Base wages for any role start at the last living wage published by the Ontario Living Wage Network, adjusted for inflation in line with the Consumer Price Index. All waged employees will receive a $0.75/hour year-over-year raise in addition to ongoing CPI/Living Wage adjustments. These raises persist for a maximum of 8 years (i.e., maximum wage is $6.00/hr over starting wage). Hours worked outside normal waking hours (07:00 - 22:00) are paid an additional stipend of 25%. Hours scheduled outside the employees standard weekly schedule are paid a stipend of 10%.
All TSTAC employees receive comprehensive benefits including dental, pharmaceutical, mental health, eye-care, a small amount of annual travel insurance, and $50K Accidental Death & Dismemberment coverage. TSTAC also pays 5% of annual earnings towards employees' RRSPs, on top of legally mandated CPP contributions. All dependents of TSTAC employees are eligible for enrollment in benefit plans, with the first two dependents at no additional cost and the cost of further dependents being split between TSTAC and the employee. TSTAC will also pay 50% of dependents' first-semester tuition at any public post-secondary institution in Canada. TSTAC will provide employees with company products for personal use, at the same wholesale prices given to retailers. TSTAC will also strive to partner with local independent & cooperative businesses to obtain a variety of discounts for employees. All medical and insurance benefits are to be fully active within 15 business days of job start date. RRSP contributions, tuition benefits, and employee discounts are to be fully active within 200 business days of job start date.
We are committed by our Company Constitution to a better scheduling and management model than the vast majority of workplaces in Canada. Working weeks are 36 hours, with a 10% hourly stipend and an option to decline without penalty for any hours deviating from the base schedule agreed to at the start of each quarter. This week is made up of four 8-hour days and one 4-hour day. 8-hour days must have a 1-hour paid lunch, while 4-hour days must have a 30-minute paid break. All TSTAC employees shall receive a 10-day leave across the holiday break, as well as 14-day leave in the summer, with dates to be given to employees at least 90 days in advance. All federal and provincial statutory holidays, as well as International Workers Day, Mother's Day, Remembrance Day, and election days for the district in which the workplace is located are to be paid leave days for waged employees. Stat days are to be paid in line with regulation, while other paid days off are paid at $50 per day. Employees shall also receive 8 paid sick days a year (cashable at end of year for 50% value if unused), as well as 2 weeks holiday paid at 50% of average weekly earning over the prior 12 working weeks. Holidays cannot be divided into units shorter than 1 week. Employees will also be given parental leave for up to 20 weeks, or maternal+parental or long-term medical leave for up to 52 weeks without penalty, on request; the first 20 weeks of this leave shall be paid at a rate of 20% of average weekly earnings from TSTAC in addition to continuation of private benefits, and without limitation based on any EI maternity/parental/medical benefits being drawn.
TSTAC is sincerely committed to equity and fairness. Our application, interview, performance review, and disciplinary processes will be written in accordance with best practices for reducing bias and discrimination. Appropriate staff and resources will be committed to our Human Resources & Equity team, and anonymized systems will be prominently available for reporting and remedying unacceptable practices at any level of the organization. TSTAC is committed to hiring and supporting people with disabilities, as well as people with life circumstances that make obtaining stable work difficult (single parents, people trying to kick criminal records or addictions, etc.), both in accordance with legislation but also as a good-faith effort over and above the extent dictated by law.
Our Inside Sales team is paid $30,000 per year plus commissions - commissions are 0.5% of written value, 1.5% of delivered value, and a bonus of 0-1% based on customer feedback over the 18 months following delivery. The Showroom manager receives a higher base salary of $55,000 per year, plus 1% of all delivered value and a 0-0.5% value bonus based on customer feedback. Base salary components are pro-rated, assuming a 36-hour working week.
As our outreach to individual customers is done primarily through marketing, showrooms, and other retailers, TSTAC's only Outside Sales are our builder team. They are paid a salary of $35,000 plus 1% of delivered value and 10% of profit margin.
The percentage of profit and written/delivered totals paid to retail sales people is solely at the discretion of the retailer. TSTAC offers spiffs equal to 2.25% of MAP pricing on all products over $100, and participates in elevated-spiff programs for liquidation products when available. 1.75% is the baseline spiff TSTAC considers adequate and appropriate, while the other 0.5% is intended to compensate for the loss of commission due to our robust in-built warranty. Retailers are encouraged to sell TSTAC's delivery and install services for quality assurance reasons (rather than equivalent in-house services), but due to the potential loss of commission we slightly inflate the price and moderately understate the cost of these services, as well as still offering 1% spiff in spite of there being no physical product. Retail sales are sometimes turned off by the prospect of a premium brand having inside sales at our showrooms - our Inside Sales staff never sell for less than MAP plus promotions, and price services identically to list prices provided to retailers. TSTAC intentionally doesn't combat the geographical, relationship, and pricing advantages of independent retailers, leaving sales staff at all Turquoise Sky dealers with a strong selling position.
Sample TA Appl. earnings: MAP for a package is $40,000 before tax, plus $5000 in promotions for a price of $35000, with $4300 of that being profit. Salesperson undercuts by $750 to remain at $3550 profit, above 10 points. Profit commission is $710, written commission is $340, for $1050 before spiffs. Spiffs are 2.25% of MAP - that's a cool $900. Finally, delivery and installation services for a full kitchen package run $1000 - this is costed at $800, giving $40 of commission and $10 spiff. This gives a final earnings of $2100 for the sale, or 6% of pre-tax written. Not many brands do better than that.