----==_mimepart_6993c87a242e3_6f585470155358cb Content-Type: text/plain; charset=UTF-8 Content-Transfer-Encoding: quoted-printable Hi all, Thank you for meeting with me last week to realign on the way m= y team can better support you!. Following that conversation, this is my u= nderstanding of current state, friction points, and how we agree to move = forward for now. Please let me know if there is anything that is incorrec= t or does not accurately reflect our chat. Workers Compensation C= urrent State: Claims are being handled in-house. Potential Friction: The= re is a risk of Lost Wage penalties if offices hand this off to HR as tig= ht submission deadlines and provincial form requirements. Next Steps: = Claims will remain with local offices until such a time that HR can provi= de dedicated Workers Comp support to Canada. Pay Concerns Current= State: When a pay concern is raised, local office does initial investiga= tion to authenticate then hands it to Irin (Payroll). Potential Friction= : No current friction. Next Steps: There is not a current need to dis= rupt this process. LOA/Accommodations Current State: These are sen= t to HR Service Center. Potential Friction: No current friction. Next S= teps: No change to process. Investigations (Caregiver & Other Workp= lace Concerns) Current State: Investigations are handled in-house with = each office drafting their own corrective action or discplinary form. Po= tential Friction: Leaders in Canada move quickly from report to resolutio= n and there is concern that, with ER leading investigations, timeline can= not be guaranteed. Next Steps: Leaders will continue to lead general inv= estigations and workplace concerns locally, copying Employee Relations on= all threads to increase ER visibility. When complex investigations or co= ncerns are raised, they will hand off to ER to run point. Leaders will sw= itch to using standard policy Corrective Action template found in the Ent= erprise Folder - Internal Forms - Google Drive. Caregiver Separation= s Current State: These are handled in house with the exception of compl= ex cases. Potential Friction: Like other areas, the concern with leaders= is the timeliness of ER support. Next Steps: Leaders will continue to= lead locally, looping in ER when there is a complexity or question of ri= sk with the termination. Support Reset These are the outstanding as= ks from the call. Winnipeg & Vancouver: Dennis shared that prior to Kat= hryn's separation, she was helping him work through a process for deactiv= ating the 120 caregivers he has on roster that are not actively working. = This oversaturation makes it difficult to utilize CareFinder. Sharon reit= erates this same concern. Chantal will begin working to find solution for= all Canada offices. Canada Handbook: Tim shared the draft that Kathryn= worked through. This has not been finalized or issued. Chantal will loop= in appropriate HR leadership to begin process of formally reviewing and = adopting. Please f