Arcus Consulting Group
Strategic Planning, Growth, Change Management, HR, Operations Consulting Services

Employee Benefits Ideas – Financial

Here is a comprehensive compilation of the most creative employee financial benefit ideas that enable innovative organizations deliver better value to their employees well beyond dental, health and pension options that most offer in their plans.

These ideas a relevant for all budgets and sizes of organizations and provide a simplified approach to Benefits planning to increase employee satisfaction.


 

 


 

 

Employee Benefits Ideas – Financial

 

  • Fidelity Canada lets everyone share in the company’s success with profit-sharing and offers a full suite of additional financial benefits, including signing bonuses for some, year-end bonuses for all and referral bonuses of up to $2,000

 

  • Accenture offers a range of financial benefits including a share purchase plan, available to all employees, signing and year-end bonuses for some, and generous referral bonuses of up to $6,000

 

  • AstraZeneca Canada encourages employees to adopt an ownership culture through a share purchase plan, available to all employees — and offers additional financial incentives including signing bonuses for some employees and referral bonuses for employees who successfully refer a candidate (up to $2,000)

 

  • BASF Canada helps employees prepare for the future with year-end bonuses, retirement planning assistance, employer contributions to a defined contribution pension plan and health benefits that extend to retirees, with no age limit

 

  • In addition to helping employees save for the future, Blake, Cassels & Graydon offers retirement planning assistance, phased-in work options and health benefits that extend to retirees (with no age limit)

 

  • CAA South Central Ontario offers a number of financial incentives including signing bonuses for some employees, year-end bonuses for all and referral bonuses for employees who help recruit candidates in their network (up to $3,000)

 

  • Canadian Tire lets everyone share in the company’s success through a profit-sharing plan and offers contributions to a matching RSP plan and defined contribution pension plan to help employees save for the future

 

  • As part of CCAS of Toronto’s health benefits plan, employees receive a health spending account of up to $1,000 per year which can be used to cover a variety of additional wellness-related expenses — the organization also hosts wellness webinars to keep employees up to date on related topics

 

  • CCAS of Toronto supports employees who are new mothers and fathers, including adoptive parents, with maternity and parental leave top-up payments of up to 70% of salary for up to 35 weeks

 

  • Bayer helps employees prepare for the future with contributions to a matching RSP plan and defined contribution pension (depending on their position), retirement planning assistance and health benefits that extend to retirees (with no age limit)

 

  • Bayer cultivates an ownership culture through a share purchase plan, available to all employees — additionally, the organization offers a range of additional financial benefits, including signing bonuses for some employees, year-end bonuses for all and referral bonuses of up to $3,000

 

  • In addition to helping employees save for the future, CIBC maintains a “Retiree Advisory Committee” which represents the views of the bank’s retirees on issues affecting them, provides input on communications to retirees and on policy review and development

 

  • The College of Physicians and Surgeons encourages employees to prepare for the longer term with contributions to a defined contribution pension plan and retirement planning assistance

 

  • Corby Spirit & Wine / Hiram Walker & Sons offers a number of financial benefits including a share purchase plan, available to all employees, signing bonuses for some, year-end bonuses for all and referral bonuses for employees who successfully refer a candidate (up to $1,500)

 

  • CSA Group provides maternity and parental leave top-up payments for employees who are new mothers or fathers, including adoptive parents (to 90% of salary ranging from 5 to 22 weeks, depending on the employee)

 

  • Diamond Schmitt Architects provides maternity and parental leave top-up payments for employees who are new mothers and fathers, to 80% of salary ranging from 6 to 8 weeks

 

  • Dynacare encourages employees to think about their future with retirement planning assistance and contributions to a matching RSP plan

 

  • Dynacare provides maternity and parental leave top-up payments to employees who are new mothers or fathers, including adoptive parents (to 75% of salary for 15 weeks) and offers the option to extend their leave into an unpaid leave of absence

 

  • Equitable Bank cultivates an ownership culture through a share purchase plan, available to all employees, and helps employees save for retirement with contributions to both matching and non-matching RSP programs

 

  • EllisDon cultivates an ownership mentality through a share purchase plan, available to all employees, and lets everyone share in the company’s success with profit-sharing

 

  • In addition to supporting a number of local and national charitable organizations each year, Equitable Bank encourages employees to give back to local communities by providing paid time off to volunteer and matching employee donations

 

  • Fidelity Canada supports employees who are new mothers and fathers, including adoptive parents, with maternity and parental leave top-up payments (to 100% of salary for up to 17 weeks) and offers the option to extend their leave into an unpaid leave of absence

 

  • Along with a hybrid pension plan that combines defined contribution and benefit plan features, Ford of Canada’s unionized hourly employees can participate in the “Ford Auto” purchase program which offers discounts on employee purchases (up to 4 new Ford vehicles each year)

 

  • Along with a range of attractive financial benefits such as new employee referral bonuses, discounts on a variety of products and services (from travel to fitness club memberships) and a defined contribution pension plan, Labatt Breweries also offers interested employees the popular Labatt Beer Mastercard that comes pre-loaded with two cases each month

 

  • Fleet Complete cultivates an ownership culture through a share purchase plan, available to all employees, and offers a number of additional financial incentives including signing bonuses for some employees, year-end bonuses for all, and referral bonuses for employees who help recruit candidates in their network (up to $3,000 per successful referral)

 

  • Fleet Complete provides maternity and parental leave top-up payments for employees who are new mothers, fathers or adoptive parents (up to 67% of salary for 52 weeks)

 

  • Halton Region helps employees plan securely for the future with retirement planning assistance and contributions to a defined benefit pension plan

 

  • Hatch encourages employees to become owners through a share purchase plan, available to all, and offers a full suite of additional financial benefits including signing bonuses for some employees, year-end bonuses and profit-sharing for all

 

  • Hatch helps employees prepare for the future with contributions to a defined contribution pension plan, retirement planning assistance and phased-in work options for those nearing retirement

 

  • HIROC encourages ongoing employee development with subsidies for tuition and professional accreditation, in-house and online training programs and financial bonuses for some course completion

 

  • HIROC helps employees plan securely for the future with contributions to a defined benefit pension plan, retirement planning assistance and phased-in work options

 

  • Home Depot Canada cultivates an ownership culture through a share purchase plan, available to all employees, and lets everyone share in the fruits of their labour with profit-sharing

 

  • HP Canada cultivates an ownership culture through a share purchase plan, available to all employees, and offers a number of additional financial incentives, including signing bonuses for some, year-end bonuses for all and referral bonuses of up to $2,000

 

  • Hydro One helps employees plan securely for the future with contributions to a defined benefit or defined contribution pension plan (depending on employee group) and health benefits that extend to retirees, with no age limit

 

  • Hydro One provides maternity and parental leave top-up payments to employees who are new mothers or adoptive parents (up to 93% of salary for up to 17 weeks)

 

  • IMAX helps employees plan for the longer term with contributions to a defined contribution pension plan and manages a year-end bonus program — additionally, the company offers generous referral bonuses (up to $3,000) when employees successfully recruit a friend

 

  • In addition to helping employees save for the future, Kruger Products offers retirement planning assistance as well as health benefits that extend to retirees (with no age limit)

 

  • Intact Financial rewards employees through year-end bonuses and helps cultivate an ownership culture through a share purchase plan that is available to all employees — the company also helps employees plan for the future with defined benefit and defined contribution pension plans

 

  • Intact Financial supports ongoing employee development with tuition subsidies for courses related to their current role, a variety of in-house training programs and financial bonuses for the completion of certain programs

 

  • Intelex Technologies provides maternity leave top-up payments to employees who are new mothers (up to 100% of salary for up to 6 weeks) and offers the option to extend their leave into an unpaid leave of absence

 

  • SickKids helps employees plan for the future with pension and retirement sessions throughout the year and offers an online pension centre to provide employees with a convenient user experience — also keeps retirees connected through the Quarter Century Association

 

Human Resources

Human Resources Consulting Firm TorontoWhat drives a great HR strategy? We have found that the most reliable and persuasive HR strategies are built on the intersections of the company’s capabilities, uniqueness and seamless execution. Businesses have to address a unique set of barriers that often require deeper insight. Arcus offers a fact based approach to align an organization’s strengths with customer needs.

Learn more about our Human Resources services:

 

FOR BOARDS

 

FOR SENIOR EXECUTIVES AND HR LEADERS

 

Dealing with complexity, constant change and resource optimization are priorities for growing for-profit and non-profit organizations. Change requires best practices in organizational effectiveness and flexible leadership. CEO’s need to learn about how to leverage best practices for effective change within their organizations. Benefits include substantial shareholder value, lower costs and streamlined businesses.

Our change model is based on practices of HROS (highly reliable organizations) in sectors with complex operations such as healthcare and nuclear energy. These organizations follow proven methodologies because human errors can have potentially catastrophic consequences. The comprehensive approach integrates process and human dimensions of change. Please review a few sample projects to learn more about our approach on an engagement.


 

Human Resources – Insights and Ideas

Human Resources – Insights and Ideas to help people managers optimize their strategies, strengthen retention and motivate staff. Read more.


 

Featured research: Beyond KPIs. The Importance of Building Trust.

Building Trust: “We need people in our lives with whom we can be as open as possible. To have real conversations with people may seem like such a simple, obvious suggestion, but it involves courage and risk.” –Thomas Moore


 

trustMany leaders can attest to this experience: You ask your team to carry out a task that has enough flexibility for creative input. Rather than making their own decisions, the team comes to you with an onslaught of questions, trying to pin down the exact parameters of the task. 

 

The reason for this behaviour is a lack of trust or possibly gaps in competencies. The latest results of the Arcus Trust Index survey indicate that trust in business in Canada has declined precipitously by 12 points to 42% over the past year. We haven’t seen a 12-point dip in the Arcus Index (that includes 55 dimensions of trust) since the Enron days. People simply don’t trust others like they used to. Read more.

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