ORIENTATION DAY

ARKELL, ADAMS &

ASSOCIATES
P r e s e n t e d b y Ta y l o r, J o s h , A n d r e a , L o r r a i n e , S a r a h a n d Te r i l y n n e
Introduction
Arkell, Adams & Associates

Arkell, Adams & Associates is a well-established law firm that

prides itself in client satisfaction. We strive to uphold and provide
a professional environment within our firm for our employees
and clients.
 Handbooks are employee/employer
information resource consisting of:

• Policies & procedures

WHAT IS AN
• History
EMPLOYEE
• Values
HANDBOOK?
• Mission

• Benefits

• Culture
 • UNIFORMITY
WHY IS THE • EXPECTATIONS
EMPLOYEE • DOCUMENTATION
HANDBOOK • CLARITY
IMPORTANT? • REFERENCE POINT
 1. COMPANY CULTURE

AGENDA 2. BENEFITS & SICK DAYS

O V E RV I E W O F 3. LEGISLATIVE LEAVE
P R E S E N T AT I O N
CONTENT 4. HEALTH & SAFETY

5. PERFORMANCE EVAULATIONS
COMPANY
CULTURE
 • Arkell, Adams & Associates believes in
creating an environment for all employees
that will foster learning, encourage

COMPANY involvement and leadership, and create an

CULTURE inclusive workspace.

• Our firm offers top of market compensation

@ A R K E L L , A D A M S & A S S O C I AT E S

• We value a healthy work-life balance

• Offers work from home and hybrid options

PA R T O N E
 • Arkell, Adams & Associates values high performance
and reward excellence

• Our firm implements an open-door policy and

encourages employees to share with ideas with any
COMPANY member of our team
CULTURE • We encourage employees to think outside the box
@ A R K E L L , A D A M S & A S S O C I AT E S
to make our workplace productive

• We aim to provide a happy, successful and

rewarding career.

• We value hard work, dedication and loyalty.

PA R T T W O
 MISSION STATEMENT
Arkell, Adams & Associates provides the highest
quality of representation available to our clients. We
aim to be the best advocate for our clients, and to
foster professional trustworthy relationships.

VALUES
We value open communication
We value initiative.
We value passion.
We value loyalty.
We value diversity.
We value our clients and their business
BENEFITS & SICKS DAYS
 Arkell, Adams & Associates is pleased to offer our employees
with a list of benefits to meet their individual needs as
completely as possible. Our firm provides the following
benefits:

BENEFITS • Comprehensive health insurance (90%)

• Comprehensive dental insurance (85%)
Av a i l a b l e
company benefits • Vision coverage
• Life insurance
• Log-term disability insurance
• RRSP matched contributions
• Job related training and seminars
• Yearly salary increases correlating with length of
employment
 Arkell, Adams & Associates recognizes that illness and injury
can and will occur where employees may require time off.
Arkell, Adams & Associates offers the following

SICK DAYS accommodations:

• Eligible employees are entitled to 5 sick days a year
I L L N E S S & I N J U RY
• Number of sick days may increase with seniority
• Employees may roll over their sick days if requested
• Employees are expected to notify management
immediately if expected to be absent from work to ensure
adequate coverage

PA R T O N E
 • If employees are discovered to have misused sick days,
they may be subject to disciplinary action, up to and
including termination

SICK DAYS
I L L N E S S & I N J U RY
• Our firm may request a doctor’s note at any given time
• Employees are not eligible for sick leave until their
probationary period of 3 months Is successfully completed
• Employees who are terminated will not be paid out for any
unused sick time.

PA R T T W O
LEGISLATIVE LEAVE
 TYPES OF LEAVE OFFERED
* For all unpaid leaves, employee may seek additional
compensation through EI or maternity & parental benefits from
the government *

FAMILY
BEREAVEMENT PREGNANCY PARENTAL
CAREGIVER
LEAVE LEAVE LEAVE
LEAVE
• A leave following the • Up to 7 weeks off – • Up to 61 weeks – unpaid
death of a family unpaid • Must be employed at • Up to 8 weeks off –
members • Must have employment least 13 weeks before unpaid
• 2 days off per calendar at least 13 weeks before leave begins • To provide care or
year – unpaid due date • Includes both biological support to a family
• Entitled after 2 weeks of • Separate from parental and adoptive parents members, whom a
work leave qualified medical
professional has issued a
note
 VACATION
• Employees with less than 5 years of employment are
entitled to 2 weeks of vacation per year – 4%

TIME OFF • Employees with more than 5 years of employment are

entitled to 3 weeks vacation per year – 6%
VA C AT I O N &
P U B L I C H O L I D AY S
PUBLIC HOLIDAYS
• All employees will receive all public holidays off
• Paid as average days pay – calculated by using the way of
the 4 weeks divided by 20
• Public holidays includes Thanksgiving, Christmas,
Victoria Day etc.
HEALTH & SAFETY
HEALTH & SAFETY
• Wo r k p l a c e a c c i d e n t s a r e p r e v e n t e d b y

using the right policies and procedures

• Employers and employees must ensure the

implementation of health & safety

guidelines
 Employees are expected to use common sense and
care when working, and follow safety instructions
and procedures provided by business. Preventing

WORKPLACE workplace accidents is as simple as:

• Closing drawers completely
SAFETY • Not standing on chair or boxes to reach
• Lifting with legs, not with back
• Obeying safety signs
• Storing heavier objects on lower shelves
• And COVID cleaning protocols
PERFORMANCE
EVAULATIONS
 Arkell, Adams & Associates goal is reviewing each
employee’s performance on a regular basis.
PERFORMANCE • During performance evaluations, managers will fill

REVIEW out evaluation reports and arrange meetings with

employees.
• Periodical evaluations only to employees have
completed probationary period.
 A performance review has the following main
objectives:
1. To evaluate how the job has been performed, to

PERFORMANCE discuss said performance with the individual and

REVIEW to determine how work performance can be

improved
2. To evaluate short and long-term potential, set
goals which Arkell, Adams & Associates firm, and
to demine a monitoring process for set goals
 Managers at Arkell, Adams & Associates are

responsible for the performance of their staff.

Therefore, managers are expected to conduct regular

MANAGERS meetings and performance reviews where managers

RESPONSIBLITIY are:

 Setting clear objectives

 Providing useful feedback

 And, keeping logs

 • At Arkell, Adams & Associates, pay increases and bonuses are not

guaranteed. But, Arkell & Adam’s encourage managers to

INCENTIVES recommend employees with outstanding workplace

performance. 

• Arkell, Adams & Associates does not encourage the ranking or

other comparison measures between employees, as our goal is to

help employees improve and develop their careers.

CONCLUSION
 Content Overview

COMMONLY EASIBLY IMPORTANT

UTILIZED ACCESSIBLE FOR ALL
EMPLOYEES TO
KNOW
What topic featured in the Arkell, Adams & Associates Employee
Handbook do you think you would utilize or reference the most?
Special thank you for our committed and hardworking team members for
their excellent work ethic and cooperation during this assignment.
 REFERENCES
Barnes, H. (n.d.). The Importance of Having an Employee Handbook. Retrieved from
lawcrossing.com:
https://www.lawcrossing.com/employers/article/8041/The-Importance-of-Having-an-Employee-Han
dbook/

SHRM. (2021). How to Develop an Employee Handbook. Retrieved from shrm.org:

https://www.shrm.org/ResourcesAndTools/tools-and-samples/how-to-guides/Pages/developemploy
eehandbook.aspx