News media have actively shared reports from public policy groups, opposition from employer associations, and the concerns of Ontario employers about the potential downside effects of planned significant increases to the minimum wage schedule that will take effect in January of 2018 and 2019.
Human Resource practitioners, particularly those engaged in organizations with large contingent workforces and those within low-wage sectors, are being called upon by senior management to provide solutions that will simultaneously contain labour costs, comply with these new wage rates, and avoid wage compression. Meeting all of those objectives is a tall order indeed.
This program is intended to assist human resource practitioners to identify ways in which their organization may balance issues of efficiency and fairness when complying with new minimum wages. While the focus will be on compensation strategies to address pay structure issues, suggestions will be provided concerning other human resources strategies that might be employed in the short term and over the longer term.
Participants will take away:
- A range of compensation strategies for altering or adjusting pay structures to mitigate the impacts of minimum wage increases in their organization;
- Increased awareness of efficiency, fairness and compliance considerations in adjusting the pay structure;
- Suggestions for addressing minimum wage issues through other human resource strategies.
Who should attend?
Human resources practitioners and compensation specialists; owners/managers of smaller businesses who are without an in-house human resources advisor.