One reason why NuComm is one of Canada's 50 Best Managed Companies™ is its constant efforts to improve the workplace for all employees. Continuous improvements, increasing benefits and client work that employees value have all helped improve morale and loyalty.
Here are some examples:
Strong Base Rate Compensation & Raises: Well within industry standards for call centers, NuComm's hourly production employees are paid competitive wages for their region. We continuously benchmark our wages against other employment opportunities, including non-contact center work in our markets
Headsets: Based on feedback from NuComm's employee opinion survey, the majority let us know they wanted their own headset and sharing this equipment was not desirable. NuComm now provides all employees with their own headset upon hiring and, provided the set is returned if or when an employee leaves the company and there is no damage to the set, the equipment is absolutely free to employees.
Paid Bereavement Days: NuComm allows all employees paid days of bereavement for loss of an immediate family member, extended family member, or funeral of a non-family member.
Paid Jury Duty: NuComm policy allows all employees up to five (5) paid days when an employee is under a legal obligation to perform jury duty. Payment is made to employees upon being officially selected to sit on a jury. No limit exists on the number of jury duty incidents that will be paid out per year.
NuComm Continuing Education: NuComm offers a full range of free courses to employees in areas such as computer skills upgrading, business writing and communication, and project planning.
Culture Club: Each NuComm office has its own Culture Club. The club meets monthly to plan employee and family recreation events. All employees can join the Club for $1 per week (on a voluntary basis), which goes toward underwriting recreation events. As a member, each employee receives discounted access to planned events. In addition, the Club is responsible for helping drive office-related continuous improvement and bringing forward employee suggestions, wants and concerns.
President's Award: A cash award of $1,000 is given once-a-year to one employee in each office in recognition of his or her outstanding contribution to the company and demonstration of leadership within NuComm's values.
Daycare Subsidy program: Qualified employees receive reimbursement up to $1,200 annual for daycare expenses for government licensed and regulated facilities.
Cafeteria Service/Facility Improvements: Based on employee feedback from CIC and employee opinion surveys, NuComm allows each office to determine the cafeteria food service preferred by that site's employees.
Employee Lounges: Through feedback received from employee opinion surveys and CIC meetings, NuComm found employees wanted a dedicated space where they could relax during a break. All seven of NuComm's offices now have employee lounges.
NuComm’s Peer Review Panel Process: While making every effort to treat employees fairly, keeping an open-door policy and holding periodic group meetings to hear out concerns, NuComm has also developed a more formal, confidential process for staff issues that become difficult to resolve.
NuComm’s Peer Review Panel was developed to be a formal problem-solving procedure; ensuring employee concerns are given careful consideration and resolved quickly. Any employee who has passed his or her 90-day probationary period can initiate a Peer Review Appeal on topics such as promotions, scheduling, corrective actions (including termination) and conduct of a manager.
The Peer Review Panel process was created to:
- Enable employees to resolve work-related problems in a timely and objective manner
- Ensure employees are being treated consistently, fairly and in accordance with corporate policies and procedures
- Expand employee involvement in the decision-making process
- Increase trust between employees and management
This program is another way NuComm enables its employees to have a greater role in decisions that impact the workplace. It should be noted the Peer Review Panel does not have authority to change NuComm policy, set or establish rates of pay or benefits, change work rules, hear sexual harassment matters, or matters in litigation.
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