Exhaustive Employment Standards and Occupational Study Guide: Golden Life Management

Employment Offer and Compensation Structure

• Position and Commencement: The offer of employment is for a casual Dietary Aide position at Kootenay Street Village (‘Company’) in Cranbrook, BC, effective December $19$, $2025$.
• Union Membership: This position is unionized, and the terms and conditions are governed by the Collective Agreement between Golden Life Management (GLM) Corporation and the Hospital Employees’ Union (HEU).
• Compensation Rates:
  • Start Rate: As per the Collective Agreement, the hourly rate is $17.04\,per\,hour$.
  • Wage-Levelling Rate: For the duration of current funding, the provincial wage-levelling rate is $24.34\,per\,hour$.
  • Benefit Deductions: Pay is subject to all applicable statutory deductions and is payable bi-weekly.
• Vacation and Statutory Holidays for Casuals: Casual employees receive $8\%$ of their straight-time pay in lieu of scheduled vacations and statutory holidays.
• Probationary Period:
  • New employees must serve a probationary period of $480\,hours\,of\,work$.
  • Service may be terminated for unsatisfactory performance during this window.
• Benefit Plans:
  • Eligibility for dental and extended health plans begins after the completion of $180\,hours\,of\,work$.
  • The plan is $100\%$ employee-paid and administered.
  • Enrollment is an ‘all-or-nothing’ requirement; if an employee elects to enroll, they must enroll in every benefit plan offered. Detailed information is provided in Article $61$ of the Collective Agreement.

Casual Status Expectations and Availability

• Shift Pickup: Casual employees are required to pick up shifts on a regular basis to remain active.
• Availability Submission: Availability calendars must be provided to the scheduler by the $15^{th}$ of each month for the subsequent month.
• Pool Removal: Failure to provide an availability calendar or pick up shifts within any three ($3$) month period results in removal from the casual pool and termination of employment.

Mandatory Documentation and Prerequisites

Employees must provide specific documentation within two weeks of the Start Date:

• Medical Documentation:
  • Negative Tuberculosis (TB) screening.
  • Proof of full and current immunization records.
• Criminal Record Check (CRC):
  • Successful clearance of a vulnerable sector CRC by the Criminal Records Review Program (CRRP).
  • Updates are required every five ($5$) years.
  • The employee is responsible for all costs associated with original checks and renewals.
• Reference Checks: Completion of at least two satisfactory reference checks.
• Certification: Possession of a valid Serving It Right certification prior to the Start Date.

Dietary Aide Job Description and Key Activities

• Reporting Lines: The Dietary Aide (also titled Food Service Worker) reports to the Community Manager and works under the direction of the Kitchen Manager or delegate.
• Core Responsibilities: Preparation and distribution of meals and beverages, ingredient processing, and sanitation of kitchen and dining areas.
• Specific Tasks:
  • Counting, weighing, and measuring ingredients for food preparation.
  • Portioning and serving food/beverages in the dining room.
  • Loading hot wagons and delivering food to resident neighborhoods.
  • Stocking neighborhood kitchens with paper products, snacks, and staple goods.
  • Setting dining tables with napkins, placemats, utensils, and condiments.
  • Preparing tea, coffee, toast, sandwiches, and salads.
  • Washing, peeling, and storing produce.
  • Assisting the Chef with special or catered events.
  • Operating dishwashers and dispensing machines.
  • Reporting faulty equipment to the Kitchen Manager.
  • Cleaning tasks: sweeping, damp mopping, sanitizing counters/sinks, spot washing walls, and trash removal.
• Clerical Duties: Answering phones and documenting information on menu cards.
• Qualifications: Completion of Grade $10$, clear CRC, and negative TB skin test.

Performance Standards for Dietary Staff

• Standard 1: Operational Risk Mitigation: Identifying and reporting risks such as fire hazards, unsecured chemicals, and infection control breaches. It includes mandatory hand washing and safe equipment operation.
• Standard 2: Quality Improvement: Participating in education programs, staying current with policies, and maintaining knowledge of chemical products.
• Standard 3: Communication Skills: Tolerating diverse work styles, resolving conflicts privately, seeking clarification on assignments, and expressing ideas effectively.
• Standard 4: Customer Service: Listening and responding to resident requests with courtesy and diplomacy.

Organizational History and Philosophy

• Origins: Founded in the $1990$s by Endre Lillejord and his wife, Chris, after searching for dignified housing for Endre’s mother. The first location, Joseph Creek Village in Cranbrook, opened in $1998$.
• Philosophy of Real Living™: Directs interactions with residents, staff, and partners through five pillars:
  • Lifestyle: Focusing on purpose and passion.
  • Relationships: Fostering deep connections and well-being.
  • Trust: Maintaining open, honest, and transparent communication.
  • Security: Creating an environment where everyone feels safe at home and work.
  • Excellence: Providing tools and resources to meet the highest expectations of care.
• Mission: To build dynamic holistic care Villages that enable people to live their best lives.
• Vision: To be the best seniors housing, care, and service provider and the most desirable employer in Western Canada.
• Core Values:
  • Relationships: Build trust, show empathy, and communicate openly.
  • Curiosity: Ask questions, share ideas, and embrace change.
  • Experiences: Celebrate milestones, make it personal, and be present.

Service Models and Care Levels

• Independent Living: Housing and hospitality services for active aging in studio, one-, or two-bedroom suites.
• Assisted Living: Independent housing plus personal care for daily activities.
• Long-Term Care: $24$-hour professional nursing support in contract with local Health Authorities.
• Memory Care: Holistic support and personalized care plans for residents living with dementia.
• Respite: Short-term, convalescent, or palliative care for residents and caregivers.
• Hospice: Interdisciplinary, holistic approach focusing on physical and social needs at end of life.
• Home Care: Personalized services delivered in-suite to support independence.

General Employment Policies

• Job Classifications:
  • Full-time: Regularly scheduled for $37.5\,hours$ or more per week.
  • Part-time: Regularly scheduled for less than $37.5\,hours$ per week.
  • Casual: No regular schedule; covers for FT/PT employees.
• Probationary Review Schedule: Managers conduct a formal performance review at least four ($4$) times before the end of the probationary period ($480\,hours$ or $6\,months$).
• Performance Reviews: Regular reviews are conducted during probation and for new assignments. Ongoing reviews occur at least once every three ($3$) years.
• Personnel File Access: Employees may access their electronic records via written request to the Community Manager. Information must be provided within seven ($7$) days.
• Reporting Changes: Banking and email changes require form PRL $108$. All other changes are handled via the Employee Self-Serve (ESS) account.

Hours of Work and Scheduling

• Breaks:
  • Unpaid $30$-minute meal break for every five ($5$) consecutive hours of work.
  • Two ($15$-minute) paid breaks for shifts of $7.5$ or $8\,hours$.
• Mandatory Meetings: Paid at the regular hourly rate. Voluntary meetings are unpaid.
• Time Off Requirements:
  • Maximum of six ($6$) consecutive shifts.
  • Minimum of two ($2$) consecutive days off (excluding statutory holidays).
  • Minimum of $12\,hours$ off between shifts (exception for emergencies).
• Overtime: Must be approved by the Community Manager or designate. Only mandatory in emergencies.

Payroll and Compensation

• Pay Period: Bi-weekly, running from Sunday to Saturday.
• Pay Timeline: Statements are available on Wednesday; direct deposit occurs on the Friday following the period end.
• T4 Slips: Provided by February $28$ each year via ESS.
• Statutory Holidays: Eleven ($11$) designated holidays in BC. Working FT employees receive $1.5 \times$ their basic hourly rate.
  • Boxing Day and Easter Monday: These are not statutory holidays, but GLM pays $1.5 \times$ for hours worked.
• Vacation Accrual: Available for use only after June $30$ of the year following the accrual period. Requests must be submitted before April $15$.

Leave and Absence Policies

• Sick Leave:
  • BC standards allow up to five ($5$) days of paid leave per year for personal illness.
  • FT/PT employees accumulate credits at $0.75$ of a workday per month, capped at $25\,workdays$.
  • Physician notes may be required as proof of illness.
• Call-In Requirements: Employees must provide a minimum of $2\,hours$ notice prior to a shift start if unable to work.
• Bereavement Leave: Regular FT/PT employees receive up to three ($3$) days paid leave for immediate family deaths.
• Jury Duty: Considered paid leave for scheduled shifts; any court honorariums are deducted from GLM pay.
• Compassionate Care Leave: Up to eight ($8$) weeks unpaid leave for employees who have worked $52\,consecutive\,weeks$, to care for a gravely ill family member.
• Voting Time: Voters are entitled to four ($4\,consecutive\,hours$) for provincial elections and three ($3\,consecutive\,hours$) for federal elections free from work while polls are open.

Professional Conduct and Appearance

• Identification: First name tags must be worn at all times. Replacements for lost tags are at the employee's expense.
• Dietary Dress Code:
  • Black dress pants or capri pants.
  • White or black shirt supplied by GLM (undershirts must match the shirt color).
  • Non-faded black jeans are allowed only at the Community Manager's discretion.
  • Socks/hosiery required; non-slip shoes with closed toes/heels.
• Grooming:
  • Nails must be clean, short, and natural. No artificial nails or polish for staff handling food.
  • Hair/facial hair must be tidy; kitchen staff must wear GLM-supplied hair nets.
  • GLM is a scent-free environment.
• Jewelry and Tattoos: Limit hand jewelry to a plain band. No nose/lip/tongue rings except studs. Offensive tattoos must be covered.
• Language: English is the official spoken language in the workplace for communication with residents and colleagues.

Ethics and Conflict of Interest

• Confidentiality: Breaches include posting resident images or dialogue on social networks like Facebook or Twitter.
• Resident Affairs: Staff are strictly prohibited from witnessing or signing legal documents (wills, POA, guardianship) for residents.
• Gratuities and Gifts: Seeking or accepting gifts or loans from residents, families, or business associates is prohibited. Nominal gifts of insignificant value are permitted only if they do not compromise integrity.
• Conflict Groups: Conflicts exist if an employee has a direct reporting structure with a family member (parent, spouse, child, sibling, etc.).
• Theft: Misuse of work time or unauthorized procurement of property is defined as theft and results in corrective action.

Information Technology and AI Usage

• System Definitions: IT Systems include all servers, personal computing devices, applications, and networks (virtual/wired/wireless) owned by GLM.
• Artificial Intelligence (AI) Policy:
  • Confidential, medical, or private information must not be entered into open-source AI or Large Language Models (LLMs) like ChatGPT, Google Gemini, DALL-E, or Midjourney.
  • AI tools must not be used for employment decisions (recruitment, hiring, termination) as they are predictive and may be incorrect.
  • Authorized AI tools must be SOC2 and ISO/IEC $42001:2023$ certified.
• Medical Systems (EMAR):
  • Access is strictly for trained personnel with valid nursing licenses (RN, LPN) and certain designated managers.
  • EMAR computers must not be used for email or web browsing to prevent cyber threats like ransomware.
• Cyber Security: Mandatory Phishing and Safe Handling training must be completed upon hire and annually thereafter.

Cellular Device Policy (HR-206)

• Restricted Use: Personal calls, texting, and internet use are limited to "a few minutes per day."
• Prohibited Activities: Playing games, taking photos of residents, using devices in resident rooms, and using devices while driving company vehicles.
• Monitoring: GLM reserves the right to monitor excessive use. Loss of personal devices in the workplace is not the liability of GLM.

Workplace Safety and Anti-Abuse Protocols

• WorkSafeBC: Employees must report all accidents, regardless of size, to a manager and a First Aid Attendant as soon as possible.
• Protection of Persons in Care: Abuse or neglect results in immediate termination. Categories include:
  • Physical: Slapping, rough handling, or withholding medical care.
  • Psychosocial: Yelling, demeaning remarks, and isolation.
  • Financial: Deceitful manipulation of finances or fraud.
  • Sexual: Conduct involving force or threats.
  • Medication: Intentional over-sedation or refill non-compliance.
  • Neglect: Active (willful), passive (lack of experience), or self-neglect.

Separation of Employment

• Voluntary Termination: A minimum of three ($3$) weeks' advance notice is requested.
• Just Cause Dismissal: Immediate termination can occur for drug/alcohol use during hours, insubordination, disloyalty, conflict of interest, dishonesty, incompetence, or missing three ($3$) consecutive days without notice.