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Contren


Fall 2003 E-NOTES

To print the Fall  2003 E-notes click here:


CONTREN MANAGEMENT CONSULTANTS INC.

FALL 2003 NEWSLETTER

 

THE PERMANENCE OF CHANGE SEMINAR - MT. TREMBLANT

We presently have 17 participants for the seminar confirmed and have extended our deadline with Tremblant to November 6, 2003. We have booked for 20 participants and have additional rooms on hold at present.

As outlined previously this seminar is held Monday, January 25 to Wednesday, January 28. The seminar costs include three nights accommodations (Sun afternoon to Wed afternoon), three day lift tickets, three days breakfast and two dinners. All participants receive customizable personnel manuals.

This is an excellent opportunity to network with other business owners in a fun, activity filled environment. The superior accommodations are walking distance to the lifts and all of Tremblants facilities. The seminar materials distributed will save your company future employee and governmental costs.

Please contact the office for further details if you and/or your associates are interested in attending.

 

 

STATUTORY (PUBLIC) HOLIDAYS

 

A reminder that the following are Public Holidays in Ontario, Thanksgiving, Christmas and Boxing Day. Please note that Remembrance Day, November 11, is not a Public Holiday.

If your employee works any Public Holiday they are entitled to either 2.5 times their regular pay or 1.5 times their regular pay plus a day off with pay.

As mentioned in previous newsletters the new Employment Standards Act forces employers to pay Public Holiday pay to all employees effective upon hiring. There is no three month exemption for new employees. Part time employees receive Public Holiday pay based upon their average daily hours worked. This formula is daily hours worked in the preceding four weeks divided by 20. If your part time employee worked 6 days at 7.5 hours per day in the past four weeks they would be entitled to 2.25 hours of pay for the Public Holiday. Please remember that all employees must work their scheduled hours before and after the Public Holiday in order to earn the pay. For part time employees the scheduled hours may be as much as two weeks before or after the holiday. If they miss working those hours they are not entitled to Public Holiday pay.

VACATION TIME AND PAY

Most employers have difficulty Amanaging@ their employees vacation time and/or vacation pay. The problems regarding this area of employment usually starts with the individual employee, they either ask for vacation time off early or ask for vacation pay without time off.

Once an employer adjusts the vacation schedule (or pay) for an individual employee the vacation timeline or continuity is lost and may never be reconciled. To assist we have outlined the pertinent facts regarding vacation eligibility for full time employees below. Most part time employee=s are paid the 4% requirement on each of their pay cheques which eliminates most vacation/payroll problems.

Full time employee=s are entitled to receive an annual vacation after working for their employer for twelve months. The employee earns a minimum of two weeks vacation after every twelve months of employment. The employer decides when the vacation time will be taken however the vacation must be scheduled no later than ten months after the employee has earned it. This means that an employee who started working on December 1, 2002 might not get their two weeks vacation until September 15, 2004.

Employee=s cannot forego their vacation time without the employers agreement and the approval of the Ministry Of Labour. Employee=s can take their vacation either one week at a time or both weeks together. An employee can ask an employer, in writing, to utilize their vacation in periods of less then one week (individual days). The employer is not obligated to grant the request for shorter vacation periods but must confirm their agreement in writing.

 

SAFETY POLICIES AND PROCEDURES

As mentioned previously we were attempting to develop a generic safety manual for our clients. We have changed our focus and have hired Tom Proctor to prepare the necessary policies and manuals for both Ruffins Pet Centre (the company) and for each individual franchisee.

We are recommending that our clients contact Tom directly to assist in preparing the required documents regarding safety policies and procedures. Tom has provided an article to determine if your company requires assistance in this area. We have included this information on our website at: www.contrenmanagement.com/tomproctor.html

 

Please contact Tom directly at 905 975 7901 for more information.

 

 


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Contren Management Consultants Inc.
109 Industrial Dr., P.O. Box 295
Dunnville, Ontario. Canada N1A 2X5
Tel: (905) 774-2977
Fax: (905) 774-1096

E-mail: info@contrenmanagement.com


Contren Management Consultants Inc. 1999. All Rights Reserved.