Employee Handbook Template Ontario Updated Legislation

employee handbook templates

For instance, US-based companies need to comply with the Family and Medical Leave Act , COBRA, Equal Employment Opportunity Commission anti-discrimination laws, the Americans with Disabilities Act and the Fair Labor Standards Act . You should firmly express your commitment to preventing discrimination, harassment and violence in the workplace. If you already have company information documented — good for you! If you don’t, here’s where you need to turn to the management once again. This clause covers the employer’s policies regarding service animals, emotional support animals, and pets.

  • If Employer determines that workplace violence has occurred, Employer will take appropriate corrective action and will impose discipline on offending employees.
  • You can also take things to the next level and embed audio, videos, quizzes, forms, animated GIFs and more to make your employee handbook interactive.
  • I understand and agree that the policies described in the handbook are intended as a guide only and do not constitute a contract of employment.
  • When applicable, wage increases are normally given when there has been an improvement in or sustainment of an already good performance during the review period.
  • The Employer strives to maintain a workplace free of harassment and sensitive to the diversity of its employees.

The Sample Employee Handbook Template strongly encourages the reporting of all instances of discrimination, harassment, or retaliation. If any employee believes they have experienced or witnessed harassment or discrimination based on sex, race, national origin, disability, or another factor, said employee should promptly report the incident to the Employer. Any reported allegations of harassment or discrimination will be investigated promptly, thoroughly, and impartially.

Employment Policies:

While at sites outside Employer’s office, Employer employees are required to adhere to the rules and policies regarding smoking at those locations. Violations and/or abuse of this policy may result in disciplinary action, up to and including termination. E-mail/Internet/WWW/PDAs may not be used to solicit other employees for participation in commercial ventures, religious or political causes, outside organizations, or other non-business matters. Moreover, Employer’s e-mail system is not to be used to create any offensive or disruptive messages.

  • Further, personal cell phones should be turned off during working hours.
  • Falsifications, misrepresentations, or material omissions may result in the exclusion of the candidate from consideration for employment.
  • However, with ouremployee handbook templates,you can draft a well-formulated guide for your new employees, communicating everything they need to know about their workplace.
  • For example, an attendance policy isn’t complete without procedures explaining how to request time off, notify a supervisor about lateness, track time when working remotely, etc.
  • Maintaining a safe work environment, however, requires the continuous cooperation of all employees.
  • Failure of any employee to violate this section may result in disciplinary action, up to and including termination of employment.

Cultural informationincluding items such as vacation policies, company perks, holiday schedules, dress code, sick leave, jury duty etc. By including your company’s mission, vision and value statements in an employee handbook, you make your first steps toward building strong company culture. After reading the handbook, employees will understand the principles they should live up to and have a better idea of what lies behind your company strategy. New hires usually familiarize themselves with an employee handbook during their first days at work. Employees also turn to it when they need to refresh their memory about certain topics, such as sick leaves, health insurance, compensations, etc.

Employee Handbook Template – Word & PDF

For each day an employee is unable to report to work as scheduled, s/he is expected to contact the Employer Designee [# Hours Necessary Notice] hours prior to his/her scheduled start time. Upon calling in, employees must state the reason for the absence or lateness, as well as an anticipated return date or time, except in cases of extreme and verifiable emergency. This practice applies unless the employee is hospitalized or unavailable to come to work because of a long-term illness , in which case the employee should keep the Employer Designee informed of his/her progress. An employee handbook is a valuable communication & information source for providing guidance related to the organization. If the Employee will be allowed to take apply any paid time off to the next year then choose the checkbox labeled “Rolled Over.” An additional choice will need to be made. If the Employee may roll over the maximum amount of paid time off that he or she has not taken during one year to the next year, then the “Unlimited” checkbox should be selected.

If an employee desires to leave work for any reason during the workday, the employee must obtain the approval of his or her supervisor prior to leaving. 3 Excessive absenteeism or tardiness may subject the employee to disciplinary action, up to and including termination. Prohibited harassment includes unwelcome sexual advances, requests for sexual favors and lewd, vulgar or obscene remarks, jokes, posters or cartoons, and any unwelcome touching, pinching or other physical contact. Prohibited harassment might also be transmitted using the Company’s electronic communications system, or through other on-line conduct.