![]() Do you have employees suffering from the Monday blues? According to a study completed by consultant firm Mercer, 35% of all “sick” absences are taken on a Monday. Surprisingly Friday only accounted for 3% of sickness. Some might think that because it was so close to the weekend people might opt for a Friday as their “sick day” and take advantage of a three day weekend. Other notable results from the survey concluded:
So why is Monday sickness so frequent? Often frequent Monday sickness and short term absences can be a symptom of low employee engagement and morale. If an employee is struggling at work, whether it is conflict in the workplace or even general boredom and dissatisfaction with their job, the stress and emotional side effects can lead to long term absence. The full cost of unplanned employee absence is equal to 36% of payroll. This is a huge expense for most businesses. To understand and recognize the trends in your specific workplace, monitor your employee’s absences by tracking detailed information on the causes and duration of the absence. This is key before trying to introduce potential solutions. Deal with long term absence issues as soon as possible to reduce the risk of these potentially leading to a mental health claim, lost productivity or lowered morale in the rest of your workforce. Having this information along with a clear policy, and taking active steps such as corrective counselling, or medical management, when used in conjunction with “soft strategies” to encourage engagement and company loyalty has the potential to effectively reduce the high costs of employee absenteeism. Are you currently struggling with Monday absences or absenteeism in general? You can email and reach out to Anna Aceto-Guerin at anna@clearpathemployer.com to discuss strategies for managing employee absence. A quick fix is not always the solution. Clear Path can help you track absences, define your attendance policy, create strategies to effectively enforce it, and implement active steps like corrective counselling and creating a pro-attendance environment while still remaining within legal obligations with the relevant legislation. We'd love to connect with you!
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Office romances have the potential to complicate business operations. Risks such as workplace violence, domestic violence, harassment and sexual harassment could become an issue should the parties involve end their relationship and suffer emotional pain. Other concerns include:
Any attempt to “ban” office romance is likely not going to solve problems and it not a reasonable solution to something that may be inevitable. Your best defence is to outline some clear written policies that define the parameters of office romances in your organization, and send the message that employees should not let romantic relationships affect the professional work environment. What should your policy include? Below are some tips when developing your policy.
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A recent Globe and Mail article highlighted the confusion that many small to medium sized businesses are facing as they start to try and comply with the Accessibility for Ontarians with Disabilities Act (AODA). As of January 1, 2012 all provincially legislated businesses that provide goods or services either directly to the public or to other organizations in Ontario, and have more than one employee are required to comply. What are the common misunderstandings?
This checklist from the Ontario Ministry of Community and Social Services is helpful to make sure you’ve done everything: 1. Create and put in to place an accessibility plan that:
3. Put your plan in writing
Clear Path offers an AODA Do-It-Yourself package that will teach you how to get compliant and provide you with helpful resources. If you have any questions regarding compliance in your workplace, please email Anna Aceto-Guerin at anna@clearpathemployer.com for more information on how Clear Path can help you! We'd love to connect with you!
Information regarding reporting on accessibility is now available. Starting January 1, 2012 the Accessibility Standard for Customer service came into effect for all Ontario businesses and organizations with one or more employees. Organizations with 20 or more employees are required to report their accessibility by December 31, 2012. Instructions for reporting to the Ontario Ministry of Community and Social Services can be found by clicking here. Instructions are also duplicated below: Step one: Create your ONe-Source account The first thing you’ll need to do is set up your ONe-Source account. (You may already have one if you have used ONe-Source services before.) Here’s how to create your ONe-Source account:
Step two: Complete, certify and submit your accessibility report Now that you have created your ONe-Source account, you are ready to complete, certify and submit your accessibility report.
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![]() Along with the AODA Customer Service Standard that came into effect on January 1, 2012 two new safety requirements were implemented as well. One of them is if you provide public emergency information, you are required to make it accessible upon request. This means that upon request you would be required to make your emergency and public safety information accessible to people with disabilities and work with the person requesting the information to figure out how you can meet their needs as soon as possible. Examples of public safety information include emergency plans and procedures, maps, warning signs, evacuation routes or information about how emergency alerts are conducted. Does this apply to my organization? This applies if you answer "yes" to both of these questions:
Examples Source: The Ministry of Community and Social Services of Ontario
How do I get started? The first thing you should to is take inventory of what information you provide to the public, and from there focus on whether any of your materials would present a challenge for someone with a disability to read, see, hear or understand. There is no specific law on what formats you are required to use--just that you work with the public, figure out what they need and do so upon request as soon as possible. In some cases you may be able to communicate the information right away by reading aloud, providing the doucment in large print or a transcript (for the hearing imparied) however in some cases it may take longer based on the individual's needs. If you have questions about the AODA Customer Service Standard, or requirements for providing emergency information please contact Anna Aceto-Guerin directly at anna@clearpathemployer.com or by phone (519) 624-0800. Clear Path is also hosting an Introduction to AODA learning session on Wednesday January 25 2012 at the Cambridge Chamber of Commerce. Click here to register. Source: www.mcss.gov.on.ca An article published by the Labour and Employment Group and McCarthy Tetrault highlights a decision of the Ontario Divisional Court in regards to an employer's obligation to report critical injuries and fatalities to the Ministry of Labour (MOL). This decision centered around Blue Mountain Resort in Collingwood Ontario when on Decemer 24, 2007 a guest at the resort drowned in a swimming pool located on the resort property. Blue Mountain did not contact or report the incident to the MOL, believing that because the incident involved a guest at the resort and not one of it's workers, and that the swimming pool was not supervised at the time, the accident was not a workplace accident that need to be reported to the MOL. Read on in the article to find out the concequences of not reporting the incident and what the term "employer's obligation" means under the broad definition of "workplace". Source article: The Broad Scope of an Employer's Obligations to Report Critical Injuries: The Blue Mountain, Resort Case: Author: Daniel Pugen, Ben Ratelband We'd love to connect with you!
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