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Interchange fees
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Pay your bills through the wallet
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Compensation management
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- cash and non-cash rewards in exchange for their work. Direct: wages, variable pay: bonuses, commissions, stocks
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Total compensation/rewards
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ALL forms of pay. Direct financial payments (tangible returns), Indirect financial payments (benefits)
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Objectives of compensation
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Internal Equity - pay related to relative worth of jobs. External equity - paying workers relative to market
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Determining direct compensation
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Phase 1: compensation philosophy (lead, match, lag) Phase 2: job analysis (job description, job specification, performance standards), Phase 3: pricing jobs (job evaluation, market pricing, skill based), phase 4: matching employees to pay
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pricing jobs: job evaluation methods
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systematic procedures to determine the relative worth or value of jobs (internal equity)
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Skill Based pay
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depth (gaining greater expertise in existing skills), breadth (increases in the employees range of skills), self management (gaining higher level managment-type skills)
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Fredrick herzberg - motivation/hygiene
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motivator: meets intrinsic, higher level needs to be challenged and recognized. Hygiene: working conditions etc. enough to keep me from being dissatisfied
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motivation: expectancy theory
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expectancy (will my effort lead to high performance) x instrumentality (will performance lead to outcomes) x valence (do i find the outcomes desirable)
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Total rewards
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direct financial payments (pay), Indirect financial payments (benefits)
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role of benefits: society
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reduce social problems, assistance for independent wage earners, deduction, financial security against illness, disability, retirement
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role of benefits: employer
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EVP, reduce fatigue, support productivity, discourage labour unrest, satisfy employees, lower OT
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roles of benefits: employee
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less expense and more options, lower taxes, primary objective - get benefits
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categories of benefits
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government-mandated (legally required), voluntary: retirement, employee services, health
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Voluntary retirement benefits
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defined contribution plan - benefits depend on the amount employees contribute to the plan, group registered retirement savings plan (RRSP)- employees contribute directly from pay which is matched by the employer, deferred profit sharing plan (DPSP) - certain amount of company profits are credits to employees account
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Employee relations is impacted by..
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how human resource planning, placement, training and development, evaluation & compensation is handled
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impacted by…
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policies on workplace and sexual harassment conflict resolution procedures, and employee involvement programs
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five key dimensions of employee relations
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employee involvement, employee communication, employee counselling, employee discipline, employee rights
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Employee engagement - org justice
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distributive: how rewards/costs shared by group, procedural: fairness of processes to make decisions, interactional: degree to which people are treated with dignity, respect and emotional support, informational: is the information used for decision making being shared fairly
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preventative discipline
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action taken to encourage acceptable behaviour
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non culpable
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management is required to prove sub-par performance, provide feedback, and opportunities to correct behaviours
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culpable
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disobedience, dishonesty, insubordination, or misconduct. Insubordination is difficult to prove. Direct disregard to authority, refusal obey instructions, disrespect
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culpable: progressive discipline
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severity depends on the type of offence and the number of times offence has occurred
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constructive dismissal
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major change in the employment terms - significant change in job function, demotion, demand for an employees resignation, forced transfer
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the Wallace effect
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decision of the Supreme Court in Wallace v united grain growers
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wallce effect
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resulted in the awarding of extended periods of notice in a number of wrongful dismissal cases where the employer acted in a callous manner
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wallace effect
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in the Honda Canada v Keats decision, addressed bad faith damages and restricted use of punitive damages
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Employee assistance program (EAP)
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comprehensive company program intended to help employees to overcome personal and work related problems. Online communications are increasingly being used to supplement EAP structures
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Assumption of risk
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legal expression used by the courts, workers accepted customary risks, workers were to protect themselves from special hazards, scars were accepted as badges of honour
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health hazards
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physical agents (exposure to physical elements), biological agents (exposure to natural organisms), ergonomic related (caused by the work environment)
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careless worker
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early approach to safety in the workplace which assumed accidents were due to workers carelessness
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shared responsibility
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a newer approach to workplace safety that relies on the cooperation of the employer and employees
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principal of joint responsibility
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workers and employers must maintain a hazard free workplace
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employer responsibilities
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“due diligence” - taking every reasonable precaution
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federal and provincial safety regulations
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the right to know about hazards in the workplace, the right to participate in correcting hazards, the right to refuse dangerous work
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employee responsibilities
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take reasonable care, wear protective clothing, report breach of regulations
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employee rights
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know about workplace hazards, partipate in the OH&S process, refuse work if they have “reasonable cause” to belive it is dangerous
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hazardous products act
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protects consumers regulates sale of dangerous products
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workplace hazardous material info information system (WHMIS)
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requires that employers provide training to enable employees to understand and recognize hazards, now includes hazardous products act
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mental health
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causes the Canadian economy about $50 billion a year
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