Canadian HR Reporter

24 www.hrreporter.com F E A T U R E S BENEFITS GUIDE S P O N S O R E D CARING FOR CAREGIVERS IN THE WORKPLACE COMPASSION belongs in our work- place culture On average, 260,000 Canadians die each year. As many as five caregivers may be contributing to their end-of- life care. Many of them are unpaid caregivers who are struggling to balance their commitments at work with the demands of caring for their families, the patient and themselves. The numbers are staggering. In 2018, about one in four Canadians aged 15 and older (7.8 million people) were providing care to a family member or friend with a long-term health condition, a physical or mental disability or problems related to aging, according to Statistics Canada. Of these, almost half reported that they were caring for a parent or in-law. Due to the devastating impact of the COVID-19 pandemic on the most vulnerable populations, it would not be surprising to see an increase in self- reported caregivers today. The movement to grow compassion within an organization's workplace culture is gaining momentum and employers have an important role. Unsupported employees are more likely to be absent, use more sick days, be less productive and even quit their job if the workplace culture no longer "fits." The right fit extends to attracting new talent. Candidates will investigate a company's brand and reputation. The value a company brings and what it offers (beyond compensation) are often critical to choosing which job offer to accept. What can companies do? The Canadian Compassionate Company (CCC) designation is a program that the Canadian Hospice Palliative Care Association (CHPCA) developed to recognize organizations with formal human resource policies that accommo- date employees who need time off work to care for a loved one. Most of us have experienced the death or dying of someone close to us — it's inevitable. We remember — or we are Private or public sector employers of any size, with a head office or principal place of business in Canada, may apply by filling out a simple online form at www.chpca.ca. An approved CCC designation must be reviewed every three years. A CCC designation enables an employer to use the CCC logo for recruiting, m a r k e t i n g a n d c o m m u n i c a t i o n purposes. Your organization can follow the four steps recommended by the Carer-Inclusive and Accommodating Organizations Standard developed by the Canadian Standards Association (CSA) to advance your culture toward greater compassion for caregivers in the workplace. You will also receive resources that employees can access, such as how to cope with grief in the workplace, how to support a grieving colleague and how to create an Advance Care Plan. Becoming a Canadian Compassionate Company is another way you and your organization can express your genuine care and desire to support caregivers in the workplace. As the national voice for hospice palliative care, the CHPCA is here to amplify your efforts when your employees need compassion the most. CHRR For more details about the CCC program, please visit: www.chpca.ca/ campaigns/ccc. As the national voice for hospice palliative care, the Canadian Hospice Palliative Care Association (CHPCA) is empowering the private and public sectors to provide better support to employees who are unpaid caregivers for their loved ones. Organizations with formal human resource policies can now apply to become a designated Canadian Compassionate Company, which includes access to a designation logo and a toolkit of resources. The Canadian Compassionate Company (CCC) designation is a program the Canadian Hospice Palliative Care Association (CHPCA) developed to recognize organizations with formal human resource policies that accommodate employees who need time off work to care for a loved one experiencing now — its effect on our ability to focus and function. By becoming a designated Canadian C o m p a s s i o n a t e C o m p a n y, a n organization is taking a stand as a leader at managing the most important asset it has — its people. Doing so elevates an organization's commitment to humanize the relationship between employer and employee. When a loved one is dying or near death, HR policies that inform and assist employees during this difficult time can help reduce their emotional stress, mental strain and financial pressures. T h e go v e r n m e n t o f C a n a d a 's Compassionate Care Benefit (CCB) involves employment insurance (EI) benefits paid to people who need time away from work temporarily (up to a maximum of 26 weeks) to care for a family member who is gravely ill or dying. Criteria for a CCC designation Your organization will qualify for the CCC designation if your HR policies meet at least three out of five of the following criteria: 1. Your HR policies include a CCB endorsing the job-protected family medical EI benefit, currently at 26 weeks. 2. Your employees' jobs are protected while on CCB leave. 3. CCB leave could provide employees with income top-up of benefits over and above the job-protected family medical EI benefits leave offered through the provinces and the federal EI program. 4. You have a caregiver accommodation policy allowing for support and flexi- bility within economic reason. 5. You will promote Advance Care Planning (ACP) using resources at www.advancecareplanning.ca or create your own resources.

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