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.