- HR Services
We Can Assist With The Following
Recruitment Solutions:
Training and Development:
Compliance Management
Employee Relations:
Strategic HR Planning:
Performance Management:
HR Technology Integration:
Customized Consultations:
Outsource HR services:
Benefits of Outsourcing Your HR Functions
Access to Expertise
Benefit from specialized knowledge and ensure precise execution of HR processes by tapping into a pool of seasoned professionals.
Cost Savings
Achieve cost efficiency by avoiding the need for in-house HR staff and associated overhead costs, allowing for more strategic resource allocation.
Focus on Core Competencies
Concentrate on core business activities as external HR services handle routine tasks, fostering innovation and growth.
Risk Mitigation
Transfer the responsibility of compliance and legal intricacies to expert HR providers, reducing the risk of non-compliance and legal complications.
Flexibility and Scalability
Adapt to changing needs with scalable HR support, aligning services with your organization's growth or operational adjustments.
Enhanced Technology Integration
Leverage advanced HR technologies provided by outsourcing partners, streamlining processes and improving data management.
Employee Satisfaction
Ensure seamless HR functions, from payroll to benefits administration, contributing to overall employee satisfaction and a positive work environment.
Focus on Strategic Initiatives:
Redirect leadership efforts toward strategic initiatives by outsourcing routine HR tasks, allowing for a proactive approach to long-term goals.
Key Canadian Employment Laws for Employers
Employment Standards Legislation
Human Rights Legislation
Occupational Health and Safety (OHS)
Employment Equity
Canada Labour Code
Privacy Legislation
Employment Insurance (EI) and Canada Pension Plan (CPP)
Workplace Safety and Insurance
Termination and Severance
Collective Bargaining Laws
Overview of Internal Policies
Code of Conduct
- Ethical Standards: Clear principles for ethical behavior.
- Professionalism: Expectations for conduct.
- Confidentiality: Guidelines for data privacy.
- Compliance: Rules for legal adherence.
- Consequences: Outlined repercussions for violations.
Hiring Process
- Equal Opportunity: Ensuring fair recruitment.
- Job Descriptions: Defined roles and qualifications.
- Interview Protocols: Standardized procedures.
- Selection Criteria: Transparent evaluation criteria.
- Onboarding Procedures: Guidelines for new hire integration.
Promotions
- Meritocracy: Criteria based on performance.
- Transparency: Clear communication on opportunities.
- Training and Development: Avenues for skill enhancement.
- Feedback Mechanism: Channels for career growth feedback.
- Anti-Discrimination: Ensuring bias-free promotions.
Employee Handbook
- Introduction and Welcome: Overview of culture and values.
- Policies Overview: Summary of key policies.
- Work Hours and Attendance: Guidelines on punctuality.
- Leave Policies: Outlining time-off policies.
- Communication Protocols: Defining channels for internal communication.
Incident Injuries
- Reporting Procedures: Clear steps for reporting incidents.
- Medical Assistance: Guidelines for seeking immediate help.
- Documentation: Procedures for incident reporting.
- Investigation Process: Outlining steps for prevention.
- Employee Support: Resources for affected employees.
Why Us
Educating Clients
We prioritize educating our clients, equipping them with the knowledge to make sound financial decisions for their future success.
Seasoned Experts
Our experienced team offers deep expertise, ensuring reliable and comprehensive solutions for all accounting and tax needs.
Personalized Solutions
Tailoring our services to each client's unique circumstances, we deliver customized solutions that address specific goals and challenges effectively.
Modern Approach
Embracing cutting-edge technologies and innovative methods, we provide efficient and forward-thinking accounting and tax services to meet the demands of today's business landscape.
Frequently Asked Questions (FAQs)
Standard working hours typically range from 35 to 40 hours per week, but specific regulations vary by province and industry.
Most provinces require employees to be paid at least semi-monthly, while others allow for monthly payments. Refer to provincial employment standards.
Minimum wage varies widely across provinces and territories. It’s crucial to consult the specific regulations in your region to ensure compliance.
Drug testing is generally permitted only in safety-sensitive positions or under specific circumstances. Regulations vary, and legal advice is recommended.
Notice periods for termination vary based on factors like length of service and reason for termination. It’s essential to consult provincial employment standards for accurate information.
Yes, employees are entitled to vacation days, and the number of days varies by province and length of service. Employers must adhere to the employment standards in their specific jurisdiction.
The Canada Labour Code sets employment standards for federally regulated industries, including transportation, banking, and telecommunications, among others.
A: EI provides temporary financial assistance to individuals who have lost their jobs through no fault of their own. Both employers and employees contribute to EI.
s, employers are obligated to provide health and safety training to employees to ensure a safe work environment. This includes training on workplace hazards and proper safety procedures.
The unionization process varies by province but generally involves employees expressing interest, certification votes, and collective bargaining negotiations between the union and the employer.
Yes, employers can conduct background checks with the candidate’s consent. However, privacy laws must be observed, and the checks must be relevant to the job.
Employers can monitor, but they must respect privacy laws and inform employees of monitoring policies. Policies should be transparent and clearly communicated.
Break regulations, including meal and rest breaks, vary by province. Employers must ensure compliance with provincial employment standards.
Full-time employees work standard hours, typically 35 to 40 hours per week, and often receive benefits. Part-time employees work fewer hours, and benefits may differ based on the employer’s policies.
Overtime pay is generally 1.5 times the regular rate for hours worked beyond standard limits. Overtime rules and thresholds vary by province.
Yes, employees have the right to refuse unsafe work. Employers must address safety concerns promptly, and there are specific procedures outlined in health and safety legislation.
The Canadian Human Rights Act prohibits discrimination based on various grounds, including race, gender, and disability. Employers must ensure equal opportunities and fair treatment.
The enforceability of non-compete agreements varies by province, and agreements must be reasonable in scope and duration to be legally valid.
Yes, employers can use AI in the hiring process. However, they must ensure fairness, transparency, and compliance with privacy laws to avoid bias and discrimination
Employers can promote diversity and inclusion by implementing inclusive policies, providing diversity training, fostering a culture of respect and equity, and actively seeking diverse talent during the hiring process. Regular assessments and adjustments to policies can further enhance inclusivity.