I had a client I did some contract work for, they did so many things for their staff. They brought in massage therapists for a week every couple of months, and everyone could get a 20-30 minute massage. They also regularly brought in very fluffy puppies that the staff could hang out with while they worked at their desks, offices, or were in meetings. They also let staff bring their dogs or pets to work on a regular basis. They had huge potlucks every week and parties, and they encouraged staff to take frequent breaks. They stocked a fridge full of softdrinks, juice, energy drinks, bottled water, tons of snacks. They also paid the staff really, really well. Their turn over was quite low, and the staff always seemed really happy. Even the partners of the firm were always outgoing, and truly cared about the staff, including extra paid time off for mental health and for family emergencies. They sent gift baskets and flowers when staff lost loved ones. They were probably my favorite client that I did work for, because I liked watching the workers enjoy their jobs. They even sent me a card all the bosses signed when I had a big family emergency and they included personal numbers if I needed anything to please call them, and I wasn't even employed by them. If I ever owned a business, I would definitely aspire to be like them. Wonderful, wonderful company and people.

Actually making use of disparate time zones to prevent anyone from being on call overnight. Too many places have teams spread out across the globe and still somehow justify putting people on 24x7 support shifts for a week every couple of months on rotation, messing up their sleep.

Paying a living wage. We've yet to be employed by such a company, if they even exist.

Former employee wellness/wellbeing manager here. A lot of the things employers do under the guise of wellbeing — ranging from fitness incentives to mindfulness and resilience programs — haven't been shown to have significant effects on wellbeing. Even EAPs and therapy, which I see some other folks here mention, are not the best thing an employer can do.

The best practices include allowing autonomy and voice in how the work gets done. Also, when possible, offering opportunities to get social support. (Also, keeping job demands and job rewards, including pay, at reasonable, fair levels). Unfortunately, there aren't playbooks in how to do this, though — if you're interested in evidence — I strongly recommend Prof Julian Barling's recent book, "Brave New Workplace: Designing Productive, Healthy, and Safe Organizations."

Unfortunately, I don't have a lot of examples of employers that follow best practices for wellbeing. Most of them act as if the solutions (this includes therapy, as well as the others I mentioned) have to do with changing workers. But, in fact, the most effective thing an employer can do is change itself.

As you may know, OP (if you represent the Great Place to Work organization, as your username may suggest), a worthy contribution to the discussion of individual vs. organizational interventions was made in the recent study, "Employee well-being outcomes from individual-level mental health interventions: Cross-sectional evidence from the United Kingdom."

If that's not who you are, I apologize for this boring Comment. :)

Addendum: I'm all for health promotion and mental health programs — just not at the expense of meaningful organizational practices.

any consumer product that does this should be boycotted.

It actually just means their customer service is going to be abysmal.

If a customer, with a problem that the AI can't handle, can't figure out how to get a live operator, they're going to give up and have a terrible CS experience and the company loses the customer.

AI is just air cover for generic layoffs unless management genuinely think that replacing a human customer service agent with a chatbot won't result in serious customer dissatisfaction in which case they are braindead.

Just what I want, to deal with an a$$hole computer that will never be able to handle my issues as fast as a human- case in point Comcast has already been doing this and it sucks so bad

Just look at something like doordash. The AI will be optimized to shut down customer complaints. Customers have no power and no alternatives. Working as intended.

Then why do they punish women for seeking healthcare?

floating PTO day in your birth month

A raise and an extra floating holiday

In the summer, one day a month, we had a half day on Fridays. Pre-pandemic, it was WFH every Friday.

Honestly? A couple of nappable reservable offices. (Couch, room that got dark enough to grab a few Z's.)

My company uses Twic/Forma to facilitate a monthly wellness stipend. We get $75/month that you can spend as it accumulates, or bank it all and splurge on something big at the end of the year. People use it for gym memberships, Apple Watches, lift tickets for Tahoe, massages, even tax preparation! Everyone has a different idea of wellness so I like that we each get our own latitude. Last year I saved it all up and went on a lululemon shopping spree. It was awesome. Use it or lose it by the end of the year.

Per a friend who works in the store

• healthcare is going to only Doctors and RN’s and you will have to verify on some sort of ID site (verifyme or something like that)
• that discount & military is switching to 15% on 10/20
• the discount will now be used online and there will be no more screening or showing badges at the register. If you use your email or phone number it’ll automatically appear on your account.

As someone who works in imaging as a hospital, it’s disheartening to here what they are doing to the discount. You know who’s responsible for taking X-rays of these COVID patients while they’re in the hospital? They could have stated the discount was for direct patient contact jobs only rather than just drs and nurses.

Im probably gonna get downvoted to heck about this but I think blaming the discount lowering on “misuse” is so dumb and sounds like a way for lulu to blame the consumer when in reality they probably would lose less customers by lowering the discount than raising the prices. Either way, lulu makes out with more money. If they cared about misuse then there would be a more sound enforcement/verification policy

As educators we were told that guests that have used any of our discounts that have an email on their profile should be getting an email starting today

TRUE STORY: My bestie workED for Lulu. Yes, past tense. And NO, I had never asked her to use her discount on me. I’ve even gone in the store during her shift and chatted with her while I bought items as a typical customer with no intention of her “hooking me up”. However, she did purchase some items for another friend of ours who hounded her for a hook up. Said “friend”, perhaps forgetting it was purchased with the discount (????), went into the store to exchange. I don’t know the details but my friend was fired the following day. A good friend wouldn’t put you in that position of putting your job in jeopardy and a respectful and HONEST employee with integrity would follow the rules even if you don’t think “it’s a big deal”.

Employee purchases are logged under their account, but usually are only associated via the RFID tag that's on the clothing (which, when I worked, was cut in half to "show" that its an employee purchase, although we will cut the tag to remove the price if it was a gift -and provide a gift receipt).

If the RFID was intact and works, for returns/exchanges, they will tap the tag to the reader, and it will (I think-this part I am fizzy on) bring up the account/receipt that it was purchased on. I'm not entirely sure if that can be done without the account info, but I know guests who have lost their receipt but logged a purchase under their account, can return/exchange without it since the POS keeps track

So either the above happened, or she potentially had the receipt or verbally told staff. I really don't see how they could have found out otherwise

I work at a clothing store too and this doesn’t really bother me ����‍♀️ As long as someone is around my size I’ll use my discount for them, I obviously can’t buy things that don’t look like they fit me at all, but otherwise I don’t think it’s a great risk, I’d just say I wanted it oversized or more fitted. I don’t think fluctuating between a few sizes is going to raise any eyebrows. But if someone just started acting disrespectful because I said no it would be weird, I’d be like nah can’t get away with buying something 4 sizes too small. That’s a them problem if they’re upset that I can’t do it, not a me problem.

Very understandable. Even if you did have a friends discount it’s still not right for her to feel entitled to it it should be something you kindly offer. Maybe you could find some stories or articles of employees getting fired for abusing the discount even with just purchasing a different size than usual so you can send her the link next time she asks.

I mean purchasing clothes not meant for you intentionally can literally get you fired. If they’d rather you risk your job (how you pay your bills, buy your food, take care of yourself) just so can they can buy some clothes for slightly cheaper they probably aren’t friend enough to deserve it tbh. I’m sorry and definitely don’t feel bad for putting your job security above a couple of dollars saved.

I was checking out the other day with my first responder discount and the associate stressed it’s only for personal use (she was super sweet and said “we have to tell everyone”) and I replied “I wouldn’t spend this much money for someone else”.

Except that she told me if she worked for lululemon she would share her discount!! So I can’t even in right mind recommend her smh ��‍♀️

https://preview.redd.it/9815ud3l9ize1.jpeg?width=1080&format=pjpg&auto=webp&s=6f2e8893466c415cc156eff1a920b6df015ce7af

Here's the page from the current handbook. Keep hitting no when you clock out and go talk to HR. If they won't listen go above them to the HRBP. Call the ethics hotline.

Talk to the ethics hot line. This isn’t right

What’s that do?

HR says there’s a “binder I have to sign” if I press that

Just sign it. If you are scheduled 2 breaks in my time, it's not a "mistake". It is mandated by corporate and you are entitled to all your breaks.

That book they make you sign also asks WHY you hit "No", tell them your TL told you you couldn't take your second break.

Don't mess with HR, send a complaint to your state Labor Board. They have the big hammer.

For mental health leave you do need medical documentation. Speak to your hr about your mental health. If you have fmla hours still then you can use that but you won't get paid you can get state disability if your state does that. But Def go see a therapist again it'll help a lot. If you have personal time off then use those hours for a week off. If you're looking for a week off I'd suggest just go to a doctor and complain about something or say that you're feeling sick and get then to write you off a week off. But if you're looking for more you will need more medical documentations like doctor visits and ada/fmla leave file

If you want pay, you need to have proof soooo

Mental health = Medical. You’re doing to need doctors visits.

They will most definitely ask that you provide documentation if you expect to be paid.

You can take a personal leave with no explanation. Medical leave you need to go through the process and have a doctor fill out the paperwork

I would disclose any ongoing illness and treatment. In case of sick leave, support in work place, any difficulties you face in future etc, the disclose will come in handy.

Also might count as a disability and protects you from unfair discrimination.

If it is relevant to your practice and affects your day to day life, potentially yes. If the trust is aware early, they can try and support.

If it’s something historical then I probably wouldn’t bother unless you’re concerned it’ll have an impact.

I never did but I know some people do. I tend to keep my health and personal stuff a secret. I have friends who disclosed issues though

It will be asked about in occupational health questionnaires. No reason to disclose to anyone else though unless you want to.

You need to take 13 weeks of sick leave, paid or unpaid, to qualify for LTD. LTD is typically paid for about two years at which point Sun Life will ask your doctor if you will ever be able to work again effectively. If not then Sun Life applies to Health Canada to request a medical retirement for yourself, and if you can return to work, you simply return back to work.

You can be on LTD up to two years, at which point you undergo a fitness-for-work evaluation to determine whether you can begin to return to work or whether you should consider medical retirement.

A position is held for the entire duration, although after 1 year, your regular position may be backfilled, so you may return to a different position.

AFAIK, salary paid by our disability benefit is 70% of your usual salary, but you can double-check with your collective agreement to be sure.

Take care.

Myself and a few family members went through LTD for mental health. While the process is...annoying? It wasn't that difficult to get. 

Always bugs me though how when people are struggling to just live, they make you do all this jumping around to get stuff signed, return equipment, etc..

I disagree. Approval is based on functional impairment and if you have documentation that functionally you cannot work you will be approved. It doesn’t matter what the illness is, if you functionally can’t work they cannot deny you. Insurers deny applications because people focus on symptoms versus function and if medical documentation doesn’t support a loss of function, you won’t be approved. Having troubles getting approved isn’t specific to mental health its the lack of proof people submit. I was approved in only a couple days because the documents detailed the impairments and specified clearly why I could not do my job

My understanding is that LTD and retirement on medical grounds (ROMG) are 2 separate options. LTD is through insurance, and ROMG is through pensions, and they get Health Canada involved. You do need to wait 13 weeks for LTD, but you’d use up your sick days first, and then can apply for EI sick benefits if still waiting for LTD decision. If you’re approved for LTD, it may overlap with EI if they back pay, and you’ll have to pay back the overlap portion to EI. Initially, you have up to 2 years on disability insurance (DI), and like someone else mentioned you’ll need a fitness to work form filled out by your dr. You’ll need a form to go on DI, too. The forms cost about $200, and depending on how long you’re on DI, the insurance company may ask for follow up forms. Depending on how long you think you may need to be off work, you could consider EI sick benefits, but you’d have to discuss that with your department, and whether your position would be held. EI pays less than DI. I think it’s 55% vs 70%. ROMG is based on years of service, but if health Canada deems you unable to work, CPP disability would top it up (if you don’t have the years) to 70% until you turn 65, st which point you switch to CPP. I think that’s how that works.