MHR 523 Chapter Notes - Chapter 11: Canada Labour Code, Eval, Matpat

• School: Ryerson University
• Department: Human Resources
• Course: MHR 523
• Professor: All

Document Summary

Consider indiv. reward components as part of an integrated whole to determine the best mix aligned w/ bus. strategy: alignment and employee value. The 5 components of total rewards compensation: direct financial payments (wages, salaries, incentives, commission, onuses) benefits: indirect payments in form of financial benefits (employer-paid insurance, vacay), semployee services. Work-life programs: programs that help employees do their job effectively (flex. sched, telecommute, childcare) performance and recognition: pay-for-performance and recognition programs development and career opp. : planning for advancement or change in responsibilities to best suit indiv. talent/skill/desire (tuition assist. , pre. development, coaching etc. ) Employment/labour standards act (canada labour code: min. std. regarding pay (min. wage, max. hrs. Human right acts: discrimination (age, sex, colour, race, religion etc. ) Canada/quebec pension plan: all employees + employers contribute to c/qpp through employee working life, pe(cid:374)sio(cid:374) (cid:271)e(cid:374)efits (cid:271)ased o(cid:374) e(cid:373)plo(cid:455)ee"s a(cid:448)g. ear(cid:374)i(cid:374)g paid duri(cid:374)g retire(cid:373)e(cid:374)t. Union influences on compensation decision collective bargaining: wage rate, time off w/ pay, income security, colas, pension.