Announcing the Progressive Employers of Canada List

Working moms across Canada are applauding the “mom-friendly” employers selected for the inaugural 2009 Progressive Employers of Canada List. The list, featuring diverse companies from a variety of industries, recognizes employers that offer flexibility, supportive leadership and progressive programs for working parents and their families.

Connect Moms, momcafé and Lisa Martin International (founder of the Briefcase Moms Program), initiated the 2009 Progressive Employers of Canada List after conducting a nationwide survey last year asking moms what they were looking for in a workplace of choice. We are very pleased to be able to announce the list for 2009.

The Progressive Employers of Canada List is unique as the criteria selection was designed and developed by working moms across Canada via surveys and an open nomination process instead of a closed executive judicial committee like many other employer lists. Detailed corporate profiles highlighting each company’s progressive work environment are available in our top employers section.

Making the Move to a Family Friendly Work Life by Michelle Vandepol

When we struggling along in the current job situation we have, even though on some level we know it’s not the best for our family, fear can cause us to stay there anyway. Amidst that fear, though we see others working at balanced life/work schedules they love. Why them and not us? It doesn’t have to be that way. You can make the move to change your work life. Whether it’s too much work, not enough pay, and too high of daycare costs or all of the above; taking the steps to make a change might be trickier for a little while as you transition to a new job or restructure your existing one, but then you’ll be glad you did it.

There are plenty of family friendly jobs. Surely there is one for you. The more companies that move in a family friendly direction, the more demand there is from working parents, the more working schedules and flexibility will work for all of us. If you haven’t brought up family friendly work practices with your management, now is the time. Many companies first shift to better serving their parent employees when they are asked to. Coming up with part time positions, working out benefit packages, juggling the schedule for a variety of hours all take effort and time and a company who is running smoothly as is will not likely to be looking to change things up without the idea presented to them as a place for growth.

Looking into getting a better fit for you will take some time. Wondering where you’re going to find it in your already time crunched life? Keep a notebook with you to make notes on the types of hours or job descriptions you’re looking for, fine tune descriptions of your skills for your resume, or sketch out a presentation of how to restructure your current job to give to your boss (once polished, of course). Likely, you’re thinking a lot about the work-life balance as it is. This notebook gives you a place to think it out on paper in a constructive manner.
It’s not uncommon for people to be uncomfortable with asking for something more flexible. Seek out a neighbour or acquaintance with a more forgiving schedule and ask them how they accomplished it. Often just having reassurance and having another set of eyes to look over your proposal will bolster your confidence and get you moving ahead.
Whether it’s by being a family friendly work pioneer at your current place of work or making a move to somewhere it’s already established, there are opportunities for you to make a move that’s better for you and your family. Take the time to check them out.

Biblioteca Inc – Technical Library Consulting

Services or benefits range from:

Personal/life balance coaching

Biblioteca Technical Library Consulting meets these criteria by providing continual access to personal/life balance coaching through ongoing communication to determine need within the team. Biblioteca’s philosophy to “quality of life, fairness of employment and family first” creates a true corporate culture of kinship. Therefore, we are generally able to know what and when we need to actively or passively support our team members to meet their personal/life balance. The very nature and structure of our business allows everyone to work in a low-stress, autonomous, flexible, supportive environment – this alone we believe contributes to a balance of life and we have proven result in the loyalty and dedication of our staff, contractor recruitment through staff reference, an outstanding record of satisfied clients, and sustained growth within our industry. We organize social events for our teams and there is no limit to holiday or off time. Further, we provide peer support and access throughout Canada and without the constraints of a 9 to 5 work day or 5 day week. The Human Resources manager provided information on courses and activities of interest to the team.

Information and access to daycare facilities in your area

Our Human Resources Manager will provide in-depth research and a database of available daycare facilities and coordinate assistance within our team for intermittent and emergency child care solutions, if required.

Access to emergency childcare

While we do not have an established childcare on hand in any city to facilitate emergency child care, Biblioteca staff rarely need emergency childcare because if any urgent situation arises, a Coordinator simply rearranges her schedule and attends to her family first. A call to another Coordinator is made (if something cannot be rescheduled by her) and the substitute coordinator attends to the Client for that day or week or month. We are also very supportive; and with notice another Contractor is always happy to help with childcare – this is part of our commitment to the “Biblioteca Family Philosophy”.

Gradual re-entry after maternity leave

Everyone working with Biblioteca makes a choice regarding when they work, how many hours, which hours they will work and works part of their contract out of a home office. Therefore returning from Maternity leave and gradual re-entry into the stream is comfortable, supported and self-directed. If someone, finds that they need more time at home with the kids, then they are encouraged to do so and we try to support this effort by finding more projects or tasks which can be done at home until they choose to return.

Flex-time

Biblioteca fully supports all staff having flex-time, everyone is able to use flex time at their discretion – there are no restrictions.

Part-time or contract positions

This is the only type of employment Biblioteca offers – Part time and/or Contract work; hence this is very attractive to moms and parents as a whole.

Job cooperatives / job sharing

Biblioteca meets this criterion because our Contractors are all interdependent – through constant communication; we are notified of anyone needing time off or assistance with their clientele. If someone needs vacation time, sick time, to work reduced hours or just to take a break for whatever reason, another person fills in until that Contractor is able to return to their regular schedule or job-sharing is organized indefinitely. Further, if anyone requires help to meet contractual obligations, then another team member is provided to assist them until that help is not longer required. We also support each other by being available for telephone calls or e-mails outside of regular business hours. Because our work schedules are non-traditional (generally) and we maintain home offices, someone is always available to provide support or assistance even at 10pm.

Self-directed work schedules

This is probably the most significant and definitely one of the most alluring aspects of this company – every person working with Biblioteca Technical Library Consulting is able to create an individualized work schedule, this is totally flexible and allows for most of us moms to work around family schedules and commitments without the added stress of having someone else to authorize that schedule. Contractors are required to maintain the Client contract and meet those obligations but can do so within their own schedule. For instance, one contractor may choose to work only mornings or from 10am to 2pm daily or three times a week or what ever fits her life.

Ability to work from home

A portion of our work is completed from home every month and each Contractor maintains a home office, this work is also done according to their individualized schedule.

Updating Your Resume When Time Is Tight by Michelle Vandepol

Finding the time to update your resume when time is tight is tricky. Not to mention getting it all together in time to apply before the job deadline closes. You know it needs to be a priority if you are to move ahead, but you’re already exhausted. The good news is that there are other mothers that have tackled the same obstacles and have moved on to their dream positions. Here two of them share how you can do it too.
Pay attention to the important stuff. Note characteristics you want in a job. Highlight potential positions and the perks you want when you’re job searching, no matter how casually.
Even if you are not feeling ready to apply just yet, look for opportunities to do the things you want to show up on your resume. To get an idea of the skill set to work on, look at the listings of the positions you want. At your current job, take advantage of workshops, on the job training, and involvement in projects showing advancement initiative.
On a practical level, keep your updated resume in a safe place (including multiple back up copies) so you don’t have to go from scratch every time you have something new to add. Look up resume templates online or in a library resource book to properly format yours if it’s been a while. You want to look current.
Having a ready current resume also serves as job security. At review time, your accomplishments will be fresh in your mind. It also serves as a non-monetary emergency fund. Having an updated resume ready to go means in the event that you get served a pink slip, you can be job searching that same day or the next. Saved time is saved money, after all.
Whether looking to advance at your current workplace or interviewing for a new position outside of it, the horn blowing skill is the same and you need to get comfortable with it.
“Be a salesperson for yourself,” says Ett Vandebeek, a mother of two who works as an office administrator. Even if deep down you doubt your abilities, remind yourself that everyone feels inadequate sometimes and overcoming self-doubt is an important part of achieving success.
“What’s the worst that can happen?” she asks. There will be more jobs to apply for and other opportunities to inquire about. Asking the question of yourself means taking the fear of failure out of the equation.
“If you have a dream, you can do it,” she says, speaking from personal experience. Her recent transition from an assembly line position at a manufacturing plant to a different kind of challenge, as an administrative assistant in a high profile office; serves as an example of a large change in job description, one she had to convince herself she was ready for. She says the key to getting in the right mindset for applying and interviewing for the job you really want is picturing yourself already in it.
Visualization works for moving within your company as well. Jessica Murdy is a mother of three who recently made the transition from reporter to editor.
“See yourself doing what you want to do,” she recommends. Noting the steps that you will need to take to move into a new position whether it is for the schedule, pay, recognition, or challenge; means that the transition will occur naturally. You will find yourself subconsciously taking the steps you’ve planned even if you tucked the to-do list away.
Murdy traces her investment into her dream position back almost a decade. She started as an arts feature writer coming into the newspaper office two days a week on production days. She worked at that position for 2 years, then took a scant 11 weeks maternity leave (she confesses she was worried about job security), and came back to the position for approximately 6 more months.
9-11 and a coinciding vacation made her rethink her priorities for her family and she found herself craving more family time. She quit her job and it was almost another two, and another child, before she found herself reapplying to the same paper. This time, with a new editor at the helm, they built a position for her to do at home, one day a week. She did this position for several years, quitting shortly before another editor transition and then rehiring with the next.
This time she was offered four days a week in office. She weighed her daycare options and decided that it was time to make her next move. Her youngest was months away from being in kindergarten and only needing part-time daycare. She credits her flexibility with opening the door to her new position, something she recommends.
“Stay open and flexible,” she says. You will have more options that you would have come up with on your own. She also says that giving more than expected is what will build the stage for future advancement. When she was finished her responsibilities, she took on others with a management perspective on what needed to be done. That is what got noticed in the end, she says. A year into the 4 day a week position, she asked for more responsibilities and that move gave her the skill set for her current move into the editor’s chair at a sister paper.
Both of these working mothers spent time building their skill sets and looking for new positions which would be better fits for them and their families. They surrounded themselves with supportive people and went ahead and did what needed to be done. Their stories are inspiring but not unusual. They could be yours as well.

Catholic Children’s Aid Society of Toronto – Progressive Employers List of Canada

We are pleased to be able to feature the Catholic Children’s Aid Society of Toronto on the Progressive Employers of Canada List.

For many years, the Catholic Children’s Aid Society of Toronto (CCAS) has been working towards promoting and sustaining a workplace culture and practices that support wellness and work life balance of all individuals working within the Society. We recognized that this would positively impact on all staff. Our priority is people. We accept that “strengthening family life” includes strengthening our own families and communities. We strive to support work and life harmony for all staff, foster caregivers and volunteers.

To support these objectives, CCAS has instituted numerous programs, initiatives and benefits to assist employees, including:

PREGNANCY/PARENTAL LEAVE – TOP UP AND LEAVE EXTENSIONS:
(a) Pregnancy/Parental/Adoption Leave Top-up (to 70% of salary) for males or females receiving Employment Insurance Benefits for up to 29 weeks (increasing to 30 weeks in 2010).
(b) Supplementary unpaid leave of 52 weeks is available upon request. In addition, a further 52 weeks of leave for Parental/adoption purposes can be applied for, providing the opportunity for employees to take up to 3 years of parental/adoption leave from the agency.
(c) In addition, pregnant employees are entitled to attend pregnancy appointments monthly

TIME OFF AND FLEXIBLE HOURS
Staff are provided with ample respite time to allow time for rest, relaxation, reflection & personal time. This time off includes:
(a) Vacation
Vacation increases by 1 day per year after 10 years to a max of 6 weeks as follows: 1-10 years 20 days
• 11 years 21 days 16 years 26 days
• 12 years 22 days 17 years 27 days
• 13 years 23 days 18 years 28 days
• 14 years 24 days 19 years 29 days
• 15 years 25 days 20 years 30 days

(b) Statutory and Other Paid Holidays
Employees receive twelve statutory holidays per year, including Easter Monday, Remembrance Day and Family Day.

(c) Additional Annual Days Off:
Employees receive annually a personal absence day and a Christmas floater day.

(d) Family Leave
Family Leave was introduced in 1988 and is precedent-setting for child welfare. These leaves are increasingly being used for employees who are dealing with eldercare issues. Employees receive up to 8 days leave per calendar year for the purpose of attending to “matters” associated with a close family member after the completion of the probationary period. Family in this context means spouse, parent, or significant others.
The leave can be used for:
• Unpredictable family health emergencies where alternative arrangements cannot reasonably be made – elder care or child care.
• Unpredictable “family care arrangement” emergencies where alternative arrangements cannot reasonably be made – elder care or child care.
• Scheduled appointments for family health matters where the appointment could not be reasonably made outside of normal hours of work.
• The birth, adoption of a child or after a child comes into the custody or care of a parent/grandparent
• Leave of Absence – After 5 years’ employment and thereafter, every 5 years, upon request, employees are granted up to one year’s leave of absence without pay.

(e) Flex-Time and Flexible Hours
Voluntary 2-Week Flex Plan: Employees may work extended daily hours, taking into consideration service requirements, for the purpose of earning and banking sufficient credits to allow 1 paid day off in every 10 working days. In 2007, 197 staff signed on for the 2-Week Flex Plan.
In addition to the above-noted Flex Plan, the agency endeavours where the job permits, to offer employees flexibility regarding their daily hours, allowing employees to start slightly earlier or later than the standard 9-5 routine. This is particularly beneficial to parents who may need to drop off or pick up their children at specified times.

(f) Job Shares
Job Shares may be initiated at the request of 2 employees who wish to work the equivalent of one full-time job, each working less than full-time hours. Both employees are accountable for the overall achievement of the required position’s objectives. This program has been particular helpful to new mothers.

(g) Part-Time Employment

Part-time employment – currently, there are 61 part-time staff, the majority of whom are women.
(h) Compassionate Care Leave & Top-Up
Compassionate Care Leave & Top-Up to attend to gravely ill or dying child, spouse or parent; 70% of salary for up to 8 weeks.
(i) Sick Leave
Sick Leave provides salary replacement for up to: 100 days for employees who have completed a minimum of 3 months continuous service
(j) Other Leaves/Time Off
• Long Term Disability Insurance provides coverage at 66 2/3% pay after 150 calendar days (equal to 100 working days) of continuous illness.
• Bereavement Leave – up to 5 paid days to grieve the death of a family member (husband, wife, brother-in-law, sister-in-law, child or parent, brother, sister, aunt, uncle, niece, nephew, cousin, mother-in-law, father-in-law, grandparents, grandchildren including significant others). Additional unpaid leave if needed.
• Employee funded leave – may elect to self-fund a one-year leave of absence under this leave provision. Employees who are retiring can use this plan to phase themselves into retirement.
• Medical appointments for employee – 3.5 hours paid per month
• Voluntary leave days – 15 days per year upon request; payroll deductions spread throughout the year. Some staff use these days for pre-retirement planning.
• Long Service Recognition — For long service staff, a Recognition of Long Service Leave is provided (in addition to normal vacation entitlement) in the calendar year in which they have completed: 20 years of service – 1 week; 25 years of service – 2 weeks; 30 years of service – 3 weeks; 35 years of service – 4 weeks; 40 years of service – 5 weeks.

BENEFIT PLAN
Health Benefits
Effective April 1, 2009, the Society pays for 100% of the Group Life, ADD, Health and Dental Premiums
• Medical travel insurance – Discount rates for staff over 10 years of service through membership in the OPS Quarter Century Club
• In 2004 the Society introduced Cataclysmic drug coverage. We purposely enhanced the drug plan to coverage for diseases, which often are more associated with individuals who are over 50 years. These drugs are often referred to as cataclysmic drugs.
After $5000 in eligible expenses is incurred, reimbursement increases to 100%.
• Hearing Aids – $700 every 2 years (includes batteries).
• Vision Care/Laser Surgery – $500 – every two years for adults or every twelve (12) months where there has been a change in prescription and every year for each child.
• Basic dental at 100% co-insurance and crowns and/or orthodontic at 60% to an annual maximum up to $2,300.
Our health plan also provides for alternative treatment and covers other Para medical practitioners which employees, their spouses and dependants can use including Homeopathy, Physiotherapy, Massage therapy, Chiropractor, Osteopathy, Podiatrist, Acupuncture, Naturopathy, Speech therapy, Nutrition planning & Home care. Employees are eligible for up to $800 annually. There is no annual limit on the number of different paramedical services an employee can access in any given year.
• Life Insurance – 2.5x salary
• Supplementary Life Insurance
• Accidental Insurance

OTHER BENEFITS:
(a) Fitness Club Membership
• GoodLife Fitness or Extreme Fitness Group rate covers employee, spouse & children Corporate discount – 30-40%. Paid through bi-weekly payroll deductions
(b) OMERS Pension
• OMERS Pension – The Ontario Municipal Employee Retirement System (OMERS) provides pension upon retirement as well as disability and survivor benefits.
(c) Group RRSP
• The Society sponsored Group RRSP provides employees with the opportunity to supplement their retirement income and save taxes at the same time. Contributions are fully portable.

INFORMATION AND ACCESS TO DAYCARE FACILITIES

Information and access to daycare facilities is readily available at CCAS, however, due to the agency having staff working from several branches in different locations, an onsite daycare has not been a viable option.

ANNUAL RECOGNITION EVENT
Staff and retirees are honoured at an Annual Recognition Event. It is recognized that the effectiveness of service provided to children and families served by the staff of the Society is the direct result of the dedication and varied skills of staff members at all levels. It is the policy of the Society to formally acknowledge those members of staff whose personal contribution extends over many years. The Society hosts an annual recognition dinner with awards for service at 5 years, 10 years, 15 years, 20 years, 25 years, 30 years, 35 years, 40 years and new retirees. Retirees are invited to return to the agency and celebrate with staff.

LUNCH & LEARN SERIES
The lunch & learn series is part of CCAS’s wellness promotion strategy. Employees are invited to attend and have their lunch in a relaxed atmosphere during a series of health and wellness presentations. The topics are designed to reflect the types of wellness concerns employees might experience at different times of the year.

CELEBRATIONS AND SOCIAL EVENTS:
The Society also supports a number of celebrations & social events some of which include Staff Children’s Christmas Party, Christmas Potluck Lunch, Annual Long Service Recognition Dinner, Christmas door decorating competition between departments, Annual Admin Staff Day Away, Annual Supervisors Day Away, Branch Christmas Baskets to Staff From Senior Executive, Wellness Fair 2004, Administrative Professionals Day, Promotion of Health & Safety Week, Participation in 20 Minute Toronto Makeover, Weekly Advent and Lent Reflection in the Lobby, Scholarship Event for Youth in Care, Foster Caregivers Recognition Event, Volunteer Recognition Event, Multi-cultural potluck lunch, Branch-based staff picnics, Branch-based baseball and volleyball teams and fitness classes at some locations.

TRAINING AND EDUCATION
CCAS subsidizes 100% of tuition for courses directly related to work. Employees submit requests for work related training and workshops and if appropriate, approval is given and fees are paid. In addition, employees get the required time off work for other approved courses – up to 3.5 hours per week.