Workplace policies set out how a particular workplace is meant to function. These policies must comply with the applicable law.

Examples include policies that cover: overtime, leaves and time off; discrimination, bullying and harassment; and privacy/confidentiality. These policies must be provided to workers.

Risk management means anticipating and planning for something unexpected that might happen in the future. For example, a critical risk management issue is the payout of overtime hours outside of the budget for salaries/wages.

Employment contracts typically detail the job duties, expected hours of work, whether overtime is allowed, wages/salary, benefits, applicable workplace policies, vacation and vacation pay, term (length of contract), and termination (how the contract ends).

The applicable law depends on “jurisdiction”. For the Yukon, this is usually the Employment Standards Act and Human Rights Act.

An employment contract is a legal document that contains all the information relating to the expectations of the employer. This information typically includes a description of the position and responsibilities, rate of pay, and hours of work.

Discriminate means treating someone differently because of a personal characteristic such as Indigenous identity, sexual orientation, or gender identity or expression. The Yukon Human Rights Act applies to discrimination. The Yukon Human Rights Commission has further helpful resources on discrimination.

A fair hiring process is based on ability to do the job and is objective, consistent, and non-discriminatory. Fairness includes addressing the possibility of unconscious bias.

Fairness applies at all stages of the hiring process including the details in the posted position, the screening potential candidates, interviewing, selection, and offer.