Here’s what you need to know about business-related insurance, says Russ McEachnie
Supporting parents and young families has always been a priority for the Government of Canada. That is why the Government will introduce the Employment Insurance parental sharing benefit.
Today, at the Armadale Community Centre, the Honourable Jean-Yves Duclos, Minister of Families, Children and Social Development, announced that in less than a month, soon-to-be parents will be eligible to receive extra weeks of parental benefits. In an effort to encourage more parents to share the work of raising their children more equally, the Government of Canada will launch the parental sharing benefit on March 17, 2019.
The new measure will be available to parents, including adoptive or same-sex parents, for a child born or placed for the purpose of adoption on or after March 17, 2019—as long as they are eligible for and share their Employment Insurance parental benefits. When parents agree to do so, they will benefit from one of the following:
- 5 additional weeks of parental benefits when choosing the standard option; or
- 8 additional weeks for those who choose the extended option
Corresponding changes to the Canada Labour Code will also be made to ensure that federally regulated private-sector employees have the right to take leave while receiving the new parental sharing benefits without fear of losing their job.
“As we’ve seen in Quebec, and in other jurisdictions that have implemented similar policies, this type of benefit has been proven to encourage a more balanced sharing of child care responsibilities. This new measure will help us break down barriers to gender equality by making it easier for mothers to return to work sooner if they wish, reducing the wage gap between women and men, and helping Canadians spend more time with their families.”
– The Honourable Jean-Yves Duclos, Minister of Families, Children and Social Development
”Modernizing parental leave will help more women participate in the economy while encouraging two-parent families to share in the responsibilities and joys of raising children. The families of Markham–Thornhill will benefit from more time spent with their children and all Canadians will benefit from yet another progressive policy that is making life easier for Canadians from coast to coast to coast.”
– The Honourable Mary Ng, Minister of Small Business and Export Promotion, and Member of Parliament for Markham–Thornhill
- Up to 97,000 Canadian parents are expected to claim the parental sharing benefit per year.
- Since it was launched in December 2017, more than 32,000 parents established a claim for extended parental benefits, higher than the anticipated 20,000 claims per year.
- In 2016-17, women represented 85 percent of all parental benefits claims made, indicating that child care duties continue to fall heavily on mothers.
- In 2017, in large part due to the Quebec Parental Insurance Plan, 81 percent of spouses or partners of recent mothers in Quebec claimed or intended to claim parental benefits, compared to only 12 percent in the rest of Canada.
SOURCE Employment and Social Development Canada
So much for getting away from it all. A new study shows half of Canadians say they check their office emails while travelling on vacation. Of those, 24 per cent say they do so at least once, if not several times, each day.
The results were gathered in a survey of Canadian travellers by Allianz Global Assistance Canada, a leading provider of travel insurance and assistance services, which asked Canadians about their travel habits.
The Ipsos survey also revealed that men are the most likely to check their work emails, with 54 per cent responding affirmatively versus 44 per cent of women. However, the greatest differences were associated with age. Some 72 per cent of Millennials say they check their work emails while on vacation, compared with 42 per cent of GenXers and 32 per cent of Baby Boomers.
When asked if they chronicled their trip on social media, 44 per cent of Canadians answered ‘yes,’ led by Millennials at 67 per cent, followed by GenXers at 48 per cent and Boomers at just 22 per cent.
Exaggerated Vacation Pics
“Posting vacation photos is not entirely unexpected, but it was surprising to learn from the study that nearly three in 10 Canadians (27%) admit to posting photos that make their vacation look better than it actually is,” says Dan Keon, Vice President, Market Management, Allianz Global Assistance Canada. “Once again, Millennials led the way with 50 per cent of them admitting they post ‘better-than-reality’ photos compared to 26 per cent of GenXers and only 7 per cent of Boomers.”
A similar survey was conducted in the summer of 2018 by Allianz Global Assistance USA, and a comparison seems to indicate that Canadians may be more deceptive with their vacation posts. While 50 per cent of Canadian Millennials admitted to deceptive posts, only 36 per cent of American Millennials claimed they did so, while 26 per cent of Canadian GenXers said they post better-than-reality photos, only 15 per cent of American GenXers claimed they did the same.
“This is the third year for our Winter Vacation Confidence Index, but the first time we have polled Canadians about their use of social media while travelling,” adds Keon. “Beyond capturing and sharing amazing travel memories, our smartphones are a valuable aid in a travel emergency. Our assistance centre in Kitchener, ON, receives approximately two million calls every year from Canadian travellers in need of medical or travel assistance. Having your smartphone available while travelling makes it that much easier to reach us if an emergency unexpectedly arises. Travellers with smartphones can also benefit from our free TripWise app, which provides users with a number of helpful features including phone numbers for local emergency services, a GPS locator for nearby medical providers, flight status tracker, and more.”
The findings of the Canadian Winter Vacation Confidence Index are the result of an Ipsos poll conducted on behalf of Allianz Global Assistance Canada. A total of 2,005 surveys were completed among Canadian adults between October 23 and October 29, 2018. A survey of this size is considered accurate within plus-or-minus 2.5 percentage points, 19 times out of 20.
Allianz Global Assistance (Canada)
For 30 years, Allianz Global Assistance has supported travelling Canadians when they need it most with value-added travel insurance and assistance services. More than 800 employees support long-term partnerships with some of the best known brands in the travel and financial services markets. Allianz Global Assistance also serves as an outsource provider for in-bound call centre services and claims administration for health insurers, property and casualty insurers and credit card companies. Allianz Global Assistance is a specialist brand of Allianz Partners for assistance and travel insurance, and is a registered business name of AZGA Service Canada Inc. and AZGA Insurance Agency Canada Ltd. For more information, visit www.allianz-assistance.ca.
Dedicated to bringing global protection and care, Allianz Partners is the B2B2C leader in assistance and insurance solutions in the following areas of expertise: assistance, international health & life, automotive and travel insurance. These solutions, which are a unique combination of insurance, service and technology, are available to business partners or via direct and digital channels under four commercial brands: Allianz Assistance, Allianz Care, Allianz Automotive and Allianz Travel.
This global family of over 19,000 employees is present in 78 countries, speaks 70 languages and handles 54 million cases per year, protecting customers and employees on all continents.
For more information, please visit: www.allianz-partners.com.
SOURCE Allianz Global Assistance Canada
As much as professionals encourage each other to be nice, bullies are as easy to find in the office as they are on playgrounds. In fact, according to a 2017 survey from the Workplace Bullying Institute (WBI), bullying affects an “epidemic-level” 60.3 million American workers, with 9 percent of surveyed individuals saying they’ve experienced it in the last year or are currently going through it.
It might have many roots, but it’s no accident.
The problem, according to Niels Eék, psychologist and co-founder of mental wellbeing and self-development platform, Remente, can happen for a range of reasons, including personal insecurity. But Johnny Warström, CEO and Co-founder of interactive presentation tool Mentimeter, also points out that, according to a Harvard Business Review study, bosses who place a high value on their place in the hierarchy are likely to bully their employees that pose a threat to their status.
“Bullying isn’t random,” Eék says, “but is calculating behavior […]. Focused on getting ahead, bullies exploit the weaknesses of others for their own gain, and many studies show that they tend to excel at office politics, allowing them to keep their jobs despite their behavior.”
And none of it bodes well for a company’s bottom line.
“Workplace bullying can have a huge effect […], thrwarting company loyalty and commitment to the firm and their work,” Eék asserts. “People who are victims of bullying lose motivation due to feelings of isolation, unfair treatment and low self-esteem. This affects productivity and creates a hostile work environment, which has been linked to a rise in sick leave, staff turnover and costs to recruit and train new employees.”
And to clarify, the sick leave isn’t just people calling in because they don’t want to deal with the bully. Being a victim can cause real physical and psychological health problems, including panic attacks, increased stress and elevated blood pressure.
“[It] makes it near impossible to create a supportive and inclusive culture in which teams thrive,” says Warström. “Inevitably, performance is affected as people lose self-esteem and have trouble making decisions and concentrating on tasks. This is bound to impact company goals as employees struggle to perform at their best.”
What to do if someone else is the bully
Transparency can be your best weapon in the fight to keep bullying in check, according to Warström.
“By creating a culture where people are encouraged to address conflict and provide feedback immediately and directly – regardless of your status within the company – one is able to nip hostility in the bud and foster an environment where everyone’s voice is heard. This includes senior leaders openly admitting their shortcomings and taking steps to address them by incorporating feedback from their teams to do better.”
Eék similarly recommends clear communication and addressing the bully directly.
“[Try] the ‘when you said x, it made me feel x, and therefore x action happened’ method,” he advises. “It’s absolutely essential that you stand up for yourself and try to address the root cause, because bullies prey on those they think will let them get away with their behavior.”
What to do if the bully is you
Only a tiny percentage of people surveyed by WBI (0.3 percent, or 533,332 people) admitted to bullying. After all, most people want to assume that they are likeable, warm and fair. But Warström and Eék both say there are big warning signs that you’re coming off as a bully to others.
- Nobody speaks up in your meetings (suggests that workers are afraid to voice their opinions around you)
- Workers don’t look you in the eye
- Employees consistently get advice elsewhere
- You find yourself talking at employees, not to them; it’s difficult to receive feedback/suggestions and you prefer to give orders instead of working together for the best result
- You interrupt others instead of actively listening
- You blame others for mistakes instead of focusing on solutions
“To identify the reasons you bully, assess your habits and the trigger points,” says Eék. “Once you know where it comes from, it will become easier to manage. Then try to gain control of the situation by taking deep breaths or removing yourself from the situation until you can come back with a clear and calmer mindset. Finally, set yourself a manageable goal, such as complimenting one colleague per day or having regular check-ins with your team that include constructive feedback. If you think that you are struggling to move on by yourself, then do this with a trustworthy mentor.”
Regardless of who perpetrates, the bottom line is clear: Bullying is a choice, and at the end of the day, only the bully or your business can survive. Today is the day you ensure it’s the latter.
Pario Engineering & Environmental Sciences LP (Pario), one of Canada’s top providers of specialized engineering and environmental services to the insurance and risk management industries, is pleased to announce the addition of Mr. Andrew Brown as Regional Manager, Western Canada (Forensic).
Mr. Brown comes to Pario after spending over 38 years providing consultation and forensic investigation for the electrical engineering and scientific fields. During his career, he has been involved in large scale electrical investigations, remediation, electrical accident investigation, application of high voltage techniques, and has managed numerous forensic, consulting, and testing teams operating across Canada, Europe, and America. Mr. Brown’s areas of expertise include electrical failure investigation, fire & explosion, bio mechanical, collision reconstruction, industrial accidents, and slip, trip & fall. forensic and Root Cause Failure Analysis (RCFA), high-voltage electrical engineering, and leadership.
Mr. Brown holds a Higher Technician Diploma (HND) and a Forensic Sciences Diploma. Further, Mr. Brown is registered with the Engineering Council (UK) as a Chartered Engineer (C.Eng),is a Registered European Engineer (EUR ING), andis a Senior Member of the Institute of Electrical & Electronic Engineers (SM IEEE) active on developing a number of IEEE standards. Mr. Brown also holds his IOSH Managing Safely Certificate (UK), JEHSC certification (Canada), and OSHA certification (US).
“We are extremely pleased to welcome Mr. Brown to the Pario team,” says Martin Grech, Senior Vice President of National Operations for Pario. “Mr. Brown’s specialized experience makes him an excellent addition to our roster of specialists. He will be building our Western Engineering team in order to offer our clientele in the region a continued focus on exceptional customer service.”
Based out of Pario’s Calgary location, Mr. Brown can be contacted at 403 228 5800 or cell 403 478 9482, or by email at firstname.lastname@example.org.
For more information, please contact:
Senior Vice President, Business Development
There comes a point where items get in the way and just take up space instead of helping you be more productive. Not only that, but studies indicate that companies with less materialistic bosses fare better overall, and that clutter in an office or home can throw out a negative message about your personality. And lastly, there’s a trend toward minimalism, not only because people want to clear their heads and focus on what matters, but because it’s just too expensive for an individual or company to house a bunch of extra possessions.
So let’s accept for a moment that you know stuff has to go. How do you decide what to toss/donate and what stays?
3 feet. This strategy has you put everything in the center of a room, Tetris style. The rule is that you must leave 3 feet of space out from every wall. If items don’t fit, you have to make some choices about what to pitch or move elsewhere. The strategy is helpful because it forces you to see what is most essential and consider whether the larger pieces in the room could be swapped for something smaller based on the way you really need to work. It’s ideal for smaller spaces like your bedroom or an individual office. If you’d rather not do heavy lifting for this one, a computer program or a few paper cutouts to scale can let you play around.
6-months. This rule says that, if you haven’t used an item in 6 months, it’s not helping you and should be donated or tossed. Seasonal items or ones with sentimental value can be exceptions, but you should consider whether they can be stored in another area and ensure you don’t have more than one of anything. Many times, snapping a photo of a sentimental item or considering how it is going to help or bring pleasure to someone else can help you let go.
No duplicates. Multiples of items often accumulate because of gifting or upgrades. Ask yourself which one you always reach for and get rid of the others. If borrowing has caused duplication, return what you borrowed.
The core. What’s most essential to a process or concept? Ask yourself if you’re keeping things just because they are nice to have or because they actually contribute to what you’re doing. Ditch anything that doesn’t align with your values and goals.
Purpose. Related to the core above, everything in your space should have a designated purpose. Don’t keep items you might use–good intentions often go nowhere without a concrete plan. Be able to identify why everything in your space is there and know when it’s going to offer functionality.
Alternate access. This strategy looks at whether there’s a public version of what you use available. For instance, maybe it’s cost effective to rent something for a brief period instead of keeping it, or maybe you can get books digitally or from the library.
Joneses. For this strategy, you purposely compare yourself to others, not to lose your individuality, but to think critically about standards versus what you need. For instance, do you really need to stuff six chairs in an office when most people only have two? Look around and observe what others do to see if maybe there’s a better way to manage the space.
New is a cue. Whenever someone gives you something or you buy something new, that’s your cue that something else in the space should go. I use this one to keep my kids’ toy collection from getting out of control or age-inappropriate, but it works well for just about anything, including your office wardrobe or technology.
Break the group. Sometimes we hold on to a bunch of items because we associate them with other items. For example, you might see a dozen books as a unit because they are on the same topic, or because you got them all around the same time in your life. Ask yourself why those items have to stay together. The odds are good that they don’t.
Some of these strategies might feel more natural than others, but using them all makes it more likely that you’ll be more critical in your downsizing. Once you’re clutter free, your only job is to resist the urge to fill the new open space!