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For Carter Cleaning Centres, introducing a clear and fair policy on vacations, sick leave, and statutory holidays is essential to promote consistency, retain staff, and ensure legal compliance. The policy should indicate two weeks of paid vacation per year for employees with less than five years of service and three weeks after five years. Employees will qualify for statutory holidays as outlined under the Employment Standards Act, with eligible employees receiving full-day pay for recognized holidays, including New Year's Day, Family Day, Thanksgiving, and others. Paid sick leave should also be implemented, granting at least three paid days per year. These measures help reduce confusion and improve both morale and retention (CLEO, 2025).

Adding group dental, medical, and life insurance programs offers important advantages. Employees can access coverage at a reduced rate compared to individual plans, which boosts overall well-being and makes the company more competitive in attracting and keeping talent. Such benefits show employees they are valued, and can drive higher productivity and loyalty. On the downside, plans are tied to employment, so coverage ends if employment does, and employees may have little control over the specifics of coverage. Additionally, the costs to the employer can rise, and not all medical needs may be met (Desaulniers, 2022).

As for a daycare centre, providing this option can dramatically help working parents maintain productive employment. On-site daycare improves work-life balance, attendance, and loyalty, while boosting recruitment and retention (Gartman, 2024). Still, costs and administration are considerable, and employees might feel "golden handcuffed" if daycare is critical to their family. For Carter Cleaning Centres, even subsidies or flexible schedules could be a meaningful alternative if on-site daycare proves unfeasible (Dessler & Chhinzer, 2023).

References:

Dessler, G., & Chhinzer, N. (2023). Human resources management in Canada (15th Canadian ed.), Pearson Canada Inc