________
HIRING POLICY
Article 1 - INTRODUCTION
This Policy is revised as of: ________
________ is an equal opportunity employer that openly advertises available positions at the company and strives for a healthy work environment.
The purpose of this Policy is to establish rules on hiring new employees and raising awareness on human rights legislation. Human Resources ("HR") or management at ________ who are in charge of hiring and recruiting must comply with this Policy when advertising, interviewing and recruiting new members.
All other contracts, documents, rules, policies and workplace regulations will continue to apply concurrently with this Policy. The employer shall rectify any inconsistencies.
Article 2 - SCOPE
This Policy applies primarily to internal and external candidates, supervisors, management, and upper members of the company who will be placed with the task of advertising, interviewing, and recruiting new employees to join ________.
Employees of the company may utilize their personal social media applications to advertise specific roles the company is looking to fill. Any employee of the company who willingly advertises that the company is hiring, by the use of personal social media platforms, such as LinkedIn, Instagram, Facebook, and more, must ensure to comply with this Policy. Employees who make such posts through the use of social media should attempt to use similar language as the official job posting made by ________.
Article 3 - DEFINITIONS
Accommodation: as defined under Federal and Provincial human rights legislation, this means accommodating an individual with certain needs, whether by reason of disability, creed, and other grounds under the code. This applies to both candidates who apply to work for the company and employees.
Discrimination: as defined under Federal and Provincial human rights legislation, this means treating an individual(s) differently based on one of the grounds of discrimination. See the list under Prohibited Practices and Accommodation.
Essential Requirement: this means the fundamental elements of a job.
Internal Candidate: this means an employee already working for the company who wants to apply for an open position.
Undue Hardship: this means that there is an impact on the employer's economic viability or severe health and safety concerns. Employers are required to accommodate employees to the point of undue hardship, which is a high standard.
Article 4 - PROHIBITED PRACTICES AND ACCOMMODATION
Discrimination: as legally defined under human right legislation, discrimination may touch on one of the listed grounds that constitute discriminating behaviour. As listed under Federal and Provincial human rights law, ________, as an employer, shall not disqualify a candidate based on the following grounds of discrimination:
Any overlap in essential job requirements and one of the grounds of discrimination may warrant accommodation by the employer where it is reasonably possible to do so, without imposing undue hardship.
Article 5 - ADVERTISING AND RECRUITING NEW STAFF
Information: Candidates applying for a job should submit the following information which will assist ________ in making their selection:
________
Advertising: When advertising for a position within the company, employees must comply with the applicable human rights code. Specifically, when advertising a job, the qualifications that are listed must not directly or indirectly be based on one of the prohibited grounds of discrimination, as defined in the applicable human rights code. When advertising a position, the post should include a statement that ________ is an equal opportunity employer. Job descriptions should be advertised in simple terms and be described as accurately as possible, including the necessary skills and actual work involved for the position and a list of requirements. It's important to utilize gender-neutral wording in the advertisement. It's also important not to use language that states Canadian work experience is required, as this may constitute discrimination if it is not an essential requirement.
Essential Requirements: When advertising a position within the company and listing essential requirements of a specific job, these need to be precise. Only essential requirements may be considered in the decision-making to determine if a candidate can physically perform the duties needed. If an essential requirement and a candidate touches on one of the grounds of discrimination, the employer shall accommodate the candidate if accommodation can be reasonably done without imposing undue hardship on ________.
Recruiting Process: The recruiting and interviewing process shall be fair and remain focused on questioning the candidate on their abilities to perform the essential requirements of the job. Questions will be limited to the candidate's qualifications. The following process should be followed:
Recordkeeping: To comply with human rights legislation, employees in charge of recruiting shall document each step of the recruiting process and include detailed notes on why certain candidates were not hired, and how that decision was made. Notes should be taken on how each interviewed candidate aligns with the needs of the company. Detailed notes are important in the event a candidate alleges that ________ did not hire them due to discrimination.
Diversity: Any employee, such as Human Resources, who are in the course of hiring candidates on behalf of ________, to fill certain positions, whether the target audience is new company employees, internal employees, contractors, consultants, senior executives, managers, officers or agents, such hiring advertisement shall be broad in scope and shall not single out a certain populus. The goal is to achieve diversity.
Article 6 - INTERNAL CANDIDATES
When a job posting becomes available, employees within the organization have the opportunity to submit an application for the advertised position. Consideration will be given to candidates with seniority. Where necessary, additional background checks may be conducted.
________ can make an internal job advertisement and set a deadline for employees to respond. Internal candidates should communicate their interest as follows:
________
Article 7 - 8885288588 885855
Types: ________ 252 8225582 8558258 22228 22 82558528, 828855822:
822882582525822 252 2582 2552 8222 852828 52 222 5285852 8228222, 82 852585 82 28258225 2522 8525855228.
585222822 5228885228 852585 82 8828225 22 252 582558 228 528585222228 525 222 22 522 222 22 252 2525888225 2525258 22 58885828252822, 8522525 58528282 25 8258528282.
Timing: 52 5282 28282522 252 5882 22 58822528228 52525 55252 582528 82288852822, 8582252525 852828 2552 82 522 222825 22 ________ 852 88 82 252 825582 22 585822 8525855228 52525 252 552525822 22 252 22282225 852585 2282 8225582 8585 5 85282 52225 5 82258282258 22225 558 8222 2552 22 252 222222858 22282222.
Social Media: 85252 828255828 25 22525 222822228 82 855522 22 52855822222 852585 8552822 252 582 22 828858 22585 8582252525 852828 22 222222858 222822228 58 2588 82585 8255 22 28825222 85222822 525 82585 5882 8255 22 58882825822 82225252822 2552 88 5 2525888225 252525 22 58885828252822.
Article 8 - CONTACT REFERENCES
________ shall contact a candidate's listed references in the following manner:
________
Questions shall be limited to job-related issues.
Article 9 - CONTACT
Should you have any questions or concerns arising from this Policy, or need to report an incident, kindly contact ________ using the following information:
________
________
T: ________
________
ACKNOWLEDGEMENT
I have received and reviewed the Hiring Policy and understand my obligations contained in this Policy. Failure to comply with this Policy may result in disciplinary action, up to and including termination.
I further understand that ________ reserves the unilateral right to make changes, future amendments, and modifications as they see fit.
_________________________
Employee Signature
_________________________
Employee Name (Print)
_________________
Date
________
HIRING POLICY
Article 1 - INTRODUCTION
This Policy is revised as of: ________
________ is an equal opportunity employer that openly advertises available positions at the company and strives for a healthy work environment.
The purpose of this Policy is to establish rules on hiring new employees and raising awareness on human rights legislation. Human Resources ("HR") or management at ________ who are in charge of hiring and recruiting must comply with this Policy when advertising, interviewing and recruiting new members.
All other contracts, documents, rules, policies and workplace regulations will continue to apply concurrently with this Policy. The employer shall rectify any inconsistencies.
Article 2 - SCOPE
This Policy applies primarily to internal and external candidates, supervisors, management, and upper members of the company who will be placed with the task of advertising, interviewing, and recruiting new employees to join ________.
Employees of the company may utilize their personal social media applications to advertise specific roles the company is looking to fill. Any employee of the company who willingly advertises that the company is hiring, by the use of personal social media platforms, such as LinkedIn, Instagram, Facebook, and more, must ensure to comply with this Policy. Employees who make such posts through the use of social media should attempt to use similar language as the official job posting made by ________.
Article 3 - DEFINITIONS
Accommodation: as defined under Federal and Provincial human rights legislation, this means accommodating an individual with certain needs, whether by reason of disability, creed, and other grounds under the code. This applies to both candidates who apply to work for the company and employees.
Discrimination: as defined under Federal and Provincial human rights legislation, this means treating an individual(s) differently based on one of the grounds of discrimination. See the list under Prohibited Practices and Accommodation.
Essential Requirement: this means the fundamental elements of a job.
Internal Candidate: this means an employee already working for the company who wants to apply for an open position.
Undue Hardship: this means that there is an impact on the employer's economic viability or severe health and safety concerns. Employers are required to accommodate employees to the point of undue hardship, which is a high standard.
Article 4 - PROHIBITED PRACTICES AND ACCOMMODATION
Discrimination: as legally defined under human right legislation, discrimination may touch on one of the listed grounds that constitute discriminating behaviour. As listed under Federal and Provincial human rights law, ________, as an employer, shall not disqualify a candidate based on the following grounds of discrimination:
Any overlap in essential job requirements and one of the grounds of discrimination may warrant accommodation by the employer where it is reasonably possible to do so, without imposing undue hardship.
Article 5 - ADVERTISING AND RECRUITING NEW STAFF
Information: Candidates applying for a job should submit the following information which will assist ________ in making their selection:
________
Advertising: When advertising for a position within the company, employees must comply with the applicable human rights code. Specifically, when advertising a job, the qualifications that are listed must not directly or indirectly be based on one of the prohibited grounds of discrimination, as defined in the applicable human rights code. When advertising a position, the post should include a statement that ________ is an equal opportunity employer. Job descriptions should be advertised in simple terms and be described as accurately as possible, including the necessary skills and actual work involved for the position and a list of requirements. It's important to utilize gender-neutral wording in the advertisement. It's also important not to use language that states Canadian work experience is required, as this may constitute discrimination if it is not an essential requirement.
Essential Requirements: When advertising a position within the company and listing essential requirements of a specific job, these need to be precise. Only essential requirements may be considered in the decision-making to determine if a candidate can physically perform the duties needed. If an essential requirement and a candidate touches on one of the grounds of discrimination, the employer shall accommodate the candidate if accommodation can be reasonably done without imposing undue hardship on ________.
Recruiting Process: The recruiting and interviewing process shall be fair and remain focused on questioning the candidate on their abilities to perform the essential requirements of the job. Questions will be limited to the candidate's qualifications. The following process should be followed:
Recordkeeping: To comply with human rights legislation, employees in charge of recruiting shall document each step of the recruiting process and include detailed notes on why certain candidates were not hired, and how that decision was made. Notes should be taken on how each interviewed candidate aligns with the needs of the company. Detailed notes are important in the event a candidate alleges that ________ did not hire them due to discrimination.
Diversity: Any employee, such as Human Resources, who are in the course of hiring candidates on behalf of ________, to fill certain positions, whether the target audience is new company employees, internal employees, contractors, consultants, senior executives, managers, officers or agents, such hiring advertisement shall be broad in scope and shall not single out a certain populus. The goal is to achieve diversity.
Article 6 - INTERNAL CANDIDATES
When a job posting becomes available, employees within the organization have the opportunity to submit an application for the advertised position. Consideration will be given to candidates with seniority. Where necessary, additional background checks may be conducted.
________ can make an internal job advertisement and set a deadline for employees to respond. Internal candidates should communicate their interest as follows:
________
Article 7 - 8885288588 885855
Types: ________ 252 8225582 8558258 22228 22 82558528, 828855822:
822882582525822 252 2582 2552 8222 852828 52 222 5285852 8228222, 82 852585 82 28258225 2522 8525855228.
585222822 5228885228 852585 82 8828225 22 252 582558 228 528585222228 525 222 22 522 222 22 252 2525888225 2525258 22 58885828252822, 8522525 58528282 25 8258528282.
Timing: 52 5282 28282522 252 5882 22 58822528228 52525 55252 582528 82288852822, 8582252525 852828 2552 82 522 222825 22 ________ 852 88 82 252 825582 22 585822 8525855228 52525 252 552525822 22 252 22282225 852585 2282 8225582 8585 5 85282 52225 5 82258282258 22225 558 8222 2552 22 252 222222858 22282222.
Social Media: 85252 828255828 25 22525 222822228 82 855522 22 52855822222 852585 8552822 252 582 22 828858 22585 8582252525 852828 22 222222858 222822228 58 2588 82585 8255 22 28825222 85222822 525 82585 5882 8255 22 58882825822 82225252822 2552 88 5 2525888225 252525 22 58885828252822.
Article 8 - CONTACT REFERENCES
________ shall contact a candidate's listed references in the following manner:
________
Questions shall be limited to job-related issues.
Article 9 - CONTACT
Should you have any questions or concerns arising from this Policy, or need to report an incident, kindly contact ________ using the following information:
________
________
T: ________
________
ACKNOWLEDGEMENT
I have received and reviewed the Hiring Policy and understand my obligations contained in this Policy. Failure to comply with this Policy may result in disciplinary action, up to and including termination.
I further understand that ________ reserves the unilateral right to make changes, future amendments, and modifications as they see fit.
_________________________
Employee Signature
_________________________
Employee Name (Print)
_________________
Date
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