PERSONAL SUPPORT SERVICES WAGE ENHANCEMENT Questions and Answers
|
|
- Henry Wilkins
- 8 years ago
- Views:
Transcription
1 PERSONAL SUPPORT SERVICES WAGE ENHANCEMENT Questions and Answers Overarching 1. What is the objective of the Personal Support Worker (PSW) Wage Enhancement Initiative in Year 2? As part of the broader PSW Workforce Stabilization Strategy (announced on April 29, 2014), the objective of the wage enhancement initiative is to improve the care of seniors in their homes and communities by investing in the recruitment and retention of the PSW workforce. 2. How is Year 2 ( ) of the PSW Wage Enhancement Initiative being implemented differently than Year 1 ( )? The implementation of Year 2 of the PSW Wage Enhancement Initiative is as follows: Eligibility has been expanded to include individuals providing publicly-funded personal support services (PSS) in three additional programs/services. The required increase in additional three programs is retroactive to April 1, The required minimum base wage for individuals who provide LHIN funded personal support services will increase from $14.00 per hour to $15.50 per hour, effective April 1, The hourly wage will increase by up to $1.50 for individuals providing LHINfunded PSS and currently earning less than $19 per hour. The required increase is retroactive to April 1, Can my employer choose not to pass on the wage increase? Under the terms of the ministry-local Health Integration Network (LHIN) accountability agreement, it is expected that all LHINs will comply with directives issued by the Ministry of Health and Long-Term Care and ensure their health service providers are compliant with those directives as well. Employers that received funding in for the wage enhancement initiative will continue to receive the funding required for the full implementation of the wage increase in They will be expected to continue to provide the wage increases 1
2 Eligibility June 2015 initiated in in accordance with the Ministry s Personal Support Services Wage Enhancement Directive. The ministry has issued two further Directives to the LHINs to build upon the wage increase and minimum base wage requirements set out in the Directive (dated April 1, 2014): 2014 Directive Addendum sets out requirements for the retroactive funding (April 1, 2014 to March 31, 2015) related to the three additional programs/services; and 2015 Directive Addendum sets out Year 2 requirements regarding the additional $1.50 per hour up to $19.00 per hour to be applied to all eligible LHIN funded hours of personal support service between April 1, 2015 and March 31, Who is eligible to receive this wage increase? In accordance with the Ministry s Personal Support Services Wage Enhancement Directive to LHINs, individuals are eligible for the PSW wage increase if they provide LHIN funded personal support services in the home and community care sector on behalf of: Service Providers who provide LHIN funded personal support services under contract with CCACs; and Other home and community care agencies that provide LHIN funded personal support services, including: o LHIN funded hours for PSS provided by individuals under the ministry s policy Self-Managed Attendant Services in Ontario Direct Funding Pilot Project Policy Guidelines administered by the Centre for Independent Living in Toronto; o LHIN funded hours for PSS provided by individuals as part of an Adult Day Program provided by an Approved Agency under the Home Care and Community Services Act, 1994 (HCCSA); and o LHIN funded hours for PSS provided by individuals, specifically for respite as part of Caregiver Support Services provided by an Approved Agency under the HCCSA. The increase applies only to direct hours of work providing LHIN funded personal support services within the meaning of the Home and Community Care Services Act, 2
3 1994 in the home and community care sector and does not apply to indirect hours of work (e.g. sick time, training time, travel time). 5. How will I know if I am eligible for the Year 2 wage enhancement? Individuals eligible for this wage increase are to be provided with written notification of their new hourly wage rate by their employer by no later than August 1, Individuals should speak to their employers to determine their eligibility. If you believe you are eligible for the wage increase and did not receive a notification from your employer, you may wish to discuss your individual circumstances with your employer. 6. Who is not eligible to receive this wage increase? This wage enhancement initiative does not apply to persons who provide personal support services in long-term care homes or hospitals. It also does not apply to non- LHIN funded personal support services (i.e. private care). Additionally, services provided by LHIN funded agencies in the home and community care sector that are not personal support services (within the meaning of the Home and Community Care Services Act, 1994) are not to receive the hourly wage increase (e.g. homemaking services). 7. Why are PSWs who work in mental health/supportive housing not considered eligible to receive the wage increase? The PSW Wage Enhancement Initiative is targeted to individuals providing LHIN funded personal support services (as defined in the Home Care and Community Services Act, 1994) delivered in the home and community care sector. 8. Are personal support services provided as CCAC approved services in retirement homes included as part of the PSW Wage Enhancement funding? All LHIN funded personal support services provided by a CCAC contracted service provider organization are eligible for the wage enhancement, including those services delivered in a retirement home setting. 9. Under the Directive Addendum 2015, are you giving the $1.50 increase to PSWs who are already making more than the new minimum $15.50 base wage? All individuals providing LHIN funded hours of personal support services in the home and community care sector are eligible to receive the $1.50 wage increase, up to a 3
4 maximum amount of $19.00 per hour. PSWs earning $19.00 per hour and above as of April 1, 2015 will not be eligible for the increase. See the following examples below for greater clarity. a. If an individual s current rate of pay as of April 1, 2015 is $17.50 per hour, a wage increase of $1.50 per hour must be applied by the employer to all LHIN funded hours of personal support services provided by that individual. b. If an individual s current rate of pay as of April 1, 2015 is $18.00 per hour, a wage increase of $1.00 per hour must be applied by the employer to all LHIN funded hours of personal support services provided by that individual. c. If an individual s current rate of pay as of April 1, 2015 is $19.00 per hour and above, no wage increase is required to be applied by the employer to LHIN funded hours of personal support services provided by that individual. 10. Will employees who are sub-contracted or casual workers be eligible to receive the $1.50 wage increase? The wage increase applies to LHIN funded hours of personal support services in the home and community care sector irrespective of casual, part-time or sub-contracting agency status. 11. What about PSW work that is not done in the home like travel and educational training? The increase applies only to direct hours of work providing LHIN funded personal support services (within the meaning of the Home and Community Care Services Act, 1994) in the home and community care sector and does not apply to indirect hours of work (e.g. sick time, training time, travel time). The Personal Support Services Wage Enhancement Directive specifies the types of personal support services hours to which it applies, as well as the types of providers that are subject to the Directive. Specific instructions about how to report all services, including personal support services, have been provided to CCAC contracted service providers and LHIN funded home and community care agencies subject to the Directive. If you have questions about your eligible hours of service, you may wish to discuss your individual circumstances with your employer. 4
5 12. Do individuals have to possess a PSW certificate or register with the PSW Registry in order to be eligible for the new wage enhancement and minimum wage? The wage enhancement and new minimum base wage applies to individuals providing LHIN funded personal support services in the home and community care sector on or after April 1, Eligible workers do not have to complete a PSW educational certification course or register with the PSW Registry. 13. Is an individual eligible if they possess a PSW certificate or are registered with the PSW Registry but are not currently providing personal support services? The wage enhancement and new minimum base wage applies only to direct hours of work providing LHIN funded personal support services in the home and community care sector. 14. Can you please confirm if this wage enhancement applies to PSWs who are entitled to pay increases through collective agreements or employment contracts (e.g. merit increases)? The hourly wage increase is to apply over and above any current wages and future wage increases or entitlements available to individuals providing LHIN funded personal support services through collective agreements or employment contracts in effect on April 1, 2015 (e.g. general wage increases, wage grid movement or step provisions, merit, any other planned wage increases), including those set out in pay equity plans. 15. Will an eligible individual who has been providing personal support services after April 1, 2015 receive the wage enhancement if they have left the organization before the wage enhancement is applied? All individuals who provide LHIN funded personal support services in the home and community care sector on or after April 1, 2015 would be eligible. If an individual leaves the organization before the increase is applied in August 2015, the employer would be responsible for ensuring retroactive payment is provided to that individual. This would include a wage increase with a minimum of no less than $15.50 per hour during the period between April 1, 2015 until the last day of employment. 5
6 Additionally, with regard to the three additional programs (covered by the Directive Addendum 2014), all individuals who provided LHIN funded personal support services in the home and community care sector between April 1, 2014 and March 31, 2015 would be eligible for a retroactive wage enhancement. If an individual leaves the organization before the retroactive increase is applied in August 2015, the employer would be responsible for ensuring retroactive payment is provided to that individual. This would include a $1.50 per hour wage increase with a minimum of no less than $14.00 per hour during the period between April 1, 2014 until the last day of employment (up until March 31, 2015). Implementation 16. When should eligible individuals receive the wage enhancement? The Ministry s Personal Support Services Wage Enhancement Directive Addendum 2014 and Directive Addendum 2015 require that: The wage increase applies to LHIN funded personal support services hours worked on or after August 1, 2015; and Retroactive payment for LHIN funded personal support services hours worked between April 1, 2015 and July 31, 2015 are to be paid in August How will the government ensure that employers provide the wage increase to PSWs and do not use wage enhancement funding for some other purpose? By no later than September 15, 2015, health service providers are required to confirm compliance with the Directive Addendum (2014 and 2015) by completing Certifications of Compliance to the LHINs (and to CCACs). In addition, PSW Wage Enhancement Initiative funding will be reconciled as part of the ministry s annual settlement process and audits undertaken as deemed necessary. 18. The government originally announced the PSW Wage Enhancement Initiative on April 29, 2014 with a Year 2 increase as of April 1, Why was the Year 2 increase not applied as of April 1, 2015? The Year 2 increase applies retroactively for hours worked since April 1, The ministry undertook extensive consultations with the LHINs and sector representatives to understand and address concerns associated with PSW Wage Enhancement initiative. In response to these concerns, an approach to Year 2 and future years was developed that has attempted to address a number of these challenges. 6
7 Employer-Specific 19. Why have some employers not accepted government funding to provide the wage increase? Any questions about employers participation in the PSW Wage Enhancement initiative should be directed to the employer. 20. What is the government doing to address the concerns raised by some stakeholder groups with regards to the PSW wage enhancement (i.e. wage compression, harmonization, benefits pay, eligible hours, etc.)? The ministry, LHINs and sector representatives began meeting in Year 1 ( ) to discuss a variety of issues and concerns associated with PSW Wage Enhancement initiative. The government is aware of the challenges expressed by representatives of both employees and employers. In response to these concerns, an approach to Year 2 and future years was developed that will help address a number of these challenges. 21. The organization I work for has opted-out/ not signed up to receive the PSW wage enhancement funding. What are you going to do when employers are not providing the wage increase to eligible employees? The ministry and LHINs will continue to work with these employers to ensure compliance with the ministry s Directive and Addenda. Non-compliance with the Directive and Addenda may impact an employer s eligibility to continue receiving LHIN funding for services in the home and community care sector. The ministry considers non-compliance with the Directive to include the following: LHIN-funded organizations that have accepted funding for this initiative but have not, as yet, submitted their Certification of Compliance to the LHIN; and Eligible LHIN-funded organizations that have not signed back their amended agreement to the LHIN. 22. Can the employer who is paying over $19.00/hour receive this funding and apply it to other cost items, such as pay equity plans or training? Funding for the PSW Wage Enhancement Initiative will be provided to support an increase of up to a maximum rate of $19.00 per hour. Funding is to be used exclusively to increase hourly wages and support 22.7% towards employer statutory contributions 7
8 in accordance with the Ministry s Personal Support Services Wage Enhancement Directive and Addenda (i.e Directive Addendum and 2015 Directive Addendum). 23. Does the government intend to support employers by funding statutory benefit costs (e.g. CPP, EI, EHT, Holiday Pay)? The government is providing funding towards statutory contributions for employer benefits, an additional 22.7% of employee wages in connection with the PSW Wage Enhancement Initiative. 24. In addition to compensation, what are the other components of the broader strategy? In addition to compensation, the broader PSW Workforce Stabilization Strategy will address recruitment and retention issues through several other initiatives, including: Developing measures to help new PSW graduates transition into practice in the home and community care sector through on-the-job orientation ; Developing measures to create more permanent and less casual employment for PSWs in the home and community care sector in partnership with unions, employers, Community Care Access Centres (CCACs) and the ministry; and Providing opportunities to strengthen sector leadership across the profession. 8
Patients First. A Roadmap to Strengthen Home and Community Care
Patients First A Roadmap to Strengthen Home and Community Care 2 0 1 5 Ministry of Health and Long-Term Care Office of the Minister 10 th Floor, Hepburn Block 80 Grosvenor Street Toronto ON M7A 2C4 Tel.
More information2014/15 Personal Support Services Wage Enhancement Funding
2014/15 Personal Support Services Wage Enhancement Funding Central East LHIN Board of Directors September 24, 2014 Prepared By: Usha Cithiravel Background The Ministry of Health and Long-Term Care s (MOHLTC
More informationPolicy Guideline Relating to the Delivery of Personal Support Services by Community Care Access Centres and Community Support Service Agencies, 2014
Policy Guideline Relating to the Delivery of Personal Support Services by Community Care Access Centres and Community Support Service Agencies, 2014 April, 2014 1 of 14 Policy Guideline Relating to the
More informationResponse to Consultation. Strengthening Home and Community Care: Successful Transition to a New Model
Response to Consultation Strengthening Home and Community Care: Successful Transition to a New Model February 16, 2016 Strengthening Home and Community Care: Successful Transition to a New Model Introduction
More informationLong-Term Care Home Financial Policy:
Ministry of Health and Long-Term Care Long-Term Care Home Financial Policy Policy: LTCH Reconciliation and Recovery Policy As Amended and Effective Original Published Date April 1, 2011 July 1, 2010 Released
More informationErie St. Clair Community Care Access Centre Response to Patient First: A Proposal to Strengthen Patient-Centred Health Care in Ontario
Erie St. Clair Community Care Access Centre Response to Patient First: A Proposal to Strengthen Patient-Centred Health Care in Ontario BACKGROUND AND INTRODUCTION The Erie St. Clair CCAC, comprised of
More informationONTARIO NURSES ASSOCIATION. Submission to the PSW Educational Standards Consultation
ONTARIO NURSES ASSOCIATION Submission to the PSW Educational Standards Consultation Health Sector Labour Market Policy Branch Ministry of Health and Long-Term May 15, 2012 ONTARIO NURSES ASSOCIATION 85
More information2014 Mandate letter: Health and Long-Term Care
ontario.ca/bxuw 2014 Mandate letter: Health and Long-Term Care Premier's instructions to the Minister on priorities for the year 2014 September 25, 2014 The Honourable Dr. Eric Hoskins Minister of Health
More informationFirst and current law: 1965 (social security fund), with amendments.
Page 1 of 6 Social Security Programs Throughout the World: Africa, 2009 You are here: Social Security Online > Research, Statistics, & Policy Analysis > Program Descriptions > Social Security Programs
More informationHuman Resources Department 203.6 FTE s
27 Human Resources Human Resources Department 203.6 FTE s General Manager Human Resources 4 FTE's Director Labour Relations 2 FTE's Director Organizational Effectiveness 2 FTE's Director Compensation,
More informationROE Secure Automated Transfer
ROE Secure Automated Transfer Record of Employment (ROE) Secure Automated Transfer (SAT) is a system used by large companies, primarily Payroll Service Providers (PSPs), to send Records of Employment (ROEs)
More informationChild Care Wage Enhancement/Home Child Care Enhancement Grant Questions and Answers
Child Care Wage Enhancement/Home Child Care Enhancement Grant Questions and Answers GENERAL Q1. What is the wage enhancement/home child care enhancement grant initiative? A. The 2014 Budget included an
More informationDETAILED SUMMARY OF CUPE ET AL V. ATTORNEY-GENERAL-ONT ET AL SETTLEMENT
DETAILED SUMMARY OF CUPE ET AL V. ATTORNEY-GENERAL-ONT ET AL SETTLEMENT As a result of a mediation process, 5 Unions and 4 women who brought a pay equity funding Charter challenge, CUPE et al v. Attorney-General
More informationCONTINUING PROFESSIONAL DEVELOPMENT
CONTINUING PROFESSIONAL DEVELOPMENT All references are in italics and blue font; references from the Act are bolded. Interpretation For the purposes of the Rule Continuing Professional Development, except
More informationWhat the Commission Doesn t Tell You: New Thinking on Pay Equity
What the Commission Doesn t Tell You: New Thinking on Pay Equity OMHRA Fall Conference - September 15, 2011 What we are going to cover 2 review Pay Equity mechanics and municipal sector obligations to
More informationOMA Submission to the. Patients First: A Proposal to Strengthen Patient-Centred Health Care in Ontario. Discussion Paper Consultation
OMA Submission to the Patients First: A Proposal to Strengthen Patient-Centred Health Care in Ontario Discussion Paper Consultation February, 2016 OMA Submission to the Patients First: A Proposal to Strengthen
More informationQueensland Government Code of Practice for Contact Centres
Queensland Government Code of Practice for Contact Centres Industrial Relations December 2011 The Queensland Government Code of Practice for Contact Centres 0 Table of Contents 1. Introduction... 2 1.1
More informationHUMAN RESOURCES MANAGEMENT
HUMAN RESOURCES MANAGEMENT Program Outline Major: HRMN Length: 1 Year Delivery: 2 Semesters, plus 1 industry placement Credential: Ontario College Graduate Certificate Effective: 2012-2013 Location: Barrie
More informationMANAGEMENT GUIDELINES
ONTARIO CHILD CARE SERVICE MANAGEMENT GUIDELINES WAGE SUBSIDY PART 1: Overview of Wage Subsidy WAGE SUBSIDY TABLE OF CONTENTS 1.0 Introduction...3 1.1 Wage Subsidy Overview...4 1.2 Best Start Wage Subsidy
More informationMIDLANDS TECHNICAL COLLEGE PROCEDURE
MIDLANDS TECHNICAL COLLEGE PROCEDURE Title Revision Number Page Number Temporary Grant Positions/Employment 3 1 of 5 2.1.13 Based on Policy Number and Title: Midlands Technical College Policy 2.1 Employment
More informationONTARIO NURSES ASSOCIATION. Submission on Ontario s Seniors Care Strategy
ONTARIO NURSES ASSOCIATION Submission on Ontario s Seniors Care Strategy Dr. Samir Sinha Expert Lead for Ontario s Seniors Care Strategy July 18, 2012 ONTARIO NURSES ASSOCIATION 85 Grenville Street, Suite
More informationExcellent Care for All. Camille Orridge Chief Executive Officer
Planning for Diversity A Key Pillar in the Quest for Excellent Care for All Camille Orridge Chief Executive Officer Toronto Central CCAC 1 Excellent Care for All Act The Excellent Care for All Act puts
More informationCOMPENSATION PRACTICE AND QUALITY DEPARTMENT INTERIM PRACTICE
COMPENSATION PRACTICE AND QUALITY DEPARTMENT INTERIM PRACTICE PRACTICE DIRECTIVE # C6-2 TOPIC: Permanent Disability Benefits Section 23(3) ISSUE DATE: April 29, 2011 Objective This practice directive provides
More informationHUMAN RESOURCES MANAGEMENT 53 Personnel Records
1.0 RATIONALE Sturgeon School Division believes in managing personnel information as a strategic resource, in compliance with provincial legislation and in the best interests of the division and its employees.
More informationMinistry of Health and Long Term Care (MOHLTC) Patients First: A Proposal to Strengthen Patient Centred Health Care in Ontario
Ministry of Health and Long Term Care (MOHLTC) Patients First: A Proposal to Strengthen Patient Centred Health Care in Ontario Objectives 1 Provide an overview of the MOHLTC s proposal to strengthen patient
More informationLong-Term Care Home Policy
Ministry of Health and Long-Term Care Long-Term Care Home Policy Policy: Policy for the Operation of Short-Stay Beds Under the Long- Term Care Homes Act, 2007 Date: 2010-07-01 1.0 Introduction and Definitions
More informationContext. An aging population and workforce as the first wave of baby boomers turn 65 in 2011.
OHA Provincial Health Human Resources Work Plan 2011-2013 Context The OHA Provincial Health Human Resources Work Plan 2011-2013 sets out the direction that the Ontario Hospital Association (OHA) will take
More information02 - HUMAN RESOURCES / STAFFING
02 - HUMAN RESOURCES / STAFFING 02.01 Position management Electronic records Data used in the management of employment positions: incumbents, position status, job descriptions, position groups, benefit
More informationEmployer-Employee Relationships
Employer-Employee Relationships Employer Health Tax Ministry of Finance September 2013 This guide replaces the following bulletins: How to Identify an Employer-Employee Relationship Placement Agencies
More informationBill 8 Public Sector and MPP Accountability and Transparency Act, 2014
Legislation Update Bill 8 Public Sector and MPP Accountability and Transparency Act, 2014 Second reading debate on Bill 8, the Public Sector and MPP Accountability and Transparency Act, 2014 began on October
More informationColumbia Power Corporation Statement of Executive Compensation Fiscal Year 2011/12
Suite 200, 445-13 th Avenue Castlegar, BC V1N 1G1 Phone (250) 304-6060 Fax (250) 304-6083 June 8, 2012 Paul Straszak President and CEO Public Sector Employer s Council PO Box 9400 Stn Prov Govt Suite 210,
More informationTemporary/Part-Time Employment Agreements
PRE-EMPLOYMENT ISSUES EMPLOYEE OR INDEPENDENT CONTRACTOR? The purpose of this article is to provide advice to employees - not to provide advice to independent contractors. It is wise for you to be aware
More informationUpdated 1/1/2010 Updated EHR provisions. Updated 1/1/2014 Removed STD language. The income for which an employee may be eligible under this Policy.
Policy effective date: 1/1/2003 Policy Updates Updated 7/1/2004 Added reporting requirements. Deleted reference to Phillips Pipe Line Relief Labor Pool in Eligibility section. Updated 1/1/2010 Updated
More information4.11. Ontario Works Program. Chapter 4 Section. Background. Follow-up on VFM Section 3.11, 2009 Annual Report
Chapter 4 Section 4.11 Ministry of Community and Social Services Ontario Works Program Follow-up on VFM Section 3.11, 2009 Annual Report Chapter 4 Follow-up Section 4.11 Background Under the Ontario Works
More informationADMINISTRATIVE PROCEDURE Staff Salary Administration
ADMINISTRATIVE PROCEDURE Staff Related Policy: 1.6.2 (Staff) These procedures have been established to implement UNT Policy 1.6.2, (Staff). These procedures apply to staff positions categorized as regular
More information2014 Business Plan & Budget
2014 Business Plan & Budget Human Resources & Payroll Mission Statement Our mission is to assist the County s operating departments in achieving the most effective, efficient business operations and to
More informationEmployment law solicitors
Employment law solicitors At Millbank solicitors we are dedicated to providing prompt and practical employment advice to both employers and employees. Our expert lawyers appreciate and understand the ever
More informationSECTION III DISABILITY. A. Short-Term Disability 6 Months B. Long-Term Disability Benefits 18 Months
SECTION III DISABILITY A. Short-Term Disability 6 Months B. Long-Term Disability Benefits 18 Months 39 DISABILITY BENEFITS RESOURCE GUIDE Where To Call For Short-Term Disability Benefits (646) 473-9200
More informationPolicies of the University of North Texas Health Science Center
Policies of the University of North Texas Health Science Center 05.306 Salary Administration Chapter 05 Human Resources Policy Statement. The University of North Texas Health Science Center strives to
More informationBranch Human Resources
Branch Human Resources Introduction An organization s ability to deliver services to citizens is highly dependant on the capacity of its workforce. Changing demographics will result in increasing numbers
More informationCanadian Air Transport Security Authority
Canadian Air Transport Security Authority CATSA Screening Contractor Management System Standard October 2009 This Management System Standard is subject to copyright claims of the Canadian Air Transport
More informationWorkers Compensation: Making a claim
Workers Compensation: Making a claim What are workers compensation benefits? Workers compensation benefits are payments for injuries or diseases that are related to the work you were doing. Workers compensation
More informationLabour Mobility Act QUESTIONS AND ANSWERS
Labour Mobility Act QUESTIONS AND ANSWERS Background: Agreement on Internal Trade... 1 Background: Labour Mobility Act... 3 Economic Impacts... 5 Role of Professional and Occupational Associations... 5
More informationParticipation Agreement Instructions
Participation Agreement Instructions Complete the Participation Agreements (2 copies). Select the type of Participation Agreement you wish to enter into (either All of Alumni). Have an authorized representative
More informationNote The amendments described in this circular will be published in the Immigration New Zealand Operational Manual in due course.
21 July 2015 IMMIGRATION NEW ZEALAND INSTRUCTIONS: Amendment Circular No. 2015/07 To: All Manual Holders AMENDMENTS TO THE IMMIGRATION NEW ZEALAND OPERATIONAL MANUAL Introduction This circular outlines
More informationSchedule 3. Services Schedule. Respiratory Therapy
Respiratory Therapy Services Schedule 20122014 Consolidated Services Version Template Final Version September, 20122014 Schedule 3 Services Schedule Respiratory Therapy Respiratory Therapy Services Schedule
More informationSubmission to the Ministry of Health and Long-Term Care Concerning The Personal Support Worker Registry
Submission to the Ministry of Health and Long-Term Care Concerning The Personal Support Worker Registry July 18, 2011 ADVOCACY CENTRE FOR THE ELDERLY Submission Contacts Clara Ho Judith Wahl hoc@lao.on.ca
More informationEmployer commencement as a self-insurer
External Guideline #21 Employer commencement as a self-insurer Version 4 1 April 2015 Contents 1 Overview... 4 2 Employer election... 4 3 Election to assume tail claims... 5 3.1 Transfer date... 5 3.2
More informationNursing Retention Fund (NRF)
FUNDING CRITERIA & PROCESS Background The purpose of the Nursing Retention Fund (NRF) is to provide funds to public hospitals in the province of Ontario for education/training as retention initiatives
More informationThe primary goal of the Human Resources activity is to support and assist managers and staff to meet their goals and objectives.
HUMAN RESOURCES 1.0 INTRODUCTION The Human Resources activity has the following key result areas: Recruitment and Induction of staff Remuneration Learning and development Performance management Staff retention
More informationONTARIO NURSES ASSOCIATION. Response to Draft Second Set of Regulations under Bill 140 Long-Term Care Homes Act, 2007
ONTARIO NURSES ASSOCIATION Response to Draft Second Set of Regulations under Bill 140 Long-Term Care Homes Act, 2007 October 15, 2009 ONTARIO NURSES ASSOCIATION 85 Grenville Street, Suite 400 Toronto,
More informationJOINT SERVICES COMMITTEE 4 OCTOBER 2007. Report by Acting Director of Social Work
IMR33485 JOINT SERVICES COMMITTEE 4 OCTOBER 2007 POLICY AND RESOURCES COMMITTEE 11 OCTOBER 2007 CNES HOME CARE SERVICE HOME CARE MANAGEMENT AND CONTRACTED WORKFORCE Report by Acting Director of Social
More informationGuidelines for Participation in the Nursing Graduate Guarantee Initiative
Guidelines for Participation in the Nursing Graduate Guarantee Initiative Nursing Policy and Innovation Branch, Ministry of Health and Long-Term Care May 2014 Ministry of Health and Long-Term Care Copies
More informationEXECUTIVE OVERVIEW OF THE ACCOUNTABILITY AGREEMENT
EXECUTIVE OVERVIEW OF THE ACCOUNTABILITY AGREEMENT This document summarizes the key elements of the 07/08-09/10 Accountability Agreement and its Schedules. It is intended to provide the reader with an
More informationAPPENDIX A ADVANCED UNDERSTANDINGS ON HUMAN RESOURCES
ATTACHMENT J.1 APPENDIX A ADVANCED UNDERSTANDINGS ON HUMAN RESOURCES Applicable to the Operation of Princeton Plasma Physics Laboratory J-A-1 Table of Contents Appendix A PRINCETON PLASMA PHYSICS LABORATORY
More informationBuilding a Strong Organization CORPORATE GOVERNANCE AND ORGANIZATIONAL STRUCTURE
chapter III Building a Strong Organization To remain a strong organization that is able to fulfil its mandate, CMHC draws on sound corporate governance, financial and risk management practices, progressive
More informationORDER PO-2212. Appeal PA-030175-1. Management Board Secretariat
ORDER PO-2212 Appeal PA-030175-1 Management Board Secretariat NATURE OF THE APPEAL: Management Board Secretariat (MBS) received a request under the Freedom of Information and Protection of Privacy Act
More informationFinancial procedures. 2.0 Section 2 - Payroll. 2.1 Authorisation of posts. 2.2 Joiners permanent and temporary. 2.3 Leavers
2.0 All joiners, leavers and amendments can only be authorised in writing by the Principal, the Head of Human Resources or the Human Resources Manager. 2.1 Authorisation of posts Requests for staff appointments
More informationJob sharing. Your guide from ATL the education union. Legal advice series
Job sharing Your guide from ATL the education union Legal advice series ATL is the union for education professionals. Active in the maintained, independent and post-16 sectors, we use our members experiences
More informationData Protection and Data security Policy
Data Protection and Data security Policy Statement of policy and purpose of Policy 1. Somer Valley Community Radio Ltd (the Employer) is committed to ensuring that all personal information handled by us
More informationSPECIMEN. (1) advising, counseling or giving notice to employees, participants or beneficiaries with respect to any Plan;
In consideration of payment of the premium and subject to the Declarations, limitations, conditions, provisions and other terms of this Policy, the Company and the Insureds agree as follows: I. INSURING
More informationThe General Assembly of the Commonwealth of Pennsylvania hereby enacts as follows: CHAPTER 1 PRELIMINARY PROVISIONS
PROFESSIONAL EMPLOYER ORGANIZATION ACT Act of Jul. 5, 2012, P.L. 946, No. 102 An Act Cl. 77 Providing for professional employer organizations. TABLE OF CONTENTS Chapter 1. Section 101. Section 102. Section
More informationCALCULATION OF WAGE LOSS BENEFITS
CALCULATION OF WAGE LOSS BENEFITS 2016 How does the WCB calculate my loss of income? Workers compensation wage loss benefits are based on: 90% of your net loss of earnings, or 100% of your net loss of
More informationNova Scotia Department of Health and Wellness. Continuing Care Branch. Self-managed Support-Care Services POLICY
Nova Scotia Department of Health and Wellness Continuing Care Branch Self-managed Support-Care Services hereinafter and commonly referred to as Self-Managed Care POLICY February 4, 2013 Section: 1.0 INTRODUCTION
More informationEducation and Training Committee, 10 March 2011. Professional indemnity insurance. Executive summary and recommendations.
Education and Training Committee, 10 March 2011 Professional indemnity insurance Executive summary and recommendations Introduction This paper appeared as a paper to note at the Council meeting on 10 February
More informationLONG TERM DISABILITY INSURANCE CERTIFICATE BOOKLET
LONG TERM DISABILITY INSURANCE CERTIFICATE BOOKLET GROUP INSURANCE FOR SOUTH LYON COMMUNITY SCHOOL NUMBER 143 TEACHERS The benefits for which you are insured are set forth in the pages of this booklet.
More informationMETLIFE EXCEPTED GROUP LIFE POLICY TECHNICAL GUIDE
METLIFE EXCEPTED GROUP LIFE POLICY TECHNICAL GUIDE This document is a guide to the features, benefits, risks and limitations of the MetLife Excepted Group Life policy, including how the policy works and
More informationLONG TERM DISABILITY INSURANCE CERTIFICATE BOOKLET
LONG TERM DISABILITY INSURANCE CERTIFICATE BOOKLET GROUP INSURANCE FOR WAYNE WESTLAND COMMUNITY SCHOOLS SCHOOL NUMBER 944 TEACHERS The benefits for which you are insured are set forth in the pages of this
More informationDefining Human Resources Moving to Strategic HR
Defining Human Resources Moving to Strategic HR P r e s e n t e d b y : S a s k a t c h e w a n S c h o o l B o a r d s A s s o c i a t i o n S c h o o l F o r T r u s t e e s - J a n u a r y 1 7, 1 8,
More informationCOTT CORPORATION CORPORATE GOVERNANCE GUIDELINES INTRODUCTION
COTT CORPORATION CORPORATE GOVERNANCE GUIDELINES INTRODUCTION The Board of Directors of Cott Corporation (the Corporation ) is committed to fulfilling its statutory mandate to supervise the management
More informationSouthlake Regional Health Centre - Vacation
Page 1 of 5 Home > Policies & Procedures > Administrative Documents > Human Resources Manual > Vacation Disclaimer: the information contained in this document is for educational purposes only. Any PRINTED
More informationSICK LEAVE AND SICK PAY SCHEME APPLICABLE TO ALL STAFF (INCLUDING HOURLY PAID STAFF)
SICK LEAVE AND SICK PAY SCHEME APPLICABLE TO ALL STAFF (INCLUDING HOURLY PAID STAFF) 1. Introduction 1.1 This scheme sets out the rights, entitlements and obligations upon all members of staff irrespective
More informationCredit Union Board of Directors Introduction, Resolution and Code for the Protection of Personal Information
Credit Union Board of Directors Introduction, Resolution and Code for the Protection of Personal Information INTRODUCTION Privacy legislation establishes legal privacy rights for individuals and sets enforceable
More informationRECORDS MANAGEMENT MANUAL STATE GOVERNMENT AGENCIES
11-1. Adverse Action Files Case files and related records created in reviewing an adverse action (corrective, disciplinary or nondisciplinary removal, suspension, leave without pay, reduction in force)
More informationOFFICE OF INSPECTOR GENERAL. Audit Report
OFFICE OF INSPECTOR GENERAL Audit Report Review of Questionable On-the-Job Injury Claims Report No. 13-08 July 18, 2013 RAILROAD RETIREMENT BOARD TABLE OF CONTENTS INTRODUCTION Background... 1 Audit Objective...
More informationWATERLOO WELLINGTON LOCAL HEALTH INTEGRATION NETWORK
WATERLOO WELLINGTON LOCAL HEALTH INTEGRATION NETWORK Finance and Audit Committee SUMMARY REPORT TO BOARD OF DIRECTORS DATE: November 23, 2011 From: D. Small, Chair of Finance and Audit Committee The Finance
More informationJOB SHARING POLICY AND PROCEDURE
JOB SHARING POLICY AND PROCEDURE INTRODUCTION 1. Carmarthenshire County Council is fully committed to equality of opportunity in employment. The aim of the Job Share Policy is to provide opportunities
More informationDividend Re-Investment Plan DRIP NORTHLAND POWER INC. Amended and Restated Shareholder Dividend Re-Investment Plan
Dividend Re-Investment Plan DRIP NORTHLAND POWER INC. Amended and Restated Shareholder Dividend Re-Investment Plan DIVIDEND REINVESTMENT PLAN Table of Contents Introduction... 2 Overview... 3 Definitions...
More informationRegistration Body For The.DZ Domain. Domain Name Policy for.dz. for the Algerian Country Code Top Level Domain.DZ
Democratic Republic of Algeria Ministry of Higher Education and Scientific Research Research Center on Scientific and Technical Information Registration Body For The.DZ Domain Domain Name Policy for the
More informationEnrolled Copy H.B. 29
1 PROFESSIONAL EMPLOYER ORGANIZATION 2 RELATED AMENDMENTS 3 2007 GENERAL SESSION 4 STATE OF UTAH 5 Chief Sponsor: James A. Dunnigan 6 Senate Sponsor: Curtis S. Bramble 7 8 LONG TITLE 9 General Description:
More informationVolume 8, No. 1 Douglas B. Brown, LLC February 2008
Volume 8, No. 1 February 2008 13715 Clover Lake Dr., Ste. 100 Chardon, OH 44024 (440) 564-7987 Phn. (440) 564-7989 Fax dbb@dbbrown.com CRITICAL REMINDERS FOR ALL FEDERAL CONTRACTORS AND SUBCONTRACTORS
More informationMinistry of Social Development: Changes to the case management of sickness and invalids beneficiaries
Ministry of Social Development: Changes to the case management of sickness and invalids beneficiaries This is the report of a performance audit we carried out under section 16 of the Public Audit Act 2001
More informationGUIDANCE NOTE ON THE CALCULATION OF REIMBURSABLE AMOUNTS AND ELIGIBLE WAGES FOR THE PURPOSE OF CALCULATING LONG SERVICE LEAVE LEVY
GUIDANCE NOTE ON THE CALCULATION OF REIMBURSABLE AMOUNTS AND ELIGIBLE WAGES FOR THE PURPOSE OF CALCULATING LONG SERVICE LEAVE LEVY THE PURPOSE AND NATURE OF THIS GUIDANCE NOTE This Guidance Note is provided
More informationCity of Moreno Valley Date Adopted: April 6, 2007 CLASS SPECIFICATION Senior Human Resources Analyst
City of Moreno Valley Date Adopted: April 6, 2007 CLASS SPECIFICATION Senior Human Resources Analyst GENERAL PURPOSE Under direction, performs a variety of highly responsible professional, technical and
More informationHUMAN RESOURCES 2005 SERVICE STRATEGY BUSINESS PLAN
TABLE OF CONTENTS A. Background A.1 Preparing the Service Strategy Business Plan... 1 A.2 Key Contacts... 1 A.3 Additional Information... 1 B. Description of Current Services B.1 Program Location Map...
More informationLegislation Updates LEGISLATION UPDATES
LEGISLATION UPDATES Central LHIN Board of Directors Page 1 Table of Contents 1.0 Regulation 55 Health Insurance Act (Appendix 1.0)....0 Community Care Corporations Act, 001... 3.0 Regulated Health Professions
More informationCOMPLIANCE AUDIT. Lansdowne Borough Police Pension Plan Delaware County, Pennsylvania For the Period January 1, 2012 to December 31, 2014
COMPLIANCE AUDIT Lansdowne Borough Police Pension Plan Delaware County, Pennsylvania For the Period January 1, 2012 to December 31, 2014 July 2015 The Honorable Mayor and Borough Council Lansdowne Borough
More informationMember Handbook. Regina Civic Employees Long Term Disability Plan
Member Handbook Regina Civic Employees Long Term Disability Plan Table of Contents About the Plan.. Eligibility and Enrollment.... Contributions Definition of Disability.. Applying for Benefits... Qualifying
More informationREPAYMENT OF STUDENT LOANS PROCEDURES
REPAYMENT OF STUDENT LOANS PROCEDURES 1. Title 5, United States Code, section 5379 and the Code of Federal Regulations, Part 537, establish statutory and regulatory authority for the use of student loan
More informationNational Association of Black Accountants, Inc. <NAME OF SCHOOL> Student Chapter Bylaws
National Association of Black Accountants, Inc. Student Chapter Bylaws Lifting As We Climb 1 TABLE OF CONTENTS ARTICLE I - NAME, MISSION AND OBJECTIVES, AND SEAL...3 ARTICLE II - MEMBERSHIP...4
More informationCONTRACT MANAGEMENT GUIDELINES FOR COMMUNITY CARE ACCESS CENTRES September 2012
Ministry of Health and Long-Term Care Ministère de la Santé et des Soins de longue durée CONTRACT MANAGEMENT GUIDELINES FOR COMMUNITY CARE ACCESS CENTRES September 2012 The Government recognizes the importance
More informationWorkers' Benefit Fund (WBF) Assessment
Background Workers' Benefit Fund (WBF) Assessment Employers who maintain workers compensation insurance for themselves and/or their workers are subject to three types of payment, each of which sounds similar:
More informationManaging Employees Health in the Workplace Policy (Sickness Absence Management) Version 4.1
Managing Employees Health in the Workplace Policy (Sickness Absence Management) Version 4.1 Previously known as Attendance Management Policy Lead executive Name / title of author: Janet Wilkinson, Director
More informationCCH III. Domestic regulations for recruiting and retaining CSME. implemented in Member States by 2011
CCH III REGIONAL PROGRAMME AREA: HUMAN RESOURCE DEVELOPMENT GOAL: Human resources within the sector developed to respond to the needs of the people PRIORITIES OBJECTIVES NATIONAL EXPECTED RESULTS Movement
More informationA collaborative model for service delivery in the Emergency Department
A collaborative model for service delivery in the Emergency Department Regional Geriatric Program of Toronto, December 2009 Background Seniors over the age of 75 years now have the highest Emergency Department
More informationS U P E R S E D E D DIRECTIVE. No: 29/99. 1. TITLE: Senior Executives and Senior Officers - Employment Conditions. Supersedes: 1/99 and 2/99
QUEENSLAND GOVERNMENT DIRECTIVE (refer Section 34 of the Public Service Act 1996) No: 29/99 Supersedes: 1/99 and 2/99 1. TITLE: Senior Executives and Senior Officers - Employment Conditions 2. PURPOSE:
More informationLondon Borough of Lewisham Pay Policy Statement 2015/16
London Borough of Lewisham Pay Policy Statement 2015/16 1. Introduction The Council seeks to be a fair and good employer of choice and in doing so deliver effective services in the borough. It seeks to
More informationIs your Nanny an. Employee or. Contractor?
Is your Nanny an Employee or Contractor? Contents Employee or Contractor? 3 Canada Revenue Agency Test 4 Employee Contract 8 Payroll requirements 9 Nannies on Call 13 Nannies on Call 2 Employee or Contractor?
More informationCarissa Tanzola & Heather Robson Sherrard Kuzz LLP, Employment & Labour Lawyers December 2013
Stronger Workplaces for a Stronger Economy Act, 2013 - Bill 146 Carissa Tanzola and Heather Robson January 2014 The Ontario Minister of Labour introduced Bill 146 recently which proposes changes to a number
More informationCollaborative and Individualized Resource (CAIR): PILOT FINDINGS 2011-2013
Collaborative and Individualized Resource (CAIR): PILOT FINDINGS 2011-2013 Report For: Report By: Barbara Macdonald, Griffin Centre on behalf of CAIR Service Team, TNSC and MCSS Service Provider Committee
More information