Services

 

Human Resources Policies

We develop customized policies to ensure legal compliance with labour laws based on the nature of your business and industry. Policies are designed to improve employee relations and internal equity, and create a business culture that reflects your company’s philosophy and goals.

WSIB Analysis & Claims Management

In Ontario, the Workplace Safety and Insurance Board (WSIB) processes around 350,000 claims annually. Of those claims, an estimated 140,000 involves adjudication for compensation and benefits related to loss of earnings. How does this affect you and your bottom line?

Your premiums will be significantly impacted with every WSIB Claim. The average cost of a lost time claim is about $11,000.00 in direct WSIB charges, not to mention indirect costs incurred by the employer. Furthermore, now you have to put time aside in determining how you’ll increase revenue to recuperate the costs of one WSIB claim. Quite the price!

We provide a comprehensive claims management program that is designed to reduce and control these costs. In addition, we provide training for Managers and Supervisors on how to manage a claim from the day an accident occurs until the employee returns to their regular duties. Based on your company’s history of work related injuries, we offer a full analysis and solutions to reduce costly accidents.

Health & Safety Training

Canadian law requires that employers provide the information, instruction and training needed to provide a safe and healthy work environment for employees.

Providing health and safety information and training helps to ensure employees are not injured or made vulnerable to illness through the work they do. This action can substantially reduce the financial cost of accidents, and creates a safe and positive work environment.

Anti-Harassment & Prevention of Violence in the Workplace

Canada’s most comprehensive workplace anti-harassment and anti-violence legislation took effect in June of 2010.

All employers are required by law to audit locations in workplaces especially where employees have a high risk of potential assault. They must provide employee training to better understand and prevent the risks of violence at work.

Employee Orientation & On-boarding

Help your new hire get off on the right foot. A program designed to assist you in transitioning new staff into your organization will do that. An orientation program must be well thought-out to help motivate staff, shorten the learning curve, decrease new hire turnover and increase productivity and retention.

 

Employee Handbooks

The company employee handbook is one of the most important communication tools between a company and its employees. It clearly defines the reciprocal relationship between an employer’s and an employee’s respective expectations. It is a powerful communication tool and essential to avoiding misunderstandings or misstatements that can create legal liabilities for your business. In legal disputes, courts have considered an employee handbook to be a contractual obligation.

PHIPA (Personal Health Information Protection Act)

The Personal Health Information Protection Act came into effect on November 1, 2004 and is Ontario’s health specific privacy legislation.  PHIPA governs the manner in which personal health information may be collected used and disclosed within the healthcare system.

While all staff plays a role in information protection, PHIPA makes healthcare practitioners responsible for the security of information in their role as a Health Information Custodian (HIC’s) or agents of Health Information Custodians.  Examples of HIC’s are: Doctors, nurses, hospitals, long-term care homes, pharmacies, medical laboratories or even community mental health programs.

HR Enable has developed and successfully implemented PHIPA Programs with several Family Health Teams, Dentists, Physiotherapists and other healthcare professionals to ensure that as a Healthcare Custodian you have the policies, training and best practices in place to be compliant with the law.

Best Practices

Implementing best practices will help you realize the full potential of your organization while maximizing a positive impact on your business and remaining competitive in the marketplace. Best practices ensure that employees and managers understand your organization’s expectations, policies, and practices.

Terminations

Termination of employment is the end of an employee’s duration with the employer and can occur for various reasons such as resignations, workforce reductions, dismissal, retirement or even death.   Dismissal (involuntary termination) can occur on the bases of unsatisfactory performance, misconduct, incapability/lack of qualifications or job changes/elimination.

An employer may end the employment relationship for just cause (firing) where no notice or pay is required in lieu of notice or unjust cause (without reason) where sufficient working notice or pay in lieu of notice must be provided according the employment legislation and/or the Common Law.

Employers are advised to handle each terminations carefully and take into consideration the circumstances to avoid potential litigation or fines.

HR Enable has the experience of providing this service which can minimize your risk and can assist you with the termination of an employee.

Recruitment & Retention Guidelines

HR Enable can assist with your recruitment by introducing hiring managers to job seekers through leveraging our business referral network in the recruitment / staffing industry. We can introduce you to one we feel would be able to find the right candidate for you that meets your satisfaction and unique business needs.

Implementing a retention plan to help retain your high performers is key for business success. It improves the quality of your talented current employees and new hires as they continue to develop skills and qualifications, thereby increasing their value to their organization and customers. We can conduct a full analysis and assist you with implementing strategies to reduce turnover and secure those high performers.

Performance Management Systems

Regardless of the size of your company, monitoring the performance of the employees is crucial to the long-term success of your business. Implementing a performance management system helps to define the expectations you have for your employees, measure their success in meeting those expectations, and guide them in developing skills needed to increase overall performance.