8- Decent Work and Economic Growth
Here are the actions that UdeM and its community are implementing for employee compensation, wellness program, and workplace health and safety.
Employee compensation
Local living wage (based on a family of four and expressed as an hourly wage) : 18 US/Canadian$
Percentage of employees that receive a living wage (benefits excluded) :100 %
Total compensation provided to the institution’s lowest paid regular, part-time or full-time employee or pay grade meets or exceeds what percentage of the living wage?: 125 %
Description of the minimum total compensation provided to the institution’s lowest paid employee or pay grade:
The first level of class 1 of technicians are the lowest paid employees of the Université de Montréal (Level 1 classe 1; member of 1244 Union). Their collective agreement states that they have the right to the following advantages :
- Group Insurance (health, dental, life, accident)
- Pension plan
- Reduction in tuition fees (for the individual and his/her family)
*Each temporary employee received a 4% increase on their salary in compensation for the advantages they did not have.
Data source(s) and notes :
The living wage estimation for montreal is based on the work of the Institut de recherche et d'informations socio-économiques (IRIS)(Institute for Socio-economic Research and Information). We use that estimation since it was the only available for our region, the Living Wage Canada’s standards not having the information available for Quebec.
https://iris-recherche.qc.ca/publications/revenu-viable-2023/
Wellness Program
Our university provides students and staff with access to wellness services through distinct scheme.
Students
Our university provides a medical clinic to students, where they can consult a health professional for free and get access to a wide range of medical services for a nominal fee, such as reproductive health information and services, medical tests and vaccination. Students also have access to our university's psychological counselling services, which offer individual consultations for a nominal fee.
For information : https://vieetudiante.umontreal.ca/sante-bien-etre
Employees
The University de Montréal's Employee Assistance Program (EAP) is a confidential and voluntary support service that can help employees take the first step toward change. It can help employees find various solutions to the challenges they face at any age or stage of their life. Access is immediate and confidential support comes in ways that is most suited to their preferences.
Solutions offered include:
Achieving well-being:
- Stress
- Mental health concerns
- Grief and loss
- Crisis situations
Managing relationships and family:
- Communication
- Separation/divorce
- Parenting
Dealing with workplace challenges:
- Stress
- Performance
- Work-life balance
Tackling addictions:
- Alcohol
- Drugs
- Tobacco
- Gambling
Getting legal advice:
- Family law
- Separation/divorce
- Custody
Receiving financial guidance:
- Debt management
- Bankruptcy
- Retirement
Since 2019, the University of Montreal is participating in a long-term study of the Observatory on Health and Well-Being. Thanks to the participation of its employees, the University will be able to deploy a health and wellness program that truly meets the needs of its staff in the near future.
The institution’s smoke-free policy:
Extracts from the related policies at the University of Montreal
POLICY ON TOBACCO CONTROL (2002)
"It is prohibited to smoke, use an electronic cigarette or any other device of this nature in the following places: - in all University premises and buildings, including residences;- outside a University building, within nine (9) metres of any access door, window and air intake;- premises and grounds of an early childhood centre, daycare centre and summer camps;- places where sporting activities take place, including areas reserved for spectators;- in a bus shelter, tent, marquee or any temporary or permanent facility welcoming the public, including a terrace or balcony;- in a University vehicle."
CANNABIS REGULATIONS (2018)
It is prohibited for anyone to use any form of cannabis on campus.
Website URL where information about the institution’s wellness programs is available:
Website URL where information about the institution’s wellness programs is available:
https://rh.umontreal.ca/employe/programme-daide-aux-employes-et-a-la-famille-paef/
https://www.osmet.umontreal.ca/
Data source(s) and notes:
Workplace Health and Safety
The nationally or internationally recognized OHSMS standard or guideline used: CSA Z100
The University's Human Resources Department uses an OHSMS that is managed by the Prevention and Safety Department. This OHSMS includes: OHS policy, identification and analysis of the different OHS risks, establishment of safe work procedures, OHS training activities, internal OHS inspections and audits to correct non-conformities, continuous improvement of OHS processes.
The annual number of recordable incidents of work-related injury or ill health is 57 and the full-time equivalent of employees:6,568.60.
The methodology used to track and calculate the number of recordable incidents of work-related injury or ill health
Number of CNESST (Standards and Equity Commission,
occupational health and safety) incidents/accidents that required a response from the University's health sector from May 1, 2021 to August 30, 2022.
the annual number of recordable incidents of work-related injury or ill health per 100 FTE employees is 0,87.
Website URL where information about the occupational health and safety program is available:
http://dps.umontreal.ca/accueil/
Assessing Diversity and Equity
Assessment process and the framework, scorecard(s) and/or tool(s) used:
"The University's diagnosis and vision statement present all relevant information.
https://www.umontreal.ca/public/www/images/diversite/documents/EDI-Diagnostic_avril_2020.pdf
https://www.umontreal.ca/public/www/documents/Enonce_de_vision_EDI_2019.pdf
The University has had EDI action plans in place for nearly twenty years and submits a copy of its action plan to the Commission Québécoise des Droits de la Personnes every three years. The last action plan was submitted in April 2020.
Since 2019, the University has decided to go even further in its commitment to EDI and relations with First Peoples and this is why it has decided to involve its entire community and expanded its EDI action plan to all of the University's missions and not only to the Human Resources component. These include EDI in research, training content, student profile and our relationship with the Montreal communities.
This commitment has resulted in a diagnosis that has allowed us to identify our strengths and areas for improvement, a Vision Statement that guides all of our actions and finally two action plans, one in EDI and one specifically for First Peoples. These two action plans support all of our initiatives to make the University an open, inclusive and diverse place to live, study, research and work.
On the University's website, you will find all the documentation supporting our commitment.
A web page dedicated to EDI: https://www.umontreal.ca/diversite/
A web page dedicated to First Peoples: https://www.umontreal.ca/premierspeuples/
Vision Statement: https://www.umontreal.ca/public/www/documents/Enonce_de_vision_EDI_2019.pdf
Diagnosis: https://www.umontreal.ca/public/www/images/diversite/documents/EDI-Diagnostic_avril_2020.pdf
EDI Action Plan: https://www.umontreal.ca/public/www/images/diversite/documents/UdeM_PlanDAction_EDI_final.pdf
EDI Year 1 Report: https://www.umontreal.ca/public/www/images/diversite/documents/UdeM_RapportEDI_AN_1__VF.pdf
RPP Action Plan: https://www.umontreal.ca/public/www/images/autochtones/UdeM_PlanDAction_PremiersPeuples_final.pdf
Year 1 RPP Report: https://www.umontreal.ca/public/www/images/autochtones/UdeM_RapportPPP_Suivi_An1_final.pdf
Description of the most recent assessment findings and how the results are used in shaping policy, programs, and initiatives:
"The University's diagnosis and vision statement present all relevant information.
https://www.umontreal.ca/public/www/images/diversite/documents/EDI-Diagnostic_avril_2020.pdf
https://www.umontreal.ca/public/www/documents/Enonce_de_vision_EDI_2019.pdf
The University has had EDI action plans in place for nearly twenty years and submits a copy of its action plan to the Commission Québécoise des Droits de la Personnes every three years. The last action plan was submitted in April 2020.
Since 2019, the University has decided to go even further in its commitment to EDI and relations with First Peoples and this is why it has decided to involve its entire community and expanded its EDI action plan to all of the University's missions and not only to the Human Resources component. These include EDI in research, training content, student profile and our relationship with the Montreal communities.
This commitment has resulted in a diagnosis that has allowed us to identify our strengths and areas for improvement, a Vision Statement that guides all of our actions and finally two action plans, one in EDI and one specifically for First Peoples. These two action plans support all of our initiatives to make the University an open, inclusive and diverse place to live, study, research and work.
On the University's website, you will find all the documentation supporting our commitment.
A web page dedicated to EDI: https://www.umontreal.ca/diversite/
A web page dedicated to First Peoples: https://www.umontreal.ca/premierspeuples/
Vision Statement: https://www.umontreal.ca/public/www/documents/Enonce_de_vision_EDI_2019.pdf
Diagnosis: https://www.umontreal.ca/public/www/images/diversite/documents/EDI-Diagnostic_avril_2020.pdf
EDI Action Plan: https://www.umontreal.ca/public/www/images/diversite/documents/UdeM_PlanDAction_EDI_final.pdf
EDI Year 1 Report: https://www.umontreal.ca/public/www/images/diversite/documents/UdeM_RapportEDI_AN_1__VF.pdf
RPP Action Plan: https://www.umontreal.ca/public/www/images/autochtones/UdeM_PlanDAction_PremiersPeuples_final.pdf
Year 1 RPP Report: https://www.umontreal.ca/public/www/images/autochtones/UdeM_RapportPPP_Suivi_An1_final.pdf
Description of how the assessment results are shared with the campus community :
" Year 1 Report: Relationship with First Peoples: https://www.umontreal.ca/public/www/images/autochtones/UdeM_RapportPPP_Suivi_An1_final.pdf
Year 1 Report: EDI: https://www.umontreal.ca/public/www/images/diversite/documents/UdeM_RapportEDI_AN_1__VF.pdf
All follow-up reports on the implementation of action plan initiatives are shared with our entire student, employee and faculty community as well as our external stakeholders.
The following internal websites contain all information of interest to a wide audience.
A web page dedicated to EDI: https://www.umontreal.ca/diversite/
A web page dedicated to First Peoples: https://www.umontreal.ca/premierspeuples/.
The diversity and equity assessment report or summary (upload): UdeM_RapportEDI_AN_1__VF.pdf
Website URL where the diversity and equity assessment report or summary is publicly posted :
https://www.umontreal.ca/diversite/
Additional documentation to support the submission :
UdeM_RapportPPP_Suivi_An1_final.pdf
More information about NSSE: http://nsse.indiana.edu