Canadian HR Reporter

CANADIAN HR REPORTER September 5, 2016 4 HR BY THE NUMBERS difference comes around 31,000 Decline in employment in July after three months of little change. 6.9% Unemployment rate in July, an increase of 0.1 percentage points. 0.4% Increase in the total number of hours worked in July compared with 12 months earlier. 28,000 Decline in employment in July among those aged 15 to 24, with all losses in part-time work. 13.3% Youth unemployment rate in July. 105,000 Rise in employment for women in July compared to one year earlier. 37,000 Rise in employment for men in July compared to one year earlier. 36,000 Decrease in employment in Ontario in July, the first notable decline since September 2015.. 8.6% The unemployment rate in Alberta in July, the highest rate since September 1994. Compiled by Liz Bernier - Source: Statistics Canada Hourly wage of certifi ed laboratory and X-ray technicians at DynaLIFE DX in Edmonton. at works out to an annual salary of $70,345 assuming a 40-hour work week. e wage rises in seven steps to $43.03 per hour, or $89,502 annually. ere are also 10 shifts a year off without pay. Employees do not have to provide any reason for the request of a "take-a-break" day. 33.82 They earn what Credit: Sashkin (Shutterstock) Credit: Radu Bercan (Shutterstock) Credit: wk1003mike (Shutterstock) CANADIAN HR REPORTER comes around comes around comes around comes around comes around comes around comes around comes around comes around comes around comes around comes around comes around comes around comes around comes around comes around Credit: wk1003mike (Shutterstock) Credit: wk1003mike (Shutterstock) What goes around Organizations that give back to their communities through corporate social responsibility (CSR) initiatives are rewarded — not just in goodwill and positivity, but also in attracting top talent, according to a survey of 1,968 Canadian workers. More than say it is important that their employer is involved in charity work. 3 in 10 respondents would like to be directly involved in their company's charity work. 30% of respondents think fi rms in their sector should be more involved in CSR. 39% believe they should be more involved with charitable giving. 34% appreciate CSR initiatives, but 21% report they would like to be better informed about their company's CSR initiatives. Source: Regus say it is important that their employer is say it is important that their employer is say it is important that their employer is say it is important that their employer is say it is important that their employer is say it is important that their employer is say it is important that their employer is say it is important that their employer is say it is important that their employer is say it is important that their employer is say it is important that their employer is say it is important that their employer is say it is important that their employer is say it is important that their employer is involved in charity work. involved in charity work. involved in charity work. involved in charity work. involved in charity work. involved in charity work. Certification of workers one-half, or Despite tight budgets, a majority of companies still cover the costs for employees to receive or maintain professional certifi cations, according to a Canadian survey of more than 270 CFOs. Most CFOs (68 per cent) said their companies cover some or all of the costs for staff to obtain professional certifi cations. 37% say the company pays some of the educational costs, but not all. Source: Robert Half Canada costs Credit: Yabresse (Shutterstock) difference difference difference difference difference difference Credit: wk1003mike (Shutterstock) Credit: wk1003mike (Shutterstock) Credit: wk1003mike (Shutterstock) Credit: wk1003mike (Shutterstock) Credit: Yabresse (Shutterstock) Credit: Yabresse (Shutterstock) Making a A solid understanding of how they contribute to the organi- zation's success is something most workers want but not many feel they have, according to a Canadian survey of more than 400 workers. About say they want more insight into how their role contributes to the company's bottom line. When asked how frequently they make the connection between day-to-day duties and how they contribute to the company's bottom line, workers responded: Source: Robert Half Management Resources 51% – always 38% – sometimes 8% – rarely 3% – never Credit: itsmejust (Shutterstock) 33.82 33.82 33.82 33.82 33.82 33.82 33.82 They earn what They earn what They earn what They earn what They earn what Credit: Radu Bercan (Shutterstock) Credit: Radu Bercan (Shutterstock) Source: Robert Half Canada Source: Robert Half Canada Credit: itsmejust (Shutterstock) Credit: itsmejust (Shutterstock) Credit: itsmejust (Shutterstock) Credit: itsmejust (Shutterstock) Credit: itsmejust (Shutterstock) Credit: itsmejust (Shutterstock) Source: Canadian Labour Reporter/www.labour-reporter.com Several common benefi ts seem to be on their way out, according to a So- ciety for Human Re- source Management survey of employers in the U.S. is is how much the share of employers of- fering the following benefi ts has dropped since 1996: Credit union membership: 70 % 23 % to Paying for health insurance premiums with fl exible spending accounts: 54% to 39% Onsite health screening: 53% to 31% Employee discounts on company services: 43% to 32% Relocation benefi ts: 39% to 24% Matching employee charitable contributions: 30% to 21% Source: Society of Human Resource Management 31 % of those that cover costs say they cover all educational costs. Benefits Several common benefi ts Several common benefi ts Several common benefi ts Several common benefi ts Several common benefi ts Several common benefi ts seem to be on their way seem to be on their way seem to be on their way seem to be on their way seem to be on their way out, according to a So- out, according to a So- out, according to a So- out, according to a So- out, according to a So- ciety for Human Re- ciety for Human Re- ciety for Human Re- ciety for Human Re- source Management source Management source Management source Management survey of employers in the survey of employers in the survey of employers in the survey of employers in the survey of employers in the survey of employers in the survey of employers in the U.S. is is how much the share of employers of- U.S. is is how much the share of employers of- U.S. is is how much the share of employers of- U.S. is is how much the share of employers of- U.S. is is how much the share of employers of- U.S. is is how much the share of employers of- U.S. is is how much the share of employers of- U.S. is is how much the share of employers of- U.S. is is how much the share of employers of- U.S. is is how much the share of employers of- U.S. is is how much the share of employers of- U.S. is is how much the share of employers of- U.S. is is how much the share of employers of- U.S. is is how much the share of employers of- U.S. is is how much the share of employers of- U.S. is is how much the share of employers of- U.S. is is how much the share of employers of- fering the following benefi ts has dropped since 1996: fering the following benefi ts has dropped since 1996: fering the following benefi ts has dropped since 1996: fering the following benefi ts has dropped since 1996: fering the following benefi ts has dropped since 1996: fering the following benefi ts has dropped since 1996: fering the following benefi ts has dropped since 1996: fering the following benefi ts has dropped since 1996: fering the following benefi ts has dropped since 1996: fering the following benefi ts has dropped since 1996: fering the following benefi ts has dropped since 1996: fering the following benefi ts has dropped since 1996: fering the following benefi ts has dropped since 1996: fering the following benefi ts has dropped since 1996: fering the following benefi ts has dropped since 1996: fering the following benefi ts has dropped since 1996: fering the following benefi ts has dropped since 1996: fering the following benefi ts has dropped since 1996: Credit union membership: Paying for health insurance premiums with Paying for health insurance premiums with Paying for health insurance premiums with Paying for health insurance premiums with fl exible spending accounts: fl exible spending accounts: fl exible spending accounts: fl exible spending accounts: Onsite health screening: Onsite health screening: Onsite health screening: Onsite health screening: Employee discounts on company services: Employee discounts on company services: Employee discounts on company services: Employee discounts on company services: 43% to 32% 43% to 32% 43% to 32% 43% to 32% Relocation benefi ts: Relocation benefi ts: Relocation benefi ts: Relocation benefi ts: Matching employee charitable contributions: Matching employee charitable contributions: Matching employee charitable contributions: Matching employee charitable contributions: 30% to 21% 30% to 21% 30% to 21% 30% to 21% Benefits Benefits Benefits Benefits Benefits Benefits Benefits Benefits Benefits Benefits Benefits Benefits Benefits

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