Employee’s Guide 2008
n behalf of the entire staff, please allow me
to WELCOME you as an employee of C.L.A.
C.L.A. PERSONNEL was first established in 1988 and
is a locally owned and operated company. In the very
competitive world of temporary help services where
most of the market is monopolised by international and
American competitors, I think it is essential that our
employees be sensible to the importance of being part
of a local team. By joining the C.L.A. Personnel team
and bringing along your skills and experience, you are
increasing the quality of service we can offer our clients
and I am thankful for that.
My 25 years of experience has made me a believer in employee satisfaction and it is
by increasing the well-being of each of us that a company becomes highly recognised
and popular. Please be assured that the services you will receive from our office will
always be professional, and that the communication between employee and employer
will always be open.
I need you to support and represent me to our clientele, and in return, you can
be assured of my entire co-operation in every regards. Thanks to you, we form a
great team! Let’s work together, so that we become indispensable to the business
community of this region.
C.L.A. PERSONNEL, offering “efficiency with a human touch”, is proud to welcome you
as an employee of its increasingly popular firm
Carole B. Joanisse
Pay days - 2008 Useful Information
Please refer to this schedule for the pay dates. Your Key People
Carole Joanisse President
Rachel Proulx, CPC Manager
For the week beginning Monday: Date of pay Eric Joanisse, CPC Marketing and operations Co-ordinator
Chantal Lorrain, CPC Counsellor
December 17 & 24, 2007 January 3, 2008 Josée Monette Administrative assistant
December 31 & January 7, 2008 January 17, 2008 Angèle Lalonde Assistant counsellor
January 14 & 21, 2008 January 31, 2008 Jean-Claude DeFoy Business Development
January 28 & February 4, 2008 February 14, 2008
February 11 & 18 2008 February 28, 2008 Office Hours
February 25 & March 3, 2008 March 13, 2008 Our office is open Monday to Friday, between the hours of 8 a.m. to 5 p.m.
March 10 & 17, 2008 March 27, 2008
March 24 & 31, 2008 April 10, 2008 Pay
April 7 & 14, 2008 April 24, 2008 Pay day: Every second Thursday (refer to the schedule at the last page of this
April 21 & April 28, 2008 May 8, 2008 document). To receive your pay on time, it is necessary that you fax your hours every
May 5 & 12, 2008 May 22, 2008 Friday morning before 12:00 p.m. If this deadline is not met, your pay will be issued
May 19 & 26, 2008 June 5, 2008 the following pay day. Original signed time sheets are to be mailed to our offices as
June 2 & 9, 2008 June 19, 2008 soon as possible.
June 16 & 23, 2008 July 3, 2008
June 30 & July 7, 2008 July 17, 2008
Pays are deposited directly in each employee’s personal bank account. In order to do
July 14 & 21, 2008 July 31, 2008
so, we require that you provide us with a void check or a statement from your financial
July 28 & August 4, 2008 August 14, 2008
institution providing the necessary information.
August 11 & 18, 2008 August 28, 2008
August 25 & September 1, 2008 September 11, 2008
September 8 & 15, 2008 September 25, 2008 Hours of work / Overtime
September 22 & 29, 2008 October 9, 2008 Please remember that our pay week is from Monday to Sunday, and if you are planning
October 6 & 13, 2008 October 23, 2008 to work overtime during the weekend, please advise our office. Overtime is paid at
October 20 & 27, 2008 November 6, 2008 time and a half after 44 regular hours in Ontario and 40 regular hours in Quebec. Call
November 3 & 10, 2008 November 20, 2008 us to ensure that your contract allows for overtime.
November 17 & 24, 2008 December 4, 2008
December 1 & 8, 2008 December 18, 2008 In Quebec, each week the employee is entitled to a rest period of not less than 32
December 15 & 22, 2008 January 1, 2009 consecutive hours, while in Ontario an employer has to give an employee a period of
at least 11 consecutive hours free from performing work in each day and a period free
from the performance of work equal to at least 24 consecutive hours in every work
week; or at least 48 consecutive hours in every period of two consecutive work weeks.
For most employees in Ontario, the maximum number of hours they can be required
to work is 48 hours a week. Also, an employer and an employee can’t agree that the
employee will work more than 60 hours a week.
Please refer to the Commission des Normes du Travail of Quebec and/or to the Ministry
of Labour of Ontario for more details.
Vacation Pay (4%)
Your 4% vacation pay will accumulate during your term with C.L.A. Personnel. If you
would like to receive it, simply ask for it by phone or when you fax in your hours on
C.L.A. Personnel pays the following ten (10) statutory holidays throughout the year to
its eligible temporary employees:
• New Year’s Day (January 1st)
• Family Day (Ontario Only) (Third Monday of February) – NEW 2008
• Easter Monday
• Victoria Day
• National Quebec holyday (June 24th) (Quebec workers only)
• Confederation Day (July 1st)
• Labour Day (1st Monday of September)
• Thanksgiving (2nd Monday of October)
• Christmas Day (December 25)
• Boxing Day (December 26th) (Ontario workers only)
To be eligible to be paid for these statutory holidays, temporary employees must:
• Have work for C.L.A. Personnel for a minimum of three (3) consecutive months,
for people working in Ontario, five (5) days per week or 35 hours minimum per
week. If you stop working for C.L.A. Personnel for more than 30 days, the two or
three month’s eligibility period will start over.
• Be present at work the working day preceding and following the holiday (Quebec
and Ontario) with the exception of June 24th. Employees subject to the Act
respecting Labour Standards are entitled to an indemnity for each statutory
holiday, provided that they were not absent from work, without their employer’s
authorization or without valid reason (sick leave motivated by doctor), on the
working day preceding or the working day following this holiday.
Indemnity and compensatory holiday – Quebec
Since May 1st 2003, Quebec workers have greater accessibility to statutory holidays:
• The 60 days of work eligibility period is not required any more
• Employees subject to the Act respecting Labour Standards are entitled to an
indemnity for each statutory holiday stipulated in the Act, provided that they were
not absent from work, without their employer’s authorization or without valid
reason, on the working day preceding or the working day following this holiday.
The working day preceding or following the statutory holiday is the working day
for the employee.
Emergencies – voice messaging • The indemnity that an employer must pay an employee for a paid statutory
When the office is closed, a voice messaging system takes over. If there is a problem or holiday is equal to 1/20 of the wages earned during the four complete weeks of
an emergency, please let us know immediately. As soon as the office reopens we will pay preceding the week of the holiday, excluding overtime.
respond promptly and accordingly.
Non-smoking policies Please fill-in the requested information on your time sheet in block letters. Important:
Smoking is forbidden in all federal, provincial and municipal government facilities as Calculate your hours by the quarter, in metric, as follows:
well as in most hospitals and public buildings. It is important that you respect the
policies of the work environment you are assigned to. AM PM Total Hours
In Out In Out Daily
New Knowledge and skills 9h00 12h00 12h30 17h00 7.50
The moment you applied and were given an assignment with C.L.A. Personnel you 9h00 12h00 12h30 16h15 6.75
were given the opportunity to acquire new skills on various software or different office
Keep us in mind! We may have on hand a job order that requires an experienced
person with a particular skill. If you have not advised us of this added experience, we An evaluation form will be given to you at the beginning of each new assignment. It is
cannot guess your new-found skill(s). your responsibility to ask your immediate supervisor to complete it and to ensure that
it is returned to us. This form becomes an indispensable work tool for us as it serves as
Your own business card an introduction for your next assignment, and becomes very important when discussing
reclassification or salary increase.
As you are our most precious asset and our best public relations advocates, business
cards have been created especially for you. Use them whenever you complete an
assignment and feel free to leave one with your supervisor, or at your own discretion, Absences
with other potential clients. It is of great importance that any absence during an assignment be reported to us in
order to prevent any misunderstanding with the client. Even if you have communicated
Confirmation and record of employment (RE) with the office where you are assigned, you should advise us also. Remember: We are
We can provide you with a statement confirming your current job status and employer your employer.
upon request. You must submit your written inquiry to our offices within at least a one
day time frame. Guarantee Period
We offer our clients different guaranties with regard to our placement services. In the
Records of employment are produced on demand. case of a temporary placement, the client has the discretion on whether or not to keep
the employee or end the contract if the candidate does not meet his/her requirements
within the first four hours of work.
For permanent placements the guarantee is 90 days unless otherwise specified.
Compensation of Presence (three hour minimum) For more information please consult the Commission de la santé et de la sécurité au
We have a very clear policy concerning the minimum billing of hours in all temporary travail du Québec (CSST) or Workplace Safety and Insurance Board (WSIB) of Ontario
placements. When possible, we ask our clients a minimum billing of fours per day, per web sites for more details.
contract. However there are some exceptions. In that case, the number of hours to
be worked is pre-determined with the employee. Also if the client chooses to use the Personal Calls
guarantee period, the following conditions will apply according to provincial law: Since we are your employer, you can give our telephone number in case of emergencies
(i.e. children’s school, day-care centre, spouse, etc.). Your office telephone number
Québec: An employee who reports for work at his place of employment at the express will not be given out but please be assured that you can count on us to transmit all
demand of his employer or in the regular course of his employment, and who works messages to you. Therefore, it is imperative that you communicate with us on your first
fewer than three consecutive hours, is entitled to an indemnity equal to three hours’ day of a new assignment to let us know the phone number where you can be reached.
wages at the prevailing hourly rate, increased by gratuities, except where the provisions
concerning overtime ensure him a greater amount. Long Distance Calls and electronic networks at Work
However, this provision does not apply in the case of a fortuitous event (e.g.: fire) or Remember that you are our employee and we are responsible for your actions.
when the employee is hired for periods of fewer than three hours (e.g.: some ushers, Using the telephone lines or other electronic means of communications of our
school bus drivers, school crossing guards, etc.). clients for personal use is strictly forbidden, and you will be held responsible for the
consequences. The equipment at your disposal is to be used for work related purposes
Ontario: When an employee is required to report to work, but works less than three only weather you are assigned in the government or the private sector. Government
hours, he or she must be paid whichever of the following amounts is the highest: Three offices have electronic monitoring policies which also include contractual employees.
hours at the minimum wage, or the employee’s regular wage for the time worked. This
is called the “three-hour rule.”The rule doesn’t apply to Students (including students
over 18 years of age), nor employees whose regular shift is three hours or less.
It is important to note that once we refer you for a short-term assignment or interview,
you remain our employee. A minimum period of six (6) months must pass from either
the date of the short-term assignment or the interview, before you may be hired by any
of our clients without intervention of C.L.A. Personnel. If the client wishes to hire one of
our temporary employees permanently they can do so by honouring a placement fee of
10% of the position’s annual salary; or decide to contract the employee for a period of
675 hours. Usually, this type of contract is agreed upon prior to the assignment.
Health and safety
C.L.A. Personnel adheres to the CSPAAT program on Early and Safe Return to Work. In
case of an injury at work please inform your immediate supervisor and contact us as
soon as possible.
Also, when you begin a contract, be sure to know the exact location of the safety
and security devices and first aid care as well as procedures to be followed in case
of emergency and evacuation. If your working area seems inappropriate please
communicate with our counsellors immediately. Because we aren’t physically at the
same work location it’s important that any irregularities be reported to us.