Organizations of all shapes and sizes are responsible to develop clear and consistent policies and procedures to provide information, direction and clarity regarding terms and conditions of employment. Some policies are required by legislation, others have minimums that provide a benchmark for policy but organizations can and sometimes do provide a greater benefit, and yet others that are not required but organizations like to have in place.
ASO Sample Policy Manual
Accomodation in the Workplace Sample Policy 2017Workplace Anti-Violence Harassment and Sexual Harassment Policy Bills 168 and 132 OntarioAtlantic Canada Council on Addiction – Problematic Substance Use That Impacts the Workplace – A Step-by-Step Guide & Toolkit to Addressing it in Your Business/OrganizationStart the Conversation – Problematic Substance Use and the Workplace from the Mental Health Commission of Canada, Canadian Centre on Substance Abuse and The Conference Board of Canada
In order for policies to be meaningful and enforceable they must be:
- Consistent (and consistently enforced)
- Legislatively compliant
It is recommended that organizations implement policies and routinely review and update policies at least on an annual basis. Policies should be properly communicated and implemented and are often most effective when easy to read and understand both by employees and management.
Organizations should ensure that each new staff member reads and agrees to your policies and that all employees are advised when updates and/or new policies are put in place.
It is further recommended that employers include a clause in your offer letters to require compliance and also to alert new staff of the importance they understand and comply with the organizations policies. Prior to starting or during their orientation it will be important to have new employees sign an acknowledgement form to indicate that they have read and agree to comply with your policies and procedures.
This section includes a variety of template policies. It is important to ensure legislative compliance and consider the specific aspects of your workplace before creating and implementing a policy, including consideration of the following:
- What does the law say?
- What is the policy attempting to address?
- What does the Agency want to provide (consider values, competitive factors, etc.)?
- What can the Agency provide (consider funding, resources, structure, etc.)?
- What external factors may impact the development of the policy?
- Local considerations, including the community, geographic location, etc.
In addition to the above, policies must also comply with relevant legislation. Please see the LEGISLATION section of this website for more information.