Employment Policies



In our value statements, Teachable Moments Services Inc. (TMS) recognizes that the rights of the people we serve, their family, our employees and other stakeholders must be respected.  Our mandate states that we will comply with Federal, Provincial and Municipal laws in alignment with our framework and the policies of our funding agencies and community partners.

Our overarching mandate is to operate within the framework of our mission and values statements to provide quality care that is:

•          acceptable to the people we serve;

•          effective, efficient and economical.


This collection of documents describes how we respect the rights of employees by following employment policies that are transparent, truthful and fair.

To the extent that volunteers and contractors are engaged to perform specific jobs or tasks, these principles and processes will generally be applied to them.  Each case will be evaluated on its own merits.

Specifically, this collection of documents outlines the policies and processes TMS follows to:

  1. Recruit, select and hire employees who can provide quality care.
  2. Support health and safety requirements of employees.
  3. Support employees with ongoing training required to perform their job and provide for employee development.
  4. Conduct performance evaluations to support continuous improvement.
  5. Provide for grievance and appeal processes.
  6. Address any ongoing employee deficiencies using appropriate disciplinary action and, if required, termination procedures or sanctions (in the case of volunteers).
  7. Schedule employees and provide compensation/benefits.
  8. Outline expectations related to attire, smoking, social media

Relevant legislation

The Employment Standards Act (the Act) and related Regulation, govern the employment practices of our organization.

The Human Rights Code is relevant to employment and specifically states:

13  (1) A person must not

(a) refuse to employ or refuse to continue to employ a person, or

(b) discriminate against a person regarding employment or any term or condition of employment because of the race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex, sexual orientation, gender identity or expression, or age of that person or because that person has been convicted of a criminal or summary conviction offence that is unrelated to the employment or to the intended employment of that person.

(2) An employment agency must not refuse to refer a person for employment for any reason mentioned in subsection (1).

(3) Subsection (1) does not apply

(a) as it relates to age, to a bona fide scheme based on seniority, or

(b) as it relates to marital status, physical or mental disability, sex or age, to the operation of a bona fide retirement, superannuation or pension plan or to a bona fide group or employee insurance plan, whether or not the plan is the subject of a contract of insurance between an insurer and an employer.

(4) Subsections (1) and (2) do not apply with respect to a refusal, limitation, specification or preference based on a bona fide occupational requirement.

The Workers Compensation Act sets out safety requirements legislated by the provincial government. The Occupational Health and Safety Regulation is supplementary law developed by WorkSafeBC. These rules stipulate safety standards to help prevent workplace accidents and injuries.

Other employment related links:


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