Pros and Cons of Working Remotely

As a business owner, how do you decide if you are willing to allow your employees to work remotely? On the plus side, it allows your employees the flexibility to manage their work-life balance, however it’s harder to track time and collaborate with co-workers when employees are not in the office.

We found an article to help break down remote workspaces further.

Pros:

  1. Hire talent beyond your traditional reach. By hiring employees who work outside of the four walls of your office, you can tap into a talent pool that wouldn’t otherwise be accessible.

  2. If you run a small business and you’re looking to save money on a physical workspace, allowing your employees to work remotely can be a great solution. Your employees can work from home, scheduling phone calls or videoconferencing to check in at any time.

  3. Increased employee retention is also a positive in allowing employees to work from home. Millennials place great importance on work-life balance and not having to commute to work each day can be seen as a very important perk.

Cons:

  1. It can be very hard to keep your employees motivated and focused when they are not located in an office. It takes a very self-motivated person to successfully work from home, so it is important to set clear deadlines and expectations for those employees who do not check into the office each day.

  2. Although you will save cost on leasing a physical space, you will need to invest in collaboration software. It’s important to keep in touch with your team, so be sure to have a reliable program to keep track of projects and time.

  3. It is important to create a company culture that is carried through to remote workspaces. Keep your employees engaged be ensuring they are invested in the company goals and culture.

Looking for more information? Check out the original article here:

Gold Key Benefits Group
4732 91 Ave NW, Edmonton, AB T6B 2L1
+1 877-277-0677
http://www.goldkeybenefits.com

my-benefits for Plan Administrators

Looking for an easy way to administer your group benefits plan?

The Chamber Plan offers my-benefits, an easy-to-use online administrative tool that can be accessed by both plan administrators and employees. 

Your plan administrators can use my-benefits to access your firm's coverage and group plan information, they can enrol a new employee, calculate payroll deductions, and even terminate employee coverage. 

my-benefits® for Employers is an online administration tool that allows you to manage your Plan, calculate payroll deductions, enrol employees, and more. Let my-benefits be your online personal...

 

My-benefits provides you with tools and resources to better understand your group plan, making it easy for your plan administrators to access any questions they might be asked regarding employee coverage

Gold Key Benefits Group
4732 91 Ave NW, Edmonton, AB T6B 2L1
(780) 328-6514
goldkeybenefits.com

How to Deal with the Legalization of Cannabis in the Workplace

If you're like many other Canadian employers looking for ways to ensure workplace safety with the legalization of cannabis, this blog is for you. 

The Canadian Centre for Occupational Health and Safety released a document last June that provides suggestions and guidelines for businesses to follow once legalization occurs. We curated some of the most valuable aspects of the document and will highlight them for you in this post. 

  1. Canadian employers have a duty to provide a safe work environment and take all reasonable precautions to protect the health and safety of employees and others in the workplace. Due diligence is demonstrated by the employer’s actions before an event occurs, not after.
  2. To establish due diligence, an employer will have written occupational health and safety policies in place to establish any hazards around the workplace. The employer must then inform all employees about potential hazards and take the necessary actions to correct them.
  3. In the case of cannabis use and the workplace, the employer should consider workplace policies and programs as they may relate to impairment from any source such as fatigue, life stresses, alcohol, medications (used legally or illegally), cannabis (recreational or therapeutic), or any other substance.

It is important to tailor the policy to meet the specific needs of the workplace. Elements of the policy could include:

  1. that arrangements have been made for employee education (e.g., a general awareness regarding disability due to substance dependence)
  2. statement regarding if either medical/therapeutic or non-medical substances are allowed on the premises, or under what situations they would be allowed
  3. a mechanism for employees’ to confidentially report when they have been prescribed a medication that may cause impairment
  4. statement of the employee’s rights to confidentiality
  5. statement of who is covered by the policy and/or program
  6. definition of what the employer considers to be impairment
  7. definition of substance use
  8. statement of the purpose and objectives of the program
  9. that arrangements have been made for educating and training employees, supervisors, and others in identifying impaired behavior and what steps will be taken
  10. provisions for assisting those with disability due to substance dependence
  11. processes for accommodation, and return to work/remain at work planning
  12. if applicable, statement of under what circumstances substance testing will be conducted, as well as the criteria for testing and interpretation of test results
  13. provision for a hierarchy of disciplinary actions 

Having policies in place to prepare your company for the legalization of cannabis is important. We will be posting more from the document in our next post, but we hope you find this helpful in regards to policies and procedures. 

To read more, click here.

Gold Key Benefits Group
4732 91 Ave NW, Edmonton, AB T6B 2L1
(780) 328-6514