Canadian HR Reporter

CANADIAN HR REPORTER November 16, 2015 4 HR BY THE NUMBERS Compiled by Liz Bernier - Source: Statistics Canada $947 Average weekly earnings for non-farm payroll employees in August. 0.7% Decrease in non-farm payroll earnings from the previous month. 0.8% Increase in average weekly earnings compared with 12 months earlier. 32.8 Average number of hours worked per week by non- farm payroll employees in August. $1,165 Average weekly earnings in the wholesale trade sector, the sector with the highest earnings growth. 7.3% Year-over-year increase in earnings in wholesale trade. $1,905 Average weekly earnings in mining, quarrying, oil and gas, which faced steep earnings declines. 9.5% Year-over-year decline in weekly earnings in mining, quarrying, oil and gas — a decline that dragged down the national average. 58,600 Drop in the number of non-farm payroll jobs in August. Hourly salary of a pharmacy clerk at the Hôpital Montfort in Ottawa. at works out to an annual salary of $44,304, assuming a 40-hour work week. e wage rises in four steps to $24.90, or an annual salary of $50,107. ere is also on-call pay of $3.30 per hour, rising to $4.90 per hour in Sept. 29, 2016. 21.30 Source: Canadian Labour Reporter/www.labour-reporter.com Credit: karamysh (Shutterstock) 0.8% Increase in average weekly earnings compared with 12 months earlier. 32.8 Average number of hours worked per week by non- farm payroll employees in August. $1,165 Many employers are overlooking signifi cant deal-breakers and stressors that could be driving away top talent, according to a Canadian survey of 1,000 workers. More than one-third, or 38 per cent, of workers are unwilling to accept a role where a risk of job security is present, no matter what salary they are off ered. And 31 per cent are unwilling to moving to a company with dysfunctional and poorly performing teams, regardless of the remuneration. worker worries Top five Having a low level of job security (61%). Dysfunctional team dynamics (53%). Senior managers with a reputation of poor leadership (46%). Being spoken about negatively by current and past employees (43%). Employer having a poor reputation among other industry professionals (39%). What keeps workers up at night? Source: : ICM Unlimited Depression is a pretty common workforce malady — but it's notoriously under-treated. More than one- half of workers, or who experience symptoms of depression don't see a need to get treatment, according to an Ontario survey of 2,219 adults. is despite the fact 40 per cent of participants are experiencing signifi cant depressive symptoms. 52.8 per cent Structural barriers to seeking treatment include: • do not have time • cannot aff ord it • do not have any place accessible to get help • health provider does not follow up. Attitudinal barriers include: • prefer to manage by self • do not think anything could help • afraid to ask for help or what others will think. Source: : Centre for Addiction and Mental Health (CAMH) Credit: Olimpik (Shutterstock) Can't get no recognition A little recognition can go a long way and, conversely, failing to recognize employees can have signifi cant negative consequences. Yet the number of Canadian organizations that use rewards to motivate employees dropped to 61 per cent in 2015, down from 69 per cent in 2014, according to a survey of 500 full-time employees and 1,125 HR professionals. of Canadians say their employer's rewards program does not motivate them to do a good job. say they have never received a reward from an employer in recognition of a job well done. of Canadians who say their company's employee incentive programs have declined over the past year cite the main reason as fewer rewards being off ered. of Canadians appreciate when they get a reward for doing their job well. 70% 66% 89% Source: : Berkeley Payment Solutions Credit: nulinukas (Shutterstock) CANADIAN HR REPORTER November 16, 2015 Hourly salary of a pharmacy clerk at the Hourly salary of a pharmacy clerk at the Hourly salary of a pharmacy clerk at the Hourly salary of a pharmacy clerk at the Hourly salary of a pharmacy clerk at the Hourly salary of a pharmacy clerk at the Hourly salary of a pharmacy clerk at the Hourly salary of a pharmacy clerk at the Hourly salary of a pharmacy clerk at the Hourly salary of a pharmacy clerk at the Hourly salary of a pharmacy clerk at the Hourly salary of a pharmacy clerk at the Hourly salary of a pharmacy clerk at the Hourly salary of a pharmacy clerk at the Hourly salary of a pharmacy clerk at the Hourly salary of a pharmacy clerk at the Hourly salary of a pharmacy clerk at the Hourly salary of a pharmacy clerk at the Hourly salary of a pharmacy clerk at the Hourly salary of a pharmacy clerk at the Hourly salary of a pharmacy clerk at the Hourly salary of a pharmacy clerk at the Hôpital Montfort in Ottawa. at works Hôpital Montfort in Ottawa. at works Hôpital Montfort in Ottawa. at works Hôpital Montfort in Ottawa. at works Hôpital Montfort in Ottawa. at works Hôpital Montfort in Ottawa. at works Hôpital Montfort in Ottawa. at works Hôpital Montfort in Ottawa. at works Hôpital Montfort in Ottawa. at works Hôpital Montfort in Ottawa. at works Hôpital Montfort in Ottawa. at works Hôpital Montfort in Ottawa. at works Hôpital Montfort in Ottawa. at works Hôpital Montfort in Ottawa. at works Hôpital Montfort in Ottawa. at works Hôpital Montfort in Ottawa. at works Hôpital Montfort in Ottawa. at works Hôpital Montfort in Ottawa. at works Hôpital Montfort in Ottawa. at works Hôpital Montfort in Ottawa. at works Hôpital Montfort in Ottawa. at works out to an annual salary of out to an annual salary of out to an annual salary of out to an annual salary of out to an annual salary of out to an annual salary of out to an annual salary of out to an annual salary of out to an annual salary of out to an annual salary of out to an annual salary of out to an annual salary of out to an annual salary of out to an annual salary of $44,304 $44,304 $44,304 $44,304 $44,304 $44,304, , , assuming a 40-hour work week. e assuming a 40-hour work week. e assuming a 40-hour work week. e assuming a 40-hour work week. e assuming a 40-hour work week. e assuming a 40-hour work week. e assuming a 40-hour work week. e assuming a 40-hour work week. e assuming a 40-hour work week. e assuming a 40-hour work week. e assuming a 40-hour work week. e assuming a 40-hour work week. e assuming a 40-hour work week. e assuming a 40-hour work week. e assuming a 40-hour work week. e assuming a 40-hour work week. e assuming a 40-hour work week. e assuming a 40-hour work week. e assuming a 40-hour work week. e wage rises in four steps wage rises in four steps wage rises in four steps wage rises in four steps wage rises in four steps wage rises in four steps wage rises in four steps wage rises in four steps wage rises in four steps wage rises in four steps wage rises in four steps wage rises in four steps wage rises in four steps to to to $24.90 $24.90 $24.90 $24.90 $24.90 $24.90, or an , or an , or an , or an $50,107 $50,107 $50,107 $50,107. ere is also on-call pay . ere is also on-call pay . ere is also on-call pay . ere is also on-call pay . ere is also on-call pay . ere is also on-call pay . ere is also on-call pay . ere is also on-call pay . ere is also on-call pay . ere is also on-call pay . ere is also on-call pay . ere is also on-call pay . ere is also on-call pay . ere is also on-call pay . ere is also on-call pay per hour, rising to per hour, rising to per hour, rising to per hour, rising to per hour, rising to $4.90 $4.90 $4.90 $4.90 $4.90 $4.90 per hour in per hour in per hour in per hour in per hour in per hour in per hour in per hour in 21.30 21.30 21.30 21.30 21.30 21.30 21.30 21.30 21.30 21.30 21.30 21.30 21.30 21.30 21.30 21.30 21.30 21.30 Source: Canadian Labour Reporter/www.labour-reporter.com Source: Canadian Labour Reporter/www.labour-reporter.com Source: Canadian Labour Reporter/www.labour-reporter.com Source: Canadian Labour Reporter/www.labour-reporter.com Source: Canadian Labour Reporter/www.labour-reporter.com Source: Canadian Labour Reporter/www.labour-reporter.com Source: Canadian Labour Reporter/www.labour-reporter.com Source: Canadian Labour Reporter/www.labour-reporter.com Source: Canadian Labour Reporter/www.labour-reporter.com Credit: karamysh (Shutterstock) Credit: karamysh (Shutterstock) Credit: karamysh (Shutterstock) Credit: karamysh (Shutterstock) Credit: karamysh (Shutterstock) Credit: karamysh (Shutterstock) Credit: karamysh (Shutterstock) Credit: karamysh (Shutterstock) Employer having a poor reputation among Employer having a poor reputation among Employer having a poor reputation among Employer having a poor reputation among Employer having a poor reputation among Employer having a poor reputation among Employer having a poor reputation among Employer having a poor reputation among Employer having a poor reputation among Employer having a poor reputation among Employer having a poor reputation among Employer having a poor reputation among other industry professionals ( other industry professionals ( other industry professionals ( other industry professionals ( other industry professionals ( other industry professionals (39% 39% 39% 39%). ). Source: : Centre for Addiction and Mental Health (CAMH) Source: : Centre for Addiction and Mental Health (CAMH) Source: : Centre for Addiction and Mental Health (CAMH) Source: : Centre for Addiction and Mental Health (CAMH) no recognition no recognition no recognition no recognition no recognition no recognition no recognition no recognition no recognition no recognition A little recognition can go a long way and, A little recognition can go a long way and, A little recognition can go a long way and, A little recognition can go a long way and, A little recognition can go a long way and, A little recognition can go a long way and, A little recognition can go a long way and, conversely, failing to recognize employees can have conversely, failing to recognize employees can have conversely, failing to recognize employees can have conversely, failing to recognize employees can have conversely, failing to recognize employees can have conversely, failing to recognize employees can have conversely, failing to recognize employees can have conversely, failing to recognize employees can have conversely, failing to recognize employees can have conversely, failing to recognize employees can have signifi cant negative consequences. Yet the number of signifi cant negative consequences. Yet the number of signifi cant negative consequences. Yet the number of signifi cant negative consequences. Yet the number of signifi cant negative consequences. Yet the number of signifi cant negative consequences. Yet the number of signifi cant negative consequences. Yet the number of signifi cant negative consequences. Yet the number of signifi cant negative consequences. Yet the number of signifi cant negative consequences. Yet the number of signifi cant negative consequences. Yet the number of Canadian organizations that use rewards to motivate Canadian organizations that use rewards to motivate Canadian organizations that use rewards to motivate Canadian organizations that use rewards to motivate Canadian organizations that use rewards to motivate Canadian organizations that use rewards to motivate Canadian organizations that use rewards to motivate Canadian organizations that use rewards to motivate Canadian organizations that use rewards to motivate Canadian organizations that use rewards to motivate Canadian organizations that use rewards to motivate 61 per cent 61 per cent 61 per cent 61 per cent in 2015, down in 2015, down in 2015, down in 2015, down in 2015, down in 2015, down in 2015, down in 2015, down in 2014, according to a survey in 2014, according to a survey in 2014, according to a survey in 2014, according to a survey in 2014, according to a survey in 2014, according to a survey in 2014, according to a survey in 2014, according to a survey in 2014, according to a survey in 2014, according to a survey of 500 full-time employees and 1,125 HR of 500 full-time employees and 1,125 HR of 500 full-time employees and 1,125 HR of 500 full-time employees and 1,125 HR of 500 full-time employees and 1,125 HR of 500 full-time employees and 1,125 HR say they have never received a reward say they have never received a reward say they have never received a reward say they have never received a reward say they have never received a reward say they have never received a reward from an employer in recognition of a job from an employer in recognition of a job from an employer in recognition of a job from an employer in recognition of a job from an employer in recognition of a job from an employer in recognition of a job well done. well done. well done. well done. well done. well done. of Canadians who say their company's of Canadians who say their company's of Canadians who say their company's of Canadians who say their company's of Canadians who say their company's of Canadians who say their company's employee incentive programs have employee incentive programs have employee incentive programs have employee incentive programs have employee incentive programs have employee incentive programs have declined over the past year cite the declined over the past year cite the declined over the past year cite the declined over the past year cite the declined over the past year cite the declined over the past year cite the main reason as fewer rewards being main reason as fewer rewards being main reason as fewer rewards being main reason as fewer rewards being main reason as fewer rewards being main reason as fewer rewards being main reason as fewer rewards being off ered. off ered. off ered. off ered. of Canadians appreciate when they get of Canadians appreciate when they get of Canadians appreciate when they get of Canadians appreciate when they get of Canadians appreciate when they get of Canadians appreciate when they get a reward for doing their job well. a reward for doing their job well. a reward for doing their job well. a reward for doing their job well. a reward for doing their job well. a reward for doing their job well. a reward for doing their job well. 70% 70% 70% 70% 66% 66% 66% 66% 89% 89% 89% 89% Credit: Olimpik (Shutterstock) doctor away doctor away doctor away doctor away doctor away doctor away doctor away doctor away doctor away doctor away doctor away doctor away doctor away doctor away doctor away doctor away doctor away doctor away doctor away doctor away doctor away doctor away Keeping the

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