Employee Conduct & Discipline
The Code of Conduct outlines expectations for professional, respectful and ethical behavior by all employees in their interactions with colleagues, clients, and the public. It identifies unacceptable conduct and confirms that violations may result in corrective action, including possible termination.
The Corrective Action policy outlines a structured approach for addressing employee performance or conduct issues, using progressive steps such as verbal warnings, written warnings and termination when necessary. It ensures fairness, clear expectations and documentation while allowing employees the opportunity to improve and appeal disciplinary decisions.
The Social Media policy outlines expectations for employee conduct on personal and professional platforms to protect the organization's reputation. It restricts unauthorized representation, prohibits harmful or discriminatory content and enforces professionalism and confidentiality when referencing the organization online.
The Termination of Employment policy outlines procedures for ending employment in compliance with the Saskatchewan Employment Act, including notice periods, pay entitlements and just cause considerations. It emphasizes fair treatment, confidentiality and proper documentation for layoffs, resignations and dismissals to protect both the employee and the organization.
Attendance & Time Off
The Attendance and Absenteeism policy outlines expectations for employees to attend scheduled shifts and provide timely notice for absences or early departures. It defines emergency and prolonged absences, outlines consequences for unexcused or patterned absenteeism and describes a three-step disciplinary process for continued non-compliance.
The Vacation policy outlines employee entitlements to paid time off, including accrual, scheduling and payment of vacation in line with the Saskatchewan Employment Act. It details how vacation pay is calculated, timelines for taking vacation and procedures for requests, cancellations and workplace closures.
The Statutory Holidays policy outlines employee entitlements under the Saskatchewan Employment Act for public holiday pay, premium pay for working on holidays and related overtime rules. It explains eligibility, calculation methods and compensation options to ensure fair and consistent holiday pay practices.
The Protected Leaves policy outlines employee entitlements to various job-protected leaves under the Saskatchewan Employment Act, including maternity, parental, bereavement and public health emergency leave. It explains eligibility, notice requirements, benefit continuation and return-to-work provisions to ensure fair treatment and compliance with legal standards.
Health, Safety & Substance Use
The Drugs and Alcohol in the Workplace policy outlines a zero-tolerance approach to impairment on the job while recognizing the need to support employees with substance use disorders through accommodation and confidentiality. It details employee and supervisor responsibilities, safety protocols and disciplinary measures to ensure a safe and legally compliant work environment.
The Drugs and Alcohol Reasonable Suspicion Checklist is a tool used by supervisors to document observed signs of employee impairment that may indicate substance use on the job. It helps ensure consistent, objective reporting and supports appropriate follow-up actions in alignment with the organization’s drug and alcohol policy.
The Smoke Free Workplace policy prohibits smoking and vaping in all enclosed workspaces in compliance with Saskatchewan legislation. It outlines employer responsibilities for signage, designated smoking areas if applicable and disciplinary measures for non-compliance to ensure a healthy and safe environment.
The Hazard Identification policy outlines the organization's commitment to identifying, assessing and controlling hazards in the workplace to ensure the health and safety of all employees. It addresses multiple hazard types including physical, biological, chemical, ergonomic and psychosocial and emphasizes preventive action through regular assessments and appropriate control measures.
The Right to Refuse Unsafe Work policy outlines the steps employees must take when they believe a task poses an unusual danger to their health or safety. It ensures legal protection for workers who refuse unsafe work and establishes a clear investigation and resolution process involving supervisors, the health and safety committee and external authorities if necessary.
The Occupational Health and Safety Committee policy outlines the organization's responsibility to establish a committee that promotes workplace safety in compliance with Saskatchewan legislation. It defines the committee's structure, duties, training requirements and procedures for addressing and documenting health and safety concerns.
The Occupational Health and Safety Representative policy applies to workplaces with fewer than ten employees and ensures a non-management worker is elected to help oversee health and safety. It outlines the representative’s duties, training and compensation while emphasizing collaboration with the employer and compliance with Saskatchewan regulations.
The Workplace Anti-Bullying and Harassment policy prohibits all forms of harassment and bullying, including sexual harassment and outlines clear procedures for reporting, investigating, and resolving complaints. It emphasizes employee rights, supervisor responsibilities, confidentiality and protection against retaliation to ensure a respectful and safe work environment.
The Workplace Anti-Violence policy commits to maintaining a safe and respectful environment by prohibiting all forms of workplace violence, including threats, harassment and physical harm. It outlines prevention measures, risk assessments, emergency procedures, reporting protocols and investigation steps to ensure compliance with legal standards and support affected employees.
The Workplace Hazardous Materials Information System (WHMIS) policy outlines the organization's responsibility to identify, label and manage hazardous products in compliance with WHMIS 2015 and Saskatchewan regulations. It includes employer duties for training and labeling, employee responsibilities for safe handling and procedures for emergency response and hazard communication.
Employment Terms & Operations
The Hiring policy outlines a fair and consistent approach to recruitment that aligns with the Saskatchewan Human Rights Code and Employment Act. It emphasizes non-discrimination, confidentiality, reference checks and clear employment terms to ensure equitable hiring practices.
The Hours of Work and Overtime policy outlines employee compensation in accordance with the Saskatchewan Employment Act, including regular hours, overtime eligibility and modified work arrangements. It explains overtime thresholds, employee consent requirements and rules for banked time, ensuring fair pay and compliance with legal standards.
The Remote Work policy outlines the expectations, responsibilities and procedures for employees working from home on a permanent basis. It addresses health and safety, equipment use, confidentiality, communication standards and expense reimbursement to support a secure and productive remote work environment.
The Duty of Persons Directing Work policy outlines the legal responsibility of anyone who supervises or directs others to take reasonable steps to protect worker health and safety. It emphasizes employer, supervisor and employee obligations under the Criminal Code of Canada and Occupational Health and Safety Regulations to prevent harm and maintain a safe workplace.
Legal Compliance & Human Rights
The Freedom of Information and Protection of Privacy policy ensures that personal information is collected, used and disclosed in compliance with Saskatchewan’s FOIPP Act. It outlines employee responsibilities, access rights and safeguards for managing personal data, emphasizing privacy, accountability and legal compliance.
The Human Rights Commitment policy affirms the organization’s responsibility to provide equal treatment in all aspects of employment in accordance with the Saskatchewan Human Rights Code. It prohibits discrimination on protected grounds, outlines the duty to accommodate and supports employees’ rights to file complaints without fear of retaliation.
