Template test Policy Help Aug 2024
POLICY #: 520
What is a XXX policy? Why do I need it?
The xxx policy communicates the guidelines regarding.
It's beneficial because it prevents employees from assuming that they're entitled to
It's beneficial because it protects both your business and staff by preventing inappropriate, damaging or illegal actions committed by an individual either knowingly or unknowingly. It prevents someone from saying "No one told me I couldn't"
Where can I find the Public Holidays policy?
The HR Toolkit's policies are not created as standalone documents. Rather, they are all included within the Employee Manual, driven by a table of contents. This provides a better employee experience for easily accessing and cross referencing all policies.
- Active HR Toolkit subscribers can find this policy in all 3 employee manual templates for Ontario, Alberta, BC, in the Legislated Leaves section, or search the Word template for "Public Holidays".
- Once logged in, you can preview and download your employee manuals HERE.
The Employee Manual Kit is just one of many features included in the HR toolkit for Small Business or HR Toolkit for Consultants.
If you are not an active HR Toolkit subscriber, employee manuals and individual policies are not available for preview or download, We invite you to view the employee manual table of contents for provinces below.
Ontario
Alberta
BC
What type of policy is the xxxx policy?
Pick one.
Business. The xxx policy is in place to protect your business and is not a legislated requirement.
Operational. The xxx policy provides guidance for operational topics.
Compliance. The xxx policy is governed by legislation to protect employees by mandating minimum employee entitlement and rights.
In what jurisdiction is the xxx policy applicable?
Pick one.
The xxx policy is applicable to provincially-regulated employers in Ontario, Alberta, and BC, where each jurisdiction has its own employment standards body overseeing the employee-employer relationship.
The xxx policy is not jurisdiction-specific and may be used by any employer anywhere.
The xxx policy is applicable to Canadian employers and is not province-specific.
Importance/Legal Review
| Optional | Recommended | Critical | Comments | |
| How important is this policy? | This is a critical policy that protects your business. This is a critical policy required by xxxx. | |||
| Is legal review required? | In most cases, this is a straightforward policy and does not require review. as long as your formal definition of Misconduct is solid. If this policy won't be reviewed by legal counsel, it should be approved by Finance or the position in your company that is responsible for legal matters, such as contracts. |
Policy Customization
| Low | Med | High | Comments | |
| Time/Effort | Any additional effort would be related to defining and providing examples for Misconduct for your business or industry. | |||
| Complexity | Same comment as above. | |||
| Expertise | Same comment as above. |
Key Decisions
Determine if your company will follow legislation or provide additional paid holidays, such as Easter Monday.
Dependencies
Pick one
The xxx policy is a stand alone policy without any reference to other sections or policies in the Employee Manual.
This is a stand alone policy without any reference to other sections or policies in the Employee Manual. However, it does reference a formal term where the definition is included in the Terms & Definitions section of the Employee Manual.
The HR Toolkit Employee Manual is written as a holistic document where some policies are connected to and refer to each other. You want to ensure that what you're communicating in one policy maps with and doesn't contradict other policies. This may result in employee confusion and rendering certain terms and conditions void in your employee manual. It's best that this policy is not used as a standalone policy without including the definition of the formal term within the policy. (Formal terms are capitalized in the policy).
Learn more about Dependencies.
Example
The HR Toolkit Employee Manual is written as a holistic document where some policies are connected to and refer to each other. You want to ensure that what you're communicating in one policy maps with and doesn't contradict other policies. This may result in employee confusion and voiding of terms and conditions in the document. It's best that this policy is not used as a standalone policy.
- It references the Health & Safety policy.
- It references the formal term: Misconduct.
If you do want to create a stand alone policy, modify as necessary and include the definition of Misconduct within the policy which is found in the Formal Terms & Definitions section within the template. However, know that the term Misconduct is referenced in other policies and it's best that the term is defined in one static location, or you'll have to make changes in several places when you make a change to the definition of Misconduct.
Additional Information & Tips
Before you start customizing the xxx policy, we recommend you research
Resources
Just paste the URL's bullets if the URL is not included in the policy in the manual.
We've included the following link(s) in the Resources section of the xxx policy in the Manual to make it available to your staff. If your intention is to be compliant, then pointing to the legislation website shows good faith and transparency. It's also much easier for you to make a general statement about the policy and then provide a link to the source website. This way, you don't have to maintain the information when legislation changes (particularly minor changes) and your information will always be up-to-date.
But it's optional, and you can remove the entire 'Resources' section at the end of the topic if you'd prefer.
- Ontario: Employment Standards Act:
https://www.ontario.ca/document/your-guide-employment-standards-act-0/public-holidays - Alberta: Employment Standards Act:
https://www.alberta.ca/alberta-general-holidays.aspx - BC: Employment Standards Act:
Disclaimer
This page includes general information and does not constitute legal advice. More.
Keywords
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