Business owners in British Columbia must ensure they follow the required legal steps when hiring new employees. After crafting a job description and placing an advertisement that complies with human rights and employment law, the employer can conduct interviews with applicants and make an employment offer to the successful person. Along with informing the chosen candidate of the starting date and time to report for duty, it might be a good idea to discuss other matters that might reduce some of his or her anxiety.
To get off to a good start, the new employee can be prepared for what to expect on the first day at work. The employer can explain the dress code and inform the worker of any special equipment to bring along to work. A facility tour, a meeting with supervisors or managers, orientation sessions, or other methods of mentoring can be utilized. This will set the new person at ease and make him or her ready to give his or her best.
Starting a file for a new employee on day one might be a good idea to hold employee records like performance evaluations, time sheets, and payroll-related documents and slips. An employment contract, complete with non-compete and non-solicitation clauses, can be kept in the employee’s file. The employer must verify the worker’s Social Insurance Number and take particular note of the first digit. If the SIN starts with a nine, that worker is not Canadian and only allowed to work for a specific, authorized employer.
When it comes to the legalities and meeting the requirements under British Columbia employment law, many business owners choose to utilize the services of an experienced labour law lawyer. Legal counsel can ensure that all the employment standards are met, and he or she can assist with matters related to tax and other issues. The lawyer can also help with drafting employment contracts and job offers.
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