Managing Your Employees - A Guide to Building a Personnel Manual
The relationship between an employer and employee is contractual, where an individual agrees to provide her/his time and services to another person or organization in return for wages and benefits.
When hiring people, an employer should treat the process in the same way as any other contract, such as leasing office space and equipment. Careful attention to detail before hiring employees will reduce the likelihood of problems or misunderstandings later on.
A policy manual regarding personnel may appear to be a cumbersome exercise, particularly for small organizations with minimal staffing needs and resources. However, many personnel issues are already legislated through various government acts and regulations. Any organization that wants to derive benefits from employing a person is responsible for ensuring these laws are followed. Pertinent legislation includes:
- Labour Standards Act (provincial)
- Occupational Health and Safety Act (provincial)
- Occupational Health and Safety Regulations (provincial)
- First Aid Regulations (provincial)
- Shops Closing Act (provincial)
- The Labour Code (federal)
- Human Rights Code (provincial)
- Canadian Charter of Rights and Freedoms
Voluntary organizations must ensure employees receive at least the minimum guarantees of wages, benefits, employment rights and safety standards. Beyond these limits, policies may be necessary in order to protect the organization and provide a stable, efficient working environment.
Like other formal agreements, the variety of employment contracts within Canadian society is almost as vast as the population itself. Some are relatively simple and informal, while others are highly complex and written into volumes running hundreds of pages.
Legal Requirements
Discretionary Considerations
Liability Issues
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profile of voluntary sector - managing voluntary organizations | |
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Copyright 2003 Community Services Council Newfoundland and Labrador
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