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Benefits Of A Healthy Workplace Strategy

anthonycantrell avatar
anthonycantrell
19 diapositives · 237 Views · Jan 04, 2020

Learn about the benefits of implementing a comprehensive attendance management program in your organization, including improved employee health, increased productivity, and reduced financial liabilities. Discover key points and challenges, and get practical tips on where to start building a successful program.

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  1. OASBO Finance: Attendance Management Best Practices Benefits Of A Healthy Workplace Strategy

  2. Sick Leave Changes – Key Changes Benefits of Implementing a Comprehensive Program Where Do You Start: Building a Comprehensive Program Return on Investment/ROI

  3. Sick Leave Changes • New sick leave program introduced in September 1, 2012 • 11 sick days • 120 Short term disability days • 2014/2015 • refresh period introduced (except OECTA) • Through Central bargaining, expanded sick leave definition to include medical appointments.

  4. Central Sick Leave Program Key Points • Through central negotiation some employee groups negotiated specific short term disability forms that is problematic from a case management perspective. • Union Administered Long Term Disability Program (waiting periods extended to expiration of sick leave). This increased costs for school boards.

  5. Benefits of Implementing A Comprehensive Program • The biggest asset your organization has is its people; the biggest asset they have is their health and wellbeing – so it makes good business sense for you to look after it.

  6. Benefits of Implementing A Comprehensive Program • Staff absences impact student learning outcomes. • Absenteeism is a big financial liability for Employers. • To assist with meeting legislation requirements and limit any liability; grievance, human rights complaints

  7. Benefits of Implementing A Comprehensive Program

  8. Where Do You Start: Building a Comprehensive Program • Adequate Resources to managing – Attendance Management, Medical Absence, Return to Work and Wellness initiatives. • HRIS Infrastructure and Support • IT support • Proper communication and reporting capabilities between dispatch, HRIS and Parklane

  9. Where Do You Start: Building a Comprehensive Program • Appropriate funding to support Program needs; EAP, Assisted Devices, Third Party Assessments etc. • Understand your Board’s sick leave program and data trending. • Conduct a gap analysis on your Program.

  10. PDSB Employee Well-Being Healthy Workplace Strategy

  11. Ontario School Boards - Sick Leave Utilization - SBCI

  12. PDSB: Disability Management

  13. PDSB Short Term Disability Trending

  14. Changing Mindset Benefit vs. Entitlement

  15. Health Promotion Attendance Support Program: Update • Operating Procedure HRS# 47 implemented September 1, 2016. The Program presently is working with a number of employees to improve and support regular attendance at work.

  16. Attendance Management - ROI

  17. Sick Day Average – By Employee Group

  18. Sick Leave Data2016-2017

  19. Challenges • These Programs are not well received by Unions/Federations. • You need to have a strong records management systems. (ITS support, reporting capabilities, automation, systems need to be able to speak to each other without manual intervention) • You have to invest in AM/DM staff prior to Programs being implemented. • If you are decentralizing the Attendance Management Program, you need to ensure adequate training is available for Principals/Managers. • Strong Communication Plan for all employees and management. • Clear role clarity with respect to ‘position of control/decision making authority’ within the HR teams.