Popular Questions about Managing Employees
- I think my employee may have an addiction to alcohol or drugs. Where can I send them for help?
- How do I handle employee absenteeism or excessive sick time?
- What paid holidays am I legally obliged to provide to my staff?
- My business has an interest in recruiting persons with disabilities, or from an equity group. Are there services that can help me?
- I’m confused about what questions I can legally ask in a job interview. How do I make sure my questions are allowable?
- I think that one of my employees is unable to read well. I’m concerned that she might not be able to read the safety instructions on our equipment. How should I handle this?
Q: I think my employee may have an addiction to alcohol or drugs. Where can I send them for help?
A: This is a sensitive area to address with employees. Most employment experts recommend that you develop a written policy on substance use in the workplace. See our employee handbook example, or, for general information, you can visit the Canadian Centre for Occupational Health and Safety at http://www.ccohs.ca/, and select “OSH Answers”.
Locally, Addiction Services are provided by St. Leonard’s Community Services.
You can also consult with an Employee Assistance Service provider, such as the Family Counselling Centre of Brant.
Q: How do I handle employee absenteeism or excessive sick time?
A: First, become familiar with the provisions under Ontario’s Employment Standards Act. Employees have entitlement to personal emergency leave and, in some cases, their situation may also fall under Family Medical Leave if they need to care for a seriously ill family member. The best way to find out what time off you are obligated to provide is through the Ontario Employer Gateway. Visit
http://www.ontario.ca/en/business/index.htm and click on the Business – Employer link on the left, or call the Employment Standards Information Centre at
1-800-531-5551.
Your employee’s absences may be caused by a disability that would be protected under the Human Rights Code of Ontario. For that reason, it is important to proceed with caution particularly if you are considering terminating the person’s employment for excessive absenteeism. If you don’t have a written policy on sick leaves and dealing with employee absenteeism it is advisable to develop one. Contact the Brantford-Brant Business Resource Centre for guidance at www.businessresourcecentre.ca or (519) 756-4269. Some service providers in Brantford-Brant offer Business consulting services. View our directory for Colleen E Miller Enterprises and Training Visions.
Another great resource is the Ontario Employment Law Handbook: A Guide for Employers. It’s available from Federal Publications Inc. You can find ordering information at
http://www.fedpubs.com or call 1-888-433-3782. Cost at the time of publication was $55.00
Q: What paid holidays am I legally obliged to provide to my staff?
A: Check out the latest list at the Ontario Employer Gateway for answers to these and other questions about employee hours, pay rates, terminating or laying off employees.
http://www.ontario.ca/en/business/index.htm and click on the Business – Employer link on the left, or call the Employment Standards Information Centre at
1-800-531-5551.
Q: My business has an interest in recruiting persons with disabilities, or from an equity group. Are there services that can help me?
A: Many employers are realizing the benefits of a diverse and inclusive workforce. You can find these specialized services in our directory under Inclusive Workplace.
Q: I’m confused about what questions I can legally ask in a job interview. How do I make sure my questions are allowable?
A: First, check out our Guide to Interview Questions.
The website for the Ontario Human Rights Commission also offers a Hiring Guide. Click on the “Guides” link on the left menu under Resources from http://www.ohrc.on.ca/en
Generally speaking, you cannot ask questions relating to such areas as an individual’s race, gender, religion, citizenship, record of offences, sexual orientation, marital or family status, age or health/disability unless it relates to valid requirements of the job. See the Ontario Human Rights site for more detailed information.
Q: I think that one of my employees is unable to read well. I’m concerned that she might not be able to read the safety instructions on our equipment. How should I handle this?
A: The Literacy Council of Brant is a great place to start. One of their advisors can give you some information.
Unfortunately, people can be embarrassed about poor literacy, numeracy and basic skills and might attempt to hide their inability to read, write or perform simple calculations. A good approach is to speak with the individual in private and share what you’ve been noticing; Ask him or her to help you understand what might be causing these behaviours. Assure him or her that you want to help so that the employee can perform his or her duties safely. If the employee discloses a literacy concern or learning disability, encourage him or her to contact the Literacy Council for assistance.