Staff Report #10
August 28, 2024
To All Commissioners
Re: 2024 Work Program – Human Resources – Second Quarter Update
Recommendation
The report be NOTED and FILED.
Background
The following report is provided as an update on significant projects as set out in the 2024 Work Program that were scheduled to commence and/or be completed in the second quarter, with the lead on same being the primary responsibility of Human Resources.
5.2 – Occupational Health and Safety Work Program – The following provides an update on activities scheduled and/or completed from the Occupational Health and Safety Work Program for the second quarter of 2024:
Healthy Habits in the Workplace
A new Healthy Habits in the Workplace Campaign is being developed for a 2024 rollout targeting healthy lifestyle tips. The campaign focuses on physical health, embracing balanced nutrition, practicing stress management techniques, ensuring sufficient sleep, fostering positive relations, and maintaining appropriate work-life balance. Each tip will be featured in a campaign, including posters, quick tips, and handouts and will also form part of a training module on same. The overall objective is to ensure healthy habits are incorporated into employees’ daily routines, enhancing a person’s overall well-being.
Slips, Trips and Falls
Through the Joint Health and Safety Committee, a Working Group was formed to review and investigate all related injuries under the “trips, slips, and falls” category to reduce these injuries. Work is underway to develop a communications campaign to be rolled out in 2024 to address and educate employees on the root causes of these injuries and how to reduce them effectively.
LTC’s Human Rights and Diversity (Anti-Harassment, Anti-Sexual Harassment and Anti-Discrimination) and Mutual Respect in the Workplace
LTC has a long-standing Human Rights and Diversity Policy (Anti-Harassment, Anti-Sexual Harassment and Anti-Discrimination) and a Mutual Respect in the Workplace Policy and Complaint Procedure. These Policies and related Complaint Procedure are reviewed as necessary and at least annually. The Policies and Complaint Procedure are developed in consultation with LTC’s Joint Health and Safety Committees (JHSC) and legal counsel. The Policies and Complaint Procedure form part of LTC’s program of anti-harassment, anti-sexual harassment, and anti-discrimination in concert with LTC’s Workplace Violence Prevention Policy and Procedure. In early 2024, a thorough review and update of the related training modules for LTC’s Human Rights and Diversity Policy (Anti-Harassment, Anti-Sexual Harassment and Anti-Discrimination), Mutual Respect in the Workplace Policy and LTC’s Diversity program was completed to ensure each continues to meet legislative requirements and effectively educate all employees on provisions of the policies, addresses workplace issues to reduce policy-related violations and improve the workplace. The approved training modules were rolled out in the second quarter of 2024, and all LTC employees have and/or will participate in the newly revised training modules.
6.5 – Annual Performance Report – Corporate Training – As part of the 2024 work plan relating to corporate training, Human Resources with Operations developed a one-day Operator Education Program (OEP) that includes the delivery of LTC’s Human Rights and Diversity (Anti-Harassment, Anti-Sexual and Anti-Discrimination), Mutual Respect in the Workplace and LTC’s Diversity training modules combined with standard operating procedure review, employer expectations, mobility securement refresher in addition to a session on healthy habits in the workplace. All Operators are expected to participate in this training over the next three years.
6.6 – Driver Certification Program / Ministry of Transportation – The Ministry of Transportation (MTO) allows employers to certify licenses in-house, provided they comply with their Driver Certification Program (DCP). The DCP outlines what level of training is required concerning upgrading licenses, for example, from a G license to a C license and license renewals. In 2015, MTO approved London Transit’s New Operator Training, and the teachings fully comply with the requisite requirements. Through the DCP, an audit must be completed once every three years. The 2023 audit was completed with one finding relating to a missing piece of documentation in the employee file. As a result, a re-audit was required in 2024, which found LTC to be in full compliance.
6.12 – Assess and Implement Recruitment Strategies to Re-Establish Complement – Human Resources has and will continue to prioritize recruitment and selection through the remainder of 2024. Efforts to fill vacancies across all departments have been steady throughout the year. Two key positions requiring continual recruitment are the Operator and 310T Mechanic positions. By the end of June 2024, the Operator hiring closely matched the approved complement level. It is anticipated that even with attrition and service growth in 2024, the approved Operator complement will be met with no shortfalls. Recruitment for 310T Mechanics has not been successful in 2024 as there are continued difficulties in meeting the complement needs. Human Resources continues to expand advertising for these positions; postings run continuously. They are broadly posted across job board websites, local classified sites, regular reminders via social media and various community establishments as listed in our “diversity mailing list.” London Transit regularly attends job fairs in the London area to ensure potential applicants can ask questions and learn more about the available positions. As discussed previously, London and the surrounding area continue to illustrate a competitive demand for 310T Mechanics. In late 2023, Human Resources and Fleet management worked with ATU Local 741 to expand the 310T Mechanic Apprenticeship program. London Transit has experienced some success in this area, and as such, the program has been expanded. Fleet management and Human Resources continue to take all action as deemed warranted to address the shortfall.
Recommended by:
Joanne Galloway, Director of Human Resources
Concurred in by:
Kelly S. Paleczny, General Manager