HUMAN Capital - Winter 2017 - 11

Job Protected Leaves
Compassionate care leave is a current
entitlement that is reflected in most organizations' policy and procedure manuals.
You will need to plan for 27 weeks rather
than the current eight weeks, which is
a significant increase for staff that take
this leave, not to mention, the entitlement will extend to employees who have
been with the organization for 90 days
or more. The leave will also be extended
to non-primary care givers. Here is an
example where managers will need to
be informed and taught how to properly
respond when employees make inquiries
about compassionate leave. Additionally,
managers will need to be aware of, and
stay connected with, employees who
have critically ill family members. Having a
back-up plan for that employee and being
able to execute it in two weeks or less will
be important. Being nimble is going to be
a requirement!
There are a number of new leaves that
will require us to train our managers
to manage in the "grey zone," which
are situations where legislation is not
entirely clear on entitlement and/or
how to administer. An example of this
will be Personal and Family Responsibility
Leave (five days), Long-Term Illness and
Injury Leave (16 weeks) and Domestic
Violence Leave (ten days). Currently,
many managers struggle to accommodate employees who have challenging
or inconsistent child care arrangements,
elder care, and doctor's appointments.
Determining when a request for time
off is reasonable and within the legislation will become even more challenging
and the documentation to substantiate a
leave entitlement may be unknown. For
example, how and who will certify the
need for a Domestic Violence Leave? This
will have implications around who professionally can certify this leave and what are
the privacy implications with respect to
requesting such a leave.
Establishing consistency with internal
practices around these newly legislated
leaves and teaching our managers how to
respond in order to ensure that employees are treated fairly, consistently, and
their privacy is protected will be critical.
Without consistency and clear guidelines

for our managers, organizations will run
the risk of employees claiming discriminatory behaviour on the part of their manager and the organization.

General Holidays and General
Holiday Pay
General holidays and general holiday pay
will be an entitlement for employees upon
hire as the requirement to have worked
for 30 days in the 12 months before the
holiday will be removed. The amount
organizations pay out in general holiday

will increase, as the distinction between
regular and non-regular days of work will
be eliminated. Also, general holiday pay
will now be calculated at 5 percent of
wages, general holiday pay, and vacation
pay earned in the four weeks immediately
preceding the holiday. These changes will
increase your payroll costs, alter your
payroll practices, and require managers
to re-think scheduling and budgeting.
Changes will need to be effectively communicated to employees. Planning ahead
will be important as the effective day of

Our cost control and plan management expertise
means you can offer a group benefit plan that
meets the needs of your employees at a price
you can afford.
Call us today for a confidential no-obligation quote
or talk to your plan advisor.
1-866-513-2555
www.ab.bluecross.ca

Prescription Drugs * Dental * Extended Health * Travel Coverage * Life and Disability * Vision
Spending Accounts * Critical Illness * Employee and Family Assistance Program

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HUMAN CAPITAL | WINTER24/02/17
2017 | 10:18
11 PM


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Table of Contents for the Digital Edition of HUMAN Capital - Winter 2017

Leadership Matters
Prepare for Policy Revision
What You Need to Know About Bill 17 and Your Benefit Plans
Federally Regulated Employers Be Cautious – Important Change in Law Issued by Supreme Court of Canada
What Evidence is Required?
Policy Corner
Index of Advertisers/ Advertisers.com
HUMAN Capital - Winter 2017 - Intro
HUMAN Capital - Winter 2017 - bellyband1
HUMAN Capital - Winter 2017 - bellyband2
HUMAN Capital - Winter 2017 - cover1
HUMAN Capital - Winter 2017 - cover2
HUMAN Capital - Winter 2017 - 3
HUMAN Capital - Winter 2017 - 4
HUMAN Capital - Winter 2017 - 5
HUMAN Capital - Winter 2017 - Leadership Matters
HUMAN Capital - Winter 2017 - 7
HUMAN Capital - Winter 2017 - 8
HUMAN Capital - Winter 2017 - 9
HUMAN Capital - Winter 2017 - 10
HUMAN Capital - Winter 2017 - 11
HUMAN Capital - Winter 2017 - 12
HUMAN Capital - Winter 2017 - 13
HUMAN Capital - Winter 2017 - Prepare for Policy Revision
HUMAN Capital - Winter 2017 - 15
HUMAN Capital - Winter 2017 - 16
HUMAN Capital - Winter 2017 - 17
HUMAN Capital - Winter 2017 - What You Need to Know About Bill 17 and Your Benefit Plans
HUMAN Capital - Winter 2017 - 19
HUMAN Capital - Winter 2017 - Federally Regulated Employers Be Cautious – Important Change in Law Issued by Supreme Court of Canada
HUMAN Capital - Winter 2017 - 21
HUMAN Capital - Winter 2017 - What Evidence is Required?
HUMAN Capital - Winter 2017 - 23
HUMAN Capital - Winter 2017 - Policy Corner
HUMAN Capital - Winter 2017 - 25
HUMAN Capital - Winter 2017 - Index of Advertisers/ Advertisers.com
HUMAN Capital - Winter 2017 - cover3
HUMAN Capital - Winter 2017 - cover4
HUMAN Capital - Winter 2017 - outsert1
HUMAN Capital - Winter 2017 - outsert2
HUMAN Capital - Winter 2017 - 31
HUMAN Capital - Winter 2017 - 32
HUMAN Capital - Winter 2017 - 33
HUMAN Capital - Winter 2017 - 34
HUMAN Capital - Winter 2017 - 35
HUMAN Capital - Winter 2017 - 36
HUMAN Capital - Winter 2017 - 37
HUMAN Capital - Winter 2017 - 38
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