greater performance expectations to match the increase in money.
• Turning down a request and blaming someone else for the decision.

Best Practices – Handling Raise Request

• Consider the request carefully and take your time. 
• Ask for more information and listen. You want to hear from the employee why they believe an increase is warranted.
• Acknowledge that bringing forth the request took courage. Remember employees are equally uncomfortable discussing the topic of money.
• Tell your employee you will consider the request and get back to them.
• Take responsibility for the decision. Often managers discuss salary changes with colleagues or senior management. You may need approval before making any changes. Don’t be tempted to avoid responsibility by using statements such as “It is not up to me” or “I need to check with …”.
• Take the time to review the request. Consider the employee’s value and contribution to the organization. Consider opportunities for advancement, compensation level among peers and in the labour market.
• Prepare for the conversation by planning what you will say.
• Schedule a meeting.
• Keep emotion out of the discussion.
• Let the employee know you thought about their request.
• Treat the person fairly and respectfully at all times.

Reasons to Consider Granting a Request for a Raise

• The person is underpaid, either within your company or within the external labour market.
• Your top sales person who brings in the most revenue is asking for a raise.
• The employee goes above and beyond on a daily basis and brings a value to your team that cannot easily be replaced.

How to Say “Yes”

Get quickly to the point that you are pleased to offer your employee a wage increase. Make sure you explain the reasons for the increase with specific reference to the employee’s performance. Did the employee take initiative to complete a project, exceed your expectations, or take on new duties? Explain your expectations for the employee to add increased value in the future.

Reasons to Turn Down A Request for a Raise

• The person is an average performer.
• The job is not worth more money. All jobs have a maximum value. Even a top performing employee will reach a point where they cannot add any additional value to the role. At this point, it may be time to move the person into a role with more responsibility.
• Granting a raise would impact the fairness and integrity of the compensation system.
• The timing is not right financially for the company.   

How to Say “No”

It is never an easy discussion when you have decided to turn down an employee’s request. Get quickly to the point that you are unable to offer an increase at this time. Make sure to explain the process used to make your decision. Many people do not understand the compensation system. Back up your decision with facts. Make sure that you outline the importance of the person’s role on your team and point out their strengths. 

If you feel the person has potential to grow and add value, which could lead to increased compensation in the future, be sure to outline the opportunity and your expectations. The person may need to learn new skills, gain experience, take a course, take on more responsibility, show initiative, lead a project and demonstrate their added value to the organization.

There is always the risk that turning down your employee’s request will lead to their departure. Manage the discussion in a respectful and professional manner, while attempting to motivate your employee. Good luck handling raise request situations at your workplace.

Ontario Minimum Wage Increase Fall 2016

Effective October 1, 2016, Ontario minimum wage increases from $11.25 to $11.40 per hour. This new wage will be in effect for 1 year, until September 31, 2017.

The Ontario Minimum Wage is now linked to the Ontario Consumer Price Index (CPI). Each year on April 1 any changes to minimum wage will be announced. Changes will be effective on October 1 and will remain in effect for 1 year.

Go to the Ministry of Labour website –  Employment Standards Act for more information on minimum wage in Ontario.

Five employee engagement tips that can easily be incorporated into your day-to-day operations.

Many organizations don’t recognize the importance of employee engagement. The fact is employee engagement can affect the future and ultimate success of your team or company. What’s more is that employee engagement is something that can be easily tackled and improved. You know when your workers are passionate about their job when you see them come to the office every day eager, enthusiastic, and actively contributing to the company’s goals. If your employees don’t exhibit this type of attitude on the job then you may be facing an engagement gap.

When workers are not motivated or connected to their jobs, management should take note. This is not something that a leader should ignore or brush under the rug. Lack of engagement is a serious issue. Having disengaged staff can slowly reduce morale, customer service levels and employee retention. However, there is some good news. There are plenty of ways to motivate your team and to help them be more inspired by their work. Below we outline five easy employee engagement tips you can implement at work.

1. Be Transparent

Always share information with your team. If you neglect to share crucial information, employees are forced to come to their own conclusions. Be consistent with providing your team with updates on the organizations performance and goals. Communicate information in a relatable way, within the context of what it means for individual employees and their job. Transparency by management has a direct correlation with employee satisfaction and happiness. Keeping your team in the loop will help them to feel better connected to the company and minimizes the “us versus them” perception of the management-employee relationship.

2. Ask for Input

Always seek feedback from members of your team. Practice an open-door policy so that its easy for staff to approach management on any issue or concern. Some members may be a bit uncomfortable sharing their thoughts, so try to reach out to them directly to ensure their concerns and ideas are heard.

3. Reward Creativity & Success

Without a doubt, people perform better at their jobs when their efforts are recognized and rewarded. These rewards do not have to be in the form of a raise. Rewards come in many forms including something as simple as a day off,  acknowledgement in the company newsletter or the opportunity to increase their responsibilities. Overall, workers who are rewarded will be more invested and engaged if they are working on a suggestion they came up with or are appreciated for their contributions to the organization.

4. Be Flexible

Provide employees with the opportunity to create their own work schedules to better suit their personal needs. Having a work from home program or some type of flex scheduling will always result in employees who are more productive, happier and more engaged then when forced to stay in a cubicle from 9 to 5.

5. Play Together

Take the time to have fun with your team. Whenever possible have training and celebrations off site as it not only breaks up the routine, but also encourages creativity and collaboration. Ultimately, a change of scenery provides a break and helps individuals to reconnect with their coworkers.

Engagement may be the current buzz word in the HR world, but its importance should never be minimized. By practicing these employee engagement tips, your business can increase its productivity and growth by nurturing relationships with employees in an environment that promotes long term growth.

Looking for more resources on managing employees? Download our free manager guides from the Fusion Industry Resources Page.

Update your accessible customer service policy to reflect July 2016 changes and train all employees on accessible customer service.

Once again the Government has passed new regulations related to the Ontario Accessibility Standards. The most recent changes come into effect on July 1, 2016 and impact most workplaces in Ontario. 

What is the AODA?

The Accessibility for Ontarians with Disabilities Act (AODA) was first passed in 2005 with the goal to make Ontario Accessible for persons with disabilities by the year 2025. The AODA covers 5 main areas or accessibility standards. The standards include customer service, communication and information, employment, transportation, and built environment / public spaces. Employer obligations vary depending on the number of employees and for public and private sector organizations. Implementation of the AODA is being phased in over a period of time between 2010 and 2025. Employers have obligations under the AODA to make their workplaces and services to the public accessible. Employers must develop policies, train staff, provide information in accessible formats and other requirements.

What is New? 

As of July 1, 2016, all 5 accessibility standards are now part of the Integrated Accessibility Standards Regulation (IASR). Previously, the customer service standard was separate from the other standards. This change is designed to make it easier for organizations to keep track of their obligations.

AODA New Customer Service Training

The most significant change to the customer service standard involves the new requirement to train all employees. All employees and volunteers must receive training on accessible customer service and how to interact with people with different disabilities. Previously, only certain groups of employees such as staff who dealt directly with the public had to be trained on accessibility issues. Staff who have already received training do not need to be trained again.

Free accessible customer service training resources are available at the Government Website Serve-Ability.

AODA Customer Service Policy Update

Other changes involve service animals, support persons and customer service  feedback process. You may need to update your Customer Service Policy to incorporate these changes.

For more information on AODA New Customer Service Training and Accessibility Laws please refer to the Ontario government website.

 

 

Delivering bad news is one of the most difficult things to do when running an organization. The conversation can be awkward, stilted and quite simply terrible when it comes to disciplining staff, delivering negative performance reviews, or the worst – having to let someone go.

Whatever the reason for delivering bad news, initiating this type of conversation would be hard for anyone. Here we offer a few tips on how to navigate through difficult situations when disciplining an employee, and steps that should be taken prior to sitting down and starting the conversation.

Step #1 Prepare

The first step is to make sure you prepare for the conversation.  Before you approach the employee, make sure you have all the information you need. Most importantly, you need to have all the facts. You need to know and understand the situation. Ask lots of questions such as: how the decision was made, who was consulted, what other possibilities were discussed, and the rationale behind the final outcome. If anything seems remiss or you’re unsure of the facts, seek further information. You want to make sure you approach the situation confidently and correctly.

Step #2 Communicate

The next step is to approach the disciplinary action as an opportunity to improve performance. Be positive and take the time to discuss what the employee is doing right and clearly outline areas of improvement. Some examples that may require improvement include: communication skills, leadership ability or even personal hygiene. Clearly explain the issue, next steps on how to make it better and what the consequences will be if performance and/or behaviour does not improve.

Step #3 Document

The last and most important step is to leave a paper trail. If an employee continues to exhibit poor performance after receiving a verbal warning, managers should issue written documentation. This document should detail all previous attempts to improve or change behaviour. By the time this step is reached, the employee should understand that they may face termination if the behaviour continues, but should still be given a chance to meet the expectations.

Eventually, every manager will find themselves delivering bad news to their staff. Overall, a difficult conversation has to be just that – a conversation. Both parties should have the opportunity to state their case. Give employees an opportunity to explain and vent. It should not be a debate. Once you’ve delivered the news and explained the decision-making process, always ask the individual or group for a reaction. It’s part of your role to absorb some of the emotion and to empathize with the situation. Once this is done, it’s easier to move on to next steps to improve the situation.