1. Purpose

This policy establishes clear expectations regarding employee activity, availability for work, and ongoing eligibility for scheduling. It is intended to ensure operational continuity while respecting employee rights under applicable Ontario employment legislation.

2. Active and Inactive Employment Status

Active Status

An employee is considered Active when they have worked at least one scheduled shift within the most recent three (3) consecutive payroll periods (approximately six (6) weeks).

Inactive Status

An employee may be designated as Inactive when both of the following conditions are met:

1. The employee has not worked any scheduled shifts for three (3) consecutive payroll periods; and
2. The employee does not have a registered and approved absence recorded in the Company’s system, including but not limited to:
   
   • Approved vacation
   • Statutory or protected leave under the Employment Standards Act, 2000
   • Workplace injury or WSIB-related absence
   • Approved medical or health-related leave already known to and documented by the Company

      

This policy applies only to employees who have no active, approved absence or leave recorded in the system.

Inactive status does not itself constitute termination but reflects a lack of recent work activity and unconfirmed availability.

3. Requirement to Confirm Availability

Employees designated as Inactive will be required to complete the Request to Work – Availability Matrix to confirm their ongoing interest and availability for future work.

• The Availability Matrix must be completed within seven (7) calendar days of notification.
• Completion of the Availability Matrix is an administrative requirement and a condition of remaining eligible for scheduling.

   

4. Failure to Complete Availability Matrix

Failure to complete the Availability Matrix within the required timeframe may be treated as a failure to maintain employment availability and may result in disciplinary action, up to and including termination, in accordance with the Employment Standards Act, 2000.

Where appropriate, and following reasonable attempts to contact the employee, failure to respond may be treated as job abandonment or voluntary resignation, subject to applicable legal requirements.

5. Minimum Availability Requirement

To remain eligible for scheduling and continued employment, employees must indicate availability for a minimum of four (4) distinct days and/or time slots within the Availability Matrix.

Employees who do not meet this minimum availability requirement may be considered unable to meet the operational needs of the business.

In such circumstances, the Company may determine that continued employment cannot be sustained due to insufficient availability, which may result in termination of employment, in compliance with Ontario employment legislation.

6. Scheduling and Hours of Work

Submission of the Availability Matrix does not guarantee any minimum number of hours or shifts.

Scheduling decisions are based on:

• Operational and client requirements
• Business demand
• Employee availability
• Performance and suitability for assigned work

   

7. No Guaranteed Hours

The Company does not guarantee any minimum number of hours or ongoing work. Employment remains subject to business needs and operational requirements.

8. Employer Discretion

The Company reserves the right, consistent with Ontario employment law, to:

• Review inactive status on a case-by-case basis
• Request updated availability at any time
• Determine scheduling eligibility
• End the employment relationship where availability, engagement, or administrative requirements are not met

   

9. Compliance with Ontario Employment Law

This policy is intended to operate in compliance with the Employment Standards Act, 2000 (Ontario), the Ontario Human Rights Code, and applicable workplace injury and protected leave legislation. Nothing in this policy limits an employee’s statutory rights.

10. Employee Acknowledgment

Continued employment with the Company constitutes acknowledgment of and agreement to comply with this policy as a condition of employment.

Policy Prepared on: Dec 18, 2025

Policy Modified on: March 27, 2026