PARTICIPANT’S DISCOUNT

Participants are usually anxious to receive a copy of the results as soon as they are available. Towards that end, most participants pre-order copies of the survey. In appreciation of your participation, we are offering a discount of $150.00 per book, on all orders that accompany a completed questionnaire. Instead of purchasing for $525.00, you may pre-order at the low rate of $375.00 per survey.

We are offering an additional $55.00 discount to participants that wish to purchase both surveys for a total savings of $205.00. Receive both surveys for only $695.00 (plus HST and S&H).

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Section 1 - PARTICIPANT PROFILE

1.1.

Please provide us with your contact information

Name:	*
Title:
Organization:	*
Address:	*
City/Town:	*
Province/State:	*
Country:
Postal Code/Zip Code:	*
Phone:	*
Email:	*

1.2.

Please indicate location of participating establishment. If you have more than one location, please indicate primary location here and all additional locations in question 1.3. *

For detailed geographic description, click here.

	Eastern Ontario
	Toronto
	York/Durham Region
	Peel Region
	Greater Golden Horseshoe
	Mid-Western Ontario
	Southern Ontario
	Northern Ontario
	Not Sure

1.3.

Please provide all additional locations of your organization, if any.

Check all that apply.

	Eastern Ontario
	Toronto
	York/Durham Region
	Peel Region
	Greater Golden Horseshoe
	Mid-Western Ontario
	Southern Ontario
	Northern Ontario

1.4.

Total number of all employees at participating establishment(s): *

	1-100 Employees
	101-200 Employees
	201-300 Employees
	301-400 Employees
	Over 400 Employees

1.5.

Does a union represent any hourly employees? *

Yes	No

1.6.

Type of Industry: *

	Automotive Parts/Assembly
	Fabricated Metal Products and Manufacturing (except Automotive Parts/Assembly)
	All Other Manufacturing - Durable Goods
	All Other Manufacturing - Non-Durable Goods
	Transportation, Logistics, Warehousing or Distribution
	Wholesale/Retail
	For Profit Services
	Public Administration/Not-for-Profit Services
	Other

Section 2 - COMPANY STANDARDS AND PRACTICES

2.1.	ANNUAL INCREASES - Average percentage increase to wages in past 12 months (to September 1, 2010):
	Please answer in a percentage. Please indicate a freeze by entering '0'. Please indicate a decrease by using a negative number.

2.2.	PROJECTED ANNUAL INCREASES - Projected percentage increase to wages in next 12 months (through September 1, 2011):
	Please answer in a percentage. Please indicate a freeze by entering '0'. Please indicate a decrease by using a negative number.

2.3.

JOB VALUATIONS: Is formal job evaluation system used to evaluate hourly jobs?

Yes	No

2.4.

If 'yes', indicate type of system used:

	Point Factor Plan
	Job Ranking Method
	C.W.S. (Co-op. Wage Study)
	Other

2.5.

Is job evaluation administered by?

	Management Exclusively
	Joint Employee-Management Committee
	Varies

2.6.

PERFORMANCE APPRAISALS: Does your organization conduct formal performance appraisals?

Yes	No

2.7.

Indicate frequency of appraisals:

Quarterly	Semi-Annually
Annually	Other

2.8.

PROBATIONARY PERIODS: Length of probationary period?

	3 months or less
	Between 3 to 6 months
	Varies from job to job
	Other basis
	No probationary period

2.9.

Is there an automatic wage increase upon completion of probationary period?

Yes	No

2.10.

SUPPLEMENTAL COMPENSATION: Do any hourly-paid positions qualify for supplemental compensation by way of the following?

(Check all that apply).

Profit Sharing Plan	Stock Purchase Plan
Piecework Incentives	Other Productivity Incentives
Other Supplemental Compensation	Pay-for-knowledge/Skill-based pay
Gain Sharing	Attendance Incentives
Employee Saving Plan	Not Applicable

2.11.

LEAD HAND/TEAM LEADER PREMIUMS: Please express as an hourly rate OR as a percentage.

Lead hands/team leaders receive premium as a Hourly Rate is: (if applicable):
Lead hands/team leaders receive premium as a Percentage is: (if applicable):

2.12.

SHIFT PREMIUMS: Please express as an hourly rate OR as a percentage.

	Premium as a Hourly Rate	Premium as a Percentage
Shift premium for 8 hour afternoon/second shift is: (if applicable)
Shift premium for 8 hour night/third shift is: (if applicable)
Shift premium for 12 hour day/first shift is: (if applicable)
Shift premium for 12 hour night/second shift is: (if applicable)

2.13.

HOURS OF WORK: Number of hours of work in regular work week?

	35.0
	37.5
	40.0
	42.0
	44.0
	Other/Varies

2.14.

Number of hours of work in a regular work day?

	7.0
	7.5
	8.0
	10.0
	12.0
	Other/Varies

2.15.

Does all/part of the company operate on a continuous basis?

Yes	No

2.16.

Do most hourly paid employees work 8-hour shifts?

Yes	No

2.17.

Do most hourly paid employees work 12-hour shifts?

Yes	No

2.18.

BREAKS: Length of meal break?

	30 Minutes
	45 Minutes
	60 Minutes
	Other/Varies

2.19.

Paid meal break?

Yes	No

2.20.

Are regularly scheduled rest breaks provided?

Yes	No

2.21.

If 'yes', indicate number of break(s):

	1 per day
	2 per day
	Other/No restriction

2.22.

Indicate length of break(s):

	10 Minutes
	15 Minutes
	Varies/No restriction

2.23.

Do you allow unscheduled cigarette breaks for employees in addition to any scheduled breaks?

Yes	No

2.24.

Is there a limit on?

Check all that apply.

	Number of cigarette breaks?
	Length of cigarette breaks?

2.25.

OVERTIME PREMIUMS: Are overtime premiums paid?

Yes	No

2.26.

WEEKLY OVERTIME: Weekly overtime is calculated after?

	Regular weekly hours
	44 hours/week
	Other basis
	Not applicable

2.27.

Compensation for weekly overtime hours is calculated on the basis of?

	Straight time
	Time-and-a-half
	Double time
	Varies

2.28.

Compensation for weekly overtime hours is paid on the basis of:

	Overtime pay
	Lieu time off
	Combination of pay and time off

2.29.

If 'combination of pay and time off', choice is at?

	Employee's discretion
	Management's discretion
	Varies

2.30.

DAILY OVERTIME: Daily overtime is calculated after?

	Regular daily hours
	Other basis
	Not applicable

2.31.

Compensation for daily overtime hours is calculated on the basis of?

	Straight time
	Time-and-a-half
	Double time
	Varies

2.32.

Compensation for daily overtime hours is paid on the basis of?

	Overtime pay
	Lieu Time Off
	Combination of Pay and Time Off

2.33.

If 'combination of pay and time off', choice is at?

	Employee's Discretion
	Management's Discretion
	Varies

2.34.

What is the incidence of overtime worked by hourly-paid employees during the last year?

Express as a percentage: the total number overtime hours worked divided by total number regular hours x 100.

	Less than 5%
	5% or more, but less than 10%
	10% or more, but less than 15%
	15% or more, but less than 20%
	20% or more

2.35.

OVERTIME AVERAGING: Has your organization obtained formal approval from the Ministry of Labour to use the overtime averaging methodology?

Under the Employment Standards Act, 2000, employees may agree, in writing, to having their overtime entitlements determined using an 'overtime averaging' methodology (i.e., using a period of longer than one (1) week for the purpose of determining overtime hours worked). However, the employer must apply for and obtain formal approval from the Ministry of Labour to use this 'overtime averaging' methodology.

	Yes
	No, but we are considering it
	No/Not applicable - This averaging method is not used determine overtime entitlements

2.36.

If 'yes', over what period do you average hours worked?

	2 Weeks
	3 Weeks
	4 Weeks
	Other

2.37.

STAND-BY PAY: Is standby pay provided to hourly employees who are required to make themselves available during off-duty hours?

	Yes
	No
	Not Applicable

2.38.

If 'yes', standby pay per day/shift is?

	$1-10
	$11-20
	$21-30
	$31-40
	$41-50
	More than $50
	Other

2.39.

CALL BACK PAY: Is call-back pay provided when an employee is recalled to work during off-duty hours?

	Yes
	No
	Not Applicable

2.40.

If 'yes', minimum guaranteed call-back pay is?

Choose the answer that best reflects your policy. Please choose one only.

	Less than 3 hours
	3 hours
	4 hours
	More than 4 hours
	Regular rate of pay
	Time-and-a-half
	Other

2.41.

Is travel time to/from work included in the calculation?

Yes	No

2.42.

BEREAVEMENT LEAVE: Is paid bereavement leave granted to employees?

Yes	No

2.43.

If 'yes', number of days granted?

	One day
	Two days
	Three days
	Five days or more
	Varies depending on familial relationship to the deceased

2.44.

Waiting period to participate?

	None
	Less than 3 months
	3 months
	More than 3 months
	Upon completion of probationary period
	Other

2.45.

Is attendance at the funeral required to qualify for leave?

Yes	No

2.46.

Does your policy extend to include?

Check all that apply.

	Common-law relationships
	Same-sex relationships

2.47.

VACATION PAY: Three weeks vacation after?

	Less than 3 years
	3 years, but less than 5
	5 years
	More than 5 years

2.48.

Four weeks vacation after?

	Less than 10 years
	10 years
	11 years, but less than 13
	13 years, but less than 15
	15 years or more

2.49.

Five weeks vacation after?

	Less than 15 years
	15 years, but less than 20
	20 years
	21 years, but less than 25
	25 years or more

2.50.

Six weeks vacation after?

	Less than 25 years
	25 years
	26 years, but less than 30
	30 years or more

2.51.

PUBLIC HOLIDAYS: Number of paid holidays including 'floaters'?

Nine	Ten
Eleven	Twelve
Thirteen	Fourteen
Fifteen or more	Other

2.52.

How does your organization observe Non-Christian holidays?

	Paid time off granted for specific Non-Christian observances
	Unpaid time off granted for specific Non-Christian observances
	Employees are accommodated on an individual basis
	Employees may use other types of leave at their discretion
	No specific policy or practice at the present time

2.53.

When does your organization plan to observe the July 1, 2011, Canada Day holiday?

	Friday July 1, 2011
	Monday July 4, 2011
	An alternate day
	Don't know yet

2.54.

Does your organization provide any additional paid holidays, such as the following?

Choose all that apply

	Employee's Birthday
	Mental Health Day
	Other

2.55.

FLEXIBLE BENEFITS: Are hourly-paid employees entitled to select benefits from a 'Cafeteria-Style' benefits package?

Yes	No

2.56.

If 'yes', check all that apply.

	Employer funds select core benefits
	Unused dollars can be applied to other options, e.g,, RRSPs, etc.
	Employees provided with specified dollar amount or spending account with which to purchase chosen benefits

2.57.

Are employees entitled to co-ordinate benefits between working spouses to maximize coverage?

Yes	No

Section 3 - EXTENDED HEALTH CARE PLANS

Extended Health Care Plans typically include prescription drugs, vision care and hearing care options.

3.1.

Are employees covered by an extended health care plan?

Yes	No

3.2.

Indicate name of insurance carrier:

Great West Life	Standard Life
Manulife	Sun Life
Canada Life	Claimsecure
Empire Life	Industrial Alliance
Liberty Health	Equitable
Metropolitan Life	Green Shield
Desjardins	RWAM
Other

3.3.

Waiting period to participate?

	None
	Less than 3 months
	3 months
	4-5 months
	6 months
	More than 6 months
	Other

3.4.

How often does your organization review plan?

	Annually
	Semi-annually
	Quarterly
	Varies

3.5.

When your organization last reviewed the plan, did your organization?

	Enhance plan
	Reduce plan
	Make no change

3.6.

Employer's contribution to premium cost is?

Please check closest percentage.

	Less than 50%
	50%
	75%
	80%
	90%
	100%

3.7.

Does plan have a deductible?

Yes	No

3.8.

Deductibe for single coverage:

	Less than $10
	$10-$20
	$21-$30
	$31-$50
	$51-$100
	$101 or more

3.9.

Deductibe for family coverage:

	Less than $10
	$10-$20
	$21-$30
	$31-$50
	$51-$100
	$101 or more

3.10.

Deductible applies to?

Please choose all that apply.

	Prescription Drug Option
	Vision Care Option
	Hearing Care Option

3.11.

Is benefit based on co-insurance?

Yes	No

3.12.

If 'yes', indicate what percentage of claim is paid by plan:

Please check to closest percentage.

	Less than 50%
	50%
	75%
	80%
	90%
	100%

3.13.

Does your plan have a global maximum that applies to all plan options, e.g., Prescription Drug Option, Vision Care Option etc….?

Yes	No

3.14.

If 'yes', state maximum:

	Under $10,000
	$10,000-$25,000
	$25,001-$50,000
	$50,001-$100,000
	$100,001-$250,000
	$250,001-$1,000,000
	More than $1,000,000

3.15.

If 'yes', maximum is?

	Yearly
	2 years
	3 years
	4 years
	5 years
	Lifetime

3.16.

PRESCRIPTION DRUG OPTIONS: Is coverage provided?

Yes	No

3.17.

If 'yes', state percentage of claim paid:

	Less than 50%
	50%
	75%
	80%
	90%
	100%

3.18.

Is there a maximum on total benefit paid?

Yes	No

3.19.

If 'yes', state maximum:

	Under $2,000
	$2,000-$10,000
	$10,001-$25,000
	$25,001-$50,000
	$50,001-$100,000
	Over $100,000

3.20.

If 'yes', maximum is?

	Yearly
	2 years
	3 years
	4 years
	5 years
	Lifetime

3.21.

Is drug card provided?

Yes	No

3.22.

VISION CARE OPTION: Is coverage provided?

Yes	No

3.23.

If 'yes', state percentage of claim paid:

	Less than 50%
	50%
	75%
	80%
	90%
	100%

3.24.

Does plan cover eye examination?

Yes	No

3.25.

If 'yes', how often?

	Once every 2 years
	Once every year
	Other

3.26.

Is there a maximum on total benefit paid?

Yes	No

3.27.

If 'yes', state maximum:

	$100 or under
	$101-$125
	$126-$150
	$151-$200
	More than $200

3.28.

If 'yes', maximum is?

	Yearly
	2 years
	3 years
	4 years
	5 years
	Lifetime

3.29.

Does coverage include prescription contact lenses?

Yes	No

3.30.

HEARING CARE OPTION: Is coverage provided?

Yes	No

3.31.

If 'yes', state percentage of claim paid:

	Less than 50%
	50%
	75%
	80%
	90%
	100%

3.32.

Is there a maximum on total benefit paid?

Yes	No

3.33.

If 'yes', state maximum:

	Under $300
	$300
	$301-$499
	$500
	Over $500

3.34.

If 'yes', maximum is?

	Yearly
	2 years
	3 years
	4 years
	5 years
	Lifetime

Section 4 - DENTAL PLANS

4.1.

Are employees covered by a dental plan?

Yes	No

4.2.

Indicate name of insurance carrier:

Great West Life	Standard Life
Manulife	Sun Life
Canada Life	Claimsecure
Empire Life	Industrial Alliance
Liberty Health	Equitable
Metropolitan Life	Green Shield
Desjardins	RWAM
Other

4.3.

Waiting period to participate?

	None
	Less than 3 months
	3 months
	4-5 months
	6 months
	More than 6 months
	Other

4.4.

How often does your organization review plan?

	Annually
	Semi-annually
	Quarterly
	Varies

4.5.

When your organization last reviewed the plan, did your organization?

	Enhance plan
	Reduce plan
	Make no change

4.6.

Employer's contribution to premium cost is?

Please check closest percentage.

	Less than 50%
	50%
	75%
	80%
	90%
	100%

4.7.

Does plan have a deductible?

Yes	No

4.8.

Deductibe for single coverage:

	Less than $10
	$10-$20
	$21-$30
	$31-$50
	$51-$100
	$101 or more

4.9.

Deductibe for family coverage:

	Less than $10
	$10-$20
	$21-$30
	$31-$50
	$51-$100
	$101 or more

4.10.

Ontario Dental Association (ODA) fee schedule used?

	2010
	2009
	2008
	2007
	2006
	2005 or earlier

4.11.

BASIC PREVENTATIVE CARE: Is coverage provided?

Yes	No

4.12.

If 'yes', state percentage of claim paid:

	Less than 50%
	50%
	75%
	80%
	90%
	100%

4.13.

Is there a maximum on total benefit paid?

Yes	No

4.14.

If 'yes', state maximum:

	Under $1000
	$1000-$1499
	$1500-$1999
	$2000-$2499
	$2500 and over

4.15.

If 'yes', maximum is?

	Yearly
	2 years
	3 years
	4 years
	5 years
	Lifetime

4.16.

ORTHODONTIA: Is coverage provided?

Yes	No

4.17.

If 'yes', state percentage of claim paid:

	Less than 50%
	50%
	75%
	80%
	90%
	100%

4.18.

Is there a maximum on total benefit paid?

Yes	No

4.19.

If 'yes', state maximum:

	Under $1000
	$1000-$1499
	$1500-$1999
	$2000-$2499
	$2500 and over

4.20.

If 'yes', maximum is?

	Yearly
	2 years
	3 years
	4 years
	5 years
	Lifetime

4.21.

ENDODONTIC/PERIODONTIC/OTHER SURGICAL SERVICES: Is coverage provided?

Yes	No

4.22.

If 'yes', state percentage of claim paid:

	Less than 50%
	50%
	75%
	80%
	90%
	100%

4.23.

Is there a maximum on total benefit paid?

Yes	No

4.24.

If 'yes', state maximum:

	Under $1000
	$1000-$1499
	$1500-$1999
	$2000-$2499
	$2500 and over

4.25.

If 'yes', maximum is?

	Yearly
	2 years
	3 years
	4 years
	5 years
	Lifetime

4.26.

SUPPLY OF NEW DENTURES: Is coverage provided?

Yes	No

4.27.

If 'yes', state percentage of claim paid:

	Less than 50%
	50%
	75%
	80%
	90%
	100%

4.28.

Is there a maximum on total benefit paid?

Yes	No

4.29.

If 'yes', state maximum:

	Under $1000
	$1000-$1499
	$1500-$1999
	$2000-$2499
	$2500 and over

4.30.

If 'yes', maximum is?

	Yearly
	2 years
	3 years
	4 years
	5 years
	Lifetime

4.31.

MAINTENANCE OF EXISTING DENTURES: Is coverage provided?

Yes	No

4.32.

If 'yes', state percentage of claim paid:

	Less than 50%
	50%
	75%
	80%
	90%
	100%

4.33.

Is there a maximum on total benefit paid?

Yes	No

4.34.

If 'yes', state maximum:

	Under $1000
	$1000-$1499
	$1500-$1999
	$2000-$2499
	$2500 and over

4.35.

If 'yes', maximum is?

	Yearly
	2 years
	3 years
	4 years
	5 years
	Lifetime

4.36.

RESTORATIVE SERVICES (Crowns/Bridges): Is coverage provided?

Yes	No

4.37.

If 'yes', state percentage of claim paid:

	Less than 50%
	50%
	75%
	80%
	90%
	100%

4.38.

Is there a maximum on total benefit paid?

Yes	No

4.39.

If 'yes', state maximum:

	Under $1000
	$1000-$1499
	$1500-$1999
	$2000-$2499
	$2500 and over

4.40.

If 'yes', maximum is?

	Yearly
	2 years
	3 years
	4 years
	5 years
	Lifetime

Section 5 - LEAVE/DISABILITY/PENSION PLANS

5.1.

PAID SICK LEAVE: Are employees granted a fixed allotment of paid sick leave days?

THIS QUESTION ADDRESSES SICK LEAVE GRANTED AND NOT WEEKLY INDEMNITY/STD PLANS WHICH ARE SURVEYED LATER

Yes	No

5.2.

If 'yes', indicate number of days per year:

	4 or less
	5-7
	8-10
	11-15
	16-25
	26 or more

5.3.

If 'yes', is carry-over of unused days permitted?

Yes	No

5.4.

Is there a maximum number of days that can accumulate?

Yes	No

5.5.

If 'yes', maximum accumulation is?

	5 or less
	6-10
	11-30
	31-60
	61-120
	121-240
	241 or more

5.6.

Is a doctor's certificate required?

	After 3 days
	Never
	At Supervisor's discretion
	Always
	Other

5.7.

Can paid sick days be used for 'personal reasons' (e.g., domestic emergencies) or does your organization provide a separate allotment of paid personal days?

	Yes
	No
	No, but seperate personal days are provided

5.8.

WEEKLY INDEMNITY (WI) OR SHORT-TERM DISABILITY (STD) PLANS: Are employees covered by weekly indemnity/STD plans?

Yes	No

5.9.

If 'yes', plan is?

	Underwritten by Insurance Carrier
	Self-Insured

5.10.

Employer's contribution to premium cost is?

Check closest percentage.

	0%
	50%
	75%
	80%
	90%
	100%

5.11.

Indicate waiting period for new employees to participate:

	No waiting period
	2 months
	3 months
	More than 3 months
	Other

5.12.

Amount of benefit as percentage of gross earnings?

Check closest percentage.

	60%
	66 2/3%
	70%
	75%
	100%

5.13.

Weekly maximum benefit payable, if applicable?

	No maximum
	Current EI Maximum
	Varies
	Other

5.14.

Duration of benefit?

	15 weeks
	17 weeks
	26 weeks
	52 weeks
	Other

5.15.

For Accident?

	Not covered
	No wait
	2nd day
	3rd day
	4th day
	5th day
	6th day
	8th day
	More than 10 days

5.16.

For Hospitalization?

	Not covered
	No wait
	2nd day
	3rd day
	4th day
	5th day
	6th day
	8th day
	More than 10 days

5.17.

For Illness?

	Not covered
	No wait
	2nd day
	3rd day
	4th day
	5th day
	6th day
	8th day
	More than 10 days

5.18.

LONG-TERM DISABILITY PLANS: Are hourly-paid employees covered by a Long-Term Disability plan?

Yes	No

5.19.

If 'yes', employer's contribution to premium cost is?

Check closest percentage.

	0%
	50%
	75%
	80%
	90%
	100%

5.20.

Indicate waiting period for new employees to qualify for coverage under plan:

	No waiting period
	Less than 3 months
	3 months
	6 months
	12 months
	Other

5.21.

Amount of benefit as percentage of gross earnings?

Check closest percentage.

	Depends on job or service
	Less than 60%
	60%
	66 2/3%
	70 - 75%
	100%

5.22.

Is there a cap on the monthly benefit payable?

Yes	No

5.23.

Duration of benefit:

	1 Year
	2 Years
	More than 2 years
	Until recovery, death or retirement

5.24.

Period of disability required before Long-Term Disability payments commence:

	15 Weeks
	17 Weeks
	26 Weeks
	More than 26 weeks
	Other

5.25.

Which of the following benefits are maintained during LTD?

Check all that apply.

	Extended Health Care
	Dental Benefits
	Life Insurance
	Accidental Death & Dismemberment

5.26.

GROUP LIFE INSURANCE: Are hourly-paid employees covered through a group life insurance plan?

Yes	No

5.27.

If 'yes', employer's contribution to premium cost is? (Check closest percentage).

	0%
	50%
	75%
	80%
	90%
	100%

5.28.

Indicate waiting period to participate:

	No waiting period
	Less than 3 months
	3 months
	4-5 months
	6 months
	More than 6 months
	Other

5.29.

Indicate benefit amount as a multiple of annual earnings:

Please choose answer that best reflects the amount of benefit.

	One times
	One-and-a-half times
	Two times
	Two-and-a-half times
	Three times
	Under $20,000
	$20,000 - $40,000
	Over $40,000
	Other

5.30.

Does plan offer optional life insurance?

Yes	No

5.31.

Can employees purchase additional coverage at group/preferential rates?

Yes	No

5.32.

ACCIDENTAL DEATH & DISMEMBERMENT: Are hourly-paid employees covered through an accidental death & dismemberment plan?

Yes	No

5.33.

If 'yes', employer's contribution to premium cost is? (Check closest percentage).

	0%
	50%
	75%
	80%
	90%
	100%

5.34.

Indicate waiting period to participate:

	No waiting period
	Less than 3 months
	3 months
	4-5 months
	6 months
	More than 6 months
	Other

5.35.

Indicate benefit amount as a multiple of annual earnings:

Please choose answer that best relects the benefit amount

	One times
	One-and-a-half times
	Two times
	Two-and-a-half times
	Three times
	Under $20,000
	$20,000 - $40,000
	Over $40,000
	Other

5.36.

Does plan offer optional AD&D?

Yes	No

5.37.

Can employees purchase additional coverage at group/preferential rates?

Yes	No

5.38.

PENSION PLANS: Are hourly-paid employees eligible to participate in an employer-sponsored pension plan?

Yes	No

5.39.

Waiting period for new employees to participate is?

	No Wait
	Less than 3 months
	3 months
	6 months
	12 months
	24 months

5.40.

Indicate type of plan:

Check all that apply.

	Defined benefit
	Defined contribution (e.g., money purchase)
	Group RRSP

5.41.

DEFINED BENEFIT PLAN: Is plan?

	Contributory
	Non -contributory

5.42.

Is plan indexed to the Consumer Price Index or other measure of inflation?

Yes	No

5.43.

Defined benefit pension plan formula is based on?

	Flat benefit
	Career average/Best years average
	Final earnings average
	Other type of pension benefit formula

5.44.

Employee contributions are integrated with CPP?

Yes	No

5.45.

Employee contributions on earnings up to YMPE?

	Zero
	Less than 1.5%
	1.5%-1.9%
	2.0%-2.4%
	2.5%-2.9%
	3.0%-3.4%
	3.5% -3.9%
	4.0% or more
	Other basis

5.46.

Employee contributions on earnings above YMPE?

	Less than 2.0%
	2.0%-2.9%
	3.0%-3.9%
	4.0%-4.9%
	5.0%-5.9%
	6.0%-6.9%
	7.0% or more
	Other basis

5.47.

DEFINED CONTRIBUTION PLAN: Is plan?

	Contributory
	Non-contributory

5.48.

Is plan indexed to the Consumer Price Index or other measure of inflation?

Yes	No

5.49.

Employer's contributions is?

	1.0%-2.0%
	2.1%-3.0%
	3.1%-4.0%
	4.1%-5.0%
	More than 5.0%
	Other basis

5.50.

If applicable, employee's contributions is?

	Less than 3%
	3.0%-3.9%
	4.0%-4.9%
	5.0%-5.9%
	Contribution Varies
	Other basis

5.51.

GROUP RRSP'S: Is plan?

	Contributory
	Non-contributory

5.52.

Is plan indexed to the Consumer Price Index or other measure of inflation?

Yes	No

5.53.

Is group RRSP plan formula based on a 'Percentage of Earnings' formula?

Yes	No

5.54.

Employer's contributions is?

	Less than 1%
	1.0%-2.0%
	2.1%-3.0%
	3.1%-4.0%
	4.1%-5.0%
	5.1%-6.0%
	6.1%-8.0%
	More than 8.0%
	Other basis

5.55.

Employee's contributions is?

	Less than 1%
	1.0%-2.0%
	2.1%-3.0%
	3.1%-4.0%
	4.1%-5.0%
	5.1%-6.0%
	6.1%-8.0%
	More than 8.0%
	Other basis

5.56.

BENEFIT COVERAGE FOR REGULAR RETIREES: Which of the following insured benefits are maintained for REGULAR retirees?

'Regular Retirees' are those who retire at the normal age of retirement under your pension plan or retirement policy. Check all that apply.

	Extended Health Care
	Dental Benefits
	Life Insurance
	Accidental Death & Dismemberment

5.57.

BENEFIT COVERAGE FOR EARLY RETIREES: Which of the following insured benefits are maintained for EARLY retirees?

'Early Retirees' are those who opt to take early retirement, i.e., before the normal age of retirement under your pension plan or retirement policy.

	Extended Health Care
	Dental Benefits
	Life Insurance
	Accidental Death & Dismemberment

5.58.

PERSONAL LEAVE OF ABSENCE: Are hourly-paid employees permitted unpaid leave for personal purposes?

	Yes
	No
	Varies with job

5.59.

If 'yes' or 'varies with job', are employee's benefits maintained during the absence?

	Yes
	No
	Only part of leave covered
	Only if employee opts to pay premium cost(s)
	Availability of benefits coverage varies with job

5.60.

Does seniority/service accumulate during leave?

Yes	No

5.61.

Is there a maximum duration for leave of absence?

	Under 10 weeks
	11-26 weeks
	52 weeks
	Other

5.62.

Do employees have right to return to previous position upon expiry of leave?

	Yes
	No
	Varies with job or length of absence
	Return to 'comparable' position only

5.63.

SMOKING POLICY: Details of current smoking policy?

	Smoking banned throughout facility and grounds
	Smoking allowed in designated areas outside of the enclosed workplace

5.64.

Is signage posted relating to your smoking policy?

Yes	No

5.65.

Are any of the following issues giving rise to concern or confusion at your organization?

Choose all that apply.

	Determining exactly what is an 'enclosed workplace'
	Determining whether our outside smoking shelter is permissible
	Enforcing the prohibition in vehicles
	Ensuring ashtrays are removed from the workplace

5.66.

Do you have a 'Quit Smoking' programme?

	Yes, we had one in place before May 31, 2006
	Yes, we've had one put into place since May 31, 2006
	No, but we're looking into one
	No, and no plans for one at this point in time

5.67.

If 'yes', provide the following additional information:

Check all that apply

	Employer has paid all or part of programme costs
	Time off work granted to attend programme

5.68.

EMPLOYEE ASSISTANCE PROGRAMMES: Do hourly employees have access to a professional counseling/EAP service?

Yes	No

5.69.

If 'yes', service is best described as?

	Referrals based on roster of outside professionals only
	Referrals made to contracted EAP provider
	Employer pays for some or all of counseling cost

5.70.

MISCELLANEOUS ALLOWANCES: Is an allowance provided for safety glasses?

	Yes
	No
	Safety glasses provided by company

5.71.	If 'yes', maximum amount per year? (Please annualize)

5.72.

MISCELLANEOUS ALLOWANCES: Is an allowance provided for safety shoes?

	Yes
	No
	Shoes provided by company

5.73.	If 'yes', maximum amount per year? (Please annualize)

5.74.

MISCELLANEOUS ALLOWANCES: Is an allowance provided for tools?

	Yes
	No
	Tools provided by company

5.75.	If 'yes', maximum amount per year? (Please annualize)

5.76.

MISCELLANEOUS ALLOWANCES: Is an allowance provided for work clothes?

	Yes
	No
	Work clothes provided by company

5.77.	If 'yes', maximum amount per year? (Please annualize)

Section 6 - ABSENTEEISM/RECRUITMENT/COMPANY POLICIES

6.1.

ABSENTEEISM: Does your organization use a formal system for measuring time-loss due to absenteeism?

Yes	No

6.2.

If 'yes', absenteeism is measured as?

	Lost time as a percentage of total time available
	Number of days lost per employee
	Other

6.3.

Which of the following categories of absence are included in your organization's measurement of lost time?

Please check all that apply.

	Illness
	Work-related injuries (e.g., WSIB claims)
	'No Reports' (e.g., unauthorized absences)
	Absence for 'personal reasons' (e.g., illness in family, domestic emergency)
	Bereavement
	Disciplinary
	Weather/transportation-related problems
	Other

6.4.

Please indicate current absenteeism rate below:

Choose the answer that best reflects your absenteeism rate.

	Less than 1.0%
	1.1% - 2.0%
	2.1% - 3.0%
	3.1% - 4.0%
	4.1% - 6.0%
	More than 6.0%
	0 - 3 days
	4 - 6 days
	7 - 9 days
	10 - 15 days
	16 or more days

6.5.

The absenteeism rate provided above applies?

	To hourly-paid employees only
	Establishment wide

6.6.

Does your organization currently use some type of absenteeism control program to reduce time lost?

Yes	No

6.7.

Does the Emergency Leave provision of the Employment Standards Act, 2000, (which is applicable to employers that regularly employ 50 or more employees) apply to your organization?

Yes	No

6.8.

If 'yes', approximately how many employees have used this leave during the past year ending September 1, 2009?

	0%
	1% - 10%
	11% - 25%
	26% - 50%
	Over 50%

6.9.

TRAINING: Are hourly employees regularly offered the opportunity to participate in training?

	Yes
	No
	Unsure

6.10.

If 'yes', type of training received?

	Work skills improvement
	Self-improvement (e.g., stress management)
	Workplace policies or practices
	Quality
	Health and Safety
	Other

6.11.

Training is usually conducted where?

	On site
	Off site
	Varies

6.12.

Percentage of hourly employees that have received training in the last 12 months?

Please estimate.

	0%
	1-25%
	26-50%
	51-75%
	76-100%

6.13.

RECRUITMENT: Do you plan to hire new employees this year (September 1, 2010 to August 31, 2011)?

	Yes
	No
	Unsure

6.14.

Do you plan to hire any FULL-TIME/PERMANENT positions and if so, how many?

Please provide an approximate number for each category that applies.

	1-20 employees
	21-40 employees
	41-60 employees
	61-80 employees
	81-100 employees
	101 or more employees

6.15.

Do you plan to hire any FULL-TIME/TEMPORARY positions and if so, how many?

Please provide an approximate number for each category that applies

	1-20 employees
	21-40 employees
	41-60 employees
	61-80 employees
	81-100 employees
	101 or more employees

6.16.

Do you plan to hire any PART-TIME/PERMANENT positions and if so, how many?

Please provide an approximate number for each category that applies.

	1-20 employees
	21-40 employees
	41-60 employees
	61-80 employees
	81-100 employees
	101 or more employees

6.17.

Do you plan to hire any PART-TIME/TEMPORARY positions and if so, how many?

Please provide an approximate number for each category that applies.

	1-20 employees
	21-40 employees
	41-60 employees
	61-80 employees
	81-100 employees
	101 or more employees

6.18.

Your plans for hiring are a result of?

	Attrition
	Employee turnover
	Increased business demand
	Company expansion/expansion into new markets
	Seasonal variation
	Other

6.19.

LAY-OFFS: Do you plan to lay-off any employees this year (September 1, 2010 to August 31, 2011)?

	Yes
	No
	Unsure

6.20.

Do you plan to lay-off any FULL-TIME/PERMANENT positions and if so, how many?

Please provide an approximate number for each category that applies.

	1-20 employees
	21-40 employees
	41-60 employees
	61-80 employees
	81-100 employees
	101 or more employees

6.21.

Do you plan to lay-off any FULL-TIME/TEMPORARY positions and if so, how many?

Please provide an approximate number for each category that applies.

	1-20 employees
	21-40 employees
	41-60 employees
	61-80 employees
	81-100 employees
	101 or more employees

6.22.

Do you plan to lay-off any PART-TIME/PERMANENT positions and if so, how many?

Please provide an approximate number for each category that applies.

	1-20 employees
	21-40 employees
	41-60 employees
	61-80 employees
	81-100 employees
	101 or more employees

6.23.

Do you plan to lay-off any PART-TIME/TEMPORARY positions and if so, how many?

Please provide an approximate number for each category that applies.

	1-20 employees
	21-40 employees
	41-60 employees
	61-80 employees
	81-100 employees
	101 or more employees

6.24.

Your plans for lay-offs are a result of?

	Decreased business demand
	Seasonal variation
	Contracting out
	Downsizing/restructuring of company
	Seasonal variation
	Other

6.25.

AWARDS: Does your organization use award programs to recognize employee accomplishments?

Yes	No

6.26.

If 'yes', please indicate the type of recognition used:

Check all that apply.

	Long service
	Attendance
	Safety/Working accident-free
	Innovation/Suggestion awards
	Sales, output or other performance-based awards
	Employee-of-the-month (or similar concepts)
	Other

6.27.

FLEX-TIME ARRANGEMENTS: Are any of the employees filling jobs covered by this Survey employed under any type of arrangement that allows them to work flexible hours/flexible work schedules?

Yes	No

6.28.

If 'yes', do these arrangements allow the employee to change start/stop times or schedules at his/her discretion or according to pre-determined choices?

	At employee's discretion
	Pre-determined choices of start/stop times
	Other

6.29.

Are there any restrictions (e.g., prerequisites, limitations) placed on the employee's entitlement to work flexible hours?

Yes	No

6.30.

Are these arrangements set out in writing, i.e., in the form of written agreement or an employer policy?

	Written agreement
	Employer policy
	Both written agreement and employer policy
	Oral agreement between management and employee only
	Other

6.31.

Please indicate which categories of employees are covered by flexible hours/work schedule arrangements:

	Clerical
	Administrative
	Lower management
	Mid- to Upper-Management
	Sales/Marketing
	Other

6.32.

HARASSMENT POLICY: Does your organization have policy addressing harassment?

Yes	No

6.33.

If 'yes', please indicate which forms of harassment your policy addresses:

	Racial harassment only
	Both sexual and racial harassment
	All forms of harassment under human rights law
	Other interpersonal forms of harassment not addressed by human rights law

6.34.

Please indicate the scope of your policy:

	Workplace/harassment by employees only
	Outside of the workplace/harassment by non-employees (e.g., customers, suppliers)
	Working hours only
	Outside working hours, if business-related

6.35.

What are the policy features?

	Complaints must be in writing
	Designated contacts for complaints identified
	Deadline for resolving complaints set out
	Use of external investigators provided for

6.36.

Have you ever provided training in support of this policy?

	Yes, for supervisors/managers
	Yes, for employee-at-large
	Yes, for both supervisors/managers and employees-at-large
	No, training not provided to date

6.37.

TURNOVER: Does your organization measure employee turnover?

Yes	No

6.38.	If 'yes', please indicate the current annual turnover rate as a PERCENTAGE at the time of last calculation.

6.39.

What was the above rate based on?

	Turnover among all employees
	Turnover among hourly employees only

6.40.

Compared to this time last year, has turnover in your organization increased or decreased?

	Increased
	Decreased
	No change

6.41.

SKILL TRADE/JOURNEYMAN PREMIUM: Does your organization provide any premium(s) to skilled trades or other jobs?

Yes	No

6.42.

If 'yes', please indicate in the appropriate box below: (i) the eligible job(s) or individual job titles, e.g., 'skilled trades' (ii) any requirements, e.g., must hold particular licence, certificate, etc., and (iii) the premium(s) as an hourly amount, a percentage of regular rate or other methodology.

	JOB/ JOB TITLE	REQUIREMENT(S)	AMOUNT OF PREMIUM
1.
2.
3.
4.

6.43.

DIRECT DEPOSIT PAYROLL SYSTEM: Does your organization use direct deposit payroll system?

	Yes
	No
	Plan to implement the system in the future

6.44.

APPROVAL TO WORK 'EXCESS HOURS' UNDER THE EMPLOYMENT STANDARDS ACT, 2000: Does your organization use written agreements with employees to work hours in excess of the DAILY maximum, i.e., more than 8 hours/day?

'Non-exempt' employees must agree, in writing, to work more than 8 hours/day or 40 hours/week . In addition, employers are expected to apply for, and obtain, formal approval from the Ministry of Labour in order for 'non-exempt' employees to work more than 48 hours/week.

	Yes
	No
	Not applicable

6.45.

Has your organization obtained formal Approval from the Ministry of Labour allowing employees to work hours in excess of the WEEKLY maximum, i.e., more than 48 hours/week?

	Yes
	No
	Not applicable

6.46.

RETIREMENT POLICY: Does your organization have a formal policy/practice to allow for and govern the practice of voluntary retirement, i.e., at a time of the employee's own choosing?

	Yes
	No
	No, but we're planning on developing one

6.47.

If yes, does your policy provide any incentives, monetary or otherwise, to induce employees to voluntarily retire?

Yes	No

6.48.

Are all employees eligible for these incentives or does eligibility vary based on qualifying factors such as age, service or type of job?

	All employees are eligible
	Eligibility varies

6.49.

Are these incentives always available to eligible employees or only made available from time to time?

	Always available
	Only made available from time to time

6.50.

EMERGENCY PLANNING: Has your organization established an emergency planning policy, i.e., to deal with public/declared emergencies?

	Yes
	No
	No, but we are planning to establish such a policy within next 12 months

Section 7 - OCCUPATIONAL WAGE DATA

Please report base wages and salaries only, i.e., do not include incentive, overtime or other premium pay. Whenever there is more than one rate/salary/commission being paid to the same job classification, please provide "weighted averages". To calculate WEIGHTED AVERAGES to determine a wage; total the individual job rates for the particular job classification and divide by the corresponding number of employees. For example:

MATERIAL HANDLER

Employee A is paid $14.00/hr
Employee B is paid $14.00/hr
Employee C is paid $15.00/hr
Employee D is paid $16.00/hr
Employee E is paid $16.00/hr

Total the hourly rate of all employees in the classification and then divide it by the number of employees, i.e., total of all wages is $75.00 divided by 5 (employees). Therefore, the weighted average is $15.00.

Please provide the wage data that best matches the jobs in the survey. If you do pay a job we classify as “hourly” on an salaried basis, we ask that you convert the figure to an hourly wage by dividing it by 52 weeks and then by the number of hours in your organization’s regular work week.

7.1.

Please provide data for as many jobs as your organization has matches for.

FOR RETURNING PARTICIPANTS, PLEASE ENSURE TO CAREFULLY REVIEW THE PRE-LOADED DATA BELOW. THESE NUMBERS REPRESENT YOUR WAGE/SALARY DATA FROM LAST YEAR. PLEASE BE SURE TO UPDATE THE WAGE/SALARY INFORMATION TO REFLECT WHAT IS BEING PAID AS OF SEPTEMBER 1, 2010.

For detailed job description, click here.	Number of Employees in Job Class	Starting Rate (provide where applicable)	Regular Rate (Use base rate)
Assembler - Grade 1
Assembler - Grade 2
Assembler - Grade 3
Assembler - Grade 4
Automotive/Vehicle Mechanic
Batch Person/Batch Mixer/Batcher
Carpenter
Cementing/Gluing Machine Operator
Chemical Reaction Equipment Tender
Conveyor Operator/Tender
Cooking Machine Operation (Food and Beverage)
Crane Operator
Die-Casting Machine Operator
Electrician (Maintenance) - Grade 1
Electrician (Maintenance) - Grade 2
Electronic Repair Technician
Engineering Technician - Electrical - Junior
Engineering Technician - Electrical - Senior
Engineering Technologist - Electrical - Junior
Engineering Technologist - Electrical - Senior
Engineering Technician - Chemical - Junior
Engineering Technician - Chemical - Senior
Engineering Technologist - Chemical - Junior
Engineering Technologist - Chemical - Senior
Extruder Operator
Factory Clerk
Filling Machine Operator
Floater
Forging Machine Operator
Fork Lift Truck Operator
Furnace, Kiln, Oven, or Dryer Operator
General Labourer/Utility Worker (Inside)
General Maintenance Worker - Grade 1
General Maintenance Worker - Grade 2
Grinder - Surface
Heat Treat Operator
Injection Moulding Machine Operator
Instrument/Calibration Technician
Inventory Control Clerk
Janitor
Lathe Operator - CNC
Lead Hand/Team Leader
Machine & Bench Operator - Misc
Machine Operator - NC/CNC - Grade 1
Machine Operator - NC/CNC - Grade 2
Machine & Tooling Inspector
Machinist, Production - Grade 1
Machinist, Production - Grade 2
Maintenance Machinist - Grade 1
Maintenance Machinist - Grade 2
Maintenance Machinist - Grade 3
Material Handler
Metalworking Machine Operator
Millwright - Grade 1
Millwright - Grade 2
Mould Maker
Moulding Process Operator
Oiler
Packager
Packaging Machine Mechanic
Painter/Sprayer (Production)
Picker/Packer - Grade 1
Picker/Packer - Grade 2
Pipefitter/Steamfitter
Plater
Plumber - Maintenance
Polish and Buff Operator
Power Brake Operator
Power Saw Operator - Metal
Printer
Precision Electronic Component Assembler
Production Helper/Trades Helper
Production Process Operator - Misc.
Pulp Mill Machine Operator
Punch Press Operator - Heavy Press
Punch Press Operator - Light Press
Punch Press - Set-up
Quality Control, Inspection & Testing - Grade 1
Quality Control, Inspection & Testing - Grade 2
Quality Control, Inspection & Testing - Grade 3
Quality Control, Inspection & Testing - Grade 4
Receiver (see related shipping jobs below)
Roasting, Baking, or Drying Machine Operator (Food and Beverage)
Roll Form Machine Set-up
Roll-Tube Setter (Roll Setter, Pipe Mill)
Second Stage Process Operator (Chemical/Plastic)
Security Guard
Separating/Filtering/Clarifying/Precipitating Machine Operator
Shear Operator
Sheet Metal Worker
Shipper - Grade 1
Shipper - Grade 2
Shipper/Receiver
Shipping Clerk/Shipping Checker
Shipping Foreman
Silk Screen Operator
Slitter Operator
Stationary Engineer - Grade 2
Stationary Engineer - Grade 3
Stationary Engineer - Grade 4
Storekeeper - Grade 1
Storekeeper - Grade 2
Tool & Die Maker - Grade 1
Tool & Die Maker - Grade 2
Tool Room Machine Operator/Tool Machine Operator
Tool Crib Attendant/Toolkeeper
Tractor Trailer Driver
Truck Driver - Licensed
Van/Car Delivery Driver
Warehouse Worker
Welder/Flame Cutter
Welder - Maintenance
Welder - Arc
Welder - Spot

7.2.

APPRENTICE POSITIONS: Please provide data for as many jobs as your organization has matches for.

	Number of Employees in Job Class	Starting Rate (provide where applicable)	Regular Rate (Use base rate)
Electrician Apprentice
Machinist Apprentice
Millwright Apprentice
Pipefitter Apprentice
Tool & Die Maker Apprentice

Is the survey completely updated?
No Yes

Central Ontario Industrial Relations Institute Annual Survey of Hourly-Paid Employees in Ontario

PLEASE READ THESE INSTRUCTIONS CAREFULLY BEFORE COMPLETING OR UPDATING THE QUESTIONNAIRE.

Reference Date: September 1, 2010

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PARTICIPANT’S DISCOUNT

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Section 1 - PARTICIPANT PROFILE

Section 2 - COMPANY STANDARDS AND PRACTICES

Section 3 - EXTENDED HEALTH CARE PLANS

Section 4 - DENTAL PLANS

Section 5 - LEAVE/DISABILITY/PENSION PLANS

Section 6 - ABSENTEEISM/RECRUITMENT/COMPANY POLICIES

Section 7 - OCCUPATIONAL WAGE DATA

Central Ontario Industrial Relations Institute Annual Survey of Hourly-Paid Employees in Ontario

PLEASE READ THESE INSTRUCTIONS CAREFULLY BEFORE COMPLETING OR UPDATING THE QUESTIONNAIRE. Reference Date: September 1, 2010

Thanks for participating in this survey. Your data has been saved successfully.

Back to Survey to Continue

WOULD YOU LIKE TO ORDER THE RESULTS OF THIS SURVEY?

Order Now

PARTICIPANT’S DISCOUNT

ORDER NOW

Section 1 - PARTICIPANT PROFILE

Section 2 - COMPANY STANDARDS AND PRACTICES

Section 3 - EXTENDED HEALTH CARE PLANS

Section 4 - DENTAL PLANS

Section 5 - LEAVE/DISABILITY/PENSION PLANS

Section 6 - ABSENTEEISM/RECRUITMENT/COMPANY POLICIES

Section 7 - OCCUPATIONAL WAGE DATA

PLEASE READ THESE INSTRUCTIONS CAREFULLY BEFORE COMPLETING OR UPDATING THE QUESTIONNAIRE.

Reference Date: September 1, 2010