10.2190/0XEB-DD3L-HKW4-Y2QQ 0XEBDD3LHKW4Y2QQ 2 Developing Human Resource Benefit Programs: A Priority for U.S. Companies Operating in Canada 255 270 20020509 20020509 20020509 20020509 0XEBDD3LHKW4Y2QQ.pdf http://baywood.metapress.com/link.asp?target=contribution&id=0XEBDD3LHKW4Y2QQ 4 Ron A. Dibattista Ph.D. Harsh K. Luthar Ph.D. Catherine Pastille Bryant College, Smithfield, Rhode Island With the passage of the North American Free Trade Agreement (NAFTA), the 1165 U.S. organizations operating in Canada must compete for the best Canadian employees. One way to accomplish this is through cost-effective and supportive family-benefit programs. In this context, a survey measured the use and success of different types of benefits programs in the Canadian workplace. Seventy-one percent of the companies surveyed responded. They reported expanded use of alternative work arrangement (flextime, etc.) and leaves of absence (maternal/paternity, etc); limited use of child-care programs (due to cost, liability); and strong support for health and personal-care programs (EAPs, etc.). Most organizations reported at least moderate success, with these programs reaching intended outcomes. Based on the results, a practical model for human resource professionals in developing comprehensive programs in Canada is offered.