1. Human ResourcesHuman Resources
Parish Leadership Workshop DayParish Leadership Workshop Day
20142014

2. TopicsTopics
CanonsCanons
Health and SafetyHealth and Safety
Workplace Violence and HarassmentWorkplace Violence and Harassment
Emergency PreparednessEmergency Preparedness
Contractor vs. EmployeeContractor vs. Employee
Clergy RemunerationClergy Remuneration
ScreeningScreening
EndingsEndings
ResourcesResources

3. CanonsCanons
Canon 9 – IncumbentsCanon 9 – Incumbents
Canon 10 – Clerical Appointments,Canon 10 – Clerical Appointments,
Exchanges, Retirements andExchanges, Retirements and
TerminationsTerminations
Canon 15 - ChurchwardensCanon 15 - Churchwardens

4. Health and SafetyHealth and Safety
• Mandatory basic occupational health andMandatory basic occupational health and
safety training must be completed for allsafety training must be completed for all
employees. Compliance deadline is Julyemployees. Compliance deadline is July
1, 2014.1, 2014.

5. Health and Safety TrainingHealth and Safety Training
Rights and responsibilities of workers,Rights and responsibilities of workers,
supervisors and employers.supervisors and employers.
Roles of joint health and safetyRoles of joint health and safety
committees (representative),committees (representative),
Roles of the Ministry of Labour, WSIBRoles of the Ministry of Labour, WSIB
Strategies for eliminating workplaceStrategies for eliminating workplace
hazards,hazards,
WHMIS trainingWHMIS training

6. Internal Responsibility SystemInternal Responsibility System
Employers and Employees shareEmployers and Employees share
responsibilitiesresponsibilities
Roles, Responsibilities and Rights areRoles, Responsibilities and Rights are
interlockinginterlocking
Government determines if these are metGovernment determines if these are met

7. Rights of EmployeesRights of Employees
““Right to participate” to be part of makingRight to participate” to be part of making
the workplace a safe place.the workplace a safe place.
““Right to refuse work” that they believe isRight to refuse work” that they believe is
dangerous.dangerous.
““Right to know” of any possible hazards inRight to know” of any possible hazards in
the workplace.the workplace.

8. Parish Responsibility SystemParish Responsibility System
Employer = ChurchwardensEmployer = Churchwardens
Employee = Anyone receiving payEmployee = Anyone receiving pay
Supervisor = Position named on theSupervisor = Position named on the
employment agreement. ie. Incumbent.employment agreement. ie. Incumbent.

9. Responsibilities of the EmployerResponsibilities of the Employer
Ensure everyone follows the OHSA.Ensure everyone follows the OHSA.
Appoint competent supervisors.Appoint competent supervisors.
Educate employees.Educate employees.
Inform workers of any hazards.Inform workers of any hazards.
Take every reasonable precaution.Take every reasonable precaution.
Post the Occupational Health and SafetyPost the Occupational Health and Safety
Act and WSIB poster.Act and WSIB poster.

10. Responsibilities of EmployerResponsibilities of Employer
• Prepare and post the parish policy andPrepare and post the parish policy and
program.program.
Post inspection reports.Post inspection reports.
Ensure a worker representative is chosen.Ensure a worker representative is chosen.
Check the Ministry of Labour website forCheck the Ministry of Labour website for
differing responsibilities for workplacesdiffering responsibilities for workplaces
with 1 to 5 workers, 6 – 19 workers, or 20with 1 to 5 workers, 6 – 19 workers, or 20
– 49 workers.– 49 workers.

11. Health and Safety ResourcesHealth and Safety Resources
www.toronto.anglican.cawww.toronto.anglican.ca
•Churchwardens toolboxChurchwardens toolbox
•Health and SafetyHealth and Safety
•See sample templates on the right handSee sample templates on the right hand
side of the page. Templates include; roles,side of the page. Templates include; roles,
responsibilities, and procedures.responsibilities, and procedures.

12. Health and SafetyHealth and Safety
Template policies.Template policies.

Health and Safety PolicyHealth and Safety Policy

Health and Safety ProgramHealth and Safety Program

Working aloneWorking alone

Safe ladder useSafe ladder use

Hazard ReportingHazard Reporting

Incident investigationIncident investigation

Fire EmergencyFire Emergency

13. Critical InjuriesCritical Injuries
Places life in jeopardy.Places life in jeopardy.
Produces unconsciousness.Produces unconsciousness.
Results in substantial loss of blood.Results in substantial loss of blood.
Involves the fracture of a leg or arm butInvolves the fracture of a leg or arm but
not a finger or a toe.not a finger or a toe.
Involves the amputation of a leg, arm,Involves the amputation of a leg, arm,
hand or foot but not a finger or toe.hand or foot but not a finger or toe.

14. Critical InjuriesCritical Injuries
Consists of burns to a major portion of theConsists of burns to a major portion of the
body or;body or;
Causes the loss of sight in an eye.Causes the loss of sight in an eye.
The Ministry of LabourThe Ministry of Labour must bemust be contactedcontacted
within 48 hours. Advise as soon aswithin 48 hours. Advise as soon as
possible (after emergency call) and thepossible (after emergency call) and the
sight must secured with no changes.sight must secured with no changes.

15. Violence and HarassmentViolence and Harassment
June 15, 2010.June 15, 2010.
No matter how many employees every siteNo matter how many employees every site
must complete a risk/hazard assessment.must complete a risk/hazard assessment.
(Must keep a copy of the assessment)(Must keep a copy of the assessment)
Different requirements for parishes with 5Different requirements for parishes with 5
or less employees vs. parishes with 6 oror less employees vs. parishes with 6 or
more.more.
All employees need to be aware of risksAll employees need to be aware of risks
and how to respond to violence orand how to respond to violence or
harassment.harassment.

16. Violence and HarassmentViolence and Harassment
Parishes with 6 or more employees.Parishes with 6 or more employees.
-Must have a written policy.-Must have a written policy.
-Must train employees on the policy.-Must train employees on the policy.
• Policy templates are available on thePolicy templates are available on the
Diocesan website found under health andDiocesan website found under health and
safety.safety.

17. Emergency PreparednessEmergency Preparedness
Pandemic preparedness.Pandemic preparedness.
What about other types of emergencies?What about other types of emergencies?
Ice storm December 2013, flooding AprilIce storm December 2013, flooding April
2013 (Minden-Kinmount)2013 (Minden-Kinmount)
Disruptions – boiler breakdown inDisruptions – boiler breakdown in
January? Water Diocesan Centre.January? Water Diocesan Centre.

18. Emergency PreparednessEmergency Preparedness
Communications – website, phone tree,Communications – website, phone tree,
email addresses.email addresses.
Responsibilities – physical site, finances,Responsibilities – physical site, finances,
insurance.insurance.
Communication to the broader community.Communication to the broader community.
Is there a role for the parish to play?Is there a role for the parish to play?

19. Accessibility for Ontarians withAccessibility for Ontarians with
Disabilities Act (AODA)Disabilities Act (AODA)
Multi-year initiativeMulti-year initiative
1.1.Customer Service (2012)Customer Service (2012)
2.2.Integrated accessibility standard.Integrated accessibility standard.
Employment, communications andEmployment, communications and
transportation.transportation.
3.3.Monitor government and diocesan websiteMonitor government and diocesan website
for further information.for further information.

20. Employee vs. Contract WorkerEmployee vs. Contract Worker
Review document; Employee vs. ContractReview document; Employee vs. Contract
worker on the diocesan website.worker on the diocesan website.

Diocesan Website,Diocesan Website,

Churchwardens resources,Churchwardens resources,

Parish HR manual, (left side drop down),Parish HR manual, (left side drop down),
Employee vs. ContractorEmployee vs. Contractor

See page 4 and 5 for practical considerationsSee page 4 and 5 for practical considerations

21. Employee vs. ContractorEmployee vs. Contractor
Legal TestLegal Test

The degree or absence of control, exercisedThe degree or absence of control, exercised
by the alleged employee;by the alleged employee;

Ownership of tools;Ownership of tools;

Chance of profit or loss;Chance of profit or loss;

Integration of the alleged employees’ workIntegration of the alleged employees’ work
into the alleged employer’s business.into the alleged employer’s business.

22. Clergy RemunerationClergy Remuneration
Churchwardens and cleric need to meetChurchwardens and cleric need to meet
annually to discuss changes toannually to discuss changes to
remuneration. Housing allowance /remuneration. Housing allowance /
Stipend.Stipend.
Diocesan Council mandates minimumDiocesan Council mandates minimum
stipend levels but not maximum levels.stipend levels but not maximum levels.
Review Clergy Remuneration Memo forReview Clergy Remuneration Memo for
Diocesan and Area statistics.Diocesan and Area statistics.

23. ScreeningScreening

Joint responsibility of the Churchwardens andJoint responsibility of the Churchwardens and
IncumbentIncumbent

Can designate a Screening CoordinatorCan designate a Screening Coordinator

Must be 18 years old to be in high-riskMust be 18 years old to be in high-risk
positionposition

24. Screening – Key PrinciplesScreening – Key Principles

Ministry is a privilege not a rightMinistry is a privilege not a right

Children and vulnerable adults must beChildren and vulnerable adults must be
protectedprotected

Volunteers must be prepared to be screenedVolunteers must be prepared to be screened
and trainedand trained

Privacy of individuals is to be respectedPrivacy of individuals is to be respected

Confidentiality is to be maintainedConfidentiality is to be maintained

When in doubt, err on the side of safetyWhen in doubt, err on the side of safety

25. Screening Compliance ReportsScreening Compliance Reports

Assess for risk: high, medium, low riskAssess for risk: high, medium, low risk

Sexual misconduct policy trainingSexual misconduct policy training

Police Record CheckPolice Record Check

Fully compliant with the standards &Fully compliant with the standards &
practices of the policypractices of the policy

Document any important decisions in theDocument any important decisions in the
parish screening file.parish screening file.

26. The Canon PastorThe Canon Pastor
The Rev. Canon Allan BudzinThe Rev. Canon Allan Budzin

Confidential Phone: 416-807-2494Confidential Phone: 416-807-2494

Answers questions about the sexualAnswers questions about the sexual
misconduct policymisconduct policy

Investigates complaintsInvestigates complaints

If involving children contact Children’s AidIf involving children contact Children’s Aid

If suspicion, uncomfortable, or to make aIf suspicion, uncomfortable, or to make a
complaint contact the Canon Pastorcomplaint contact the Canon Pastor

If criminal contact the policeIf criminal contact the police

27. Sexual Misconduct PolicySexual Misconduct Policy
TrainingTraining
SMP Scenario Case Studies (New 2013)SMP Scenario Case Studies (New 2013)
SMP Training materials. See website.SMP Training materials. See website.

28. Records ManagementRecords Management
The personnel file should include:The personnel file should include:
 resumeresume
 employment agreement / contractemployment agreement / contract
 job descriptionjob description
 salary and benefit informationsalary and benefit information
 screening documentationscreening documentation
 ongoing performance evaluationsongoing performance evaluations
 continuing education material (health & safety)continuing education material (health & safety)
 performance management documentationperformance management documentation
 sick leave, leave of absence, vacation memossick leave, leave of absence, vacation memos
 resignation or termination documentationresignation or termination documentation
Records need to be kept in a secure locked location at theRecords need to be kept in a secure locked location at the
parish. (Not in someone’s home)parish. (Not in someone’s home)

29. EndingEnding
Resignation – Get it in writing. Recognize withResignation – Get it in writing. Recognize with
an acceptance letter.an acceptance letter.
DismissalDismissal
Review file.Review file.
Seek assistance. Use a proven process.Seek assistance. Use a proven process.
Contact a labour lawyer or other humanContact a labour lawyer or other human
resource professional.resource professional.
Employment Standards Act sets a minimum.Employment Standards Act sets a minimum.
Remember the impact on the community.Remember the impact on the community.

30. EndingsEndings
Documentation – Letter, memos ofDocumentation – Letter, memos of
meetings.meetings.
File any parish announcements.File any parish announcements.

31. EmployeesEmployees
Employment Standards Act:Employment Standards Act:

ESA – Workbook for EmployersESA – Workbook for Employers

Poster – Version 4Poster – Version 4
CRA – Payroll / DeductionsCRA – Payroll / Deductions

32. Employment Standards SiteEmployment Standards Site
www.labour.gov.on.cawww.labour.gov.on.ca
Fact SheetsFact Sheets
Leaves: Emergency, Family Medical, Maternity,Leaves: Emergency, Family Medical, Maternity,
Parental, Disability and SicknessParental, Disability and Sickness
FAQs (Frequently Asked Questions)FAQs (Frequently Asked Questions)
Hours of Work & OvertimeHours of Work & Overtime
Minimum WageMinimum Wage
Public HolidaysPublic Holidays
Termination of Employment & Severance PayTermination of Employment & Severance Pay
VacationVacation

33. Government CalculatorsGovernment Calculators
Assists with calculating standards employmentAssists with calculating standards employment
informationinformation

ESA: Statutory HolidaysESA: Statutory Holidays

ESA: Termination and SeveranceESA: Termination and Severance

CRA: Payroll deduction calculator (December 12,CRA: Payroll deduction calculator (December 12,
2013)2013)

34. Where Do I Get Information?Where Do I Get Information?
Former ChurchwardensFormer Churchwardens
Parish Human Resources Manual 2014Parish Human Resources Manual 2014
www.toronto.anglican.cawww.toronto.anglican.ca
-Churchwardens Resources-Churchwardens Resources
-Human Resources for Clergy/ Parishes-Human Resources for Clergy/ Parishes
NetworkingNetworking (other parishes, those in your parish…)(other parishes, those in your parish…)
Internet – Interview questions, compensationInternet – Interview questions, compensation

35. Human Resource StaffHuman Resource Staff
Amy Talbert – Screening and HRAmy Talbert – Screening and HR
Coordinator Ext., 241 orCoordinator Ext., 241 or
atalbert@toronto.anglican.caatalbert@toronto.anglican.ca
Richard Dentinger – Director of HRRichard Dentinger – Director of HR
Ext., 232 orExt., 232 or rdentinger@toronto.anglican.cardentinger@toronto.anglican.ca