Before hiring an employee, you have to ensure two things. One is that you selected the right employee. Two is that your business is ready to provide the necessary legal obligations to the employee.
Here is what you need to know.
1. Conduct Reference Check
Conducting a reference check is one of the key aspects of assessing potential employees. It is not illegal for you to ask for reference numbers. If any interviewee refuses to provide reference contacts, then there is a chance that the person has something to hide. As long as the interviewee gives you reference contacts without coercion and of free will, you are not violating his privacy.
2. Hire without Discrimination
Alberta’s Human Rights Act clearly states that no one can be discriminated against on the basis of race, beliefs, disability, sexual orientation etc. when being hired. You can not discriminate against anyone.
3. Set up a Payroll Account
When you hire a new employee, you are required to open and manage your employee’s payroll account. You must also make the following deductions in the payroll account Employee Insurance Premiums, Canada Pension Plan and Contributions Personal Income Tax.
Additionally, you are expected to maintain proper documentation of the payroll account.
4. Register with Workers’ Compensation Board
The Workers’ Compensation Board (WCB) is present to prevent work related injuries. If your business falls within a mandatory industry, you are required to register:
However, even if your business does not fall within a mandatory industry, you can choose to register with WCB as this gives you benefits like:
- Assistance for injured employees to return to the job
- Insurance benefits to employees injured on the job
- No-fault insurance
- Protection from lawsuits
5. Verify Social Insurance Number (SIN)
Be ready to collect your employee’s SIN within three days of being hired. Ensure that you verify the number.
6. Have Workplace free of Violence and Harassment
Your workplace is required to be devoid of any violence or harassment. If you are not able to provide that and you don’t have sufficient processes in place to tackle workplace violence and harassment, your business will be at risk of serious consequences, fines and legal action.
7. Personal Information Protection
You are held responsible for the protection of your employee’s personal information. You cannot sell or hand out your employees’ personal information without their permission. The Personal Information Protection and Electronic Document Actclearly states it is your responsibility to do so. Ensure that you have a safe and secure system to protect your employee’s details.
It is critical that you take care of these points before any employee joins your organization. If you fail to, your organization is liable to legal action. To know more and to protect yourself from liabilities, contact Prowse Barrette (Previously Prowse Chowne).