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  Employee Management
brought to you by HRdownloads		    
    
                        
  Policy Manual / 
Employee Handbook 		   
 
The HRdownloads' Corporate Policy Manual is comprised of only the most essential workplace governance policies!  Whether you're updating your manual or starting from scratch, our Policy Manual is a must have!  Our Sample Policy Manual for 2011 includes:
  • Every major policy your organization needs to protect and govern your workplace;
  • An easily adaptable format for any working environment; and
  • Over 90 pages and 50 must have policies!
                   
  
  Online Training / Knowledge Center  
 
Get all your Employees Trained and Compliant..for only $10.00/employee!
With HRdownloads Online Training, our CHRP designated professionals provide timely and professional training on a range of topics suitable for HR professionals, managers, and employees! Online training is:
  • Convenient – allows employees to "attend" training sessions at times suitable to their busy schedule.
  • Flexible – allows employees to complete learning at their own pace.
  • Affordable – no costs related to venues, travel and meals/snacks to attend on-site training.
  • Interactive – encourages participation from employees to reinforce learning.

     

     

         Topics Include
                    - Bill 168
                    - AODA
                    - WHMIS
                       
    		 
       
       
                         
    		  
    Workplace News
     and Legislation     

    Bill 138, Registered Human Resources Professionals Act, 2010
    Bill 138 the Registered Human Resources Professional Act, 2010 has passed second reading and has been referred to The Standing Committee – General Government. If passed, this bill will see the current Act move from a private act to a public act, and raise the HR Profession to a Tier I Profession. The potential legislative changes to the Act are significant, and include:
    • Establishing several professional designations indentifying membership in the HRPA as well as member status and qualifications. Improper use of designations could result in an offence with a $25,000 fine.
    • Establishing a complaints, discipline and appeal process, which could include the imposition of investigative procedure costs against members.
    • The HRPA would have expansive powers regarding members found to have engaged in professional misconduct.
    • Allowance of investigators and inspectors to enter business premises, question individuals and request to be provided with documents or other relevant materials or information to investigations. Obstruction of an investigator or inspector would become an offence, resulting in liability of up to $25,000, if convicted.
    • The HRPA would wave extensive powers to make determinations as to whether a member has the capacity to engage in human resources practices
       
      Bill 160, Occupational Health and Safety Statute Law Amendment Act, 2011
      This bill passed first reading March 3, 2011. It is currently being debated in the House of Commons and amends both the OHS Act and the Workplace Safety Insurance Act. Amendments contained in this Act will shift workplace injury prevention responsibilities from the WSIB to the Ministry of Labour. The following are highlights of Bill 160:
      • Promotion of public awareness of Occupational Health and Safety.
      • Education of employers and workers about OHS grants to support OHS activities.
      • Creation of a Prevention Council and Health and Safety Association to report to and advise a provincial Chief Prevention Officer.   

      This bill is expected to pass third reading and receive Royal Assent in this session by June, 2011.

      Bill 110, Good Government Act, 2010
      Bill 110, the Good Government Act, 2010 received Royal Assent March 30th, 2011. This bill will amend the Employment Standards Act, the Occupational Health and Safety Act and the Workplace Safety and Insurance Act. Some of the amendments include:
      • Provide clarification of section 22(1), the overtime provision of the Employment Standards Act, 2000, stating that the overtime rate is to be calculated based on excess hours in each "work week" as opposed to each "week";
      • Change the "material safety data sheets" to "safety data sheets"; and
      • Amend the Workplace Safety and Insurance Act, 1997, to:
        • Clarify the schedule of payments for lost retirement income;
        • Define compensation for non-economic losses being paid as lump sums or as periodic payments;
        • Provide employees with notice and the opportunity to make an objection prior to the Board providing a worker's employer with a copy of a physician's report regarding permanent disability; and
        • Expand the category of persons authorized to access documentation in the event of any issues in dispute where the worker is deceased. 

      For additional information on the above legislation, please select the link below:
      http://www.ontla.on.ca

      For more information on Human Resources Management, Click here to access our Frequently Asked Question Section.