Our heartfelt greetings to you and yours as we enter the holiday season. We wish you a wonderful 2025 full of happiness, health and much success.

2024 was a milestone year for Optima Services Inc as we celebrated 20 years in business. As we reflect on the ups and downs we’ve faced over the years, we could not help but think of all the people who have shared in our journey. We are grateful for our teachers, mentors, clients, colleagues, and the many friends we’ve made along the way. Thank you for all the support and for being such an integral part of our story. We have the privilege of working with some truly amazing organizations that contribute to our community.

In the spirit of holiday giving, we are proud to donate to the following organizations to support them in continuing their important work:

• Arts Club Theatre Company
• BC Children’s Hospital
• Canucks Autism Network
• Greater Vancouver Food Bank
• InspireHealth Supportive Cancer Care
• The Terry Fox Foundation

All the best for the the year ahead.

Seasons greetings,
Cissy, Andreas, Klaudia & Annika

Posted by Optima Services Inc on December 19, 2024.

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Normandin Beaudry

• Actual average salary increase in 2024 (in Canada) – 3.6%
• Projected salary increase for 2025 (in Canada) – 3.4%
• Projected salary increase for 2024 (in BC) – 3.3%

Eckler

• Actual average salary increase in 2024 (in Canada) – 3.8%
• Projected salary increase for 2025 (in Canada) – 3.6%
• Projected salary increase for 2025 (in BC) – 3.9%

Telus Health

• Actual average salary increase in 2024 (in Canada) – 3.67%
• Projected salary increase for 2025 (in Canada) – 3.45%
• Projected salary increase for 2025 (in BC) – 3.6%

Mercer

• Projected merit increase budget for 2025 (in Canada) – 3.0%
• Projected total salary increase budget for 2025 (in Canada) – 3.4% (includes merit increases plus other base salary increases such as promotional pay increases and cost of living adjustments)

Gallagher

• Actual average salary increase in 2024 (in Canada) – 3.9%
• Projected salary increase for 2025 (in Canada) – 3.5%

Western Compensation & Benefits Consulting

• Projected salary increase for 2025 (in Canada) – 3.5%

Please note: All salary increase projections above exclude companies planning for a salary freeze in 2025.

Overall, salary increase projections for 2025 are lower than the actual salary increases provided in 2024. For specific salary increase projections by province and by industry, please look at the specific survey links above for more information.

If your small business needs help with planning for your 2025 salary increases, please feel free to reach out to us.

Copyright Optima Services Inc. All rights reserved. Posted on December 17, 2024.

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No matter how challenging an employee is or how poorly they fit with your organization, telling someone that they are out of the job is never easy. Decisions about employee terminations should never be taken lightly, should be planned appropriately and should be handled with courtesy and respect for the employee and those with whom they work.

Here is a scenario we often hear: “We have an employee. He’s been here a while but it’s not working out. We want to let him go soon, like, today. What’s the best way to do it so we don’t run into any problems?”

While this is a common question that we get asked about employee terminations, the answer is rarely simple. There are many considerations to take into account and sometimes an immediate termination of employment isn’t the correct course of action.  Typically questions we would ask in a situation like this include:

• Is the reason for wanting to let the employee go, in part, or in full, due to their performance?
• What is the employee doing that is problematic? Is it a skill/competence issue or something else?
• Was the employee advised of relevant company policies and procedures? Are you sure the employee understood those policies and procedures?
• Was the employee properly trained? Did the employer provide opportunities for training, coaching, development and mentoring to the employee?
• Were performance expectations and metrics clearly defined and communicated to the employee?
• Did the employee understand and agree with how their performance would be measured?
• Did the employer provide performance feedback regularly and in a timely manner so that the employee knew what was expected of them, where they were doing well, where their performance was falling short, and what they needed to improve?
• If employee performance is a concern, did the employer communicate what the consequences or outcomes could be if performance does not improve?
• Are there extenuating circumstances which could be leading to performance decline (e.g. medical issues, disability, toxic work environment, bullying/harassment at work, etc.)?
• If performance decline could be due to a disability, have you met your obligations for the duty to inquire and the duty to accommodate?
• Does the employee want to continue working with the company or are they ready to move on? Would a “mutual parting of the ways” be a better option than an employer-initiated termination?

For most non-union workplaces, an employer has the right to terminate employment at any time, for any reason, as long as it’s not a discriminatory reason and as long as the employer provides reasonable notice of the end of employment. The employment contract should have a clause which lays out the notice period or severance to be provided in the event of a termination of employment. These terms must meet or exceed employment standards legislation requirements.

However, as we often tell our clients, just because you have the right to do something, doesn’t mean it’s the right thing to do.

Terminating employment without providing a reason or without forewarning, while allowed, isn’t necessarily the right way to go. Ending someone’s employment because they aren’t performing, but never having shared with them the performance concerns, rarely ends well. When deciding whether it’s the right timing for an employer-initiated employee termination, it is important that the employer look at whether they did all that they could to help the employee succeed. Regular training, coaching and communication are critical to ensure employee success.

Normally, if termination is due to performance, it shouldn’t come as a surprise to the employee. There should have been numerous conversations and discussions with the employee where the manager has shared concerns and feedback, where clear performance objectives are clarified, and where the employee is made aware that if their performance doesn’t improve, their job could be in jeopardy. The last thing you want is for the employee to say “I had no idea my performance was a problem. Why didn’t you tell me? I thought I was doing a good job!”

Sometimes, the graceful exit approach may be a better option. If the employer is unhappy with the employee’s performance, it’s often that the employee is unhappy as well. Have an open, heart-to-heart conversation about whether you’ve reached the end of the road in the employment relationship. If so, it may be possible to agree to a mutual parting of the ways, where both sides come to the conclusion together that the fit isn’t good and that the employment relationship should come to an end. It would still end up being a termination of employment; however, if it’s a solution that both parties agree upon, it’s a much more graceful exit and allows everyone to walk away with their heads up high.

Our best advice about employee terminations is to make sure you have properly considered the items identified above and, if termination is the next step, then treat the employee as respectfully as possible. Consult with legal advisors to ensure your working notice or severance is legally compliant. Have as a goal through the process to have the departing employee still be a champion for the company even after they no longer work there.

Copyright Optima Services Inc. All rights reserved. Posted on September 23, 2024

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We’re honoured to announce that Optima Services Inc is a winner of a 2024 Canadian HR Reporter Readers’ Choice Award in the category of HR Management Consultant. The winners were announced online on June 18, 2024. We’re humbled to be a eight-time recipient of this national award.

A big thank you everyone who voted for us! We really appreciate your trust in us and thank you for allowing us to work with you.

Congratulations to all the winners.

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A number of legislative changes affecting employers in British Columbia took effect in January 2024. Below is a summary of these changes and where to go for more information.

Health & Safety Legislation

Bill 41, the Workers Compensation Act Amendment Act (No. 2), 2022 received Royal Assent on November 24, 2022. The legislation introduced 7 amendments to support workers in BC, with 6 amendments already enacted and the final amendment taking effect on January 1, 2024.

This amendment adds a legal duty for workers and employers to cooperate in a worker’s early and safe return to work, as well as a legal duty for employers who regularly employ 20 or more workers to maintain the employment of injured workers who have been employed for at least 12 months before their injury.

The duty to cooperate:

• Applies to claims with injury dates on or after January 1, 2022.
• Creates obligations for workers and employers to cooperate with each other, and with WorkSafeBC, to identify and make suitable work available to workers in a timely and safe manner following an injury.
• Requires employers and workers to contact each other and maintain communication while the worker is off work due to injury.

The duty to maintain employment:

• Applies to claims with injury dates on or after July 1, 2023.
• Creates an obligation for employers to maintain an injured worker’s employment if the employer employs 20 or more people and has employed the injury worker on a full-time or part-time basis for at least 1 year before their injury.
• Requires an employer to offer either the pre-injury work, or a comparable alternative, if an injured worker is fit to return to their pre-injury work.
• Requires an employer to offer the first suitable work that becomes available if an injured worker cannot perform their pre-injury work but is otherwise fit to work in another capacity.
• Requires employers to make any changes necessary to the work or workplace to accommodate an injured worker, unless the changes create an undue hardship for the employer.

While the majority of employers, are likely already following these practices as a normal course of business when managing injured workers, this legislation formalizes the obligations and expectations. For more information, go to WorkSafeBC’s Bill 41 resources:

• General information for employers
• Fact Sheet: Duty to cooperate
• Fact Sheet: Duty to maintain employment

Canada Revenue Agency (“CRA”) Administrative Policy Regarding Payroll

This new CRA administrative policy determines the employee’s province or territory of employment (“POE”) for payroll purposes. The POE is important for determining the appropriate payroll deductions (i.e. income tax, CPP and EI deductions) to withhold and is particularly important for fully remote workers.

The POE is determined by a number of factors including:

• the type of income
• the residency status of the employee
• the establishment of the employer where the employee reports to work.

The establishment of the employer is any place or premise in Canada that is owned, leased or rented by the employer where employees report to work or from which employees are paid. For the purposes of the POE, this does not need to be a permanent physical location. Generally, an employee’s home office is not considered an establishment of the employer. Where an employee is reasonably considered to be attached to an establishment of the employer, then that employer location would become the POE.

Further information on establishing a province or territory of employment can be found on the CRA website.

Posted by Optima Services Inc on February 1, 2024

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Our very best wishes to you and your loved ones for the holiday season. May 2024 bring much peace, kindness and goodwill to all.

We also wish to thank you for allowing us to do the work that we do. Whether you are a client, service partner, colleague or a quiet cheerleader from afar, we thank you for your support and trust.

In the spirit of the holiday season, we have made donations to a few organizations who do amazing work during this time of great need. Whether supporting medical care and research, building community or spreading joy through the arts, we are proud supporters of the following:

• Arts Club Theatre Company
• BC Children’s Hospital
• Canucks Autism Network
• Greater Vancouver Food Bank
• InspireHealth Supportive Cancer Care
• The Terry Fox Foundation

Wishing you a wonderful festive season and only the best for the new year.

Our warmest wishes,
Cissy, Andreas, Klaudia & Annika

Posted by Optima Services Inc on December 15, 2023

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A reminder that the Pay Transparency Act in BC which passed in May 2023 will place additional requirements on BC employers effective November 1, 2023.

Beginning November 1, 2023, all employers in BC must include the expected pay or expected pay range on all publicly advertised job postings.

Additional guidelines provided by the BC government include:

• Only an expected pay rate or pay range needs to be included in the job posting. Additional compensation elements (e.g. bonuses, overtime pay, tips, benefits) do not need to be included.
• The pay information posted cannot include an unspecific minimum or maximum amount. For example, “$20 per hour and up” or “up to $30 per hour” is not permitted, while “$20 – $30 per hour” is permitted.
• Jobs posted by a 3rd party on behalf of an employer in BC must include the pay rate or pay range.
• The requirement applies to jobs advertised in other jurisdictions if the position is open to BC residents and may be filled by someone living in BC working in-person or remotely.
• General recruitment campaigns that do not mention specific job opportunities do not need to include a pay rate or pay range.

A reminder that pay transparency legislation requirements already in effect include:

• Employers cannot ask job applicants about their pay history at other positions.
• Employers cannot dismiss, suspend, demote, discipline, harass or disadvantage an employee for asking their employer about their pay or revealing their pay to another employee or someone applying to work for the employer.

For more information on pay transparency in BC, questions can be emailed to paytransparency@gov.bc.ca.

Posted by Optima Services Inc on October 24, 2023

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As employers plan their salary increase budgets for 2024, inflationary pressures, economic uncertainty and a high demand for talent have created a continuing challenge.

To help with the salary planning process and to provide insight into what is happening in the market, below is a summary of salary increase projections for 2024 that have recently been published in Canada:

Normandin Beaudry

• Actual average salary increase in 2023 (in Canada): 4.1%
• Projected salary increase for 2024 (in Canada): 3.6%, with up to an additional 1% for other salary adjustments
• Projected salary increase for 2024 (in BC): 3.6%

Telus Health

• Actual average salary increase in 2023 (in Canada): 4.22%
• Projected salary increase for 2024 (in Canada): 3.64%
• Projected salary increase for 2024 (in BC): 3.91%

Eckler

• Actual average salary increase in 2023 (in Canada): 4.4%
• Projected salary increase for 2024 (in Canada): 3.9%
• Projected salary increase for 2024 (in BC): 3.9%

Mercers

• Projected salary increase for 2024 (in Canada): 3.3% for merit increase
• Projected salary increase for 2024 (in Canada): 3.7% for total salary increase budget (includes merit increases plus other base salary increases such as promotional pay increases and cost of living adjustments)

Please note: All salary increase projections above exclude companies planning for a salary freeze in 2024.

Overall, salary increase projections for 2024 are slightly lower than the actual salary increases provided in 2023. For specific salary increase projections by province and by industry, please look at the specific survey links for more information.

Please feel free to contact us if your BC-based small business requires assistance with planning your 2024 compensation strategy.

Posted October 19, 2023

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We’re honoured to announce that Optima Services Inc is a winner of a 2023 Canadian HR Reporter Readers’ Choice Award in the category of HR Management Consultant. The winners were announced online on June 15, 2023.

Here are some facts about the 2023 Canadian HR Reporter Readers’ Choice Award survey:

• The survey took place between February 13 and March 10, 2023;
• The top 3 nominees who received the most overall votes in each category were awarded the Readers’ Choice designation.

We’re humbled to be a seven-time recipient of a Canadian HR Reporter Readers’ Choice Award in the category of HR Management Consultant. We appreciate our clients who trust us to support them.

Congratulations to all the winners. Thank you to everyone who voted for us!

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The BC Government has announced two pay changes that will affect employers in BC: a minimum wage increase and the passing of the Pay Transparency Act.

Minimum Wage Increase

Effective June 1, 2023, the minimum wage in BC will increase from $15.65 to $16.75 per hour.

This 6.9% increase in the minimum wage reflects BC’s average annual inflation rate in 2022. Minimum wage adjustments have occurred on June 1st of each year and have been tied to inflation increases.

Pay Transparency

The BC Government passed a new Pay Transparency Act on May 11, 2023 to improve pay equity for Indigenous women, women of colour, immigrant women, women with disabilities and non-binary people.  This new legislation places requirements on employers to address systemic discrimination in the workplace and to reduce the gender pay gap.

For employers, the Pay Transparency Act places new requirements on employers, including the following:

• Employers can no longer ask job applicants about what they have been paid at positions with other employers.
• As of November 1, 2023, employers must include the expected pay or pay range for a specific job opportunity that they advertise publicly.
• Employers above a certain size will be required to complete and post pay transparency reports (which have not yet been detailed) in the following stages:
  • November 1, 2023: B.C. government, BC Hydro, BC Housing, BC Lottery Corp., BC Transit, ICBC, and Work Safe BC
  • November 1, 2024: all employers with 1,000 employees or more
  • November 1, 2025: all employers with 300 employees or more
  • November 1, 2026: all employers with 50 employees or more
• Employers cannot dismiss, suspend, demote, discipline or harass an employee who asks their employer about their pay or reveals their pay to another employee or someone applying to work for the employer.

More information about this new legislation can be found here.

Posted by Optima Services Inc on May 31, 2023

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