Register for Upcoming Alberta Labour Webinars

View Details/Register for Upcoming Alberta Labour Webinars Here

Employment Standards in Alberta – Averaging Agreements Aug 29, 2018    1:30 PM to 2:30 PM

Employment Standards in Alberta – Hours of Work and Pay Aug 30, 2018    10:30 AM to 11:30 AM

Employment Standards in Alberta – General Holidays, General Holiday Pay and Vacations Sep 11, 2018 1:30 PM to 2:30 PM

Overview of Alberta’s Employment Standards Code Sep 27, 2018   1:30 PM to 2:30 PM

CCVO – A Whole New World: 4 Things to Watch for and Consider in the New OHS Act

It’s now been just over a month since Alberta’s new Occupational Health and Safety Act took effect. The Act introduced not only a number of new obligations and stakeholders, but an entirely new concept of workplace health and safety that extends beyond the worksite itself, and includes things like domestic violence, psychological health, and social well being. To put it mildly, the changes are aplenty, and are taking workplace health and safety in Alberta to a place it’s never been…

Working Stronger Workplace Mental Health Conference Edmonton September 17 – 18, 2018

This September, the Canadian Mental Health Association, Alberta Division is hosting a workplace conference designed to improve mental health outcomes in Alberta workplaces.

Working StrongerEquipping Albertans for better workplace mental health is two days of networking, information exchange and dialogue that will advance our efforts to support healthier workplaces across the province. It brings together the most creative and inspiring mental health thinkers and leaders in the field.

The conference – September 17 & 18, 2018 in Edmonton – will feature keynote speakers, workshops, panels, presentations, training opportunities, and exhibits.

This conference is ideally suited to organizations and individuals interested in learning more and becoming champions of workplace mental health in Alberta.

The 2018 Boland Survey is open until August 31!

The Boland Survey is the only source of nonprofit sector compensation data. Make informed comparisons and predictions on salary and human resource practices – including flex time, on-boarding, paid time off, professional development practices, employee recognition, and – new in 2018! – recruitment practices.

Complete the survey before August 31 to be sure your organization’s information is included and you are eligible to purchase the comprehensive report.

Register now to enter your data!

Caregiver Self Assessment/Employment Standards Exceptions June 12, 2018

E.D. Rhonda Barraclough
In May, Bruce and I attended a meeting  with the Deputy Minister Jeff Parr of Minister of Labour, DM Darlene Bowsema of Children Services , DM Shannon Marchand of Community and Support Services, and some of their senior staff.  At that  meeting we were told that the Caregivers Regulation will apply in all cases of residential care/24 hour operation and crisis support – like CSD workers or contract foster care agencies with emergent situations.   Below is a link to a flow chart that will help make those decisions as to when it is appropriate or not to use this regulation for your staffing models.

AM I A CAREGIVER ? is now available on Alberta Labour Standards Website: Caregivers – Employment Standards Exceptions
There are special provisions to the rules outlined in the Employment Standards Code for home care and residential care employees.

This tool reflects the standards for caregivers that have been in place for several years. These rules were not amended by the Fair and Family-friendly Workplaces Act and it is my hope that by sharing this tool we may be able to address any confusion going forward. To assist in clarifying their application for employers in your sector,  I encourage you to share with your association members and sector colleagues
Lenore Neudorf, Assistant Deputy Minister, Strategy and Policy Labour, Government of Alberta June 11, 2018Update Regarding Bill 17 – E.D. Rhonda Barraclough June 7, 2018

See All ALIGN  Bill 17 Communications
Bill 17 – Fair and Family-Friendly Workplaces Act

 

Alberta Health and Safety News June 2018 Now Available!

The Alberta Health and Safety News June 2018 will help guide you through the new legislative requirements. Lots of new information and resources!

Alberta Government News Release: New rules mean safer workplaces May 28, 2018

New occupational health and safety (OHS) rules will help prevent workplace bullying, harassment and violence, while providing better support for victims….

Bill 30 Presentation: OHS Act Changes

For those of you unable to attend, here is a copy of the PowerPoint presentation on Bill 30: Act to Protect the Health and Well-being of Working Albertans OHS Act Changes presented by the Ministry of Labor at our annual membership meeting May 4, 201

Announcing ALIGN & Roadmap to Occupational Health and Safety Management Systems Training 2018 for ALIGN Members

For ALIGN Members Only

ALIGN Association in Partnership with Alberta Association of Safety Partners (AASP) OHS Training!

Is your organization ready for the new OHS ACT? Roadmap to Occupational Health and Safety Management Systems training will be delivered in a series of three 7.5 hour instructional/development sessions with each location having one final full day of overview and review session early in 2019.

Space is limited so register early! Please register for all three dates at once in your area and attendance is very important. If your agency is over 19 people register one person and e-mail cathym@alignab.ca. with second name for wait list.

ALIGN & AASP: Roadmap to COR Power Point Presentation

Dates and Locations of Sessions

 

 

Memo to ALIGN Membership Re: Occupational Health and Safety Grant

Memo to ALIGN Membership Re: Occupational Health and Safety Grant

ALIGN has some good news to share with our member agencies. We were successful in obtaining a 2018 Occupational Health and Safety Innovation and Engagement Grant in partnership with the Alberta Association for Safety Partnerships (AASP) from the Ministry of Labour to provide free training to representatives of member agencies who are interested in developing and implementing a formal Health and Safety Management System.

With the many changes brought about by Bill 17 in January 2018, and the amendments coming to the Occupational Health and Safety Act on June 1, 2018 through Bill 30: An Act to Protect the Health and Well-being of Working Albertans; agencies will have had many new things to learn and become educated in as well as continuing to do the necessary every day work of supporting Alberta’s most vulnerable children and families.

Learn more about our partners and what this means to your agency:  Read full ALIGN OHS Training Grant Memo Spring 2018 pdf

Training is intended for member agency directors, supervisors or OHS representatives involved in applying the new OHS Act. It will be offered in Edmonton, Red Deer, Calgary and Lethbridge. Training will consist of three full days that build on each other with assignments in between, commencing in June 2018 with the second day in September 2018 and third one in the November/ December 2018. A fourth day for overview and review will be provided early in 2019. Dates to be determined. A strong commitment to attending all the training sessions is needed; training will be free and manuals supplied, individuals will be provided the support they need to be successful.

Once the training is completed and the agency has successfully developed and implemented a health and safety program that meets provincial standards, they will be in a position to apply for a Certificate of Recognition (COR) or a Small Employer COR (SECOR). The COR certifies that the employer’s health and safety management system has been evaluated by a certified auditor and met the requirements as per the provincial standards. Certificates are issued by Alberta Labour and are co-signed by Alberta Association for Safety Partnerships (AASP). Achieving and maintaining a valid COR is required for earning a financial incentive through the WCB Partnerships in Injury Reduction Program.

Registration will be on a first come first serve basis and will be available middle of May please check the ALIGN training page after May 15th for dates and locations . Only one individual per agency (OHS rep) will be accepted into the program as class size is limited. Larger agencies may place a second person on a wait list. If you have any questions please contact Cathy Mitchell at cathym@alignab.ca

Related Resources

Workforce & OHS Initiatives
Alberta Association for Safety Partnerships(AASP) as a Certifying Partner (Road Map To COR).
Bill 17 – Fair and Family-Friendly Workplaces Act
Bill 30 Occupational Health and Safety Act
Foundations of Caregiver Support (FCS)
Healthy Workplace, Wellness and Safety in the Child and Family Services Sector
Mental Health First Aid (MHFA)
National Standard Psychological Health and Safety in the Workplace – COR/WCB
Workforce Alliance: Cross Association Workforce Survey

Alberta Government Health and Safety eNews May 2018

Highlights

Alberta Labour in partnership with the Canadian Centre for Occupational Health and Safety has developed a free introductory course for Alberta residents to help committee co-chairs and representatives

Learn about changes to Alberta’s OHS Act through interactive webinars.

OHS Publications Online Store contains OHS bulletins, fact sheets, manuals and other health and safety documents for workers, employers and prime contractors.

Do you need a joint work site health and safety committee or representative on multiple work sites?

View Entire Alberta Government Health and Safety eNews May 2018

Alberta Government Health and Safety eNews Special Edition April 2018

Alberta Government Health and Safety eNews Special Edition 2018
As you know, last fall the Government of Alberta made important changes to the Occupational Health and Safety Act. These changes provide Albertans with the same rights that Canadians across the province already had, and were the first significant updates in decades. On June 1, those changes will come into force…Click on link below to read full eNews Bulletin

Limited Number of Bursaries available for Now We Are Stronger Community Mental Health Conference June 4 and 5 Edmonton

CMHA Alberta Division is pleased to offer a limited number of bursaries to support individuals with personal lived experience of mental health challenges or illness or those with a family member/loved one with mental health challenges, or representatives of local nonprofit organizations who require financial support to attend Now We Are Stronger 2018 (Edmonton). Applicants must live or work within the greater Edmonton region.

Please see below for more information about the conference:

CMHA Alberta Division appreciates the connections it has with its regions, partners and stakeholders in the Mental Health landscape here in Alberta.  We are  hoping to bring together more than 300 participants from across all sectors to learn, grow and understand the changing landscape related to mental health and wellness.

This conference is two days of networking, information exchange and dialogue that will advance the work in our dynamic fields. With a focus on indigenous mental health, rural and remote community mental health, and child, youth and family mental health, this conference is ideally suited to organizations and individuals working or interacting within the field of mental health and mental illness. This conference is offering a robust and stimulating program of keynote speakers, presentations, panel discussions and excellent networking opportunities. Delegates will have the opportunity to choose from many carefully curated workshops.

Deadline: May 15, 2018

Eligibility: Open to individuals with personal lived experience of mental health challenges or illness or those with a family member/loved one with mental health challenges, or representatives of local nonprofit organizations who require financial support to attend Now We Are Stronger 2018. Applicants must reside in the greater Edmonton area.

Purpose: To provide financial support individuals and nonprofits to attend Now We Are Stronger 2018 who do not have the financial means and may not otherwise receive funding to attend.

Important Information: Those who qualify for a bursary are required to pay a $50.00 registration fee. The bursary covers the remainder of the registration cost.

Please note: The bursary only applies to the conference registration cost. Any other expenses incurred for attending the conference are the bursary recipient’s responsibility.

You can see the conference program HERE and you can register at the conference rate  HERE.

If you have any questions please don’t hesitate to contact our conference coordinator Michele Rowan at conferences@cmha.ab.ca

Send completed Bursary Application to  sherry@innovative4you.com

 

Letter from ALIGN E.D. Regarding Bill 17 Update April 16, 2018

Hi all,

We have not provided an update since March and feel it necessary to do so.  We were fairly optimistic that we had an agreement with the Ministry of Labour as to how to provide some flexibility for the 24/7 operations and the crisis driven intervention work.  Under Bill 17 if the agencies are to work as defined in the legislation it would decrease the ability for staff to flex their time and the agencies would have to put restrictions on work schedules due to the overtime costs, and that is not in the best interest of the families those agencies are contracted to serve. At this time our optimism is waning.

We have been waiting for a response from the Ministry of Labour (since March) and to date we have not received one.  The staff has been changed there as well so it is frustrating to figure out who is doing what.  Our partners in the Ministry of Children Services are just as frustrated.

We recognize that this delay is likely increasing your overtime costs or alternatively decreasing service.  We also remind you that there have been no variances or regulation changes made therefore by the letter of the law you should be complying with what it says.  If this is creating a hardship to your agency or your families, we encourage you to speak with your contract managers and us.  Send us a note as we are sending the example to the Ministry of CS and Labour so they are aware of the challenges.

Bruce and I are I meeting with the Deputy Minister to speak with her about this issue.

I terms of funding.  We are trying to figure out what the budget has to offer agencies and for what.  This will take some time.

In order to assess and advocate accurately we will be sending out a request for further information with respect to the impacts of Bill 17.  WE STRONGLY URGE YOU TO RESPOND. We will be asking – what is your cost of statutory pay this year over last year for the first quarter of the year?  What is your actual cost of overtime last year and this year for the first quarter?  Did you have any increases in your contract?  Did you discuss the added costs of Bill 17 with your contract manager?  If so, what was the outcome of that discussion?

It is really important that you send us the information we are asking for.  It is difficult to discuss these issues without real information and numbers, as we are constantly asked for them.

If you have any questions please email me Rhondab@alignab.ca or call 780 233.5459

See Previous Related Correspondence

ALIGN Members Staffing Model Survey Deadline April 30, 2018

Good afternoon Everyone,

Thank you very much to those who responded , we appreciate your quick respond, Those who has not responded yet, please do so. ALIGN needs the information ASAP. ALIGN’s responsibility is to advocate for our membership. In order to be able to speak on your behalf we need the complete picture and have specific information from you.  We are asking member agencies who have group care contracts with Children Services questions regarding their staffing models. Surveying our membership for the information will be the quickest and most accurate means of getting the information we need in preparation for Bill 30. Please take a moment to complete an email with your answers and send back to Cathy Mitchell at cathym@alignab.ca by April 13, 2017 who will then complete a summary roll for ALIGN to use in their discussions. If you have any questions please call Cathy at 780 915 7156.

What type of agency and population served?

How many group care facilities does your agency have contracted with Children Services?

If your agency is a large facility, how many units have differing staffing models. Please describe.

Of your facilities, how many have a single staffing model for any portion of the day?

For those that have a single staffing model, is it overnight only or other shifts as well?

If more, please describe. In your assessment; how many of these single staffing models provide services to youth that could potentially pose a risk to staff?

Thank you for taking the time to answer these questions as in as much detail and as accurately as you can so we can advocate on your behalf with a clear picture of the situation.

Sincerely, Rhonda Barraclough Executive Director

See More on ALIGN and Bill 30

Benefits & Compensation Survey

The Canadian Society of Association Executives is now conducting its annual Benefits & Compensation Survey. Countless association professionals rely on this survey’s data as the most current, comprehensive source of detailed information on salaries, incentives and demographics within Canada’s not-for-profit community. Associations across the country depend on this report to determine compensation levels for all members of their staff.

Your participation in this survey is vital in ensuring that the report’s information is current, accurate and complete. Your responses will remain completely confidential.

In gratitude for your participation, CSAE will send you a complimentary copy of the report’s Executive Summary presenting an overview of the survey’s key findings. In addition, this report’s 37th edition will be made available to participants at a $100 discount off of the standard CSAE member price of $299.

The survey is administered by The Portage Group Inc., an independent research firm. Should you have any questions regarding the survey or report, please contact Stewart Laszlo at stewart@csae.com. If you experience any technical issues while completing the survey, please contact Geoff Thacker at The Portage Group at csaesurveys@portagegroup.com.

Please note that this survey closes on Wednesday, April 4, 2018.

Bill 30 Occupational Health and Safety Act: Help shape Alberta’s New Workplace Rules

The Occupational Health and Safety Act (the act) establishes the minimum standards for healthy and safe workplaces in Alberta. These laws are supported through the internal responsibility system and enforced through compliance activities. An Act to Protect the Health and Well-being of Working Albertans updates the act to better protect Albertans at work. Most of the changes come into effect June 1, 2018.The new Occupational Health and Safety (OHS) Act takes steps to protect workers from harassment and violence in all its forms. It also requires joint work site health and safety committees or a worker health and safety representative, depending on workforce size. The input will help shape specific rules around these new requirements to ensure the legislation is fair and balanced.

ALIGN  will be completing the survey – if member agencies have any questions please email cathym@alignab.ca
Albertans can provide written submissions until April 9, 2018. Specific rules regarding harassment and violence, as well as training and operation of the joint work site health and safety committees, will be added to OHS regulations on June 1.

Correspondence to ALIGN E.D. from Alberta Labour re Bill 30 March 2018

Dear Rhonda Barraclough,

Last year the Government of Albertatook an important step in improvingthe health and safety of workingAlbertans by modernizing the Occupational Health and Safety Act (Act) and aligning Alberta’s approach to workplace safety with that of other Canadian jurisdictions.  With valuable input from a wide range of industry and labour stakeholders, as well as ordinary Albertans, the new Act comes into force on June 1, 2018.

The new Act contains provisions on harassment and violence, and requires that many Albertan work sites have a joint work site health andsafety committee or a health andsafety representative.  Thesechanges better reflect the way that Albertans work, as well as the hazards that they face on the job.  They also bring to our province the best practices and requirements for health and safety from the rest of Canada; however, regulatory changes are needed to give full effect to these new provisions.

You/your organization is invited to provide written feedback on proposed regulation (see attachment) for workplace harassment and violence, as well as for the establishment, functions, and training for joint work site health and safety committees and health and safety representatives.

This Discussion Guide with proposed content is available here.  You may also view the Discussion Guide at Labour website.  Please fill out the questions in the attached guide and email to lbr.review@gov.ab.ca by April 9, 2018.

Your input will help to ensure that Alberta’s OHS legislation is clear, comprehensive, and meaningful.  Thank you in advance for participating and helping to make Alberta the best place to live and work in Canada.

I look forward to hearing from you.

Sincerely,

Lenore Neudorf Assistant Deputy Minister Strategy and Policy Alberta Labour

ALIGN Compensation Resource Bulletin: Salaries, Wages, Benefits in the Human Service Sector March 2018

Learn more about available tools and resources related to compensation in the nonprofit and or human service sector. This bulletin includes links to executive, employee and consulting resources including salary and benefit surveys and research, calculators, tools and resources related to best practices.

Letter from ALIGN E.D. Regarding Bill 17 Update March 5, 2018

Letter from ALIGN E.D. Regarding Bill 17 Update March 5, 2018

Bill 17 – update

Hi all,

We met again with the Ministry of Labor folks and are on a slightly altered path.  For all the residential programs, they have agreed that everyone fits under the Caregivers regulation.  As many of you had pointed out this is what people were using prior to the legislation changes.  I have asked that the Ministry write that clearly within the employment standards fact sheets or in some other clear way.

For the outreach/crisis driven work the primary rationale for the changes would be to allow the sector to respond appropriately to emergency/crisis situations that fall outside of the predictable work day.  The following proposal is to amend the Employment Standards Regulation to:

  • define a category of employment in relation to the provision of “individual and family support services” as funded by the Ministries of Children Services and Community and Social Services in relation to fulfilling requirements of program –specific legislation (legislation to be identified e.g. Family Support for Children’s with Disabilities Act);
  • Establish a daily overtime threshold of 12 hours in a day;
  • Propose of 176 hours in a 4 week period before overtime entitlements are calculated;  and
  •  Provide an exemption from requirements of the Code around “notice of work times” including notification of schedule changes (section 17 of the Code)  to enable scheduling of work within parameters approved by the employer (this supports the ability for employers and employees to structure work schedules suited to the clients/families they are providing care to

Note that:

  • The employer will need to keep records of when staff do work
  • No special rules are proposed for general holidays.
  • No special rules are proposed for averaging agreements since the changes above will have the effect of allowing employers and employees to manage their hours of work within the month (in effect allowing averaging).

The proposal of a 176 hour threshold for determining overtime entitlements over a four week period better aligns with the 44 hour per week threshold in place for most employers in other industries

There are some expectations of who has to support this direction and we need to get those in writing.  Once that has been completed then there is a formal approval cycle that this request has to go through.

Again if you have any questions please do not hesitate to contact me.

Rhonda Barraclough ALIGN Association E.D.
RhondaB@alignab.ca  

See Previous Correspondence Related to Bill 17

Letter From ALIGN E.D. To Members Re: Bill 17 Feb. 26, 2018

Feb. 26, 2018 Letter From ALIGN E.D. To Members Re: Bill 17

Executive Directors:

Bruce and I have been working away with the Ministry of Labor to address some of the urgent needs of the sector as a result of Bill 17.  Essentially there needs to be a variance or regulation change in order for the 24/7 operations and the crisis/ flexible family intervention driven services to be able to manage within legal work agreements.

We have come to a place now where we need to have a letter of support from the Association.  The Board of Directors have been briefed and are in support of a letter written on behalf of ALIGN to go forward to continue this work.  It essentially will support the following:

  • The variance or regulation will create a category of employees defined as those funded by the Ministries of Children’s Services or Community and Social Services to deliver individual and family support services in relation to the Child, Youth and Family Enhancement Act, Family Support for Children with Disabilities Act, and the Persons for Developmental Disabilities Act. ( this includes residential/group care; specialized services; family intervention and therapeutic crisis type workers);
  • Establish a daily overtime threshold of 12 hours per day and 184 hours in a four week (no weekly threshold) for this group and exempt those from the requirements of Section 17 of the ES Code (Notice of Work Times) The exemption from Section 17 will allow employees to schedule their own hours within the work month with employer approval. A work month means a calendar month or a period of time from a specific day in a month to the same day in the following month as established by the consistent practice of the employer. (This is inclusive of those job categories above.  It provides for flexible scheduling and for 24/7 day week operation.  Please note this replaces any other regulation you may have been working with prior like the caregivers regulation.  It is different but essentially makes similar hours of work possible)

Once support for these 2 areas is received from the Associations and the unions.  Then the Ministry of Labor will move forward to the Minister to ask for a variance or regulation for our sector.   Once that is agreed to there will need to be some work on employee engagement and agreement.  How that is to be done is still not determined.

If you have any questions or concerns about this please let us know as soon as possible.  The letter going forward will be written and sent by the end of this week.

Sincerely,

Rhonda Barraclough Executive Director  RhondaB@alignab.ca   780.233.5459 9 cell

See More Communications from ALIGN regarding Bill 17

ALIGN E.D. re: Bill 17 February 12, 2018 Correspondence with Premier

February 12, 2018 Correspondence Letter From ALIGN E.D. re: Bill 17

Dear members,

By now you are aware that we have been advocating in support of the impacts of Bill 17. I want to give just a quick update.
We have been working in 2 areas:

1. Financially- we have been advocating that there needs to be increases in contracts for, at the very least, the holiday/vacation pay increases that agencies have to incur as a result of the new legislation. We have shown both Ministries (CS & CSS) a sampling of the costs from those of you that sent them in. We have also shown the costs of overtime as they stood in December. Many of you have probably rearranged your staffing models and worked with your staff to manage the costs associated in this area. We have made it very clear that in those areas where overtime is not avoidable the costs are extremely high.

2. Variance or regulation changes to Bill 17 – In order to make changes we have to show that there is a business driver for change and then be able to make a case for that change along with some solutions about how to make it. The government made it clear that any variance/regulation would need to be sought out by the Association on behalf of the agencies or by agencies themselves. They preferred that we do it collectively. As a result ALIGN and ACDS are working together to achieve one or the other.

We have made a business case that we need a variance/regulation change that covers the crisis nature of the work and the 24/7 operations (group homes, crisis nursery, family support workers, specialized 1:1 workers as examples). We have made a suggestion that a regulation or variance similar to the section 9 caregiver regulation that health currently has would be helpful. In principle there is agreement. We are awaiting a draft.

We are also seeking a definition of scheduled work – as we have explained why having a schedule is not how many service delivery sites providing service to families/ individuals when and where they need it. You can then develop your work site agreements based on this.

The other area we still need direction on is the live-in 24-hour shifts. We are asking about them and if they can be accommodated in this regulation/variance.

Currently the Caregivers Regulation for overtime is hours over 12 in a day and 264 in a month. We are currently looking at overtime pay on hours over 12 in a day and between 184 and 200 (still to be determined) in a one month period, labor will not allow us to go to 264. Most group homes currently work on a 12 week schedule. Knowing the maximum hours your residential/group care staff work in a month would be helpful. Concurrently we need to know know
which agencies have a Union and in their collective agreement what are the hours where overtime is paid.

What comes next is figuring out how we get general consensus from the staff. We need to have majority support. Which means that you as executive directors will need to talk to your staff once we have something for you to view and think about, then quickly talk with them, and somehow ( yet to be determined) we need to have assurance that staff are in agreement.

As we work with the Ministry of Labor and Ministries of Children Services and Community & Support Services, we have also written to the Minister of Finance and the Premier outlining the concerns with the legislation and the need for funding to cover these costs
.

Also view  ALIGN Letter to Premier Re Bill 17 February 6, 2018
This is ongoing work. I will update you as we make progress and when we need you to take some action.

If you have any questions, please do not hesitate to email me RhondaB@alignab.ca or call 780 233 5459.

Rhonda Barraclough

See More Re: ALIGN and Bill 17

ALIGN Letter to Premier Re Bill 17 February 2018

Dear Premier Notley:

RE: Bill 17, Fair and Family-friendly Workplace Act and the human services sector

ALIGN Association of Community Services ( formerly AASCF) is a membership organization of agencies that contract to government through the Ministries of Children Services and Community and Support Services to provide services to vulnerable individuals, families and children involved within the human services sector. Bill 17 certainly is a renewed and revised standard for employers and for the most part truly is progressive.

We do want to draw to your attention that for agencies that provide contracted services (i.e. 24/7 services in residential care, 1:1 specialized services for high needs individuals; and for the family support workers who provide crisis work) this Legislation is prohibitive to their staff and we require variances to have staff available for those vulnerable Albertans. Hours of work averaging agreements are problematic as they require schedules that the employee must work and in the crisis driven nature of the work that is not feasible. We will be asking for variance in this to accommodate that time and to decrease the burden of overtime. We are currently working with the Ministry of Labour and the Ministries of Community Support Services and Children Services to see if we can get that variance. The reason this is important is because many people choose this line of work because it has been very flexible and fits with their family life, the restrictions in the legislation makes that more difficult for this helping profession as the agencies no longer can afford to accommodate staff in way they have before.

Unfortunately there was no consultation with the sector before the legislation was passed. As a result, it would be very helpful if there was a way to get an exemption to this part of the legislation now for 6 months while we work on the variances necessary so agencies are not outside of the law or having to pay huge amounts of funds in overtime to be compliant. As the legislation is written, the Ministries are not able to ask for the variances so it has been determined that the Associations (ALIGN and Alberta Council of Disabilities Services) must work towards these. This is not an easy task as we were not aware of these changes and challenges prior to January 1, 2018. We are only barely able to accommodate this work as there are many outstanding questions that the government needs to answer as we move forward. None of this is fast work and therefore the agencies are not in compliance. ALIGN Letter to Premier Re Bill 17 February 2018

See More On ALIGN and BILL 17 Here

ALIGN Recruitment & Retention Bulletin February 2018

At ALIGN Association, we understand the challenges that our member agencies face with recruiting and retaining  new employees and volunteers and the value of finding the right people.  Equally as important is investing in creative, effective ways to keep them! This bulletin includes useful resources, funding options and upcoming training opportunities related to recruitment and retention.

New Alberta Government Employment Standards Resources January 2018

Alberta’s new Employment Standards Code came into effect Jan. 1, 2018. Products and services are available to help employers and employees learn the new rules:

ALIGN Updates on Bill 17

ALIGN E.D. Rhonda Barraclough – Communication With Rae-ann Lajeun January 16, 2018

ALIGN Impacts of Bill 17 Jan 2018 – revised-1 known and anticipated impacts for Child and Family Service agencies

.    As we discussed before most folks are in agreement that the Bill makes sense and is good for Albertans generally,  but there has been some unintended consequences for our sector.  There are some questions in this document that hopefully Labor can answer.  I have to say I keep hearing that people call one time and get and answer then call again for clarity and get a different answer so it has been extremely frustrating.  If they can provide answers to some of these questions it would be helpful.

To answer your earlier questions

  1. We have not heard issues with minimum wage – I have only heard from woods homes as its an issue for their driving program.  We will have compression issues down the road but hopefully by then contracts will have added compensation.  This is also not the case for disability services, they do have minimum wage concerns.
  2. The averaging agreements really don’t help with the overtime debt.  Because the agreements require a schedule and in Family Support there is no schedules or they cannot be open/broad enough and in a 24/7operation it will remain a need.  Therefore there  needs to be compensation in the contracts  some how, it is our hope that Children Services is figuring this into the budget and renewals of contracts:
  3. Compensation for holiday pay needs to be added to the contracts as there is no way to avoid those costs and the agencies don’t have it in their current contracts and that I will send examples separately.

Thanks for helping to make this a workable solution.  We look forward to our meeting on Thursday.

See More ALIGN Communications related to Bill 17

CCVO Know the Code: Changes to Alberta’s Employment Standards Coming January 1

CCVO Know the Code: Changes to Alberta’s Employment Standards Coming January 1 Dec 6, 2017
The updated Employment Standards Code comes into effect on January 1, 2018. As these changes are the first overhaul of the Code since 1988, updating organizational policies and practices have become an area of deliberate attention for nonprofit organizations that employ staff.

Both nonprofit employers and employees will be significantly impacted by the changes. As an employer, you need to be aware of changes and update organizational policies and practices in accordance with the Code. The Employment Standards Code currently impacts the nonprofit sector more than the Labour Relations Code does and remains the focus of our work. Here are some of the most significant areas of change in the updated Code:…

 

Alberta Government Summer Temporary Employment Program (STEP) is back! Get the Details at an Upcoming Webinar

STEP grants provide eligible employers with a $7-per-hour wage subsidy to hire students into summer jobs. You can grow your business while providing a student with valuable work experience and transferable skills.

You will learn about:

  • Employer eligibility criteria
  • Student eligibility
  • Position requirements
  • Application and reimbursement processes

A live Q&A session will follow the presentation.

Who should attend:

  • Small businesses (1-49 employees)
  • Non-profit organizations, public libraries
  • Municipalities, First Nations, Métis Settlements
  • School Boards
  • Publicly-funded post-secondary institutions

When:
Plan to attend one of 4 webinars offered from Jan. 9 to Feb. 1, 2018.

Find webinar dates and registration here. Space is limited – register now!

Compliance Bulletin – Employment Standards Code Changes in Alberta In Easy to Understand Language

Welcome to 2018 and Alberta’s revised Employment Standards!

As you’re aware, the Fair and Family-friendly Workplaces Act (Bill 17) came into effect on January 1, 2018.  I thought you might appreciate a document that highlights the changes to Alberta’s Employment Standards in easy to understand language.   Feel free to share this with anyone that you think may benefit from the information

Kathy Anders CAIB, CRM | Account Executive Foster Park Brokers January 2018

Bill 17 Update and Request for Member Input from ALIGN E.D. Rhonda Barraclough January 5, 2018

Bill 17 Update and Request for Member Input from ALIGN E.D. Rhonda Barraclough  January 5, 2018

Happy New Year.  As you can see by the note below Bruce and I will be meeting with the Ministry of Children Services and Ministry of ‘Labor on January 18th. I have been asked to capture any and all details that are at issue to forward them in advance to the Ministry of Labor.  As you can see by Rae- Ann’s note I have already made some suggestions early.  Can you please respond to me by the end of next week,
January 12 if you have any points to make about the following.  Please note this is relating to Children Services not FSCD.  If you are an FSCD agency please send your information along as well and I will send it on to that ministry as I have been talking to them as well. Especially the minimum wage issues.
Thank you everyone for your patience.  We are trying to work diligently with the different Ministries to resolve some of the issues and possibly get some funding into the system to address the OT issues.  I need as clear information as possible and within this next week.  P{lease send your comments to my email at RhondaB@alignab.ca

As mentioned before the break, we have arranged for a meeting on January 18th from 11:00-12:00, 12th floor boardroom at Sterling Place; a couple of the staff from Alberta Labour who were involved in the drafting of Bill 17 will be at the meeting and our hope is that they will be able to answer any of the outstanding questions.  This meeting will also be an opportunity to highlight other potential solutions that may address some of the concerns raised by your agencies.

Before then, though, we are also trying to quantify the dollar impacts of recent government policy changes, and have 2 requests along those lines that I am hoping you might be able to provide us some clarifying info on, before the end of next week if possible (recognizing you are on holidays!):

1)      I am wondering if you are able to confirm the total OT impacts with new averaging provisions for your agencies.   I know you provided us with an analysis several weeks ago, but this was before the new provisions were known and I wasn’t sure if the document you provided me was the total for all of your agencies, or a sampling of them. Although you indicated that the new provisions don’t address some of the concerns you have, it wasn’t clear if they indeed give your agencies any relief from the OT impacts.

I am mindful that the full impact will not be known until there is a more in-depth conversation with Alberta Labour regarding the family support and outreach workers but we would appreciate any analysis you can do on this in the meantime.

2)      We would also appreciate confirmation that the minimum wage expectations set out in Bill 17 will not create additional pressure for your agencies. I know you said this was not a significant concern, but if there are anticipated impacts that you feel you want to clarify, this will be helpful for us.

Finally, in order for the staff from Alberta Labour to be prepared for this meeting, I will provide them with a recap of the impacts/suggestions previously identified by ALIGN – recap below.

  1. Currently for Health there is a coordinated homecare regulation that allows flexibility for staff who work in home and have to be available for their clients.  If this type of regulation could include Children Services so family support/ outreach workers could be considered like homecare workers then that would  alleviate the flexible schedule and what will become a decrease of services for families because under the Bill 17 rules, agencies will not be able to meet all family needs if they go over the allocated hours allowed to be worked.

One agency is doing the following: I’ve given my  CSD staff a daily window to work within and flex their time accordingly. For example they can work anywhere between 8 am and 8 pm (the schedule) but not exceed the labor standards of 12 hours a day, 6 days a week and 144 hours over a 4 week period.  This still limits the family when they may truly need the staff but it’s what the agency can do.  The risk is the family doesn’t get what they need.  The actual hours are set between the staff and the families/individual, they are not on a fixed schedule as we can’t dictate when the families are available. We work with many families/individuals who cannot meet during regular business hours.

  1.  Under  Bill 17 there is a section 74 that allows for schedules and agreements.  Possibly ALIGN as an association could get a variance for group care/ 24 hour operations.  What is not clear is what if you are not a member of ALIGN, how does that actually work?
  2. The costs of the statutory holidays are also quite significant.  All wage employees, regardless if they work or normally would have worked on the Stat are eligible for a cash payment after each Stat holiday; the cash payment is 5% of their earnings in the four weeks prior to the Stat.   Many agencies have casual or part time employees who did not receive this before and this is significant for some agencies.

If there are additional items that should brought to the attention of Alberta Labour prior to the meeting, please drop me a line and we will forward the information

See All Correspondence Regarding ALIGN and Bill 17

Summer Temporary Employment Program (STEP) Deadline February 9, 2018.

STEP is a 4 – 16 week wage subsidy program that provides funding to eligible Alberta employers to hire high school or post-secondary students into summer jobs from May to August. Summer positions created through STEP provide students with the opportunity to build meaningful work experience, increase their skills and workplace insight and help prepare them for the future.

A standardized wage subsidy of $7.00/hour to a maximum of 37.5 hours/week will be provided to approved applicants.

As of January 4, 2018 STEP is now accepting applications for 2018. The application deadline is February 9, 2018.

Bill 17 Update from ALIGN E.D. Rhonda Barraclough December 20, 2017

Bill 17 Update from ALIGN E.D. Rhonda Barraclough December 20, 2017

Dear ALIGN Members

Please review the information (see below) I received this morning (Dec 20, 2017) regarding Bill 17.

Please send me your comments regarding any implication you see so that I can provide that information directly to the Ministry.

Rhonda Barraclough, ALIGN Association E.D.
rhondab@alignab.ca

INFORMATION PERTAINING TO BILL 17 DECEMBER 20, 2017

As discussed, the Bill 17 draft regulations have been modified to include flexible work week provisions; hours of work can now be extended up to a maximum of two weeks.  Below is an example for your reference:

Example: Flexible Averaging Agreement – 10 hour daily overtime threshold, 2 week averaging period

In this example, the daily overtime threshold specified in the agreement is 10 hours per work day.

Scheduling Requirements:

ü  No more than 12 hours per day is scheduled and no more than an average of 44 hours per week is scheduled.

ü  All work days and the number of hours to be worked on each of those work days are identified in the schedule.

Overtime Requirements:|

ü  If the employee is asked or chooses to work longer daily hours, daily overtime could be payable where hours of work exceed 10 per work day.

ü  If the employee is asked or chooses to work more hours in the averaging period, averaging period overtime could be payable at the end of the averaging period for hours in excess of an average of 44 hours.

Sun. Mon. Tues. Wed. Thurs. Fri. Sat. Weekly Hours Average/week over cycle
Week 1 0 10 10 10 10 8 0 48  
Week 2 0 6 6 8 8 8 0 36 44

 

I hope this info is useful for you to share with the agencies in order for them to recalculate the OT impacts with new averaging provisions.  We would appreciate receiving this information as soon as realistically possible as we hope that the new flexibility will address some of the earlier concerns.

I also wanted to confirm that the minimum wage expectations set out in Bill 17 will not create additional pressure for your agencies. Earlier conversations indicated that this was not a pinch point but wanted to double check.

Thank you for your patience Rhonda and I look forward to receiving an update on the OT implications as well as confirmation of the minimum wage impacts.   I hope you get to enjoy some quality time over the holidays with your family and friends.

See Previous Bill 17 ALIGN Correspondence

ALIGN Members – Procurement Update November 20, 2017

Procurement Update November 20, 2017

Late last week there was an announcement that Campus Based Residential Care will be tendered shortly.  For those of you who provide that service please stay tuned as I am sure you will receive information soon.

I am told that there has been a procurement plan (5 year) placed before the Minister and at this point there is no permission to move forward with anything other than this one area.  I am aware that most of you have contracts that are set to expire on March 31, 2018.

The likelihood is that most of your contracts will be renewed at the same rates.  Some may be able to re-negotiate some terms but for the most part status quo may be the outcome.  I realize that this means no increases in any part of your operation for a long time.

Budget 2018 may not see any changes or increases.  We already have a hint of that with no increases to foster care rates.

As always we will continue to advocate for a plan and for hopeful injections to the wages if nothing else.  We need to have some clear information and in reality you need to be thinking about this already.  If you have NO increases to your contracts and you are aware of the Bill 17 impacts, what will you do in the new fiscal year- i.e.  Do you need to close beds, close programs, are you ok, decrease services and if so what?  It would be very helpful if you can let me know what you think you will need to do if there are no changes of any kind.

I would appreciate if you can let me know what you think will happen and if you have any other impacts starting to creep in, like increasing turnover rates, etc.   This information is very helpful as we strategize a plan to move forward.  If we can we will also make the information available to you so that you can go out and advocate on your or your sectors behalf as we suspect there will be a need for political action.  It is the politicians who are stopping things as treasury board.

Again we are trying to give concrete examples of the impacts of no procurement (negotiations or tenders) and Bill 17.  I need to have that picture from you to share at table with the Ministry officials and the politicians.

Thanks for sharing I look forward to your information and trying to see what we can do to move the financial pendulum.  If you could send me your story or information by November 30 I would appreciate it.

Rhonda Barraclough – ALIGN Executive Director

RhondaB@alignab.ca

Alberta Framework Survey – Approach to Cannabis Legalization

Review the draft framework and provide feedback by completing the online survey or emailing us a written submission by midnight on Friday, October 27.

2017 Alberta Nonprofit Survey

CCVO 2017 Alberta Nonprofit Survey  is the only source of province-wide “state of the sector” research that documents the ongoing experience and health of the nonprofit sector.The completed report is frequently used to help inform the decision-making of nonprofit leaders and boards, the Government of Alberta, foundations, and community stakeholders.

Alberta Association for Safety Partnerships (AASP) as a Certifying Partner

 Post May 17, 2018

New ALIGN Training 2018 – Roadmap to Occupational Health and Safety Management Systems for ALIGN Members

ALIGN & AASP: Roadmap to COR Power Point Presentation

Memo to ALIGN Membership Re: Occupational Health and Safety Grant

ALIGN has some good news to share with our member agencies. We were successful in obtaining a 2018 Occupational Health and Safety Innovation and Engagement Grant in partnership with the Alberta Association for Safety Partnerships (AASP) from the Ministry of Labour to provide free training to representatives of member agencies who are interested in developing and implementing a formal Health and Safety Management System.

With the many changes brought about by Bill 17 in January 2018, and the amendments coming to the Occupational Health and Safety Act on June 1, 2018 through Bill 30: An Act to Protect the Health and Well-being of Working Albertans; agencies will have had many new things to learn and become educated in as well as continuing to do the necessary every day work of supporting Alberta’s most vulnerable children and families.

Learn more about our Partners and what this grant and training means to your agency: Read full ALIGN OHS Training Grant Memo Spring 2018pdf

Training is intended for member agency directors, supervisors or OHS representatives involved in applying the new OHS Act. It will be offered in Edmonton, Red Deer, Calgary and Lethbridge. Training will consist of three full days that build on each other with assignments in between, commencing in June 2018 with the second day in September 2018 and third one in the November/ December 2018. A fourth day for overview and review will be provided early in 2019. Dates to be determined. A strong commitment to attending all the training sessions is needed; training will be free and manuals supplied, individuals will be provided the support they need to be successful.

Once the training is completed and the agency has successfully developed and implemented a health and safety program that meets provincial standards, they will be in a position to apply for a Certificate of Recognition (COR) or a Small Employer COR (SECOR). The COR certifies that the employer’s health and safety management system has been evaluated by a certified auditor and met the requirements as per the provincial standards. Certificates are issued by Alberta Labour and are co-signed by Alberta Association for Safety Partnerships (AASP). Achieving and maintaining a valid COR is required for earning a financial incentive through the WCB Partnerships in Injury Reduction Program.

Registration will be on a first come first serve basis and will be available middle of May – please check the ALIGN training page after May 15th for dates and locations . Only one individual per agency (OHS rep) will be accepted into the program as class size is limited. Larger agencies may place a second person on a wait list. If you have any questions please contact Cathy Mitchell at cathym@alignab.ca

Posted September 2017

We met with a representative for the Ministry of Labor in the Partnership Unit in the spring who recommended ALIGN explore the possibility of a collaborative relationship with the Alberta Association for Safety Partnerships(AASP) as a Certifying Partner. Conversations with the ED of the AASP have occurred and the plan is to apply jointly for grant funding from the Ministry of Labor to provide interested agencies with a series of training sessions (referred to as “The Roadmap to COR”) to obtain a Certificate of Recognition. Concurrently we will meet with agencies who have successfully obtained their COR and see what we can learn from them to pass on to other agencies.

National Standard Psychological Health and Safety in the Workplace – COR/WCB

Update Oct. 2017

We have also begun researching information on the Canadian Labour Congress National Standard of Canada on Psychological Health and Safety in the Workplace.  We think there is other work that can be done and agencies can benefit from that is not to the extreme of COR yet may help with WCB rates.  That will be developed over the next 6 months. Cathy Mitchelle cathym@alignab.ca

Also See AB Assoc for Safety Partnerships(AASP) Certifying Partner (Road Map To COR).  

 

HR in a Box Series 2, Session 1

Edmonton ECVO September 26, 2017

HR in a Box Returns this Fall! ECVO, in partnership with the Talent Pool, is delighted to bring back last fall’s HR in a Box series. Series 2 will reinforce the foundational information shared in 2016 but with a problem solving focus. Case studies will be at the core of the 2017 sessions to help you implement practical solutions in your everyday HR practices.

HR in a Box will continue to share best practices and innovative solutions designed to help organizations of all sizes build knowledge and capacity. A new roster of HR experts, the usage of a video reference library, and highly interactive problem solving discussions, will enable you to implement solutions rapidly and effectively.

The series will include this cycle, theee dynamic sessions. Register for one session or the entire series

Managing Mental Health in the Workplace – Rights and Responsibilities

Edmonton: October 3, 2017 (early rate deadline September 12)
Calgary: October 5, 2017  (early rate deadline September 14)

This workshop provides a roadmap to help leaders participate in conversations with employees who may require support and accommodation when experiencing difficulties related to mental health

Free Webinar – Compassion Fatigue Assessment + Framework + Strategies

In this class, you will learn:

1) The difference between Compassion Fatigue, Compassion Satisfaction, Vicarious Trauma, Burnout and Sustainable Caring

2) Your levels of compassion satisfaction, burnout and secondary traumatic stress (vicarious trauma). You can download a compassion fatigue assessment as soon as you register for the class.

3) How you move through the phases of compassion fatigue

4) What happens once you get to burnout

5) What to do if you have any signs of compassion fatigue, vicarious trauma or burnout

6) What Caring Safely™ is all about

6) Open Q&A

Webinar Dates:
September 4th, 13th, and 30th
October 15th and 28th.

Free Webinar for Health Care Providers/Managers, Helping Professionals, Social Workers, Teachers and Caregivers/Volunteers

Hosted by: Charlene Richard, B.S.W, M.S.W, RCSW, Compassion Fatigue Specialist and Founder of Caring Safely™

Have Your Say – Alberta Launching a Review of Occupational Health and Safety System

Alberta’s Occupational Health and Safety (OHS) Act sets the minimum standards for workplace health and safety, and outlines the roles and responsibilities of employers and employees. While there have been small changes over the years, the act has not been thoroughly reviewed since 1976.

“All workers deserve healthy and safe workplaces from their first shift through to retirement. Alberta workplaces and the nature of Albertans’ work have changed significantly during the past 40 years. We need to make sure the province’s laws and best practices are helping keep Albertans safe at work.”

Christina Gray, Minister of Labour

The review will examine the OHS Act, as well as compliance, enforcement, education, engagement and prevention efforts in Alberta’s OHS system. It will also clarify employer and worker responsibilities, improve worker engagement and maintain Alberta’s strong focus on illness and injury prevention.

Along with an online survey and written submissions, the review will include roundtable sessions with employers, employees, academics and health and safety associations.

Albertans may participate in the review by completing an online survey at alberta.ca/ohs-review and by sending written comments or submissions to lbr.review@gov.ab.ca. Submissions will be accepted until Oct. 16, 2017.  

National Conference on Disability and Work in Canada Ottawa from November 27 – 29, 2017

The conference will take place in Ottawa from November 27 – 29, 2017. This multi-stakeholder gathering will celebrate progress in the employment of persons with disabilities in Canada and develop a vision and strategy for the years to come. This conference is organized by CCRW, ONIWG, Inclusion NL, and CRWDP.

The Mental Health Experience in Canada’s Workplaces: What’s Your Experience?

 

The Globe and Mail and Morneau Shepell online survey (The Mental Health Experience in Canada’s Workplaces: What’s Your Experience?) collected information about the mental health experience of Canada’s work force, such as: the types of issues (physical and mental health); how people cope with their issues; therapy options; mental health stigma; how organizations support staff with a mental health issue, and the impact of mental health issues on work experience and missing work. They’re leaving the survey open so the one in five workers with a mental health issue who has not participated yet can add their voice to this conversation. You can participate in the survey by clicking on this link.

See More OHS

The Conference Board of Canada Survey Findings: The Power of Appreciation: Rewards and Recognition Practices in Canadian Organizations

In the summer of 2016, The Conference Board of Canada surveyed Canadian organizations on their rewards and recognition programs, practices, and budgets. The Power of Appreciation shares the findings of that survey, including the types of programs in place, rewards given, cost, and areas of successes and challenges.

You May Also Be Interested In
Canadian Employers Need Longer Term Workforce Planning to Stay Competitive Ottawa, May 18, 2017

View More Resources Here

Changes to the Canada-Alberta Job Grant – more incentives to Train Employees

The Canada-Alberta Job Grant (CAJG) is an employer-driven training program where employers and government share the cost of training new and existing employees to increase their knowledge and skills to meet the needs of Alberta’s changing economy.

NEW: CAJG now offers more training incentives to employers

  • 100% of training cost covered for eligible unemployed hires (up to $15,000) with incremental training requirement waived
  • Sole proprietors can now train their employees using CAJG
  • Assistance on travel costs for small and medium-sized organizations (outside of Edmonton and Calgary) when training is over 100km one way

Check the CAJG Applicant Guide for details.

(To view other nonprofit grants Click Here)

The Conference Board of Canada – New Report Well-Being in The Workplace

Mental Health and Well-Being In The Workplace: What Works and Why It Makes Business Sense is a newly released report created by The Conference Board Inc. This 29-page report is informed by discussions, literature reviews, and round table events with academics, consultants, and companies known for their impressive well-being programs. It provides recommendations and resources for those looking to begin a well-being initiative at their organization or increase the momentum of a current program, and it includes examples of successful initiatives, the rationale behind their project initiation, and tips for moving the programs forward.
To order your copy of this report for $220, please call 1-866-242-0075, or email me at marketing@conferenceboard.ca.

Government Receives WCB Review Report July 6, 2017

An independent review panel has presented the province with recommendations to modernize Alberta’s Workers’ Compensation Board (WCB) and better serve Albertans. The WCB system provides no-fault benefits and supports a safe return to work for injured workers. The last comprehensive review of the WCB system was conducted more than 15 years ago. The 189-page report includes 60 recommendations to government.  The WCB review was launched in March 2016 as part of the Government of Alberta’s formal review of agencies, boards and commissions. It also included the Appeals Commission for Alberta Workers’ Compensation and the Medical Panel Office.

Alberta Care Worker Safety Focused Inspection Program June 8 and September 30, 2017.

Dear Members,

Alberta Occupational Health and Safety (OHS) announced a Care Worker Safety Focused Inspection Program which will take place between June 8 and September 30, 2017.

The program’s goal is to ensure workers and employers in the sector are aware of their rights and responsibilities to help create healthy and safe workplaces.  View the Care Worker Stakeholder Presentation 2017 ppt, that OHS presented to us which is quite informative and explains what they are going to be doing, the rationale and the how.

If you have any questions please contact Cathy Mitchell.

contractor with ALIGN at cathym@alignab.ca. Thank you.

Benefits Canada on Wellness Programs

Have your say: Is it time for employers to pull back from focusing on wellness? June 6, 2017

Sanofi survey finds drop in employee satisfaction with health benefits

2017 Sanofi Canada health-care survey

Younger workers more willing to make trade-off in benefits plans May 25, 2017

How to support Generation Z employees

017 Group Benefits Providers Report: Insurers playing a role amid rising emphasis on mental health

Fewer workplace cultures encouraging health and wellness: Sanofi survey

Employers take creative approach to wellness programs on ‘shoestring’ budgets

Employers should embrace generational differences in the workplace: survey

Employee expectations, employer offerings don’t match up: report

CCVO – Bill 17 Modernizes Alberta’s Workplace Legislation, But Not Without Costs

Bill 17 Modernizes Alberta’s Workplace Legislation, But Not Without Costs  May 25, 2017 CCVO News
The Fair & Family Friendly Workplaces Act was introduced yesterday in the Alberta Legislature. The proposed bill puts forward significant changes to Alberta’s Employment Standards Code and Labour Relations Code. The Employment Standards Code currently impacts the nonprofit sector more than the Labour Relations Code, and remains the focus of our work during the review of workplace legislation. Both nonprofit employers and employees will be significantly impacted by the changes. While changes to the Employment Standards Code will make strides in establishing a healthy workforce in Alberta’s nonprofit sector, the adjustments have financial and human resource costs as well as operational impacts for employers. Higher standards for overtime and job-protected leaves will put pressure on the way some nonprofits operate…

CCVO Register Now – Boland Survey of Nonprofit Sector Salaries and Human Resource PracticesGoes Live on June 1, 2017!

The Boland Survey of Nonprofit Sector Salaries and Human Resource Practices
From June to September, The Boland Survey collects data from any registered charities or nonprofit organizations that has employees in Canada. The survey results are available in October and provide:

Annual salaries and annual rates for employees in the nonprofit sector for a variety of positions
Salary trends and predictions
HR benefits and practices
CEO data

The Boland Survey has provided the Canadian nonprofit sector with compensation data for 20 years. Human resource professionals, executive directors/CEOs, and board members look to the regional reports for annual data on salary trends and predictions, benefits, and human resource practices needed to make informed compensation decisions. This is the only survey in Canada that includes annual and equivalent hourly rates for the nonprofit sector.

Be part of the 2017 Survey! When you participate, your nonprofit becomes part of a robust data set that benefits your organization as well as many others across the sector. It’s a win for employers, employees, and the sector as a whole when organizations can make meaningful comparisons and predictions on their salary and human resource practices.

Want to learn more?
Register for the FREE webinar on Thursday, June 15 at 11 am MDT (1 pm EDT) for a one-hour introduction to the Survey that highlights changes for 2017 and provides tips to ensure accurate data entry.

Alberta Human Services Workplace Health Survey

Welcome to the 2nd round of the human-service agency Workplace Health Survey of the Healthy Workplaces for Helping Professions (HWHP) project. The purpose of this survey is to gather information about the overall health (in terms of wellness and well-being) of the human services workplace in Alberta. The human services workplace comprises agencies from child and family services, child and youth counselling, home visitation, disabilities services, and women’s shelters.

The first round of the survey was conducted in October 2015. Results of this survey have been used to help the HWHP Project (http://hwhp.ca), our partner agencies, and the Government of Alberta identify new resources and update current ones to help human services professionals keep their workplaces and their workers healthy, engaged, and productive. This information also helped human-service agencies develop their own wellness initiatives and make their workplace wellness culture stronger. This final survey aims to find out how agencies have made wellness a priority in their work, and how these efforts of agencies have turned into better well-being of their employees.

Please take about 15 minutes to evaluate the health of your current workplace. Your participation in this survey is vital in assessing workplace health and evaluating project impacts.

This survey meets the requirements for and has received approval from the University of Alberta Human Research Ethics Office. The survey is entirely anonymous.

CCVO Submission to Alberta Labour On the Workplace Legislation Review

Employers and employees in the nonprofit sector will be affected by any changes made to Alberta’s Workplace Legislation. This month, CCVO provided input for consideration(PDF) to shine light upon the experience of the nonprofit sector. Proposed changes to overtime standards and eligibility requirements for job-protected leaves are particular areas of challenge for nonprofits. CCVO strongly encourages Alberta Labour to afford organizations ample lead time to adjust to new standards, and establish a robust education and training program to support nonprofit organizations during the transition.

Human Service Worker Wellness and Safety Bulletin April 2017

ALIGN Association of Community Services knows our member agencies make employee safety and wellness a priority so here is a helpful  collection of research, tools and training that can support you in that effort.  At the bottom of this bulletin you will find direct links to the related ALIGN online directories where you can access additional resources.

WJS Presents Workplace Investigation Workshop

Presented by WJS June 22-23, 2017 Edmonton

Learn how to respond to a workplace claim or complaint
without compromising a subsequent investigation.

At the end of this course participants will be able to recognize when a workplace investigation is warranted and be able to conduct an investigation properly and protect the outcome. The course is delivered in two full-day workshop-style sessions. The facilitator is specialized in delivering training and workshops for a variety of organizations in private, public and non-profit sectors.

The training sessions will be highly interactive. Presentation and explanation of the legislative/regulatory environment and detailed investigation strategies will be complemented by large and small group discussions and role-playing exercises based on materials and information gathered by WJS and relative to agencies that provide social services. Participants will have the opportunity to apply their newly acquired knowledge and techniques to practical scenarios and situations.

An increasing number of legal, privacy and other factors make it critical to form an appropriate response to a wide range of workplace claims and concerns.

View WJS Workshop Page To Register

AB Government Grant – Funding Helps Improve Workplace Safety

The Occupational Health and Safety (OHS) Innovation and Engagement Grants program will provide $667,000 for 33 projects during 2017. Projects include OHS-related seminars, conferences, developing education materials and providing training programs

ALIGN Executive Director Update Re: Alberta Budget 2017

March 19, 2017

Dear members:

Last week the government announced Budget 2017.  We have been capturing the relevant information for you and placing it on our website.  There will be more analysis this week but we thought we would share what we have learned to date.

This budget for Children’s Services and Community and Support Services basically is a maintain status quo budget for both ministries. Any increases that are mentioned are to meet current needs.  No increases or forecasted increases.

In Children’s Services most increases went to growth caseload areas; financial and support agreements and advancing futures bursary funds.  The 60 FTE’s announced are to be put into the system in these growth areas.  Exactly where is still to be determined.

Senior staff are optimistic that funds will come with future recommendations made by the Child Intervention Review Panel.

We have had conversations about procurement, contracts, and moving forward with the Minister and senior executives.  With the splitting of the ministries it has been a bit confusing about who will address the procurement table recommendations.  We have made it very clear that this activity needs to receive focus and cant wait for panels.  We are assured that discussions are underway to figure out a way forward for services in child intervention.

We also  feel it is very important that the Panel get an accurate picture of the entire system and recommendations for improvement. Please review the minutes and live casts. The meetings are open to the public.  I would encourage you to attend or at least listen to it.  If you feel an area needs to be highlighted please send in a submission.   www.childinterventionpanel.ca

If you have any questions please don’t hesitate to email or call rhondabarracloug@alignab.ca 780 485-3580

Rhonda Barraclough ALIGN Executive Director March 19, 2017

Healthy Workplaces Conference October 2017

Healthy Workplaces Conference 2017

Mark your calendars! The Healthy Workplaces Conference 2017 will occur on October 13, 2017 at the Lister Centre, University of Alberta. This province-wide conference will showcase the final results and provide tools for developing and implementing sustainable workplace wellness programs for non-profit human service agencies. Participation is open to all human services agencies in Alberta

As leaders and employees in the nonprofit human-services sector of Alberta, you are invited to participate in a province-wide educational and resource/networking conference marking the completion of the Healthy Workplaces for Helping Professions project that ALIGN has been participating on (See below).  Join us for an exciting day of project results, policy framework descriptions, workshop opportunities, and professional networking.

Topics:  Employee engagement and wellness

Keynote:  Dr. Graham Lowe, “Redesigning Work to Support a Vibrant Workforce — Lessons for Human Services.”

Date:  Friday, October 13, 2017

Location:  Lister Centre, University of Alberta, 11613 87 Avenue NW, Edmonton AB

Time:  8:30 am to 4:00 pm

Cost:  $95 (Early bird before June 30), $125 Regular fee (All prices include the registration fee, coffee breaks and lunch.)

Conference Brochure

Conference Registration Web Page

SEE MORE

The Healthy Workplaces for Helping Professions Project

Share Your HR Strategy Story

Share your story on innovative HR strategies being used successfully by nonprofit organizations across Canada for a chance to win up to $500 in team-based professional development for your nonprofit organization. They’ll also be turning the best stories into a range of video, audio and social media content, giving you and your organization national exposure.

Newly Released 2017 Canadian Nonprofit Sector Salary & Benefits Report

Charity Village – Newly released 2017 Canadian Nonprofit Sector Salary & Benefits Report reveals current compensation trends
Compensation at nonprofits across the country continues to rise slowly for some nonprofit professionals, according to the new 2017 Canadian Nonprofit Sector Salary & Benefits Report. To better understand nonprofit compensation, we surveyed more than 1,000 participants who represented more than 14,000 individual employees from nonprofits across Canada. The results are gathered in our 2017 salary and benefits report, now available for online purchase.

Boland Survey Non-for-profit Salaries

Custom Cuts: Annual and hourly salary tables for one or more positions, with a sample based on a specific list of organizations (region, subsector, organization size, or as generated by you). Custom cuts start at $150 and can be purchased by anyone.
Custom Analysis: Require more detailed work on salary or benefits? We can connect you with compensation expertise to customize the survey data to meet your needs.

 

Workforce Alliance: Cross Association Workforce Survey

The Alberta Government: Workforce Alliance was launched in April 2012 to address support for a stable and sustainable workforce that meets the needs of children, families and adults with disabilities. It consists of government representatives and service providers, who work together to create a long-term plan for the workforce.

Alberta Human Services Workforce Alliance Strategic Plan – (2013 and revised 2016)
Building the Social Services Workforce of the Future April 2013 Submitted by: Human Services Workforce Alliance

ALIGN Workforce Alliance Update October 2016
ALIGN was previously requested by the Workforce Alliance to complete a cross association workforce survey but it is unclear at this time if this will proceed as it seems to be less of a government priority following reorganization of the Ministry

The Extent of the “Main Associations Contracted” Sector Prepared by Boles Consulting May 2015
A significant component of the nongovernment social service sector, including non-profit and for-profit agencies, enters into contract and grant funded agreements with the Ministry of Human Services to deliver services to vulnerable individuals and families. Most of the agencies hold membership(s) in one or more of 4 associations which commit to supporting their efforts and promoting the delivery of quality services. The group of agencies is identified here as the “Main Associations Contracted” sector and referred to as the “MA Sector” or “Sector”. The 4 associations, their members, and the Ministry of Human Services have a collective interest in describing the Sector…

AASCF (ALIGN) Review of Provincial Budget 2015
The Workforce Alliance continues to work as a joint government and community committee that gives advice to the Ministry on issues of workforce. WE sit at that table and continue to advocate strongly for a healthy viable human services contracted workforce

AASCF (ALIGN) 2014 Membership Survey Results & Analysis Boles Consulting
Includes data on impact on wage increases, workforce turnover, retention and recruitment and related workforce information.

AASCF (ALIGN) Annual Report 2013/2014
Workforce Challenges/ Issues and Efforts to Date
The Workforce Alliance remains a viable committee. At this time it is considering what a healthy workforce is and what it can do to work towards developing that. Currently a literature review of this area is underway and some data is being gathered to draw a picture of the sector including the agencies that sit within AASCF, ACDS, AWSA, AHVNA. This is collaborative work that is being conducted with government input as well.

Over the past year the focus has been on wage increases, contracting and looking at ways to make contracts more consistent and flexible, and training in various parts of the sector.
Wage increases:

Generally speaking in 2012/2013 there were $1500.00 bonuses for front line delivery staff and a 5% increase in wages. There was some variation on this in certain sectors. At the time it included Women’s Shelters, Child and Family services contracted agencies and agencies contracting to provide PDD services, and brain injury providers

AASCF (ALIGN) Membership Minutes 2013
Workforce Alliance – This is a provincial committee because the Premier and ministers decided this sector is important and they need to deal with our issues and concerns.  Even though there was a bad news budget they kept their commitment.  The work that needed to be done couldn’t be done without this sector.  We have come a long way in the last 5 years.The agencies will be given the task on how the wage increase money will be allocated.  There is another wage increase year but accountability and responsibility comes with the money.  As they continue to invest money in this sector they need information from us on what a difference the increases are making.  We will be sending out a survey to gather this information.  Operational costs have been discussed is a separate issue.

Alberta Workforce Updates & News
AB Human Services Contracting
ALIGN Reports
Provincial Budgets

Health, Wellness and Safety in the Child and Family Services Sector

Update September 2017

Health and Safety in the Child and Family Services Sector:
ALIGN continues to be a partner on the research team of the Healthy Workplaces for Helping Professions Project. Join us for the Healthy Workplace Conference Edmonton October 13, 2017  Graham Lowe author of “Creating Healthy Organizations” will be the key note speaker. A second voluntary survey is currently being completed by human services staff to allow for a comparison with the findings of the first survey results of 2 years ago.  The results of this research, surveys and training will be presented at the fall conference.

We met with a representative for the Ministry of Labor in the Partnership Unit in the spring who recommended ALIGN explore the possibility of a collaborative relationship with the Alberta Association for Safety Partnerships(AASP) as a Certifying Partner. Conversations with the ED of the AASP have occurred and the plan is to apply jointly for grant funding from the Ministry of Labor to provide interested agencies with a series of training sessions (referred to as “The Roadmap to COR”) to obtain a Certificate of Recognition. Concurrently we will meet with agencies who have successfully obtained their COR and see what we can learn from them to pass on to other agencies.

We have also begun researching information on the National Standard of Canada on Psychological Health and Safety in the Workplace.  We think there is other work that can be done and agencies can benefit from that is not to the extreme of COR yet may help with WCB rates.  That will be developed over the next 6 months.

 

Update May 2017

Healthy Workplaces Research Team Meeting Tue May 30, 2017 9am – 12pm
Contact: ttbarker@ualberta.ca

AGENDA
Preview preliminary survey results
Review Conference plans
Review end-of-project plans It appears that our original goal to “influence” provincial wellness policy needs to be altered: we want to “be” provincial wellness policy. This means that we need to undertake a campaign to encourage the Ministry of Labour to take up our Healthy Workplaces Framework as its recommended framework. To do this we need your help to develop a clear strategy with action items for the rest of the year. Your contribution is vital, as it has been throughout the entire project.

Survey Open Now! – 2nd Round
Workplace Health Survey of the Healthy Workplaces for Helping Professions (HWHP) project.

Healthy Workplaces Intervention Framework: We are beginning to see a framework that we can make available to non-profit human-services sector agencies in 2017.

Now Open for Registration – The Healthy Workplaces for Helping Professions

Healthy Workplaces Conference 2017

Mark your calendars! The Healthy Workplaces Conference 2017 will occur on October 13, 2017 at the Lister Centre, University of Alberta. This province-wide conference will showcase the final results and provide tools for developing and implementing sustainable workplace wellness programs for non-profit human service agencies. Participation is open to all human services agencies in Alberta

As leaders and employees in the nonprofit human-services sector of Alberta, you are invited to participate in a province-wide educational and resource/networking conference marking the completion of the Healthy Workplaces for Helping Professions project that ALIGN has been participating on (See below).  Join us for an exciting day of project results, policy framework descriptions, workshop opportunities, and professional networking.

Topics:  Employee engagement and wellness

Keynote:  Dr. Graham Lowe, “Redesigning Work to Support a Vibrant Workforce — Lessons for Human Services.”

Date:  Friday, October 13, 2017

Cost:  $95 (Early bird before June 30), $125 Regular fee (All prices include the registration fee, coffee breaks and lunch.)

Conference Brochure

Conference Registration Web Page

Related

Five Ways to Reduce Stress at Human-Services Work. Ideas from participants of our Be a Wellness Leader Workshops to make the office a place you want to go every day.

Wellness Program Ideas for Your Workplace. Our infographic lists wellness program ideas suggested by participants of our Be a Wellness Leader Workshops. Any wellness initiatives must be developed based on and evaluated against the Five Wellness Pillars, following the Wellness Cycle.

The Healthy Workplaces Framework Infographic. 

The Healthy Helping Cycle  Healthy Helping Cycle This article explains the relationship between the process of client assistance and health and the growth of a vibrant, healthy organization.

Be a Wellness Leader Workshop Slides.  Take good notes

Health Risk Daily Assessment This tool provides a way for front-line staff to assess risks on a daily basis.

The Helping Cycle this tool provides a way for front-line staff and supervisors to assess risks in specific situations and to find ways to grow challenges into strengths rather than hazards into stress.

Welcome to the Be a Wellness Leader Workshop.
The following items have been developed by the Healthy Workplaces Project Team members and tested at conferences and in the Winter 2016 BWL Workshop Series. They are presented here for the use by non‐profit human‐service agencies in Alberta. There is no charge for their use and they are presented “as is.” The workshop is intended to be a half‐day or 2‐3 hour format and presenters can adjust the time to the situation. There is no cost for the materials.

Workplace Health and Wellness-The Next Step in Workplace Productivity
Presented at ALIGN Chapter Meeting, Norwood Centre, November 5, 2016

Learning From Employees The Healthy Workplaces Research Summary Report By Thomas Barker, Project Lead Hoa Tran, Research Coordinator July, 2016 (ALIGN Partnership)

See OHS Library

 

Statistics Canada Study – Employer Support of Volunteering 2016

Statistics Canada Study Employer Support of Volunteering 2016
Employer support plays a key role in the volunteering habits of many working Canadians. A new study, based on the 2013 General Social Survey on Giving, Volunteering and Participating, found a positive correlation between employers who offered a workplace conducive to volunteering and employees’ volunteering rates. While the link between employer support and volunteering hours had been established previously, this study adds insight by going beyond just those who volunteer. By doing so, it provides a broader picture of the entire working community, including non-volunteers.

New Report on Employee Absences 2016

The report, Addressing Employee Absences, quantified and analyzed work absence data from Statistics Canada, along with looking at the absence management programs and policies of 370 organizations. Average absence rate 8.9 days in 2015: Report Unionized employees average 13.1 days…

Alberta Government – New Resources For Lay Offs 2016

Alberta Learning Information Services

Thinking About Layoffs? What you need to know before letting people go This book is for employers, managers, supervisors and business owners who are considering layoffs.

Creating a New Future: The Job-Loss Workbook This book provides help to employees who have been laid off and are looking for support, advice, and tips to help get back on their feet.

Employment Termination Checklist

Wage Freezes for Alberta Agencies, Boards and Commissions 2016

Wage Freezes for Alberta Agencies, Boards and Commissions The freeze will be in effect for two years, beginning April 1, 2016. The freeze applies to all agencies, boards and commissions listed under Alberta’s Public Agencies Governance Act. List of agencies, boards and commissions impacted