We are conducting an employee survey to assist us in developing recruitment strategies to attract and retain employees like yourself to our organization.

Recruitment of Developmental Support Professionals has been a struggle in the developmental services industry and as such we are hoping to gain valuable insight into what attracted you to CLGW and what continues to bring you back every day.

This is an anonymous questionnaire. The only identifiers we are looking for is your age category, position and your years of service.

If you could take 10 minutes to complete this survey we would greatly appreciate this. Please have this completed no later than Thursday, November 23^rd, 2017.

Thank-you for your ongoing dedication to CLGW!

The RSP/RPP plans you have with Manulife do as well as your investment choices allow.  You are responsible for choosing where you place your funds.  These choices have a direct impact on how much growth you will see between now and the time you retire.

The plan default investment has been changed to a Retirement Target Date Fund.  This means if your funds were invested in either a one year or five year GIA, contributions going forward will be allocated to the year closest to your year of retirement, for example ML Retirement Date 2045.  The Retirement Target Date Funds present a better investment option compared to a one year (1001) or five year (1005) GIA.

For Example:  An investment code of 1001 indicates the selection of a one year GIA with a current rate of return of 1.050%.   An investment code of 1005 indicates a 5 year GIA with a current rate of 1.450%.  Again, how you choose has a direct impact on how much growth you will see.

If you would like to ensure you are on the right track with your plans, Tom Bothwell of Bothwell Financial Services will be available on site on the following days:

Wednesday November 8^th – 10:30am-1:00pm Guelph – ARC Front Boardroom
Thursday November 9^th – 1:00pm-4:30pm Mount Forest Conference Room
Friday November 10^th – 10:00am-1:00pm Guelph Claire B Boardroom
Monday November 13^th – 10:30am-12:30pm Fergus Conference Room

To book an appointment to speak with them regarding your investment direction, please contact Aradhna Raina, HR Assistant at your earliest convenience to obtain the best time for you.  AradhnaRaina@clgw.ca or 226-314-0822.

If you have any questions regarding your funds or otherwise, also feel free to contact Tom at his office directly at 519-837-1515 or bothwellfinancial@rogers.com.

Angela Bukowski
Human Resources Administrator
226-314-0827
AngelaBukowski@clgw.ca

Click here to download a PDF of this memo.

“There is no passion to be found in playing small – settling for a life that is less than the one you are capable of living.”  Nelson Mandela

The above quote reminds me of our transformation journey.  Our employees are doing an amazing job of ensuring they make a difference in the lives of those we support!    Through the efforts of these dedicated employees, individuals who rely on us for support are realizing their dreams.

Please take some time to read this booklet and when you see the people profiled in these pages, please thank them for their long standing dedication and commitment to our agency and to those that we support.

On behalf of Community Living Guelph Wellington, I would like to thank each and every one of you for the amazing work that you do in helping to “…facilitate opportunities for people with developmental disabilities to realize their potential and dreams in their communities.”

Laura Hanley
Executive Director

To download the booklet, please click this link.

Our Accessibility Plan can be viewed by clicking this link.

As you know there were made to section 11.06 of the Collective Bargaining Unit, which came into effect once the CBA was ratified in the spring, which now reads as follows:

If a Relief Employee, does not work a minimum of two (2) direct support shifts for four (4) consecutive pay periods, provided shifts were offered during that period.  Relief employees can request via their immediate supervisor to train/orient at alternate programs which may be approved based on operational needs.

We recognized that there were some reporting gaps in our process to be able to accurately determine which relief staff had responded to accepting a shift, but were not given the shift as someone else had responded quicker. As such we temporarily put our termination process on hold for relief staff who were not able to fulfill the minimum shift requirement. We have now worked out our reporting and tracking process and as such we will begin to terminate relief employees who are not able to work 2 shifts within the period of August 30 – October 25^th. Attached is the payroll schedule with an example which illustrates how this system works.

If you have any questions, please contact your supervisor directly or human resources.

Thanks everyone!

Tricia Vogel
HR Manager