Hand Book Manual Digunakan

8/18/2019 Hand Book Manual Digunakan

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Note to users

This document is an example of a comprehensive employee handbook for a smallvoluntary or non-profit organization operating in Canada. While certain assumptionshave been made in the creation of this handbook, it is up to users to adapt, modifyand customize the document to suit the particular needs of their organization whileensuring compliance with provincial or territorial employment standards andlegislation.

The ! Council would like to acknowledge the contribution of the Canadian"gricultural uman !esource Council for providing their #mployee andbook as themodel from which this sample document was created.

The content of this sample employee handbook is provided for information purposesonly. No legal liability or other responsibility is accepted by or on behalf of the HRCouncil for any errors, omissions, or statements made within this document. The HRCouncil accepts no responsibility for any loss, damage or inconvenience caused as aresult of reliance on such information.

#mployee andbook


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C$%T#%T&

Introduction 4

Statement of Philosophy 4

Who we are 5

Vision 5

Mission 5

Scope 5

Employment 5

Employment E uity '

Recruitment and !election '

Nepotism '

"rientation (

Employee Classifications (

Employee duties (

#ersonnel $ile (

#robation (

%nnual !alary )

#erformance %ppraisals )

#rofessionalism )

&iscipline )Hours of 'ork )

!tatutory Holidays *

"vertime *

Departure 9

Termination for Cause +

Termination without Cause +

Resignation +

(ay)off +

Employer #roperty +

ime !way "rom Wor# $%

*acation Time and *acation #ay

!ick (eave

Compassionate (eave

+ury &uty

! Council for the /oluntary 0 %on-profit &ectorwww.hrcouncil.ca

http://www.hrcouncil.ca/http://www.hrcouncil.ca/


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&isability (eave

aternity - #arental - %doptive (eave

npaid (eave

&enefits $'

edical, &ental, (ife and %&/& 10roup RR!#s 1

Professional De(elopment $'

)onfidential Information and Intellectual Property $'

Confidential 1nformation

2 1ntellectual #roperty

2 1T 1nformation !torage and !ecurity

2

*ealth and Safety $+

!ir ,uality $+

!moke $ree Environment 2

!cents 3

#ets 3

Renovations 3

*arassment $4

Wor#place Violence $4

Dispute -esolution $5




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IN -.D/) I.N

This employee handbook is a summary of policies, procedures and practices relatedto human resource management at 4T # $!5"%67"T6$%8.

The #xecutive 9irector is accountable for leading an effective staff team and isthereby accountable for the development and implementation of the policies outlinedin this manual. :anagers are responsible for human resource management withintheir own staff teams and should reference this manual to ensure organizationalconsistency in the application of these practices.

The 4insert title of person with senior ! responsibilities8 is responsible for themaintaining the procedures and systems which support human resourcemanagement for the organization and is available to answer any ;uestions or provideclarification on any content of this manual.

The 4$!5"%67"T6$%&8uestionsregarding the benefits package may be directed to the 4insert title of person withsenior ! responsibilities8.

S ! EMEN ." P*I0.S.P*1

The 4$!5"%67"T6$%8 wishes to maintain a work environment that fosters personaland professional growth for all employees. :aintaining such an environment is theresponsibility of every staff person. ?ecause of their role, managers and supervisorshave the additional responsibility to lead in a manner which fosters an environmentof respect for each person.

6t is the responsibility of all staff to@• Aoster cooperation and communication among each other• Treat each other in a fair manner, with dignity and respect• =romote harmony and teamwork in all relationships• &trive for mutual understanding of standards for performance expectations, and

communicate routinely to reinforce that understanding• #ncourage and consider opinions of other employees or members, and invite their

participation in decisions that affect their work and their careers• #ncourage growth and development of employees by helping them achieve their

personal goals at the 4organization8 and beyond• &eek to avoid workplace conflict, and if it occurs, respond fairly and ;uickly to

provide the means to resolve it• "dminister all policies e;uitably and fairly, recognizing that Bobs are different buteach is important that individual performance should be recognized andmeasured against predetermined standards and that each employee has theright to fair treatment

• !ecognize that employees in their personal lives may experience crisis and showcompassion and understanding




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W*. WE !-E

46nsert paragraph with information about the organization8

Vision46nsert vision statement here8

Mission46nsert mission statement here8

Scope46nsert statement of scope here8

EMP0.1MEN ! 2 *E .-3!NI ! I.N

Employment E6uity4T # $!5"%67"T6$%8 is an e;ual opportunity employer and employs personnelwithout regard to race, ancestry, place of origin, colour, ethnic origin, language,citizenship, creed, religion, gender, sexual orientation, age, marital status, physicalandDor mental handicap or financial ability. While remaining alert and sensitive to theissue of fair and e;uitable treatment for all, 4T # $!5"%67"T6$%8 has a specialconcern with the participation and advancement of members of four designatedgroups that have traditionally been disadvantaged in employment@ women, visibleminorities, aboriginal peoples and persons with disabilities.

-ecruitment and Selection

"ll employment opportunities at 4the organization8 are posted for a minimum working day period. They are posted on 4T # $!5"%67"T6$%8


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offer from the employer. Aailure to disclose this information would be consideredcontradictory to the Code of #thics policy F"ppendix "G.

.rientation"ll new employees to 4T # $!5"%67"T6$%8 shall receive an orientation sessionwhich will encompass an overview of general policies, procedures and operations.

This will also provide employees, new to either a position or 4T # $!5"%67"T6$%8,an opportunity to learn the performance expectations management has with regardto the position in ;uestion. They will be given a copy of this #mployee andbook andwill be expected to learn its contents. They will also make aware of policies such as,Code of #thics, and asked to sign off on their adherence to same.

Employee )lassifications#ach position at 4T # $!5"%67"T6$%8 shall be classified as either "dministrative or:anagement in nature, as determined by the #xecutive 9irector. This decision willbe based on the duties assigned and ;ualifications re;uired for each position. 6tshould be noted that :anagement positions are not covered by the ours of Workand $vertime provisions of the #mployment &tandards "ct F$. !egulation J1*'G.

Employee Duties"ttached to an $ffer of #mployment, is a description of the Bob and the associatedresponsibilities, along with any additional tasks possibly re;uired. This document willbe used to evaluate performance both during the probation period and after. 6f anemployee is unsure of its contents, they should not hesitate to ask for clarification.

Arom time to time, it may be necessary to amend an employee


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ii. =robation may be extended for an additional six monthsiii. #mployment will end

!nnual Salary&alaries shall be determined by the #xecutive 9irector, based on budgetconsiderations and commensurate with the experience of the successful candidate.

The organization shall pay employees on a bi-weekly basis, less the usual andnecessary statutory and other deductions payable in accordance with the #mployer


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indicated as core, exclusive of an unpaid eating break of at least thirty F2 G minutes.#mployees may also be expected to work such other hours as may be re;uested orre;uired, from time to time. #mployees hired on a part time basis will haveschedules determined on a case by case basis.

#mployees are re;uired to notify their supervisor, in advance, of planned days away

from the office. Nnplanned absences from the office should be reported to theemployee


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DEP!- /-E

ermination for )ause"n #mployment Contract may be terminated by the #mployer at any time for cause,

without notice or payment in lieu of notice or severance pay whatsoever, exceptpayment of outstanding wages, overtime and vacation pay to the date of termination. Cause includes, but is not limited to, any act of dishonesty, conflict of interest, breach of confidentiality, harassment, insubordination, or careless, negligentor documented poor work performance.

ermination Without )ause"n #mployment Contract may be terminated by the #mployer at any time and forany reason on a without cause basis, upon the provision of notice or payment of notice instead , and severance pay if applicable, as is minimally re;uired by the #&",as amended from time to time. 6n addition to notice, and pursuant to the #&", theemployee shall be entitled to an additional one F G week


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IME !W!1 "-.M W.-

Vacation ime and Vacation Pay/acation will accumulate on the basis of .1' days per month to a maximum of

fifteen F 'G days per calendar year and will be paid on the basis of six percent F(QGof wages earned in the previous twelve F 1G month period during which vacationtime is earned. "fter completion of seven F)G years of service, employees shall beentitled to twenty F1 G days per calendar year and will be paid on the basis of eightF*QG percent. "fter completion of fourteen F 3G years of service, employees shallbe entitled to twenty-five F1'G days per calendar year and will be paid on the basis of ten F QG percent. These figures will be pro-rated for part time staff. This type of leave should be taken in P day increments.

"s vacation is designed to give employees a chance to rest and reBuvenate, thereforetaking vacation is encouraged by the employer. Aor this reason, employees may onlycarry five F'G days from one year to the next. These days should be used during thefirst + days of the new year.

Sic# 0ea(e#mployees will be entitled to twelve F 1G days of sick leave per calendar yearaccumulated on the basis of day per month. " maximum of twelve F 1G days of sick leave may be carried forward to the next calendar year so that an employeeshall have no more than twenty F13G sick days in any one calendar year. "nyadditional sick leave accumulated will be forfeit. :oreover, regardless of the amountof sick leave accumulated, sick leave will not be paid out upon resignation,retirement, or termination of employment for any reason. Aurthermore, since &ickKeave has no cash value, employees may not use more than they have accumulated,without the express written permission of the #xecutive 9irector. #mployees workingless than full time will have their rate of accumulation adBusted accordingly.

&ick leave can be used for personal illness, personal medical appointments, and visitsto specialists.

The #mployer reserves the right to re;uest information with respect to limitations,restrictions, prognosis in such manner as it deems necessary in the circumstanceswith respect to any re;uest for paid or unpaid sick leave. The employer alsoreserves the right to re;uest a doctor


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#mployees will be allowed up to two F1G weeks paid time off for Bury duty. "fter that,employees will be asked to continue Bury duty without pay. "ny compensation,covering the first two F1G weeks, received from the court system shall besurrendered to the $rganization. " copy of the notice to serve should be providedfor inclusion in the employee


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&ENE"I S

Medical; Dental; 0ife and !D


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Aurthermore, any such confidential information, obtained through employment with4T # $!5"%67"T6$%8, must not be used by an employee for personal gain or tofurther an outside enterprise.

Intellectual Property"ny intellectual property, such as trademarks, copyrights and patents, and any work

created by an employee in the course of employment at 4T # $!5"%67"T6$%8 shallbe the property of 4T # $!5"%67"T6$%8 and the employee is deemed to havewaived all rights in favour of 4T # $!5"%67"T6$%8. Work, for the purpose of thispolicy refers to written, creative or media work. "ll source material used inpresentation or written documents must be acknowledged.

I Information Stora8e and Security"ny storage devices FC9


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Scents4T # $!5"%67"T6$%8 is aware that some persons may have allergies or sensitivitiesto perfumes, lotions, colognes and D or chemical smells. "s a result, we discouragethe overuse of these products.

PetsThe offices of 4T # $!5"%67"T6$%8 are a place of business, and as such, pets arenot welcome during normal working hours. &taff and visitors with seeing-eye dogsare the exception.

-eno(ations"s odours from building materials and noise levels for tools can cause discomfort toemployees, renovations will be scheduled to have a minimum impact on employees.This may include renovating during non work hours Fevenings 0 weekendsG andensuring direct ventilation to control fumes. Carpets should be installed and clothfurniture unwrapped late in the day so emissions may occur during non workinghours.

*!--!SSMEN

4T # $!5"%67"T6$%8 wants to provide a harassment-free environment for itsemployees and volunteers. :utual respect, along with cooperation andunderstanding, must be the basis of interaction between members and staff. 4T #$!5"%67"T6$%8 will neither tolerate nor condone behaviour that is likely toundermine the dignity or self-esteem of an individual, or create an intimidating,hostile or offensive environment.

There are several forms of harassment but all can be defined as any unwelcome

action by any person, whether verbal or physical, on a single or repeated basis,which humiliates insults or degrades. LNnwelcomeM, for the purposes of this policy,refers to any action which the harasser knows or ought to reasonably know is notdesired by the victim of the harassment.

&pecifically, racial harassment is defined as any unwelcome comments, raciststatements, slurs, Bokes, graffiti or literature or pictures and posters which mayintentionally or unintentionally offend another person.

&exual harassment is any unwanted attention of a sexual nature such as remarksabout appearance or personal life, offensive written or visual actions like graffiti ordegrading pictures, physical contact of any kind, or sexual demands.

W.- P0!)E VI.0EN)E

Workplace violence can be defined as a threat or an act of aggression resulting inphysical or psychological damage, pain or inBury to a worker, which arises during thecourse of work. Aurther to the definition of violence, is the definition of abuse."buse can be verbal, psychological or sexual in nature. /erbal abuse is the use of unwelcome, embarrassing, offensive, threatening or degrading comments.=sychological abuse is an act which provokes fear or diminishes a person


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self-esteem. Ainally, sexual abuse is any unwelcome verbal or physical advance orsexually explicit statement.

4T # $!5"%67"T6$%8 has a zero tolerance limit with regards to harassment andviolence. #mployees or volunteers engaging in either harassing or violent activitieswill be subBect to discipline, which may include termination of employment, removal

from ?oards or committees and possibly criminal charges.

DISP/ E -ES.0/ I.N

!egrettably, conflict can occur in any working environment. 6n an effort to resolveconflict in an expedient, yet fair manner, 4T # $!5"%67"T6$%8 recommends thefollowing process for conflict or dispute resolution.

&peak to the person you are having the dispute with. :any times disputesarise due to misunderstandings and miscommunications.6f speaking to the individual does not work, speak to the #xecutive 9irector.The #9 will arrange a meeting between those involved in the dispute, todetermine a resolution.6f the #9 is unable to resolve a workplace dispute, the parties may bereferred to mediation by an outside third party. The resolution of themediator is binding on both parties of the dispute.

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Hand Book Manual Digunakan