What are the strategic directions?
The employment Insurance Commission has five parts that highlight the specific instructions to complete the jobs of the Employment Insurance Commission. Part one of the Employment Insurance Act focuses on income support benefits for people who are temporarily out of work. For part two it focuses on active employment benefits and supports measures to enable unemployed reasons to return to work. Under part three of the Employment Insurance Act, the Commission yearly looks over and is able to make any adjustment, to the premium rates of insured workers and employers. Part four of the Act is under the obligation of the Minister of National Revenue. The Minister of National Revenue is in charge of making, “the decisions on insurability of employment and on the amount of both insurable earnings and premiums payable with respect to insurable employment. All debates in this area are referred to the Tax Court of Canada” (CITE). Lastly, part five deals with the appeal system and the formation of the Board of Referees. (http://www.aeei.gc.ca/eng/board/handbook/handbook_6.shtml) Therefore, for each of the parts, every person is in charge of a different task to fully ensure a successful employment insurance program. However, if one part of the department does not do their assigned tasks, the department will fall behind and may be in serious trouble.
II) Structural analysis
What is the structure of the organization?
The structure the Employment Insurance program is administered by two main parts of law. The Employment Insurance Act being one, it is a federal legislation, passed by Parliament that sets out the program’s basic structure. The Employment Insurance Act includes administration, benefits, eligi...
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...d $3 in 2009/10, respectively), the average weekly benefit rate for regular claims rose significantly by $13 from $371 in 2010/11 to $384 in 2011/12. The increase in 2011/12 is consistent with the annual increases observed during the pre-recession period, when the average weekly benefit rate increased by $16 in 2008/09, $12 in 2007/08 and $11 in 2006/07”. http://www.esdc.gc.ca/eng/jobs/ei/reports/mar2012/im ages/chapter2-07.jpg
As illustrates, there have been many more failures compared to success of the Employment Insurance program. It is very important to take these failures seriously and try to improve them, because this department is very helpful to many Canadian citizens. But it is useless if many Canadians do not know the many benefits of it to try and help them. Plus many restrictions are put into place to filter many citizens from receiving this benefit.
The personnel in the human resource department must have knowledge of federal and postal regulations and policies related to the processing and administration of injury and unemployment compensation claims. Employees needing these forms must report to the human resource department and request these forms.
A Canadian Dermatologist who once worked in the United States breaks down the pros and cons of Canada’s health care system and explains why he thinks the Canadian system is superior to America’s. Canada runs a single payer health care system, which means that health care is controlled by the government rather than private insurance companies. One of the main pros of the Canadian health care system is that everyone is insured. He says that in the province of Ontario, the Ministry of Health insures all of its citizens, all important health needs such as physician visits, home nursing and physical therapy are covered. Since every resident is covered under the government plan the problem of patients being turned away due to lacking medical coverage
Whether the government should impose a tax on employers to provide workers with benefits such as unemployment insurance or mandate employers to provide workers with benefits, which are normally benefits such as health insurance or workers compensation will ultimately depend on how much their employees value the benefit. Mandated benefits are those benefits that are protected by federal law. Firms are liable to make these benefits available to their employees and failure to do so will result in severe penalties. Payroll tax is relatively different from mandated benefits for the reason that payroll taxes are imposed on the wage of employees, which are either paid by the workers or the firm. When analyzing to see how successful a mandated
The issue of a universal approach to Canadian Health Care has been contended for several years. Canada's national health insurance program, or Medicare, was designed to ensure that all people can have medical, hospital and physician services. The cost is to be paid for by Ontario medical insurance program (OHIP). The Canada Health Act was intended to represent certain principles of our health care system. It was intended to be a symbol of the Canadian values. Those values are fairness equity and togetherness. This oneness of a universal approach is what we call the one tier system. Many Canadians still believe the official government stand on this: Canada’s medical insurance covers all needs and services for every insured citizen. Officially then, there is a one level health care system. This paper shall argument that Canada has a two tier health care system.
ADEA seems like a policy with well intentions but fail in results so far for many reasons. Employers are always benefit-driven in globalized economic environment, in result, employees are easy to be laid off. They getting expensive as they getting older because their pension and health care costs are high than their younger counterparts. However, "reasonable factor other than age" enable employers easy to find reasons to laid off older workers legally. Beside, some direct evidence also provide chances to employers. For example, some older workers are lack of technology knowledge make them unqualified for the jobs. Lastly, the bona fide occupational qualification exception (BFOQ) is also a fact for employers to defend the ADEA lawsuit. For example, airline pilots, air traffic controllers, and public safety workers.
Due to different reasons, many people are unemployed in Canada which is a problem that can lead to many negative consequences. It can influence families, individuals and children. It also may increase the crime rates, divorce rates, and child poverty rates. Children may not be able to finish their education because of their financial situation and their stress which will have a huge impact on themselves and on their future. People may fall into debt problems, many find it difficult to keep up with their mortgage repayments because of long term unemployment. Unemployment rates increased to 7.1% in November 2015 (Statistics Canada, 2015), and nearly 5 million Canadians were considered low income in 2012 (Grant,
Unemployment rates in Canada are alarmingly high. With increased globalization and unsteady labor markets more Canadians have had to rely on income assistance programs provided by the government. This paper will examine the public welfare policy of Employment Insurance by outlining the programs history, outlining the services it provides and offering possible reforms to better address the needs of Canadians. Since its enactment in 1940 EI has gone through significant changes in the structure and nature of the policy. Assessing the effectiveness of social welfare policies because important in times of economic uncertainty Canadians should be provided the services they pay to regularly. This paper is divided into three sections. First, the history of the program will be outlined, this includes analyzing key reforms, ideology of the first program and how it got to where it is today. Second, I will touch briefly on the main government departments that are in charge of administrating the program and services provided, and look at key pieces of legislation governing Employment Insurance. Lastly, I will introduce reforms that I feel would more comprehensively address the needs of Canadians and allow this piece of legislation to be an asset to Canadians in times of need. There needs to be more comprehensive criteria that allows people to maximize the
Work is more than just a way of earning money to pay the bills; it is also a key feature of our culture and provides people with purpose and dignity. Many people define themselves by what they do. Thus, determining the future prospects for the job market in Canada is very important (Watson 2008). For the most part, Canada’s economy has done relatively well during the recent economic crisis, especially when compared to some other nations. However, the economic and technological trends that have driven changes in the workforce in recent years are likely to continue for the near future. These shifting trends will affect Canadian society and its workers in a number of areas, and it is vital that steps be taken to deal with any problems that result.
Lastly, the employment insurance in Ontario covers the unemployed laborers who used to work for the companies. The EI refers those workers who apply for the layoff from work. However, according to the Peel region survey, EI insurance in Ontario receives less EI advantageous than the average unemployed worker in remains of Canada. According to the Peel region (2015) study just “22% of unemployed workers in the Toronto territory got EI advantages than the ordinary national unemployed of 43%." Moreover, to get or meet all requirements for the EI benefits, the temporary laborers need to work more
The Canadian health Care System is unique in its nature and utility. It endeavors to provide health services that other ones do not entail. Up until now a neighboring country, the US does not have a universal free health care system where its people had to buy their own Health Insurance individually or through their employers. While million others who are not full time workers do not have any kind of health coverage. Similarly, children, young, women and seniors are not liable to any kind of health services. Raisa Deber discussed the lessons that can be learnt from the Canadian Health Care System.
Office of the Commissioner for Federal Judicial Affairs Canada, "Lavoiev. Canada (C.A.)." Last modified April 3, 2012. Accessed April 5, 2012. http://reports.fja.gc.ca/eng/2000/2000fc24525.html.
Health insurance is very important in life. It is for this reason that insurance companies have designed different types of insurance as a strategy to provide services to all categories of people. Before purchasing insurance for an organization, there are considerations that should be put in place in deciding the best insurance for the employees. One of the most important factors is the number of employees. The mode of employment also matters, such as whether employees are full time or part time.
To begin, as of September 2010, companies have spent an average of approximately $19,000 per employee to provide discretionary benefits and these benefits account for as much as 30.5 percent of payroll costs. They are offered at the will of each company and employees often view them as entitlements. At the same time, while not recommended, employers reinforce the entitlement mentality by awarding employees regardless of their performance. Next, the three types of benefits include protection programs, paid time off, and services offered by the organization. Protection programs are an incentive to provide benefits for families, as well as promote health. In addition, the benefits guard employees against income loss caused by catastrophic events
Tom, the oldest of eight children grew up in rural upstate New York. Being part of a large family with a father that worked in a machine shop and a mother that was dedicated to staying home, he learned early on the value of hard work and dedication. His curiosity of how things worked and his attitude of it it is broken, let's try to fix it came from watching his father out of necessity repair the family vehicle or fix one of the homes appliances. This interest in how things work lead Tom to peruse a Degree in Mechanical Engineering.
Employee benefits coordinator play a significant role in Human Resource Management. Employee Benefits coordinators are responsible for assisting with employee benefits, maintaining employee data base, managing all insurance billings and maintain employee files, sick pay, vacation and retirement. This study explores the importance of employee benefits to corporations, government agencies and non profit organizations. This paper also researches the effects on the management team and on individual employees’.