Handbook Hazards- Are your policies current?
Employee handbooks are a critical part of your business. They help guide expectations, set the stage for employee entitlements and provide a foundation for the employment relationship.
They are also often neglected, out of date and lacking in review.
As an essential part of your business, your HR and H&S policies (handbooks) should be reviewed regularly and updates as required - based on both legislative and operational changes. Try and think of these as living documents that require regular attention.
When was the last time both your handbooks were reviewed?
Here are a few recent updates that should be included in your handbooks:
Ontario: As we have previously discussed, the Ontario government has introduced legislation related to electronics monitoring and disconnecting from work. Be sure that your policies have been updated accordingly.
Quebec- The changes to language law ( Bill 96) could mean some tweaking of how you communicate with employees. Be sure that your communication and documentation is ready for the recently approved Bill 96 compliance requirements.
B.C.- The addition of paid sick leave ( total of eight days, five are paid) may mean your leave policies need a refresh. Be sure that your sick leave policy is current and compliant as this change is already in effect.
Alberta- If you haven't' reviewed your H&S policies in awhile, now is the time. December 2021 brought an added round of updates that you want to be sire you have included. There are a number of areas that may need addressing, so ensure you are familiar with the current Code and Regulations if you have not been keeping this document updated.
Manitoba- The Manitoba Accessibility Standard now has employer requirements that are legislated, this means that your HR handbook ( as well as employee training) may need to also be updated to ensure that you are meeting the legislation.
For all provinces, reviewing your policy manuals annually and ensuring that they match both your actual practice and the current legal requirements is a pro-active way to provide clear communication, documented expectations and an easily accessed resource for staff.
Some other policies to consider, if you do not already have them, include infectious disease plans, business continuity, accessibility, diversity and training and development guidelines.
If you are interested in knowing more about keeping your policies up to date, or what each of these changes may mean for your dealership, we can help! Contact us at email@example.com to learn about the variety of services we provide.