Happy Holidays, Employment & YOU readers!
The holidays can be a lot of fun, but they also present some unique challenges for new employees. Holiday pay, holiday hours, and navigating holiday parties are all topics that Autism Nova Scotia job coaches get questions about regularly. The following are the objectives of this blog post:
With these tips in mind, you can have a successful and enjoyable holiday season in the workplace. Holiday Parties My place of work is having a Holiday Party- should I go? So why does your place of employment have Holiday Parties? Well, that is a good question. Firstly, the holidays are a time when people feel more charitable and would like to do something nice for their staff. Some workplaces will set aside an evening when they provide their employees a chance to relax and get to know each other outside of the work place. There are some benefits to attending a Holiday Social:
A Holiday Social does have some positives, however, if you are still feeling anxious about it, it is ok to decline the invite and try again next year! Holiday Hours/Holiday Pay Holiday hours and pay vary wildly between workplaces. They depend on your employer, the industry you work in, and what your contract stipulates. For instance, someone working as a programmer for a tech company might have Remembrance Day off, whereas if you’re working at somewhere like Cineplex or Sobeys you may be required to work. It is important to understand your employer’s specific position regarding holidays and holiday pay. This information should be provided to you in an employment contract. If you have a question about it, ask your employer. They will be happy to provide you with this information so you better understand their specific policies. There are useful resources available to you through the Nova Scotia Labour Standard Code. You can access the code by clicking here. This code gives an overview of how holiday pay works, what is and is not covered by Labour Rules, and how these policies impact different roles. If you have any questions about holiday hours and holiday pay, the Job Coaches at Autism Nova Scotia are here to help! They will help you find the information you’re looking for.
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Why Should I Hire Inclusively?
The objectives of this blog are:
WHY should I hire inclusively: Ready, Willing and Able! Across the country, there are important, valuable roles that do not get filled with the right people, or do not get filled at all. Ready, Willing and Able (RWA) is a national initiative committed to helping Canadian employers find ideal candidates who are readily equipped to enter the workplace. We have an untapped resource in unemployed and underemployed individuals with intellectual disabilities or Autism Spectrum Disorder (ASD). Nationwide, there are approximately 500,000 working age adults with intellectual disabilities or ASD, but only one in four are employed. Why is this? A lack of information, understanding and experience. (readywillingable.ca) Ready, Willing and Able made it their mission to make workplaces across the country more inclusive. Sounds great, right? But as an employer, why bother? Surly it is just more stress! Employees on the autism spectrum have been evaluated by their employers as consistently exhibiting the following: • strong overall job performance • great technical abilities • high levels of accuracy • acute attention to detail • conscientiousness and diligence • ability to work independently When hired in positions that align with their interests, individuals with intellectual disabilities or ASD can truly excel, often exceeding employer expectations. The average turnover rate for employees across all industries is 49%. High turnover is an extremely costly reality in business: training new employees, covering missed shifts and getting new staff up to speed with experienced staff takes time and resources. In contrast, turnover rate for employees with intellectual disabilities or ASD is markedly lower, at just 7%. (readywillingable.ca) Want more great news? Hire Inclusively: It’s more than the right thing to do, it’s the smart thing to do. Hiring Inclusively does not cost you more as an employer! In fact, as proven above, hiring someone with ASD increases your productivity as most people with autism are rarely late to the job, are hardworking and are less likely to quit resulting in less turn over for the employer, which in turn, means less money spent on recruiting and training new staff. Win Win! HOW can I hire inclusively? Ready, Willing and Able can help employers to find the right person for the right job- it is all about fit! Are you an employer? Want more information about how to hire inclusively? Please contact Brian Foster at [email protected]. The objectives for today’s post are as follows:
Just like you, I didn’t know what a probation period meant for a long time. It wasn’t until I started working as a part-time manager for a fast food restaurant that I learned more information about Probationary Periods because one of my job responsibilities involved explaining our probationary period terms to new hires. Here is what I told a new employee about probationary period: It is quite standard for there to be a set probation period when you start a new job—don’t panic! A probation period can last 1, 2, 3, or even as long as 6 months. In the province of Nova Scotia 3 months is considered the norm. However, I have worked in jobs where the probation period has lasted for 6 months—still don’t panic! If there is a probation period, the length of probation will be explained in your written work contract. Let’s talk about what other information you can expect to find in a written work contract during a probation period:
Why is it easier and cheaper for an employer to dismiss an employee during a probation period YOU ask? This is because probationary employees have different legal rights than permanent employees. Basically if you are let go during your probation period the employer isn’t required to give you written notice or pay in lieu—the employer only needs to find the employee “unsuitable”. An employer can think you are “unsuitable” if for example you don’t produce high quality work, show up late most days, display a poor or negative attitude, be unprofessional, and so forth. If your probation period isn’t going well the employer may decide to extend your probation period before terminating you. If this happens, the terms and length of the extended period of time will be decided by you and your employer. In the unfortunate event you are terminated during your probation period, the employer may ask you to leave immediately or ask you to work until the end of your probation. If you are still working the day after your probation period ends you will automatically be considered a permanent employee. It is important to note that the employer will not meet with you or send you an email or letter informing you of this. Usually, nothing will be said to you. Take a few minutes to look at the below examples from the Law Insider website (https://www.lawinsider.com). These are the different probationary clauses that you can expect to see in an employee contract. If you see similar clauses in your employment contract you will know what it means! “Probationary Period: No probationary period applies.” “Probationary Period. The first ninety (90) days of the Employment Term shall be considered Employee's probationary period. During the probationary period, the Company shall not provide any fringe benefits. If Employee's employment continues past the probationary period, the Company shall provide to Employee the same medical insurance coverage options and the same retirement or pension options that it offers its other non-probationary employees.” “Probationary Period. The first 6 months of your employment is a probationary period and is subject to 1 months’ notice on either side, after confirmation of your employment the notice period in sections 12 and 13 will apply.” “Probationary Period. There shall be a probationary period of thirty (30) calendar days for journeymen (sixty (60) days for apprentices), excluding shutdowns/layoffs, with the right to extend such probationary period by mutual agreement. A discharge during the probationary period shall not be subject to the grievance or arbitration provisions of this Agreement. Upon completion of the probationary period, the employee's seniority date shall be retroactive to his most recent date of hire.” “Probationary Period. In the event your performance during the Probationary Period does not warrant the continuation of your employment, the Company may terminate your employment at the end of the Probationary Period without any notice or pay in lieu of notice. The Company will endeavor to provide you with an ongoing assessment of your performance. You may resign at any time during the Probationary Period without any notice.” To view more examples, check out the website! At some point during your career you will most likely accept a probationary employment contract. Don’t let this add extra, unnecessary stress. Act as if you already are a permanent employee and do your best, as this is what any employer will expect regardless if you are on probation or not. You’ve done it! After hard work and dedication to the job hunt, you’ve finally landed your first job.
So now what? Now, you start working! The first day in any new environment can be intimidating; however, following these helpful tips will allow you to navigate your first day in your new workplace with ease. Expect Paperwork Paperwork goes hand-in-hand with your first day at work. Workplace safety documents, codes of conduct, direct deposit forms – the list goes on! You and your manager will sit down and go over these documents before you’re allowed to work. Make sure you bring all the necessary ID cards and information with you. Your employer will most likely provide you with a list, but commonly items such as a void cheque, your social insurance number, etc. are required to finish paperwork. During this process, pay attention and feel free to ask questions. It’s important that you understand your employers expectations of you. For instance, if you’re curious about protocol if you’re sick, ask about it! If you have any questions that you feel uncomfortable asking in-person, feel free to reach out to your job coach, employment agency, or the employment team at Autism Nova Scotia for details. Watch, Listen and Ask Questions Your first day will be full of new processes, tasks, and expectations. This is the opportunity for you to ask questions as they come up and get help from your trainer(s) if you need it. Remember – you’re not expected to know everything right away. You were hired for what you can bring to the organization, not for knowing the job already. Being attentive and curious during the training process on your first day will make you better prepared for your job and show your employer that you’re committed to being the best employee possible. Meeting New People The first day is all about getting used to your new workplace. This includes meeting your new co-workers and getting used to the people you’ll be working with. Your trainer will most likely introduce you to staff as you make your way around the workplace; take the opportunity to say hi and make a good impression. For instance, when introducing yourself, you could say: “Hi, my name is _____ and I’ve been hired to _____.” As you meet your new co-workers, learn about each of their roles and who may be helpful in the future. For instance, you may be working with people who have worked in your role already. They can be useful sources of information for best practices and can help you with any questions you may have if your trainer is not around. Ask Questions! It is important to remember that you are not expected to know how to do everything right away. It is okay if you need your trainer to go over something a few times until you’re familiar with a task or process. Asking questions is a great way to get information and show you’re interested in your new role. A Couple Other Suggestions… Make sure your cellphone is put away, and turned off or on silent. Ensure that you’re dressed appropriately; if you were given a uniform, wear it! Learn your work environment to help build routines. Identify where the lunch room, bathrooms, office supply room, etc. are located. You many start actual work on your first day – that’s okay! Sometimes learning by doing is the best way to get used to a job. |
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