S1 - Preamble
S2 - Partnerships
S3 - Governance
S4 - Organizational Integrity
S5 - Finances
S6 - Fundrainsing & Communications to the Public
S7 - Management Practices & Human Ressources
S8 - Acheiving Compliance
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Summary
Management Practices & Human Ressources
S 7.4
Raison d'être
Indicators of Compliance
Ethical Questions to ask
Examples of good ethical practice
Examples of poor practice
  1. Clearly describe and communicate compensation and benefits to each employee, and make financial arrangements to honour its financial commitments.

Why
Why

Clarity around compensation and benefits adds to a sense of fairness on the part of employees. Moreover, ensuring that the Organization has sufficient funds to meet termination obligations to employees is a responsibility of the governing body. Members of the governing body are liable if an Organization cannot meet its legal obligations to employees as stipulated by provincial law or by other contractual arrangements such as collective agreements with the employees' union.

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Indicators of Compliance
Indicators of Compliance
  • Reasonable compensation and benefits have been established for positions in the Organization. 
  • Compensation and benefits are regularly reviewed and updated. 
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Ethical Questions to ask
Ethical Questions to ask
  • Has a periodic assessment of salary levels been conducted in a spirit of partnership and equity?
  • Are our pay scales and benefits fair?
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Examples of good ethical practice
Examples of good ethical practice
  • Clarifying overtime provisions.
  • Providing clarity around the use of contract versus permanent positions and the hiring of consultants. 
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Examples of poor practice
Examples of poor practice
  • Trying to determine and then offer the minimum compensation package that a person will accept. 
  • Implementing a policy of secrecy around compensation.