website policy



At Alrich Hospitality Staffing, Inc. we know that confidentiality is important. Therefore, protecting the privacy of all information entrusted to us is a fundamental component of the way we do business.


This website, www.alrichhospitalitystaffing.com, is operated by Alrich Hospitality Staffing, Inc. (“Alrich”, “us”, “we”, or “our”).


This website and the information found here is intended for those who are interested in the services that we provide.


We reserve the right to change and/or update our polices, standards, procedures and guidelines.


No personally identifiable information is collected or required from the use of this website. Your contact information such as your name, address, telephone number and email address are not collected unless provided by you through emails requesting information or through the submission of an application for work using our services. Your personally identifiable information will be used solely for the purposes of fulfilling your request for information and/or processing your application for our staffing services or for employment in the hospitality industry. Your information will be protected from unauthorized access, alteration and release while in the trust of Alrich Hospitality Staffing, Inc.


In the event that you require changes, corrections and deletions of your information, we will expeditiously make and fulfill those changes.


If you have any questions or concerns about our policies please contact us.



INTEGRATED ACCESSIBILITY POLICY



Alrich Hospitality Staffing, Inc. is committed to accessibility as it relates to customer service, recruitment, and access to information and communication.


CUSTOMER SERVICE

It is our commitment to offer appropriate service during the stages of new Worker recruitment. Alrich will make reasonable attempts to ensure that requested information and accommodations are provided.


We will also strive to provide information and appropriate training to all of our Staff, including Managers and Supervisors, to help them provide timely, effective and considerate customer service when interacting with the public while on the job.



RECRUITMENT / EMPLOYMENT

Alrich is also committed to ensuring that the recruitment process is fair and accessible to all prospective Employees and Clients who may or may not have disabilities. Jobseekers or business Clients using an assistive device, service animal or support person are fully welcomed. Alrich will also make reasonable efforts to provide information in accessible formats upon request.


We will also take appropriate and reasonable steps to make sure that current Employees with existing disabilities receive appropriate accommodations to allow them the dignity of being productive Workers. We will strive to provide integration in the workplace and equal opportunity.


We will also make efforts to make accommodations for Workers returning to work from a leave of absence because of an injury which may have resulted in a disability.


It is also our policy to take into account the accessibility needs of Workers with disabilities when conducting the training of all Employees and when preparing new policies and procedures.



INFORMATION & COMMUNICATION

We will keep all Workers up-to-date on all new and current policies, standards and guidelines, display appropriate notifications and give adequate advance notice when our services are temporarily disrupted. We will also make reasonable efforts to provide such information in accessible formats to all Workers.


We pledge to work closely with the Health & Safety Representative and /or Joint Health & Safety Committee Members and respond in a timely manner to the concerns (e.g., accessibility, health and safety, violence & harassment, etc.) of all Workers and ensure that all Workers are able to provide feedback.


This policy shall compliment the Alrich Integrated Accessibility Standard, Customer Service Standard, Employment Standard and Information & Communication Standard which comply with the requirements of the Accessibility Standards for Customer Service, Ontario Regulation 429/07 and the Integrated Accessibility Standards, Ontario Regulation 191/11 under the Accessibility for Ontarians with Disabilities Act, 2005.


Effective: February 14, 2016



HEALTH & SAFETY POLICY



Alrich Hospitality Staffing, Inc. is committed to preventing occupational illness and injury in the workplace.


In fulfilling this commitment, we will ensure that each Client, with whom we do business, maintains a safe and healthy work environment for all Alrich Hospitality Staffing, Inc. Employees as indicated by acceptable industry practices which are in compliance with legislative requirements. Alrich Hospitality Staffing, Inc. will work with each Client to eliminate or limit, where possible, any foreseeable hazards which may result in fires, security losses, and damage to property and personal injuries or illnesses.


Alrich Hospitality Staffing, Inc. will perform regular safety inspections, in partnership with Joint Health & Safety Committee (JHSC) members, of each Client’s equipment and premises during normal business hours to ensure safe working conditions. Alrich Hospitality Staffing, Inc. along with JHSC members will work together to make and implement recommendations pertaining to job safety. In addition, each Client will provide and ensure the use of all Personal Protective Equipment (PPE) or gear for Alrich Hospitality Staffing, Inc. Employees.


Alrich Hospitality Staffing, Inc. Employees will receive training on their job functions including how to perform their jobs safely in accordance with the standards established by Ontario Provincial laws and guidelines and Federal laws and guidelines.


Alrich Hospitality Staffing, Inc. is committed to ensuring early and safe Return To Work of an injured worker. Alrich Hospitality Staffing, Inc. will fulfill its obligations to accommodate each Worker according to the Workplace Safety and Insurance Act, 1997. All Alrich Hospitality Staffing, Inc., its Manager(s), Supervisor(s) and Employees as well as the Supervisor(s) and Manager(s) employed by each Client, must comply with safe work procedures and practices and are required to report any accidents, injuries, hazards and property damage immediately to Alrich Hospitality Staffing, Inc. in order to support and keep each other safe and healthy.


Health and safety manifests itself in many aspects of occupational life, conduct and activity. Health and safety concerns are also present outside of the workplace and when Employees are off-duty. Alrich Hospitality Staffing, Inc. will communicate, update and annually review its efforts to promote a healthy and safe workplace. To that end, all Employees will be encouraged to work with their Manager(s), Supervisor(s) and fellow Employees.


The contents of this document, in conjunction with our Health and Safety Standard as well as all other current Alrich policies and standards, shall complement each other and be applied, where relevant, for the benefit of all Employees. We want health and safety for all.


Effective: June 4, 2014



SLIPS, TRIPS & FALLS POLICY



Alrich Hospitality Staffing, Inc. is committed to reducing or eliminating the risk of injury from slips, trips and falls in the workplace.
All workplace hazards with the potential to result in a slip, trip or fall will be reported to an Alrich Manager and/or Supervisor as well as to the management of each work assignment location for immediate corrective action. Where the risk to slips, trips or falls cannot be eliminated immediately, steps to reduce the risk must be taken such steps are outlined in detail and summarized in the Alrich Standard for Slips, Trips and Falls and in Appendix A: Causes and Controls. All
Alrich workers must report a slip, trip or fall hazard to their managers/supervisors in accordance with the Occupational Health & Safety Act of Ontario.
Falls can occur as a result of a slip or a trip poor lighting obstructions in the work area because of poor housekeeping guardrails, ladders, scaffolding, and PPE are in poor condition or not properly used or not available poor training, supervision and/or job procedures and, workers over-reaching and rushing to meet deadlines and working while fatigued from a lack of rest.

EXPECTATIONS & RESPONSIBILITIESAs a company/employer, Alrich will seek to implement appropriate policies and procedures, communicate those policies and procedures, and offer training on those policies and procedures, and do everything, reasonable in the circumstances, towards supporting a healthy and safe work environment.
All employees are expected to follow the guidelines, policies and procedures put forth by Alrich as well as those which cover each specific work assignment location. Employees must also fulfill their role in reporting hazards in the workplace and communicating with their immediate workplace supervisor(s) so that hazards can be eliminated or controlled. Workers also need to take the time needed to do the job properly and not take shortcuts.
Supervisors at each work assignment location must provide site-specific training on the procedures and steps needed for the job and which are appropriate for the Alrich Employee working on their premises. It is also up to supervisors and managers to continuously check to make sure that company rules are being followed and ask what needs to be improved. If there is an incident in the workplace, Supervisors need to investigate immediately and eliminate the cause or put adequate control measures in place to reduce the risk of injury or accident.
This policy applies to all Alrich employees. Should you have any questions about this policy, please speak with your immediate Alrich supervisor or manager. The contents of this document, in conjunction with our Health and Safety Standard, our Slips, Trips and Falls Standard as well as all other current Alrich policies and standards, shall complement each other and be applied, where relevant, for the benefit of all Employees.
Effective: December 23, 2018



WORKPLACE VIOLENCE POLICY



Alrich Hospitality Staffing, Inc. is committed to preventing workplace violence. We will take whatever steps are appropriate and reasonable to protect our Employees from the potential risks associated with workplace violence. It is the responsibility of Alrich to provide a safe and healthy workplace.


Violent behaviour of any type or form in the workplace is unacceptable from anyone. We will not tolerate behaviour from anyone that intimidates, threatens, harasses, abuses, injures or otherwise victimizes our Employees. Furthermore, any Employee who violates this policy will face disciplinary action up to and including termination of employment with Alrich.


This policy applies to all Workers, Supervisors and Management Staff at Alrich. This policy also applies, where applicable, to all Clients, guests or customers and all persons who interact with or have business with Alrich Employees in the workplace. Everyone is expected to uphold this policy and to work together to prevent workplace violence. All Workers will be held accountable by Alrich Hospitality Staffing, Inc. and law enforcement officers as the circumstances dictate.


The Alrich Workplace Violence Standard implements this policy. It includes measures and procedures to protect workers from workplace violence, a means of summoning immediate assistance and a process for workers to report incidents, or raise concerns. Alrich Hospitality Staffing, Inc. will ensure that this policy and the supporting standard are implemented and maintained. Alrich will ensure that all Workers and Supervisors have the appropriate information and instruction to protect them from violence in the workplace.


Supervisors will adhere to this policy and the supporting standard. Supervisors are responsible for ensuring that the measures and procedures found in the standard are followed by their assigned Workers and that the Workers have the information they need to protect themselves.


Every Worker must work in compliance with this policy and the supporting standard. All workers are encouraged to raise any concerns about actual or potential workplace violence and to report any violent incidents or threats. There will be no negative consequences for reports made in good faith.


Alrich pledges to investigate and deal with all incidents and complaints of workplace violence in a fair and timely manner. Alrich will also respect the privacy of all individuals concerned by acting thoughtfully, reasonably and in an appropriate way as the circumstances dictate. However, all Employees are required to cooperate fully with any and all investigations so that justice and fairness can be delivered with respect to the Law.


The workplace harassment policy and standard should be consulted whenever there are concerns about harassment in the workplace.


Effective: June 21, 2014



WORKPLACE HARASSMENT POLICY



Alrich Hospitality Staffing, Inc. is committed to providing a work environment in which all individuals are treated with respect and dignity and with fairness.


Workplace harassment of any type or form in the workplace is unacceptable from anyone. We will not tolerate behaviour from anyone that intimidates, threatens, harasses, abuses, injures or otherwise victimizes our Employees. Furthermore, any Employee who violates this policy will face disciplinary action up to and including termination of employment with Alrich.


Everyone in the workplace must be dedicated to preventing actual or potential workplace harassment. Managers, Supervisors and all Workers are expected to uphold this policy, and will be held accountable by Alrich Hospitality Staffing, Inc. and law enforcement officers as the circumstances dictate.


Workplace harassment means engaging in a course of vexatious comment or conduct against a worker in the workplace – a comment or conduct that is known or ought reasonably to be known to be unwelcome. This may include, for example: unwelcome words or statements and actions or gestures that are known to be offensive, embarrassing, humiliating or demeaning to a Worker or group of Workers. As far as Alrich Hospitality Inc. is concerned, harassment will include the forms of discrimination as set out in the Ontario Human Rights Code. This includes, for example, discrimination based on race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sexual orientation, gender identity, gender expression, age, marital status, family status, disability or the receipt of public assistance.


Workers are encouraged to report any actual incidents of workplace harassment as well as any potential for incidents to occur. There will be no negative consequences for reports made in good faith.


Management will investigate and deal with all concerns, complaints, or incidents of workplace harassment in a fair and timely manner. Alrich will also respect the privacy of all individuals concerned by acting thoughtfully, reasonably and in an appropriate way as the circumstances dictate. However, all Employees are required to cooperate fully with any and all investigations so that justice and fairness can be delivered with respect to the Law.


Nothing in this policy or the related standard is intended to prevent or discourage a Worker from utilizing his/her rights under the Law or exercising any legal avenues which may be available.


The Workplace Violence Policy and Standard should be consulted whenever there are concerns about violence in the workplace.


Effective: June 21, 2014



CIGARETTE and MARIJUANA USAGE POLICY



Alrich Hospitality Staffing, Inc. recognizes that our employees may need to access medical marijuana for health reasons provided that each employee has a current and up-to-date prescription.
This policy is intended to ensure that employees are able to access their medicine in a discreet and safe manner, the confidentiality of employees’ medical needs is respected, and a safe, productive and healthy work environment is maintained that complies with Federal and/or Provincial Health & Safety guidelines.
This policy also briefly outlines the expectations for regular cigarette (tobacco) usage at a work assignment location.
CIGARETTE (TOBACCO) USAGE & EXPECTATIONSUnder the Smoke-Free Ontario Act, 2017, you cannot smoke or vape in any enclosed workplace, any enclosed public place and other places designated as smoke-free and vape-free.
If you smoke or vape where it is not allowed, you may be charged with an offence and subject to publicly posted or other applicable fines, if convicted. You cannot smoke or vape in an enclosed workplace, even when the workplace is closed.
An enclosed workplace means any part of a building, structure or vehicle with a roof that an employee works in or visits, even during off-hours, including: an office building a trailer office on a construction site or a delivery truck.
You cannot smoke or vape in any common indoor areas of condos, apartment buildings or college and university residences.Examples of indoor common areas include:elevators, stairwells, lobbies, and hallwaysparking garages, laundry facilities, exercise areas, and party or entertainment rooms.
The only places you can smoke or vape in hotels, motels and inns is in fully enclosed guest rooms that the management has designated for smoking and/or vaping. Only registered guests and their invited guests can smoke or vape in these rooms.
It is important to remember that the odor or smell of cigarette smoke can linger on clothing and that the odor or smell can be noticed very easily by guests, visitors and others at the workplace in the smoke-free environment of the workplace. All Alrich employees, including managers and supervisors, are required to maintain professional behavior and appearance which includes ensuring that the lingering scent of cigarette smoke on clothing is not noticeable.
MARIJUANA USAGE LOCATIONLocation Employees may only medicate in the “Designated Area(s)” indicated, if any, by each Alrich Client. In other words, employees who need to medicate must do so at the Designated Area(s) (if any) for each workplace they are assigned to these Designated Areas will be different for each workplace.
An Alrich Client may have to change their designated locations periodically employees will be updated accordingly by the workplace managers and/or an Alrich supervisor. The Designated Areas will be prominently identified as such, but in the event of any confusion, the Human Resources Department at a particular work assignment location should be contacted for clarification prior to an employee's use of medical marijuana at any work assignment location.
Vaporizers or other, legal, non-smoking ingestion methods may be used in the Designated Areas which are indoors. For those wishing to medicate by smoking, employees will be required to medicate outdoors in the applicable Designated Area. It is important that the general smoking areas not be used to medicate. We are a professional organization that supports a patient’s rights to medicate, but it is important that employees only medicate in Designated Areas so that all guests and visitors are always met with the level of professionalism we wish to portray. As such, you may not medicate in other areas, including, without limitation, in your vehicle.
Similarly, should you need to medicate while offsite on behalf of Alrich or an Alrich Client, we expect the same level of discretion and professionalism. Failure to abide by these rules may result in disciplinary action, including, without limitation, termination.

MARIJUANA USAGE CONFIDENTIALITYEmployees have the right to confidentiality, including with respect to their medical marijuana needs. This confidentiality, however, must be balanced with the fact that Alrich Supervisors/Managers, including the employee’s immediate client-site (workplace) manager and the Human Resources Department, must have sufficient knowledge to maintain a healthy and safe working environment for all employees. In other words, an employee may need to provide appropriate information to managers, supervisors and/or the Human Resources Department so that reasonable steps, accommodations and/or decisions can be made or implemented to keep the workplace environment healthy and safe.

EMPLOYEE'S RESPONSIBILITIESIf an employee is advised by their treating healthcare professional that they must legally medicate at work, it is the employee’s responsibility to follow the processes outlined within this policy.
The employee must discuss his or her specific requirements with their manager. If there is a preference to not disclose medical marijuana needs with one's immediate manager, such requirements must instead be discussed with the Human Resources Department at the work assignment location. At all times, the employee and Alrich must balance the need to maintain a safe work environment with the employee’s right to accommodation of disabilities, prescribed religious or cultural practice, confidentiality and privacy.
If an employee is feeling unwell or otherwise unfit to work as a result of medicating, he/she should stop working immediately and notify their manager or the Human Resources Department.
The employee should notify their manager or the Human Resources Department if any aspect of this policy is not meeting his or her needs so that Alrich can explore alternative accommodations as appropriate.
The employee must not operate any heavy equipment after medicating, and must use reasonable care and judgment in undertaking any activity after medicating, whether at work or outside of work, including, without limitation, driving. This is true of all activities, with particular emphasis on any activity that may be dangerous in an impaired state of mind.
In addition, employees should only be using medical marijuana in the Designated Areas as previously stated above. For greater certainty, 'using' for the purposes of this policy includes preparing medical marijuana for future usage (e.g., rolling).

MANAGER'S RESPONSIBILITIESIn order to ensure a healthy and safe working environment, the manager, of an employee who is required to medicate at work, must meet with the employee who is required to medicate at work to discuss an appropriate medicating plan.Discussion points should include:whether the employee has been advised by his or her treating healthcare professional that he or she must use their prescribed medicine during working hoursthe frequency, timing and method of administering medicineestablishing a regular process to ensure the needs of the employee are being met, without compromising the employee’s ability to perform his or her duties or the safety of the workplaceensuring that the employee does not operate any heavy equipment, use any machinery, climbing ladders, or undertake any activity that could be dangerous in an impaired state (whether the employee is impaired or not), including, without limitation, driving anddiscussion of the contents of this policy, including the topics of where and when it is appropriate to administer medicine, and Alrich’s commitments to accommodation and confidentiality.
Alrich fully supports our employees’ medical needs, while also being continuously mindful of their health and safety and their privacy. Should you have any questions about this policy, please speak with your immediate Alrich supervisor or manager. The contents of this document, in conjunction with our Health and Safety Standard as well as all other current Alrich policies and standards, shall complement each other and be applied, where relevant, for the benefit of all
Employees. Effective: December 23, 2018



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