Please continue to submit your questions, comments, ideas, and concerns. We truly value everyone's input as we are Better Together.

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ASK THE CEO:

You Asked. We Answer.

Two new questions were submitted to Ask The CEO on the GOOD WORKS portal:

Instead of forming 4+ new teams for weekends, why doesn’t CHS pay a bigger weekend differential to TC/RYCs and we keep the 14 hours? The children already see so many faces and having a new team would be overwhelming for everyone. Plus, coming in earlier during the week is unattainable to students.

Thank you for your input. The leadership team believes 14-hour shifts are not in the best interest of both the children we serve and CHS employees. This decision was supported overwhelmingly in the RYC survey results. Eliminating these shifts creates greater child/employee safety, improves work-life balance/self-care and increases employee satisfaction. It is important that CHS maintains the ability to be innovative, creative and flexible in how we operate to ensure that we offer the best client and employee experience now and into the future.

We are early in the process of piloting the changes and will monitor the impacts closely. All staff will have an opportunity to offer additional input on a post-implementation survey.

• • •

Would there ever be the possibility of an added benefit of, within reason, selling back PTO time? With positions being so demanding, sometimes it is difficult to take PTO, and it adds up to the point that people stop accruing time, and others do not feel the need to take as much PTO as others for self-care. It would be highly desirable to have the ability to sell back PTO time. It also seems that it would benefit the agency. The agency would not need to pay the PTO to the person, plus the relief staff filling in that position.

Thank you for your question. I have asked Chief Human Resources Officer Mark Niemeyer to respond:

During the pandemic CHS, like many organizations, offered employees
two opportunities to participate in a PTO sell back/buy back program.
This program was created to accommodate for the unique times related to the pandemic, ensuring that employees would not lose their PTO benefits due to circumstances outside of their control.

Today, due to employee and employer tax implications, the likelihood of bringing back a PTO sell back/buy back program is very remote.

CHS encourages employees to work closely with their supervisors to manage and use the PTO benefits that have been provided as this will aid in ensuring the appropriate amount of time for employee self-care.


–Michelle Lavallee, CEO

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