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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 salaried 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 salaries 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 salaries 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.

SALARY RANGES: Does your organization use salary ranges?

Yes	No

2.4.

If 'yes', the salary range percentage spread between minimum to maximum is?

	10% - 19%
	20% - 29%
	30% - 39%
	40% - 49%
	50% - 59%
	Varies
	Other

2.5.

Number of steps from minimum to maximum in salary range?

	Three or less
	Four
	Five
	Six
	Seven
	Varies
	No steps

2.6.

Progression through salary range?

	Automatic (time served)
	Merit-based
	Automatic to a point, merit thereafter
	Varies

2.7.	Average increase to the Salary Range Structure in past 12 months?
	Please provide answer as a PERCENTAGE.

2.8.	Projected average increase to the Salary Range Structure in next 12 months?
	Please provide answer as a PERCENTAGE.

2.9.

JOB EVALUATION: Does your organization use a formal job evaluation system to evaluate salaried positions?

Yes	No

2.10.

If 'yes', indicate type of system used:

	Point Factor Plan
	Job Ranking Method
	Other

2.11.

Is job evaluation administered by?

	Management Exclusively
	Joint Employee-Management Committee
	Varies

2.12.

PERFORMANCE APPRAISALS: Does organization conduct formal performance appraisals?

Yes	No

2.13.

If 'yes', indicate frequency of appraisals:

	Quarterly
	Semi-Annually
	Annually
	Other

2.14.

Are salary increases tied to performance appraisal results?

Yes	No

2.15.

PROBATIONARY PERIOD: Length of probationary period?

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

2.16.

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

Yes	No

2.17.

VARIABLE COMPENSATION: Do any salaried positions qualify for supplemental compensation by way of the following?

(Check all that apply).

Profit Sharing Plan	Stock Purchase Plan
Bonus or Incentive Plan	Attendance Incentives
Employee Saving Plan	Gain-Sharing
Other	No Variable Compensation

2.18.

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

	35.0
	37.5
	40.0
	42.0
	44.0
	Other/Varies

2.19.

Number of hours of work in a regular work day?

	7.0
	7.5
	8.0
	10.0
	12.0
	Other/Varies

2.20.

BREAKS: Length of meal break?

	30 Minutes
	45 Minutes
	60 Minutes
	Other/Varies

2.21.

Paid meal break?

Yes	No

2.22.

Are regularly scheduled rest breaks provided?

Yes	No

2.23.

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

	1 per day
	2 per day
	Other/No restriction

2.24.

Indicate length of break(s):

	10 Minutes
	15 Minutes
	Varies/No restriction

2.25.

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

Yes	No

2.26.

Is there a limit on?

Check all that apply.

	Number of cigarette breaks?
	Length of cigarette breaks?

2.27.

OVERTIME PREMIUMS: Are overtime premiums paid?

Yes	No

2.28.

WEEKLY OVERTIME: Weekly overtime is calculated after?

	Regular weekly hours
	44 hours/week
	Other basis
	Not applicable

2.29.

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

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

2.30.

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

	Overtime pay
	Lieu time off
	Combination of pay and time off

2.31.

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

	Employee's discretion
	Management's discretion
	Varies

2.32.

DAILY OVERTIME: Daily overtime is calculated after?

	Regular daily hours
	Other basis
	Not applicable

2.33.

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

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

2.34.

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

	Overtime pay
	Lieu Time Off
	Combination of Pay and Time Off

2.35.

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

	Employee's Discretion
	Management's Discretion
	Varies

2.36.

What is the incidence of overtime worked by 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

2.37.

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

2.38.

Over what period do you average hours worked?

	2 weeks
	3 weeks
	4 weeks
	Other

2.39.

MILEAGE RATES: Is mileage paid for use of own car for business?

Yes	No

2.40.

If yes, what rate per kilometer is paid?

29 Cents or less	30 Cents
31 Cents	32 Cents
33 Cents	34 Cents
35 Cents	36 Cents
37 Cents	38 Cents
39 Cents	40 Cents
41 Cents	42 Cents
43 Cents	44 Cents
45 Cents	46 Cents
47 Cents	48 Cents
49 Cents or more

2.41.

When was the mileage rate last reviewed?

	Within the last 1 Year
	Within the last 2 Years
	Within the last 3 Years
	Within the last 4 Years
	More than 4 years ago

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

	Mental Health Day
	Employee's birthday
	Other

2.55.

FLEXIBLE BENEFITS: Are salaried 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.

Deductible for single coverage:

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

3.9.

Deductible 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:

Choose closest percentage.

	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.

Deductible for single coverage:

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

4.9.

Deductible 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 separate 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 salaried 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 salaried 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 salaried 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 salary-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 salary-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 salaried 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.

TURNOVER: Does your organization measure employee turnover?

Yes	No

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

5.72.

What was the above rate based on?

	Turnover among all employees
	Turnover among salaried employees only

5.73.

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

	Increased
	Decreased
	No change

5.74.

SEVERANCE POLICIES: Does your organization have a formal policy with respect to determining the basic severance entitlements to apply when terminating non-union employees?

	Yes, organization has a severance policy to assist in determining basic severance entitlements
	No, terminations are most typically handled on a case-by-case basis with no policy for guidance

5.75.

Indicate the basic severance entitlement for EXECUTIVES:

	1 week pay/notice per year of service
	2 weeks pay/notice per year of service
	3 weeks pay/notice per year of service
	4 weeks pay/notice per year of service
	5 weeks pay/notice per year of service
	Other

5.76.

Indicate the basic severance entitlement for MIDDLE MANAGEMENT:

	1 week pay/notice per year of service
	2 weeks pay/notice per year of service
	3 weeks pay/notice per year of service
	4 weeks pay/notice per year of service
	5 weeks pay/notice per year of service
	Other

5.77.

Indicate the basic severance entitlement for SUPERVISORS:

	1 week pay/notice per year of service
	2 weeks pay/notice per year of service
	3 weeks pay/notice per year of service
	4 weeks pay/notice per year of service
	5 weeks pay/notice per year of service
	Other

5.78.

Indicate the basic severance entitlement for CLERICAL:

	1 week pay/notice per year of service
	2 weeks pay/notice per year of service
	3 weeks pay/notice per year of service
	4 weeks pay/notice per year of service
	5 weeks pay/notice per year of service
	Other

5.79.

How is severance paid out?

	As a lump-sum
	In the form of salary continuation
	Combination of the above choices
	Varies from case to case

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 salaried 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.

SAME SEX BENEFITS: Does your organization extend health/dental coverage to same-sex partners?

Yes	No

6.10.

Does your pension plan(s) extend survivor benefits to same-sex partners?

Yes	No

6.11.

E-MAIL AND INTERNET USE: Does your organization have a policy that sets guidelines for the use of the following?

Choose all that apply.

	E-mail
	Internet/www

6.12.

If 'yes', which of the following issues does your policy address?

Choose all that apply.

	Personal use
	Viewing/sending objectionable material(s)
	Computer games
	Instant messaging
	Expectation of privacy
	Use of personal software

6.13.

Does your organization, as a matter of policy, block or restrict access to certain websites?

Yes	No

6.14.

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

	Yes
	No
	Unsure

6.15.

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

6.16.

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

6.17.

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

6.18.

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

6.19.

Your plans for hiring are a result of?

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

6.20.

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

	Yes
	No
	Unsure

6.21.

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

6.22.

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

6.23.

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

6.24.

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

6.25.

Your plans for lay-offs are a result of?

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

6.26.

WORK-FROM-HOME ARRANGEMENTS: Are any of the employees filling jobs covered by this Survey employed under any type of arrangement that allows them to work from home?

Yes	No

6.27.

If 'yes', do these arrangements allow the employee to work from home at his/her discretion?

Yes	No

6.28.

Are there any restrictions placed on the timing or frequency of working from home?

Yes	No

6.29.

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

	Written agreement
	Employer policy
	Both written agreement and employer policy
	Other

6.30.

Please indicate which categories of employee are covered by work-from-home arrangements:

Choose all that apply.

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

6.31.

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

6.32.

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

6.33.

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

Yes	No

6.34.

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

6.35.

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

Choose all that apply.

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

6.36.

HARASSMENT POLICY: Does your organization have policy addressing harassment?

Yes	No

6.37.

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

Choose all that apply.

	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

6.38.

Please indicate the scope of your policy:

Choose all that apply.

	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

6.39.

What are the policy features?

Choose all that apply.

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

6.40.

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

6.41.

WRITTEN EMPLOYMENT CONTRACTS: Are any of the employees filling jobs covered by this Survey employed under written contracts of employment?

Yes	No

6.42.

Please indicate which categories of employees are covered by written contracts of employment:

Choose all that apply.

	Clerical
	Administrative
	Lower management
	Mid- to Upper-Management
	Other

6.43.

Contracts are generally used for?

	Full-time employees
	Part-time employees
	Both full and part-time employees

6.44.

Please indicate the most common type of contractual arrangement:

	Fixed term contracts - non-renewable (i.e., with a special termination date)
	Fixed term contracts - renewable
	Indefinite term contracts (i.e., no termination date specified)

6.45.

Contract features provisions with respect to?

Choose all that apply.

	Probationary periods
	Hours of work
	Duties and responsibilities
	Compensation entitlements and arrangements
	Benefits entitlements and arrangements
	Non-competition
	Confidentiality
	Termination provisions

6.46.

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

Yes	No

6.47.

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

6.48.

TRAVEL ALLOWANCE: Does your organization provide travel allowance to employees traveling on business?

Yes	No

6.49.

Indicate which categories of employees are covered.

Choose all that apply.

	All employees
	Sales only
	Mid to Upper-Management
	Other

6.50.

What does the allowance cover?

	Meals only
	Accommodation only
	Meals and accommodation
	Other

6.51.

Is there a difference in allowance depending on destination?

Yes	No

6.52.

PAID CLUB MEMBERSHIPS: Does your organization provide paid club memberships for employees?

Yes	No

6.53.

If 'yes', which of the following memberships are provided?

	Health Club/Fitness
	Wellness Program
	Golf Club
	Other

6.54.	Percentage of usage by employees?
	Please make estimate. Answer as a percentage.

6.55.

CORPORATE FUNCTIONS/EVENTS: Does your organization provide the following corporate functions/events for employees?

Choose all that apply.

	BBQ/Company Picnic
	Christmas party
	Work related seminar
	Other

6.56.

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

	Yes
	No
	Plan to implement the system in the future

6.57.

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

6.58.

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

6.59.

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

6.60.

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

Yes	No

6.61.

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

6.62.

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

6.63.

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 SALARY 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 salary; total the individual base salary for the particular job classification and divide by the corresponding number of employees. For example:

SALES REPRESENTATIVE

Employee A is paid $20,000/yr
Employee B is paid $22,000/yr
Employee C is paid $25,000/yr
Employee D is paid $28,000/yr
Employee E is paid $28,000/yr

Total the annual salary of all employees in the classification and then divide it by the number of employees, i.e., total of all salaries is $123,000 divided by 5 (employees). Therefore, the weighted average is $24,600. The same calculation also applies to determine weighted average commissions.

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

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	Average Weighted Salary
Account-Information Clerk
Accounting Clerk - Senior
Accounting Clerk - Junior
Accounts Payable Manager
Accounting Supervisor
Accounts Payable Clerk - Senior
Accounts Payable Clerk - Junior
Billing Clerk - (Accounts Receivable) - Senior
Billing Clerk - (Accounts Receivable) - Junior
Benefit/Pension Administrator
Bookkeeper/Financial Accountant - Senior
Bookkeeper/Financial Accountant - Junior
Buyer/Purchasing Agent - Senior
Buyer/Purchasing Agent - Junior
CAD Operator/Computer-Assistant Designer - Draftsman
Claims Adjudicator
Claims Supervisor
CNC Programmer
Compensation & Benefits Manager
Computer Engineer
Computer Operator - Senior
Computer Operator - Junior
Computer Programmer/Analyst - Senior
Computer Programmer/Analyst - Junior
Contract Administrator
Controller/Chief Accountant
Cost Accountant
Cost Clerk
Credit Representative/Credit & Collection - Bilingual -Senior
Credit Representative/Credit & Collection - Bilingual -Junior
Credit Representative/Credit & Collection Clerk - Senior
Credit Representative/Credit & Collection Clerk - Junior
Credit Supervisor
Customer Service Rep/Order Entry Clerk - Senior (Inside Sales)
Customer Service Rep - Bilingual - Senior
Customer Service Rep/Order Entry Clerk - Junior (Inside Sales)
Customer Service Rep - Bilingual - Junior
Customer Service Supervisor
Customs Clerk
Database Administrator/Database Specialist
Data Entry Clerk
Desktop Publishing Specialist
Designer/Draftsman - Senior
Designer/Draftsman - Intermediate
Designer/Draftsman - Junior
Dispatcher Clerk
Distribution/Logistics Manager
Engineer - Chief (Power House) First Class
Engineer - Production
Engineering Manager
Expeditor/Material Control/Production Coordinator
Filing Clerk
Financial Analyst
Foreman/Team or Group Leader - General
Foreman/Team or Group Leader - Machine Shop
Foreman/Team or Group Leader - Maintenance
Foreman/Team or Group Leader - Production
General Clerk - Grade 1
General Clerk - Grade 2
General Clerk - Grade 3
General Manager/Branch Manager - Regional Sales/Distribution Facilities
Graphic Artist
Health & Safety Coordinator/Safety Officer
Human Resources Assistant/Representative
Human Resources Generalist
Human Resources Supervisor
Human Resources Manager
Industrial Engineer (Time Studier)
Inventory Control Coordinator
Inventory Control Manager
I.S. (Information Systems) Manager
I.S. Technical Support Specialist - Senior
I.S. Technical Support Specialist - Junior
LAN Administrator
Laboratory Manager
Laboratory Technician - Grade 1
Laboratory Technician - Grade 2
Labour Relations Representative/Officer
Labour Relations Manager
Maintenance Manager
Manufacturing Manager/Production Manager
Market Researcher
Marketing/Sales Coordinator
Marketing/Sales Assistant
Marketing/Sales Manager
Material Record Clerk
Materials Manager
Messenger - Mail Clerk
National Sales Manager/National Accounts Manager
Nurse - Industrial
Office Supervisor
Packaging Supervisor
Payroll Clerk
Payroll Supervisor/Administrator
Payroll Manager
Plant Manager/Operation Manager
Product Manager
Product Development Manager
Production Clerk
Production Scheduler
Purchasing Clerk
Purchasing Manager
Quality Assurance Manager
Quality Assurance Supervisor
Quality Control Analyst
Quality Engineer/Product Engineer
Sales Supervisor
Secretary (Executive)/Executive Assistant
Secretary (Grade 1)/Administrative Assistant
Secretary (Grade 2)/Departmental Assistant
Software Engineer
Store Manager/Supervisor
Supervisor, Machinist
Supervisor, Dispatcher
Supervisor, Shift
Supervisor, Warehouse/Distribution
Switchboard Receptionist
Systems Analyst
Technical/Field Service Representative
Technical/Field Service Supervisor
Traffic Clerk
Traffic Supervisor
Training Specialist
Translator
Transportation Manager
Web Technician
Webmaster
Word Processing Operator/Typist

7.2.

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

	Number of Employees in Job Class	Average Weighted Base Salary	Average Weighted Commission
Sales Representative - Senior (Outside Sales)
Sales Representative - Bilingual - Senior
Sales Representative - Junior (Outside Sales)
Sales Representative - Bilingual - Junior
Sales Representative - Telemarketing

Is the survey completely updated?
No Yes

Central Ontario Industrial Relations Institute Annual Survey of Salaried 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 SALARY DATA

Central Ontario Industrial Relations Institute Annual Survey of Salaried 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 SALARY DATA

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

Reference Date: September 1, 2010