Canadian Payroll Reporter - sample

August 2017

Focuses on issues of importance to payroll professionals across Canada. It contains news, case studies, profiles and tracks payroll-related legislation to help employers comply with all the rules and regulations governing their organizations.

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News August 2017 | CPR Long-service rewards may not appeal to millennials: Survey › OTTAWA — Long-service recognition rewards may not appeal to younger workers who typically do not stay with their employers for long periods, a new survey says. The study, by the Conference Board of Canada, found that long service was the most prevalent type of rewards and recognition program in Canadian organizations. Almost 90 per cent of survey respondents said they had some type of formal rewards and recognition program, with 96 per cent citing a long-service recognition program. However, the study found that only 37 per cent of respondents agreed that their rewards programs consider the multiple generations in the workforce. The Board said its previous research has indicated that millennials could have an average of five different employers over a 10-year span, making them ineligible for most long-service recognition programs. "The majority of organizations use their rewards and recognition programs to increase employee engagement. If this is the primary objective of the program, it is important to look at what drives engagement," said Nicole Stewart, a principal with the Compensation Research Centre at the board. "There also appears to be a disconnect between where organizations are allocating the bulk of their recognition budgets and what might bring them the best value in terms of employee satisfaction." In 2016, Canadian organizations spent, on average, $139 per full-time employee (FTE) on rewards and recognition, the board said. While the programs are more prevalent in the public sector than the private sector, the board said that spending on rewards and recognition in the private sector is almost double that in the public sector ($161 per FTE versus $84). Other common rewards and recognition initiatives reported include retirement recognition and performance-based rewards, such as manager-to-employee, peer-to-peer and corporate recognition. The most common peer-to-peer rewards were non-monetary, such as e-cards and handwritten notes. While long-service recognition is perceived as fair and important for honouring corporate memory and loyalty, the study found that one of its major drawbacks is that it becomes difficult to attach to specific accomplishments or contributions when they occur. On average, organizations spend over half of their recognition budgets on long service, the study stated; however, employers with performance-based recognition reported that their employees are more satisfied with their programs. "Recognition of outstanding effort and achievement does not need to be costly and programs can be tailored to suit a changing workforce landscape. In fact, many organizations have found that they receive the most value from their peer-to-peer programs because of both the low cost and reach," said Stewart. The findings are based on a survey of HR practitioners from 383 organizations across Canada last summer. Nova Scotia WCB expands online services › HALIFAX — Nova Scotia's Workers' Compen- sation Board (WCB) has expanded its online services for employers, workers, and service providers. For employers, the board has added new features to its MyAccount service, which gives registered employers 24/7 access to their account and claims information. The service now includes a secure messaging feature that the board says will enable employers to "securely exchange information and documents" with the board on matters such as claims and return-to-work plans. The service now also provides email notifications to employers with access to claims information about changes in the status of a worker's claim or of a change in case workers. The WCB says the online service changes will help reduce time and improve processes. from NEWS IN BRIEF on page 3 Published 12 times a year by Thomson Reuters Canada Ltd. 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