Here are some additional HR compliance matters to consider for Canadian publishers hiring their first employees.

Payroll compliance

Payroll compliance legislation in Canada ensures employees are treated fairly and that payroll taxes and deductions are paid properly.

This legislation defines employers’ rights and obligations and outlines the specific procedures for processing payroll. It includes things like minimum wage, overtime, vacation pay, and deductions. 

Payroll compliance legislation in Canada is continuously changing and evolving, so employers must keep updated to stay compliant. There are many ways to do this, such as following the Canada Revenue Agency on social media and by subscribing to CRA updates by email. 

The two main types of payroll legislation you need to pay attention to are: 

1. Provincial Legislation: Each province has its own labour and employment standards legislation, which outlines specific requirements for employers. These laws may cover areas such as minimum wage, work hours, vacation pay, and other entitlements. Requirements for deductions, remittances, and reporting differ in each province. 
2. Tax Legislation: Both federal and provincial tax legislation defines the taxes employers must collect from employees and remit to the government. These laws also specify deductions and remittances for employment insurance and pension contributions. Here’s an employer’s guide.

Registering for a payroll account with the Canada Revenue Agency:

Before you hire your first employee, your company must register for a payroll account with the CRA. 

A payroll account gives your company a unique account number that serves as an identification number when reporting and remitting to the CRA taxes, deductions and contributions related to your employees. 

For more information on setting up a payroll report and filing remittances with the CRA, click here.

Employers should be aware of any province-specific reporting requirements related to payroll taxes.

Payroll compliance processes: 

Consider hiring a payroll company, like ADP, to automate payroll compliance systems to simplify and streamline your processes. This will help reduce the possibility of making any errors.

Automated systems also facilitate the timely remittance of legislated deductions to government agencies, which often must be made quarterly. 

With automated systems, you can generate pay slips that comply with the relevant legislation. This ensures your employees receive clear and transparent information about their compensation. 

Regulations for Employee Termination

Complying with all applicable provincial and federal laws is important when terminating an employee. Here are the key regulations to keep in mind:

1. Notice Period: Employers must provide at least two weeks’ notice before termination. This ensures employees have sufficient time to make necessary arrangements.
2. Severance Package: In certain cases, a severance package may be required. This package includes additional compensation for employees upon termination beyond their regular wages. It is important to consult a lawyer to determine if a severance package is required. 
3. Documentation: Employers must provide employees with a Record of Employment (ROE) upon termination. The ROE is a document that outlines the employee’s earnings and employment history, which is necessary for the employee to be able to collect Employment Insurance. 

Payroll non-compliance:

Non-compliance with payroll legislation can result in fines imposed on the employer. 

Employers could also face civil liability for damages suffered by employees as a result of non-compliance. This can include compensation for financial losses, emotional distress, or other harm caused by the employer’s actions.

Statutory holiday pay

Canadian businesses must provide statutory or public holiday pay to eligible full-time and part-time workers.

Statutory holidays are days when most businesses are legally required to close, but they must still pay eligible employees as if it were a regular workday.

There are five statutory holidays recognized in every jurisdiction across Canada:

• New Year’s Day
• Good Friday
• Canada Day
• Labour Day
• Christmas Day

In addition to these national statutory holidays, each province and territory may have its own public holidays where businesses must pay their eligible employees holiday pay.

Holiday leave

Holiday leave, also known as paid time off, is accrued based on a percentage of earnings and varies by province or territory, as follows:

British Columbia, Alberta, Manitoba, Ontario, Northwest Territories, Nunavut:

• Vacation pay: 4% of earnings for the first five years of employment; 6% afterwards
• Vacation entitlement: two weeks after one year of employment; three weeks after five years

Saskatchewan:

• Vacation pay: 3/52 of earnings for the first nine years of employment; 4/52 afterwards. Saskatchewan has a vacation pay calculator to help with the math.
• Vacation entitlement: three weeks after one year of employment; four weeks after ten years

Quebec:

• Vacation pay: 4% of earnings for the first three years of employment; 6% afterwards
• Vacation entitlement: one day per month for the first year of employment up to two weeks if less than one year; two weeks after one year; three weeks after three years
• Employees entitled to two weeks of vacation may request an additional week’s leave without pay, which the employer must grant. This additional leave cannot be divided into several periods unless the employer allows it.

New Brunswick:

• Vacation pay: 4% of earnings for the first eight years of employment; 6% at the start of the employee’s eighth year
• Vacation entitlement: one day per month or two weeks of vacation yearly for the first eight years of employment; 1.25 days per month, or three weeks of vacation yearly afterwards

Nova Scotia, Prince Edward Island:

• Vacation pay: 4% of earnings for the first eight years of employment; 6% afterwards
• Vacation entitlement: two weeks after one year of employment; three weeks after eight years

Newfoundland and Labrador:

• Vacation pay: 4% of earnings for the first 15 years of employment; 6% afterwards
• Vacation entitlement: two weeks if less than 15 years of employment; three weeks after 15 years

Yukon:

• Vacation pay: 4% of earnings
• Vacation entitlement: two weeks after one year of employment

Sick or unpaid leave

Every province or territory organises the number of days employees are entitled to unpaid leave, or unpaid sick days, as follows:

Alberta

• Employees are entitled to up to five days of unpaid leave.

British Columbia, Nova Scotia:

• Employees are entitled to three days of unpaid job-protected sick leave.
• In Nova Scotia only, sick leave can be used to care for a family member or for doctor’s appointments.

Manitoba:

• Employees are entitled to a 17-week leave for a serious illness or injury; otherwise, three sick days.

New Brunswick, Northwest Territories:

• Employees are entitled to five days of unpaid leave per year.

Newfoundland and Labrador:

• Employees are entitled to seven days of unpaid leave per year after 30 days of employment.

Prince Edward Island:

• Employees are entitled to three days of unpaid leave per year after three months of service. After five years of continuous employment with the same company, the employee is entitled to four days of leave, and the employer pays the first day.

Ontario:

• Employees are entitled to three days of unpaid leave per year.

Quebec:

• Employees are entitled to two days paid by the employer; an employee cannot be absent for more than 26 weeks in a 12-month period.

Saskatchewan:

• Employees are entitled to 12 days per year unpaid. In the case of a serious illness or injury, they are entitled to 12 weeks unpaid.

Nunavut:

• Employees accrue 1.25 days each month for a maximum of 10 days unpaid.

Yukon:

• Employees accrue one day per month of employment for a maximum of 12 days unpaid.

The remaining provinces don’t impose a sick leave entitlement on employers, instead leaving it to the company’s discretion.

Employees working for their employers for at least three months are protected against dismissal, demotion, and layoffs during an absence caused by illness. Depending on the province, this can be up to 17 weeks.

Employees on sick leave keep accruing pension, health, seniority, and disability benefits as long as they keep making their contributions, which obliges employers to keep making their share of the contributions.

Other leaves, such as parental and compassionate leaves, can be interrupted to take sick leave and resumed immediately after the sick leave ends.

Maternity Leave

Pregnant employees in Canada are entitled to a minimum of 15 weeks and up to 17 weeks (12 weeks in the case of a miscarriage or stillbirth) of maternity leave, which the government pays through the Employment Insurance (EI) program. The cash benefit is 55% of the employee’s average salary, capped at $595 per week. However, you can top up the employee’s allowance as an employer. In Quebec, the government payment is capped at $900.

To be eligible for paid maternity leave, an employee must have worked and accumulated 600 insured hours within the past 52 weeks. The length of maternity leave and threshold for eligibility varies by province and territory:

• Alberta, Nova Scotia: 16 weeks
• Ontario, British Columbia, Manitoba (after seven months of employment), New Brunswick, Newfoundland and Labrador (after 20 weeks of employment), Prince Edward Island (after 20 weeks of employment), Northwest Territories, Nunavut, Yukon (after 12 months of employment): 17 weeks
• Quebec: 18 weeks
• Saskatchewan: 19 weeks, including an adopted child’s primary caregiver. It can be extended by an additional 6 weeks (for a total of 25 weeks) with a valid medical reason for not returning to work.

Paternity Leave

In Canada, there is no statutory paternity leave except in Quebec. In Quebec, employees are entitled to five uninterrupted weeks of leave. The Social Security authorities pay for the leave.

Five-Day Leave

In Quebec, biological and adoptive parents have the right to be absent from work for five days, with the first two days being paid. This leave is applicable for the birth or adoption of a child or a termination of pregnancy occurring after the 20th week of pregnancy. Employees are entitled to this leave regardless of the length of their employment. However, if the mother is already on maternity leave or the father is on paternity leave, they are not eligible for this leave.

Parental Leave

All parents, regardless of gender, are entitled to parental leave after the birth or adoption of a child. Both parents can take this leave simultaneously and are paid through the Employment Insurance (EI) program. The benefit amounts to 55% of the employee’s average salary, capped at $595 per week ($900 in Quebec). Some employers may choose to top up the leave pay to 100%.

The length of parental leave varies by province:

• Alberta, British Columbia, New Brunswick, Prince Edward Island: 62 weeks
• Manitoba (after 7 months of employment), Yukon (after 12 months of employment): 63 weeks
• Ontario, Newfoundland and Labrador (after 20 weeks of employment), Nova Scotia, Northwest Territories: 61 weeks — 69 weeks if shared between parents in Northwest Territories
• Quebec: 78 weeks for biological parents, including paternity and maternity leave. In the case of adoption, each parent is entitled to 65 weeks.
• Saskatchewan: The parent who took maternity or adoption leave is eligible for 59 weeks of parental leave. Parents who didn’t take either maternity or adoption leave are eligible for up to 71 weeks.
• Nunavut: 37 weeks. Maternity and parental leave combined cannot exceed 52 weeks.

Parental leave must be taken within the first year of the child’s birth or adoption. To be eligible for paid leave, the employee must have been employed for at least three months and made EI contributions.

During leave, employees are protected from dismissal and have the right to return to their previous job at the end of their leave. Employment benefits, including seniority, continue to accumulate during their absence.

An employee typically takes maternity leave, followed by paternal leave. 

For more information, click here. 

Personal & family responsibility leave

Employees are entitled to a minimum of three days per year of personal leave after being employed for three months.

The following circumstances can be used for taking a personal leave:

• treating an injury or illness
• taking care of health obligations for any family member
• taking care of family responsibilities
• education obligations for any family member under the age of 18
• managing any urgent situation that concerns the employee or a family member
• attending their citizenship ceremony under the Citizenship Act

The duration may vary by province/territory, as follows:

• Quebec: ten days — the first two paid by the employer; the remainder unpaid
• Alberta, British Columbia: five days, unpaid
• Manitoba (after being employed for 30 days), New Brunswick, Ontario, Prince Edward Island: three days, unpaid
• Newfoundland and Labrador (after 30 days of employment): seven days, unpaid
• Nova Scotia: combined with sick leave, three days, unpaid
• Ontario: ten days of unpaid personal emergency leave
• Saskatchewan: no days available
• Northwest Territories: no days available
• Nunavut, Yukon: the leave not covered by the Labour Standards Act

Bereavement leave

Employees are entitled to a minimum of three days of bereavement leave following the death of an immediate family member or, in Alberta’s case, when a pregnancy ends other than in a live birth. Employees become eligible for bereavement leave after three months of employment. The duration may vary by province/territory as follows:

• Quebec: five days – the first two paid by the employer and the remainder unpaid; in the case of the death of an extended family member, one unpaid day off; 104 weeks if an underage child dies or if a partner, parent, or child dies by suicide
• Alberta, British Columbia, Manitoba (after 30 days of employment): three days, unpaid
• New Brunswick, Nova Scotia, Saskatchewan: five days, unpaid
• Newfoundland and Labrador (after 30 days of employment), Prince Edward Island: three days — the first day paid by the employer; the remainder unpaid
• Ontario: two days, unpaid
• Northwest Territories: three days if the funeral or memorial service takes place in the community the employee resides; seven days if outside the community
• Nunavut: the leave not covered by the Labour Standards Act
• Yukon: one week, unpaid

Compassionate care leave

Employees are entitled to unpaid compassionate leave to care for a family member who has a serious medical condition or is at risk of death, which varies by province/territory as follows:

• New Brunswick, Newfoundland and Labrador, Nova Scotia, Ontario, Manitoba, Prince Edward Island, Saskatchewan, Yukon: 28 weeks within any 52-week period
• Alberta, British Columbia, Quebec, Northwest Territories: 27 weeks within any 52-week period (in Quebec, the first two days are paid)
• All other provinces/territories: eight weeks within any 52-week period
• The leave is paid by Employment Insurance at 55% of an employee’s average salary and is capped at $595 weekly.

Domestic violence & sexual assault leave

Employees are entitled to a minimum of ten days and  up to 26 weeks of leave, paid or unpaid, depending on the province/territory, as follows:

• Quebec: 26 weeks — the first two days paid by the employer if the employee hasn’t used their paid days entitlement for illness, accident, organ donation or to care for a loved one; the remainder is unpaid
• Federal jurisdiction, Saskatchewan: ten days — the first five days are paid by the employer; the remainder are unpaid
• Alberta: ten days, unpaid
• British Columbia: ten days — the first five days are paid by the employer and the remainder are unpaid; if necessary, up to 15 more weeks of unpaid leave is available
• Newfoundland and Labrador, Prince Edward Island: ten days — the first three days are paid by the employer; the remainder are unpaid
• Manitoba, New Brunswick, Nova Scotia, Ontario, Northwest Territories: Two types of interpersonal violence leave exist. The first type allows employees to take either 10 consecutive or intermittent days in a 52-week period, as needed. The second type allows employees to take up to 17 weeks (16 in New Brunswick and Nova Scotia, 15 in Ontario and Northwest Territories) in a 52-week period in one continuous stretch. The employer pays only for the first five days (three days in Nova Scotia).
• Nunavut: the leave is not covered by the Labour Standards Act.
• Yukon: the leave has been proposed but is not part of the Labour Standards Act yet.

Critical illness leave

Employees are entitled to time off in the case of a family member’s critical illness. The duration varies by province/territory as follows:

• Manitoba, Newfoundland and Labrador, Ontario, Saskatchewan, Northwest Territories, Yukon: 17 weeks for sick adults, unpaid; 37 weeks for children, unpaid
• Alberta, British Columbia, Quebec: 16 weeks for sick adults, unpaid; 36 weeks for children, unpaid.
• New Brunswick, Nova Scotia: 16 weeks for sick adults; 37 weeks for children
• Prince Edward Island: 37 weeks for children under 18; not applicable to sick adults
• Nunavut: the leave is not covered by the Labour Standards Act.

Employees may be eligible for critically ill or injured children/adult benefits under EI.

Child death leave & crime-related child disappearance leave

Employees are entitled to a 52-week unpaid leave following a crime-related disappearance of a child and 104 weeks in the case of a child’s death. In New Brunswick, each leave is 37 weeks long. In Quebec and Saskatchewan, the leave for the disappearance of a child is 104 weeks. The Labour Standards Act doesn’t cover this leave in Nunavut.

Employees may receive financial assistance from the Federal Income Support for Parents of Murdered or Missing Children grant.

Leave of absence for members of Canada’s Reserve Force

Employees who have been working for their employer for at least three months are entitled to unpaid leave to assist the country in the following situations:

• An operation designated by the Minister of National Defence in Canada or abroad
• An activity set out in the Reserve Force Training Leave Regulations
• Canadian Armed Forces military skills training
• Training ordered under the National Defence Act
• Lawful duties ordered under the National Defence Act
• Service in aid of civil power under the National Defence Act
• Treatment, recovery, or rehabilitation from physical or mental health problems that resulted from service in an operation or activity listed in the Labour Code

The duration of leave may vary by province/territory, as follows:

• Nova Scotia: 24 months of leave in a 60-month period
• Alberta (if employed for 26 consecutive weeks), British Columbia: 20 days for training and as many days as needed for emergencies, unpaid
• Manitoba, Newfoundland and Labrador, Ontario, Prince Edward Island, Saskatchewan, Northwest Territories: as required by Canadian Forces Reserve, unpaid
• New Brunswick: 30 days for training and 18 months for other purposes
• Quebec: 15 days for training and 18 months for other purposes
• Nunavut: the leave not covered by the Labour Standards Act
• Yukon: 15 days for training and as many days as needed for other purposes

Other leaves:

Certain provinces have specific leaves for certain situations, as follows:

• Citizenship leave: one day off to attend a citizenship ceremony — applicable in Alberta (half-day off, unpaid), Manitoba (four hours off), Nova Scotia, and Saskatchewan
• Wedding leave: one paid day off (if the wedding takes place on a working day) by the employer on the employee’s wedding day; employees are also entitled to an unpaid day off on the wedding day of their immediate family or their partner’s immediate family; applicable in Quebec only
• Legal proceedings: Employees are entitled to unpaid time off for jury services and for acting as witnesses. The leave does not apply to those in lawsuits.
• Organ donation: In Ontario, up to 13 weeks of unpaid leave for employees donating organs or tissue. In Quebec, the leave is 26 weeks, and the first two days may be paid if the employee hasn’t used their entitlement to two paid days off due to illness, domestic violence, or to care for a loved one. In Saskatchewan, the leave is up to 26 weeks unpaid.
• Nomination or election: Nomination, election and candidate and public office leaves are unpaid for as many days as required. This type of leave applies to municipal, provincial, territorial, federal, school board, and band council nominations, elections, and offices in Saskatchewan only (must work for more than 13 weeks consecutively to be eligible).

Resources

British Columbia

• B.C. Business Corporations Act
• Information on B.C. Corporate Taxes
• B.C. Employment Standards
• WorkSafe B.C.
• Starting a business in B.C. 
• B.C. Provincial Sales Tax

Alberta

• Alberta Corporate Business Taxes
• Alberta Business Corporations Act
• Alberta employment standards rules
• Alberta Occupational Health and Safety
• Starting a business in Alberta

Saskatchewan

• Saskatchewan Business Corporations Act
• Saskatchewan Corporation Income Tax
• Saskatchewan Employment Standards
• WorkSafe Saskatchewan
• Saskatchewan Provincial Sales Tax
• Resources for starting a business in Saskatchewan

Manitoba

• Manitoba Corporations Act
• Manitoba Corporate Income Tax
• Manitoba Employment Standards
• Safe Work Manitoba
• Starting a business in Manitoba
• Manitoba RST (often referred to as PST)
  • Also, see TAXcess to apply for an RST number

Ontario

• Ontario Corporations Act
• Ontario Corporate Income Tax
• Ontario Employment Standards
• Health and Safety Ontario
• Starting a business in Ontario

Quebec

• Québec Corporations Act/Loi sur les sociétés par actions 
• Une société assujettie à l’impôt du Québec (Income tax information from Revenu Québec.not available in English as per the Charter of the French Language)
• Labour Standards in Quebec/Les normes d’emploi du québec
• Health and Safety Québec/Loi sur la santé et la sécurité du travail
• Starting a business in Quebec/Démarrer une entreprise au Québec
• Registering for GST and QST/Inscription aux fichiers de la TPS et de la TVQ 

New Brunswick

• New Brunswick Corporations Act
• New Brunswick Corporate Income Tax
• New Brunswick Employment Standards
• WorkSafe NB
• Setting up a business in New Brunswick
• Resources for businesses in New Brunswick
• New Brunswick Small Business Guide

Nova Scotia

• Nova Scotia Companies Act
• Nova Scotia Income Tax and Credits
• Nova Scotia Employment Rights
• Work Safe. For Life. Nova Scotia Small Business Safety Tool Kit
• How to set up a business in Nova Scotia
• Ready to register my business Nova Scotia

PEI

• PEI Companies Act
• Requirements for starting a business in PEI
• PEI Business Start-Up and Entrepreneurship in PEI
• Starting a business in PEI
• Employment Standards PEI
• Occupational Health and Safety Act

Newfoundland and Labrador 

• Newfoundland and Labrador Corporations Act
• Newfoundland and Labrador Corporate Income Tax
• Newfoundland and Labrador Labour Relations at Work
• Newfoundland and Labrador Occupational Health and Safety
• Setting up a business in Newfoundland and Labrador 
• How to start a business in Newfoundland and Labrador

Yukon

• Yukon Business Corporations Act
• Yukon Employment Standards
• Occupational Health and Safety
• Start a business in Yukon
• Doing business in Yukon

Northwest Territories

• NWT Business Corporations Act
• NWT Corporate Income Tax
• NWT Employment Standards 
• NWT Occupational Health and Safety
• Guide to start a business in NWT
• Business registrations NWT
• How to start a business in NWT

Nunavut

• Nunavut Corporations Act
• Nunavut Labour Standards Compliance Office
• Nunavut Occupational Health and Safety Regulations
• Seven steps to starting your business in Nunavut

The post Hiring and HR Compliance Considerations for Canadian News Businesses appeared first on LION Publishers.

Keeping compliant with Canadian laws and regulations

Understanding federal and provincial laws and regulations is important because it will protect your journalism business from inadvertently receiving hefty fines or facing legal action from your employees.

For example, employers can face fines for violating health and safety regulations under the Canada Labour Code or for violating overtime requirements set by the Employment Standards Act.

You should become aware of the following laws and regulations to protect your business.  

Employment/Labour Standards: Familiarise yourself with the labour laws in your province or territory governing employment conditions, such as working hours, wages, and leaves of absence. 

Occupational Health and Safety: Ensure compliance with workplace safety regulations in your province and territory to provide a safe environment for your employees.

The Canada Safety Office has a guide on Office Safety available for purchase on its website.

If you want to apply for the Canada Summer Jobs wage subsidy, you must demonstrate that you have implemented adequate measures to ensure the intern is aware of health and safety practices in the work environment, even if they are working from home. This includes offering training in the Workplace Hazardous Materials Information System (WHMIS). Several companies can be found online that offer WHMIS training.

Queen’s University offers a free health and safety checklist for those working from home.  

Human Rights: Understanding the human rights laws specific to your province or territory is essential for ensuring compliance and fostering a fair and inclusive work environment. These laws provide guidelines for promoting diversity, preventing discrimination, and upholding the rights of employees throughout their tenure with your news business.

These laws assert that every individual has the right to equal treatment in the workplace without facing discrimination or harassment based on prohibited grounds such as race, age, or family status. 

The concept of equal treatment covers all aspects of the workplace environment and throughout the employment life cycle, including recruitment, training, promotions, pay rates, performance evaluations, and termination.

Anti-harassment policies:

It’s important to create a workplace culture that prioritises mutual respect and ensures freedom from harassment. 

Failing to address instances of harassment can result in the employer being held accountable for their employees’ actions. To mitigate this risk, it is essential to have an anti-harassment policy and provide anti-harassment training to supervisors and staff.

An anti-harassment policy clarifies the rights and responsibilities of both employees and the organisation. It educates employees on what constitutes harassment, the reporting procedures, and available support. This promotes transparency and empowers individuals to seek support if they experience or witness harassment.

The Canadian Human Rights Commission offers a free template for employers creating an anti-harassment policy.

Employee Privacy: 

Understand your responsibilities for safeguarding employee personal information and be sure to comply with applicable privacy laws in your province or territory.

Balancing privacy with the need for relevant employee information is essential for maintaining a positive work environment. 

Regardless of legal requirements, creating a workplace culture that values and respects privacy contributes to employee morale, mutual trust, and overall business success.

Employee personal information encompasses various data, such as pay and benefits records, attendance reports, personnel files, video or audio recordings, web-browsing history, email content, and keystrokes. Be mindful of the sensitivity and confidentiality of this information.

Employee privacy laws are important in Canada because they protect employees’ personal information from being collected, used or disclosed without their consent.

The Office of the Privacy Commissioner of Canada (OPC) enforces the Personal Information Protection and Electronic Documents Act (PIPEDA), which applies to businesses. Non-compliance with PIPEDA can result in fines of up to $100,000.

Here’s a brief guide to help you navigate privacy laws, obligations, and best practices in your hiring and workplace management. You can find many policy generators online, like this one. 

• Collect only necessary information for clearly identified purposes.
• Seek meaningful consent for collecting, using, and disclosing personal information. For more information on how to do this, see the Office of the Privacy Commissioner of Canada’s Guidelines for obtaining meaningful consent.
• Even when consent is not required, be transparent about information practices, provide employees with meaningful notice, and outline policies that govern personal information handling.
• Use or disclose personal information only for the intended purposes unless otherwise consented to or legally permitted.
• Inform employees about how their information is collected and used, grant them access to their personal information, and allow them to challenge its accuracy and completeness.
• Limit access to employee information to those who genuinely require it.
• Maintain accurate, complete, and up-to-date employee personal information.
• Develop clear policies and procedures for collecting, using, and disclosing employee personal information. Update them as needed when introducing new programs or making substantial changes.
• If monitoring employees, ensure it is reasonable, proportionate, and minimally intrusive. Avoid unnecessary surveillance.
• When considering employee monitoring (workplace surveillance or activity tracking, for example), ensure it aligns with privacy rights. Assess privacy risks and implement mitigating measures. Unless exceptional circumstances arise, transparently communicate monitoring purposes, methods, and potential consequences to employees.
• Employees have the right to access personal information collected through monitoring. Establish practices to address access requests for access, privacy compliance challenges, and potential complaints.
• Implement physical, organisational, and technological safeguards to prevent unauthorised access or disclosure, including protecting against “employee snooping” incidents – where employees inappropriately access other employees’ personal information.
• Consent does not waive an organisation’s obligations under privacy laws. Even with consent, organisations must still comply with legal requirements and obligations related to accountability, collection limitation, and safeguards.

Keeping current

Staying up to date with HR trends and changes in labour issues is important. Regularly review and adapt your HR policies and practices to ensure compliance with evolving legislation. Canadian HR Reporter is a magazine that HR professionals subscribe to keep up with the latest regulations. 

Consider seeking legal assistance to understand and navigate specific requirements that may impact your organisation.

Many HR companies in Canada are available to work for your business on a retainer or a per-project basis, such as helping your business draft the necessary employee policies or conducting employee reviews. 

Building a successful journalism business in Canada is about more than just publishing stories and gaining an audience. It’s about conducting your business ethically, responsibly, and with the utmost regard for Canadian law and regulations, especially with respect to your employees.

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