As someone is a Supervisory role, you have access to a high level of support from WorkforceWins in your interactions with Employees. It is important that you be in touch with WorkforceWIns to not only take advantage of these support services but also to ensure that your decisions and actions are aligned with company policies and the legal environment (employment standards, etc.). We project manage every action that you decide upon to not only save you time but ensure that the Employee follows through on every commitment required of them. Below are the nine occasions in which you ought to be in touch with WorkforceWins.
Note: If you are a client for whom WorkfrocWisn delivers other services (such as annual performance and compensation reviews or pay run management) then there are other occasions to contact us.
1. HR Questions from Employees
When your Employees have HR questions that you don't know the answer to off the top of your head (or are not fully confident you do), just direct them to us. We'll loop you into the answer if we need you, or if we judge that you ought to be in the know.
Here are some examples:
- How something in Bamboo works.
- The meaning of a particular policy in the company policy manual.
- How a certain employment standard works.
- They need a Letter of Employment for their bank.
- How the benefits plan works.
2. New Hire
When you've concluded your search to fill a role and have nailed down the high-level terms with the candidate, hand it over to us to work directly with them on contracting and legal onboarding.
3. End of Employment
When an employee leaves the organization, we need to be involved to ensure that the company is in the best legal position. It is vital for terminations and job abandonments but also important in the case of resignations and retirements.
4. Changes to Employment Arrangements
Notify WorkforceWins whenever there are changes to the employment arrangement of any of your direct reports. These changes can impact any number of HR areas. Knowing about them allows us to keep the whole HR system in order so that there are no surprises for Employees and Supervisors alike.
What are Change to Employment Arrangements?
1. Important changes to the work schedule (ex. Going from part-time to full-time)
2. Change of work location.
3. Change of role (ex. Moving from one role to another, or major added duties to the current role.)
4. Change in compensation type (ex. Hourly to salaried)
5. Leave Requests
Administering leaves has some complexity in not only determining the eligibility of an employee for a particular type of leave but then ensuring proper off-boarding and re-onboarding. Inform us of every leave scenario that arises.
6. Workplace Accommodations
Most commonly, the duty to accommodate arises where an employee suffers a disability such as an injury, illness or addiction that prevents them from continuing to do his/her job in the same manner as before. Even though the employee is no longer able to perform in the same way, the employer may not fire them without first providing reasonable opportunities for rehabilitation or alternative work. These are extremely complex and legally risky to navigate so it is vital that you involve WorkforceWins from very the first suggestion of a need for accommodation.
7. Attendance Management
Attendance management is also fraught with complexity and legal risk. Involve WorkforceWins from the earliest stages that you perceive an attendance issue may be arising.
8. Workplace Harassment & Violence
Employers have a high level of responsibility to proactively manage situations that may fall within this category. Managing these situations is highly complex and holds a lot of legal risk. Involve WorkforceWins from the earliest stages that you perceive any situation of workplace harassment or violence may have happened or could happen.
9. Employee Performance Issues
For all other situations (aside from harassment, violence, or attendance) where an Emplyee's performance or behaviour is causing challenges in the workplace (ex. quality of work, quantity of work, interactions with clients/customers), and for which you'd like to attempt to change behaviour or end the employment relationship, contact us to determine a strategy. We then project manage any of the steps in the strategy (ex. letters of counselling or warning, terminations) to your preferences to full completion.