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On-Line

Billed Annually $475 open
$39/mo. (or select monthly billing) includes
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On-Demand

Billed Annually $1195 open
$99/mo. (or select monthly billing) includes
Unlimited Access to Accredited HR Consultants
  • Unlimited Downloads
  • On-Line HR Audit
  • My HR Files
  • On-line Training
  • Webcasts
  • HR Articles & Library
  • Member FAQ Database
  • Discounts on Health & Safety Training
Buy Now! And Get Unlimited Access to Your New HR Consulting Team!
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Top 5 Things An On-Demand Consultant
Did For Clients Recently

1.

Helped Prepare a Process for Hiring a New Employee

Once you have determined the need for a position to be filled, prepared or revised a job description, posted the position in various areas, received and screened resumes, selected candidates to interview, prepared the interview questions, performed the interviews, rated the candidates, and completed the necessary reference checks, you are ready to offer the preferred candidate the position. You can contact the candidate and offer the position over the phone. Indicate that the formal offer will be presented in writing and that the offer isn’t finalized until the candidate has received the written offer. If the candidate accepts, prepare the offer in writing.

The offer should be presented before the employment start date to allow sufficient time to review the terms and conditions of employment. The formal offer should include the job title, salary, start date, reporting relationship, terms and conditions of employment and termination language. A job description should be included with the job offer as well as any other documents the employee needs to review (confidentiality agreement, non-compete clause, etc.).

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2.

Outlined How to Handle an Expected Job Abandonment

One of our Certified HR Professionals helped a client from making a costly mistake of terminating an employee who was on a leave of absence without pay for medical reasons. The employee did not return to work on the date expected and the employer thought this constituted job abandonment. As a result of the advice given to not terminate and request updated medical information, the employer learned the reason for the lack of communication and not returning to work was due to a medical emergency.

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3.

Provided Advice on AODA Compliance

In speaking with one of our HR experts, a client in Ontario was able to fully understand their current AODA obligations and upcoming requirements for January 2014.

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4.

Reviewed Company Confidentiality Agreement

Companies have genuine reasons to protect their process, trade secrets and other business-related information from competitors in the marketplace. In order to accomplish this, employers may wish to develop confidentiality policies to set guidelines on the use of this type of information obtained in the course of employment. Our HR Consultant reviewed the client’s confidentiality agreement and provided the following recommendations: add details on what type of information (e.g. financial, client/employee-related information) is to be kept confidential and what is meant by keeping it confidential (e.g. with whom the information can and cannot be discussed both inside and outside of the organization). The policy should also let the employees know where they can go should they require additional guidance on matters related to confidentiality and the consequences for breaching confidentiality requirements. It is important to have the employee sign the confidentiality agreement prior to his/her start date.

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5.
ON-DEMAND MONTHLY PACKAGE UNLIMITED ACCESS TO REAL LIVE HR CONSULTANTS

Created a Social Media Policy

A Humaniqa client had an employee who was saying inappropriate statements about the company on Facebook. A member of our OnDemand team provided advice on how to deal with the situation but also assisted the company in creating a social media policy in order to help prevent any future situations by outlining expectations and guidance for their employees on how to use social media in a professional and effective manner. The policy included information on the appropriate use of any social media platforms at work, guidelines on what is and what is not acceptable behaviour and language stating that any inappropriate use of social media can lead to discipline, up to and including termination.

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ON-DEMAND MONTHLY PACKAGE UNLIMITED ACCESS TO REAL LIVE HR CONSULTANTS