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HRM200 Study Guide - Midterm Guide: United Grain Growers, Outsourcing, Occupational Safety And Health

Human Resources Management
Course Code
Katrina Di Gravio
Study Guide

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Employee Benefits
indirect financial payments given to employees
may include supplementary health and life insurance, vacation, pension, education plans, and
discounts on company products
Government-Sponsored Benefits
Employment Insurance (EI) = a federal program that provides income benefits if a person is
unable to work through no fault of his or her own
Canada/Quebec Pension Plan (C/QPP):
o programs that provide three types of benefits:
retirement income
survivor or death benefits payable to the employee’s dependants regardless of age
at time of death
disability benefits payable to employees with disabilities and their dependants
o benefits are payable only to those individuals who make contributions to the plans and/or
available to their family members
Workers’ Compensation = provides income and medical benefits to victims of work related
accidents or illnesses and/or their dependants, regardless of fault
Vacations and Holidays:
o labour/employment standards legislation sets out a minimum amount of paid vacation that
must be provided to employees, usually two weeks per year, but the requirements vary by
o paid time for vacation and statutory holidays
Leaves of Absence (unpaid):
o specified in employment standards legislation
o maternity/parental leave
o adoption leave
o bereavement leave
o compassionate care leave
Pay on Termination of Employment
o specified in employment standards legislation
o pay in lieu of notice
o severance pay
o pay for mass layoffs
Voluntary Employer-Sponsored Benefits
life insurance
supplementary health care/medical insurance
short-term disability and sick leave
long term disability

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additional leaves of absence
additional paid vacations and holidays
retirement benefits
The Top Challenges in Improving How Mental Health Issues Are Addressed in the Workplace
Employee Services
personal services:
o credit unions
o counseling services
o employee assistance programs (EAPs)
o other (social and recreational)
job related services:
o subsidized childcare
o eldercare
o subsidized employee transportation
o food services
o educational subsidies
o family-friendly benefits
executive perquisites (perks):
o management loans
o salary guarantees (golden parachutes)
o financial counseling

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o relocation benefits
o outplacement assistance
o company cars, chauffeured limousines
o concierge service
Flexible Benefit Programs = individualized benefit plans to accommodate employee needs and
employees choose packages that best satisfy their unique needs
help firms meet the changing needs of a changing workforce
increased involvement of employees and families improves understanding of benefits
flexible plans make introduction of new benefits less costly
cost containmentthe organization sets the dollar maximum
employees make bad choices and find themselves not covered for predictable emergencies
administrative burdens and expenses increase
adverse selectionemployees pick only benefits they will use, increasing cost
Benefits Administration:
Use of Software
Benefits Communication
Strategic Importance of Occupational Health and Safety:
investment in disability management and proactive wellness programs create measurable
bottom-line returns
according to the Association of Workers’ Compensation Boards of Canada, in 2007 there were
1055 deaths and 317 524 injuries resulting from accidents at work
on April 28 each year, a day of mourning is observed for Canadian workers killed or injured on
the job
workplace accidents can be prevented
Basic Facts About OHS Legislation
OHS Legislation:
o laws intended to protect the health and safety of workers by minimizing work-related
accidents and illnesses
o general health and safety rules
o rules for specific industries (e.g. mining)
o rules related to specific hazards (e.g. asbestos)
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