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Policy by: Randeep, Manpreet Kaler, and Rakesh

Key Points:
1. Sick Leave: The employee is entitled to sick leave protection of up to 17 weeks if they have worked for the same employer for at least three consecutive months.
2. Leave for work-related illness and injury: Employers must subscribe to a plan that will replace the wages for this kind of leave at a rate equivalent to that provided by provincial or territorial workers' compensation in the province where the employee lives.
3. Parental leave: They can take this leave any time during the 78-week period starting the day the child is born or the day the child comes into their care.

Rules:
1. Sick Leave: The university provides paid sick leave to eligible employees to encourage time off to care for one’s own health, and the health of immediate family members.
2. Workers Compensation: Employees unable to work because of an illness or injury compensable under Workers' Compensation may elect to use accumulated sick leave as one (1) full day for each day of their normal, scheduled workweek which falls within the "waiting period" during which no Workers' Compensation is payable.
3. Procedure Information: Employees may be required to furnish satisfactory proof of illness, injury, or of medical or dental appointment.

Consequences:
1. Communicate Often: Studies have shown that absence rates have a direct correlation to communication practices.
2. Implement Self-Service Tools: Arming your managers with a complete absence management solution can go a long way toward reducing the impact of absences on your business.

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Difference between an employee and a contractor

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Difference between an employee and a contractor

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Policy by: Satyam, Abhishek, and Varun

Key points:

1.       If a business provides you with their own tools and equipment to do their work, you’re considered employee. But, in case of contractor, you have your own tools and perform with them to complete the job given.

2.       For employees, there pay is same and can’t be changed, no matter how good or bad they are at their job. But for contractors, your work defines everything, so you make profits if you are good in your work, and vice versa.

3.       Employees can not assign their work to someone else. But contractors are their own boss, so they can assign tasks and duties to their teams.

Rules:

1.       There is a rule for Contractors, in which the contractors receive a form named 1099, which then is reported to IRS as the amount of money the contractor earned.

2.       Contractors don’t have access to benefits and incentives like employee does.

3.       A contractor can have benefit of paying less tax, as they can claim their business expenses as deductions from taxes. Employees don’t have any benefits for paying the taxes.

Consequences:

·         Termination notice: In case of Employee, you should be careful as an employer that why and how you are terminating the employment. If you terminate a person perceiving him/her as a contractor, and later, the law comes to know that he was actually an employee, the employer could be faced with wrongful dismissal suit for not giving notice of termination.

·         WSIB: The Workplace Safety Insurance Board is a body providing compensation coverage to employees if they get hurt in work. If the employee is misclassified as a contractor, he won’t be receiving the coverage. But, if this gets proven true, the staffing agency is then liable for paying the worker’s compensation, penalities, premiums.

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Policy by: Gursharan, Navpreet, Rishabh & Shivam

Key Points:
1.Canadian Conversation Institute, Curriculum Internships and Paid post-graduate Internships (CCI offers curriculum internships and paid post-graduate internships that provide learning opportunities for the conservation community in Canada and abroad)
2.Canadian Mission to the European Union ( The Mission of Canada to the European Union offers internships in Brussels, Belgium to Canadian citizens who have recently graduated from university).
3. Canadian political Science Association, Parliamentary internship programme ( The Canadian Political Science Association is a non-governmental organization that encourages and develops political science and defends the interests of political scientists)
4. Department of Canadian Heritage, Young Canada,s work programme (is responsible for national policies and programs that promote Canadian content, foster cultural participation, active citizenship and participation in Canada's civic life, and strengthen connections among Canadians).

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Policy by: Karan Sheth & Navjeet Lovely
Key Points:
1.Company will accept all the resumes by direct applicants but after comparing all the resumes they only call eligible applicants.
2. Make a written & verbal agreement with the employee to whom company will hire temporary.
3. Company will maintain records of his/her shifts with proper date & day.
4. Company will assign him/her full duties & respect related to the position.
5. Company will pay by monthly basis and pay 25% more for overtime or for public holidays.
6. If employee get any injuries on the job then company will compensate for his/her medical expense and also pay his/her salary.
Rules:
1. Confidentiality is required to maintain by employee either a strict action will take place acc. to law.
2. Employee have to follow the dress code of the company.
3. Employee can report the directly to higher authorities if he/she found any discrimination regarding gender or color.
Consequences:
1. The employee have to leave the position after probation period.
2. If employee leave the job before completion his time period he/she have to pay a bond($10,000) to company.

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Policy by: Ramandeep Kaur
Hardeep Kaur
Anjali Sharma
New Year's Day: January 1, 2018
Family Day : Februrary 19, 2018
Good Friday : March 30, 2018
Victoria Day: May 21,2018
Canada Day: July 2, 2018
Labour Day : September 3, 2018
Thanksgiving Day: October 8,2018
Christmas Day: December 25,2018
Boxing Day: December 26, 2018
Policies:-
1.Holiday should be declared one week ago. So that a person can enjoy in their own way.
2. Double pay should be given to the employee who is working on the holiday.
3. Premium should be given if a person is doing work on holiday.

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Policy by: Zalak Bhatt & Satmeet Kapoor
Key Points:
1. Employees who are employed for below 5 years get vacation for 2 weeks
2. Employees who are employed for above 5 years get vacation for 3 weeks.
3. If public holiday falls during vacation then employees can have substitute day off.
4. Also, employer can pay public holiday pay for  that day without giving a substitute day off.
Rules:
1. Employers are required to keep records of the vacation time earned.
2. Records of the vacation time taken.
3. Records of the vacation time remaining.
4. Records of the vacation pay earned and paid.
5. These records should be made notified 7 days after the start of next vacation.
6. If public holiday falls during vacation, the vacation pay must be paid within 7 days of termination or next pay day, whichever is later.

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Navpreet Kaur and Gursharanjit

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Difference between an employee and a contractor

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Difference between an employee and a contractor

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satyam, abhishek and varun

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Karan Sheth, Navjeet Lovely

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Zalak Bhatt & Satmeet Kapoor

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Hardeep Kaur
Ramandeep Kaur
Anjali Sharma

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Anand &  Mahebub & Nikhil

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Randeep, Manpreet kaler, Rakesh kumar

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Kulpreet & Amarjeet
Kiranjot, Simarpreet Singh

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Paulson George
Gagandeep Sethi

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Policy by: Carina & Rakesh
Policy is for:  ALL HR students
Key Points
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Rules;
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