week+7
week+7
Skill 25 Skill 18
Effort 13 Effort 17
Responsibility 32 Responsibility 25
J ob Value 75 J ob Value 75
J ob Rate $15.00/ hr
After Pay Equity
Point Method Process:
they first need to develop a plan
Step One: Conduct Job Analysis
SWER use in_pay equity legislation. /And in fact, in Ontario pay equity
legislation requires organizations to evaluate their jobs on the basis of
•
Compensable Factors
Characteristics in the work that the organization values; reflect how work adds value to the
organization
• Based on the work performed (what is done) and the strategy and values of the organization (what
is valued)
• based on the work content, so what is what is required of the job, but also, we are picking out the
compensable factors of that job that are most important to the organization in terms of that
organization's meeting meeting its objectives, and its organizational strategies
• Eg 人类学教授 - 出行 -compensable factor- 这属于 aspects of that benchmark job that might not relevant
• Factors are broken down into three3 major categories:
1. Universal Factors (SWER) 薪酬平等 ( because of pay equity legislation )
2. Sub-Factors (分解 And then we break those sub factors down further into degrees or levels. So let‘s, for
example, say, for skills, we’re going to look at computer skills, we then start to determine Well, what is a
very high level computer skill? 给出了人力资源的例子。那么,该工作负责管理的是员工、财务资源、信息资源、物质资源等工作条件,这就是该
工作正在完成的环境。
3. Degrees or Levels ( eg 开始看计算机技能的不同级别,什么是高水平的计算机技能,什么是低水平的计算机技能,所以我们开始确定它是什么样子
的。
Compensable Factors
Point Method Process:
1.Categorization of benefits
2.Workers’ Compensation
3. Canada Pension Plan
4.Employment Insurance
5.Changes to EI
Categorization of Employee
Benefits
1. Legally required benefits
– Workers’ Compensation
– Canada/Quebec Pension Plan
– Employment Insurance
So employees don't pay into workers compensation only the employer
pays for worker and compensation. It's a no fault insurance plan
no fault bit – 无过错 也得付
Employer-sponsored (i.e., voluntary) benefits
- Various types; Organization-specific
1- collective liability fund- 你的雇主向这个基金投资,然后由政府管理。
-65
Workers’ Compensation
• A mandator 强制 , government-sponsored, employer-
paid no-fault insurance plan that provides
compensation for injuries and diseases that arise out
of, and while in the course of, employment
• Provides benefits for
– Lost earnings due to temporary disability (up to age 65)
– Lost earnings due to permanent disability (up to age 65)
– Health care expenses
– Survivor benefits after fatalities
• Compensation varies from 75 to 90 percent of net
earnings (ONT= 85% of wages depending on injury up
to a maximum of $102,800)
Canada/Quebec Pension Plan
CPP
• A mandatory, government-sponsored pension plan
• Funded equally by employers and employees
– From 2019 to 2023, the contribution rate for employees will
gradually increase from 4.95% to 5.95% of gross income between
$3,500 and $61,600
– Gross income- 税前
• Provides benefits upon:
– Retirement: 1/3 of average work earnings (max is $1,203.75 if
start at 65; average is $689.17 as of Oct 2020)
– Disability: Fixed amount of $510.85 plus amount based on how
much you contributed to the CPP
– Death: If older than 65, survivor will receive 60% of deceased
contributor’s CPP; if younger than 65, survivor will receive a flat
rate plus 37.5% of deceased contributor’s CPP
Employment Insurance EI
• A mandatory government-sponsored plan for all
employed Canadians that provides workers with
temporary income replacement as a result of
employment interruptions due to circumstances
beyond their control
• Funded by employer and employee contributions
– Employees’ contribution is $1.58 per $100 of earnings
up to a max amount of $56,300), employer contributes
1.4 times employee’s contributions
• Basic benefit is 55% of average insurable earnings
(max insurable earning is $56,300 -~$595 per week)
• Payable for a maximum of 45 weeks (some exceptions)
Types of Employment Insurance
• EI regular benefits:
– For those who lose their jobs due to shortages or layoffs
• EI special benefits:
– For those who are sick, pregnant or recently gave birth, are
caring for a newborn/newly adopted child , are caring for
someone who is ill, injured or needs end-of-life care
• EI fishing benefits:
– For self-employed fishers actively seeking work
• EI work-sharing benefits:
– For those who work a reduced work week due to temporary
reduction in business activity in order to avoid layoffs
EI Parental Leave Changes
• As of Dec 3rd, 2017 changes to maternity and parental
leave were put in place
– Pregnant women can receive benefits up to 12 weeks
before their due date
– Optional extended benefit up to 61 weeks (~ 18 months)
at 33% of insurable earnings (standard is 35 weeks at
55%)
• Addition of extended parental sharing benefits
– Additional 5 weeks to the standard benefit option
– Additional 8 weeks to the extended parental benefit
option
EI Caregiver Changes
• Several types:
– Family caregiver benefits for adults (18+): 15 weeks
of benefits now available
– Family caregiver benefits for children : 35 weeks of
benefits for parental and non-parental
caregivers (previously only available to parents)
– Compassionate care benefits: 26 weeks of benefits
for caregivers providing end-of-life care to a person
of any age
Agenda
1.Employer-sponsored benefits
2.Flex benefits
3.Next week
Employer-sponsored Benefits
• A choice by employers
• Vast array of options, such as
- Parenting benefits
- Income security benefits
- Pension plans
- Life Insurance
- Medical plans
- Pay for time not worked
- Employee assistant plans
- Child and eldercare assistance
Employer-sponsored Parenting
Benefits
• Many employers “top” the amount of parental
leave benefits provided under EI
– Examples:
o City of Toronto: 75% of salary for 78 weeks for new
mothers and fathers – the best in the country!
o KPMG: 100% of salary for 17 weeks for new mothers;
$20,000 adoption subsidy
o Fidelity Canada: IVF subsidy of up to $15,000
Income Security Benefits
• Short-term disability plans
• Sick leave plans: provide specified number of paid
sick days per month or per year (3 unpaid days
required by law)