SECTION: Ontario Sign-off Policies
The Staff Polices section of the Handbook is signed off by employees and protects the rights of your staff and your company.
|
| Ontario Topic/Policy |
What is it?
|
|
Ontario Handbook Terminology
|
Outlines the formal terms & definitions repeated throughout the Handbook. Eliminates endless maintenance and revisions in multiple places and is easier for your staff to read. Links to Employee Handbook Formal Terms and Definitions web page. |
|
Signing off on Staff Policies
|
Reminds the reader of the language included in the Staff Policies Agreement they signed. |
|
Consequences of Non-Adherence to ‘Staff Policies’
|
Clearly states the consequences of non-adherence, so there are no misunderstanding, and manages expectations. |
|
No Expectation to Workplace Privacy
|
Clearly states that staff can assume that anything they access, write, or produce in the workplace is up for scrutiny. |
|
Employee Benefits Plan Participation & Long-Term Absence
|
Communicates that there's a limit to how long employees are entitled to benefits when they're absent. |
|
Attendance
|
Communicates the requirement for prompt and regular attendance, and clarifies the common confusion around lunch breaks and expected daily hours. |
|
Ontario Lunch & Breaks Policy
|
Communicates that staff are required to take a break after 5 consecutive hours of work. |
|
Ontario Overtime Policy
|
Communicates that the company adheres to Ontario employment standards as it relates to overtime, but that overtime must be pre-approved. |
|
Payroll & Pay Day
|
States when employees are paid. |
SECTION: Human Resources
The Human Resources section includes a variety of topics and policies. Subsections include Orientation & Onboarding, Leaves & Closures, Rewards & Benefits, Employee Development, Performance & Exit, and Hiring. In addition, this section includes legislated leave policies, and other legislated policies designed to protect employees, the company, and customers. These legislated policies are summarized below.
Ontario Legislated Policies
|
| Ontario Topic/Policy |
What is it? |
|
Ontario Health & Safety Policy
|
Communicates what the company and managers must do to ensure a hazard free environment and minimize health and safety risks for staff. Communicates the rights and responsibilities of staff with respect to health and safety in the workplace. |
|
Ontario Harassment & Discrimination Policy
|
Clearly outlines the expectations and consequences of non-adherence to legislated polices designed to protect staff from harassment and discrimination. |
|
Ontario Prevention of Workplace Violence Policy
|
Reinforces the company's commitment to providing a safe workplace for all. Explains what is expected of staff; what staff should do if they witness or are subject to workplace violence; and how reported acts of workplace violence are investigated. |
|
Ontario Impairment & Substance Dependency Policy
|
Communicates the company's commitment to fostering a healthy workplace and the formal process for dealing with suspected impairment and substance dependency. |
|
Ontario Smoke-Free Workplace
|
Clearly states that the company is a smoke-free workplace, in accordance with the Smoke-Free Ontario Act, and outlines what's expected of staff who smoke. |
|
Ontario Protected Grounds – Duty to Accommodate
|
Explains how the company will accommodate the needs of individuals who are protected under the Protected Grounds – Duty to Accommodate Code, to ensure they are able to work effectively. |
|
AODA Integrated Accessibility Standards – Information & Communications, & Employment
|
Communicates how the company ensures the ongoing adherence of information, communication, and employment standards as they relate to people with disabilities. |
|
AODA – Accessible Customer Service Standards
|
Communicates how the company ensures the ongoing adherence of standards that relate to providing goods and services to customers with disabilities. |
|
Ontario Pay Equity
|
Clearly states how the company's pay practices follow the standards laid out in the Employment Equity Act in Ontario and the Employment Standards Act 2000.
|
|
PIPEDA Privacy Compliance Policy
|
Clarifies how the company follows the PIPEDA legislated rules around collecting, using and disclosing private information, and what's expected of employees. |
|
Privacy of Employee Personal Information
|
Explains the company's policy with regards to how personal information is collected, used, and safeguarded. |
|
Garnishments
|
Communicates how the company complies with court orders requiring them to make deductions from employee pay cheques. |
Ontario Legislated Leaves
|
|
| Ontario Topic/Policy |
What is it? |
|
Continuing Benefits & Seniority While on Leave
|
Explains the company's policies with regards to the seniority, position, and benefits of employees who are on legislated leave. |
|
Ontario Vacation Policy
|
Clearly communicates how employee vacation entitlements are calculated for full-time, part-time, and temporary/casual employees. |
|
Ontario Public Holidays Policy
|
Lists the public holidays observed by the company, and as stipulated in the Ontario Employment Standards Act. |
|
Ontario Pregnancy & Parental Leave Policy
|
Communicates the eligibility of new parents to take Pregnancy and Parental Leave in accordance with Ontario Employment Standards Act (ESA). Explains what the employee needs to do to apply for this Leave. |
|
Ontario Personal Emergency Leave Policy
|
Explains the circumstances under which employees may be eligible to take time off to tend to urgent matters relating to personal illness or family members. Explains what the employee needs to do to apply for this Leave. |
|
Ontario Family Medical Leave Policy
|
States that employees may be eligible to take time off to tend to a family member who has a serious medical condition with a significant risk of death occurring within a period of 26 weeks. Explains what the employee needs to do to apply for this Leave. |
|
Ontario Family Care Giver Leave Policy
|
States that employees may be eligible to take time off if a family member has a serious medical condition, and explains what the employee needs to do to apply for this Leave. |
|
Ontario Critically Ill Child Care Leave Policy
|
States that employees may be eligible to take time off to provide care for a critically ill child, and explains what the employee needs to do to apply for this Leave. |
|
Ontario Crime-Related Child Death or Disappearance Leave Policy
|
States that employees may be eligible to take time off if their child is the victim of a crime, and explains what the employee needs to do to apply for this Leave. |
|
Ontario Organ Donor Leave Policy
|
States that employees may be eligible to take time off to undergo organ donor surgery, and explains what the employee needs to do to apply for this Leave. |
|
Ontario Reservist Leave Policy
|
States that employees who are reservists are eligible to take time off if they are deployed to an international operation, or to an operation within Canada providing assistance in dealing with an emergency or its aftermath. Explains what the employee needs to do to apply for this Leave.
|
|
Ontario Declared Emergency Leave Policy
|
States that employees may be entitled to unpaid leave if they cannot continue with their job duties due to an emergency situation, and clearly communicates the circumstances under which this policy applies.
|
|
Time Off to Vote Policy
|
Communicates that the company supports and encourages employees to vote, and explains that they are entitled to take time off to do so. |
|
Ontario Jury Duty Policy
|
States that the company recognizes and respects the civic obligation of employees to make themselves available for jury duty, and explains that they are entitled to unpaid time off for the duration of this Leave. |
Performance
|
|
| Ontario Topic/Policy |
What is it? |
|
Probationary Period
|
Clearly communicates what the employee needs to know about the probationary period, including what happens during the probationary period, what happens if the probationary period is extended, and what happens upon completion of the probationary period.
|
Hiring
|
|
|
Re-Hiring Former Employees
|
Communicates the guidelines that the company has in place for bringing former employees back into the workplace. |
|
Hiring Family Members & Friends
|
Explains the circumstances under which the hiring of a close relative, or person who has a close relationship with someone in the company, would not be in the best interest of the company. |
