2. Table of Contents
Introduction and History............................................................................................................... 3
Employment Equity......................................................................................................................... 4
Pay Equity.......................................................................................................................................... 4
Employee Responsibilities............................................................................................................. 4
Refusal to Work................................................................................................................................ 4
Health and Safety Committee...................................................................................................... 5
Health and Safety of employees.................................................................................................. 5
Job Postings....................................................................................................................................... 6
Employee Orientation.................................................................................................................... 6
Job Descriptions............................................................................................................................... 6
Training and Development............................................................................................................ 6
Performance Appraisals................................................................................................................. 6
Pension Plan...................................................................................................................................... 7
Workmen’s Compensation Acts.................................................................................................. 7
Employee Benefits........................................................................................................................... 7
General Policies.............................................................................................................................. 10

3. Introductionand History
Welcome and Thank you for joining our company; Sapid Sweets. We at Sapid Sweets are the producer of
high quality chocolate and our main business purpose is to bring delicious, high quality chocolate into
the world for a high price.
Our prices may be high in Canada and the USA but they are comparable in Europe which are overpriced.
The Company is a family ran company in which all products are produced in Canada and then shipped
out to Canada, The USA and Europe. Our Fancy Chocolate is not only for happy occasions but also when
you need some quick energy.
The Sapid Sweets Employee Handbook establishes policies, procedures, benefits, and working conditions
that will be followed by all employees as a condition of their employment at the Company. The
Standards of Conduct describe the expected actions and behaviors of employees while conducting
Company business.
Sapid Sweets reserves the right to deviate from the policies, procedures, benefits, and working
conditions described in this handbook. Furthermore, the Company reserves the right to withdraw or
change the policies, procedures, benefits, and working conditions described in this handbook at any
time, for any reason, and without prior notice.
Sapid Sweets will make every effort to notify employees when an official change in policy or procedure
has been made but employees are responsible for their own up-to-date knowledge about Company
policies, procedures, benefits, and working conditions.
Sapid Sweets strives to provide an employee-friendly environment in which goal-oriented individuals
thrive as they achieve ever more demanding challenges.
Sapid Sweets is an equal opportunity employer. Religion, age, gender, national origin, sexual orientation,
race, or color does not affect hiring, promotion, development opportunities, pay, or benefits. Sapid
Sweets provides for fair treatment of employees based on merit. The company complies with all
applicable federal, state, and local labor laws.
Employment at Sapid Sweets is on an at will basis, which means that you or Sapid Sweets, may
terminate the employment relationship at any time, for any reason, with or without cause. Only a
written agreement, signed by the President of Sapid Sweets, can change the at will nature of the
employment of any individual.
Please review the policies, procedures, working conditions, and benefits described in this handbook. You
will be asked to affirm that you have read, understand, agree to abide by, and acknowledge your receipt
of this employee handbook and employee Standards of Conduct.
Regards,
Sapid Sweets President

4. Employment Equity
Individuals with different religions, age, genders, national origins, sexual orientations, races, or colors
are all equal at Sapid Sweets. No one is denied employment because of reasons unrelated to ability.
Sapid Sweets is wheel chair accessible
Pay Equity
Sapid Sweets looks for the proper skills, effort, and responsibility and working conditions for each job
and determine a rate of pay for that job without considering the gender of the individual performing the
job.
Employee Responsibilities
 Complying with all laws and regulations
 Refusing to work under unsafe condition
Refusal to Work
At Sapid Sweets we expect all our employees to work safely and be safe, if they feel the work they are
doing is unsafe they have the right to refuse unsafe work, they must follow seven steps in doing so
however
1. Report to the Employer
The Employee must report their refusal to their supervisor and to the health and safety rep
2. Investigation by Employer
The Employer must then investigate the refusal in the presence of the employee and a health
and safety rep
3. Continued Refusal
if the employer decides that there is no danger or takes steps to correct the danger and the
employee still feels that a danger still exists the employee may still continue to refuse to do
work, However the employer and employee must contact a safety officer
4. Reassignment of Employee and Task
until the arrival of the safety officer the employer cannot assign the work in question to another
employee unless that other employee has been informed of the refusal
5. Investigation and Decision by Safety Officer
The Safety officer investigates the work refusal in the presence of the employee and employer
and he decides whether a danger exists and informs the employee and employer of his decision
6. Result of Decision
If the officer decides that a danger does exist, they will issue a directive to the employer to
correct the situation in which the employee can still refuse the work until the employer complies
with the directive
If the officer decides that a danger does not exist, the employee no longer has the right to refuse
under protection of the Act, However the employee may appeal the decision

5. 7. Appeals
Requests for the a review of the safety officers decision may be made to the safety officer,
requiring their decision to be reviewed by their supervisor, This request must be made in writing
within seven days of receiving notification of the safety officer’s decision.
Health and Safety Committee
Sapid Sweets’ Health and Safety Committee is responsible for providing effective workplace health and
safety programs. The function of the committee is to provide a non-adversarial atmosphere where
management and workers can work together to ensure a safe and healthy workplace. The committee is
generally responsible for making regular inspections of the workplace in order to identify potential
health and safety hazards, evaluating the hazards, and implementing solutions.
Duties of the Health and Safety Committee include:
 Meet at weekly and during emergencies.
 Ensure that records are kept on accidents, injuries, and health hazards, and monitor data on a
regular basis.
 Request any information considered necessary to identify existing or potential hazards with respect
to materials, processes, or equipment in the workplace.
 Review any government and employer reports, concerned, relating to the safety and health of
employees.
 Maintain records about safety and health complaints and any committee actions taken on those
complaints.
 Regularly monitor health and safety programs, measures and procedures
Employees may also be invited to attend external conferences and seminars that will enhance their
development.
Health and Safety of employees
Here at Sapid Sweets our primary concern is for the Health and Safety of our employees. Sapid Sweets
works together with its employees to reduce and hopefully eliminate on-the-job injuries and illnesses.
Sapid Sweets responsibilities include:
 Providing employees with a hazard-free workplace
 Complying with laws and regulations
 Providing workers with all occupational health and safety laws
 Informing employees about safety and health requirements
 Keeping records of all health and safety issues to ensure supervisors are aware of potential hazards
 Complying annual summaries of work-related injuries and illnesses
 Ensuring supervisors are familiar with work and associated hazards
 Reporting accidents to the workers’ compensation authority
 Providing safety training

6.  Advising employees of potential workplace hazards
 Ensuring workers use or wear safety equipment
 Providing written instructions on how to wear and/or use safety equipment and why it is required
 Taking every reasonable precaution to guarantee safety of employees
Job Postings
All sort of Job Postings are posted on bulletin boards, Email distributions, company newsletters, special
announcements, and the company intranet.
Employee Orientation
The Employee Orientation will be done by the supervisor in which the supervisor will go over the
Overview of the Job and Job Objectives, Rest Breaks, Vacation and holidays and will introduce the
employee to his co-workers, to managers and executives. The supervisor can give a little history about
the company and also show where the safety manual is.
Job Descriptions
Every employee at Sapid Sweets is provided with a job description. Your job description will provide you
with the following information:
 Your job title, your department, and your immediate supervisor
 Detailed description of all the duties and responsibilities
 A list of the qualifications required to perform the job
 The conditions under which the job must be performed – working hours, hazards and travel
 Job standards outlining the expected results of the job performance. These standards will be used to
measure performance for the performance appraisal.
Training and Development
Sapid Sweets offers an extensive on-the-job training program to ensure that employees are able to do
their job effectively and safely.
The further development of its employees is of the utmost importance to Sapid Sweets. Employees that
have been identified by their manager may be invited to attend one or more of the many in-house
courses offered by the Human Resources department. These include:
 Management Development Courses
 Case studies
 Experimental Games
 Role Playing
Performance Appraisals
Performance Appraisals sometimes referred to as a performance review is when the appraisal provides a
structured approach for reviewing employee performance and accomplishments, analyzing shortfalls,
identifying the areas for development and formalizing plans to improve his or her performance, this will
be done between 6 months to 1 year.

7. Your performance will be judged based on the standards set out in your job description. These
standards have been developed based on a Behaviorally Anchored Rating Scale that is different for every
job type. The job appraisal will include setting goals or objectives. Goals or Objectives will be set using
the S.C.R.A.M. formula. Each goal or objective should be:
 Specific
 Challenging
 Realistic
 Attainable
 Measurable
Salary increases are based on the cost of living, the results of your job performance when measured
against the standards, and whether goals or objectives have been met.
Employees that do not agree with the results of their performance appraisal are strongly encouraged to
discuss their concerns with their immediate supervisor. Failing this, their concerns should be
documented and sent to the Manger of the Human Resources department along with a copy to their
supervisor. The documentation should be as specific as possible. A meeting will be set up to discuss the
concerns.
Pension Plan
The Sapid Sweets Pension Plan is a non-contributory defined benefit plan. A Defined Benefit Plan is
when an employee receives a specific amount that is based on years of service and average earnings
regardless of the amount of the contributions.
All full-time employees will receive a detailed description of their projected benefits annually; Details of
the Sapid Sweets Pension Plan are available from the Human Resources Department or online at
www.sapidsweets/pensionplan.com.
Workmen’s Compensation Acts
All ten provinces and three territories have some act or other that entitles workers to workers’
compensation in the event of personal injury by accident during their regular work. These laws are
aimed at providing prompt income and medical benefits to victims (and/or their departments) of work-
related accidents or illnesses, regardless of fault, or whether he or she was on the job when the injury or
illness occurred. Workers’ compensation laws also impose compulsory collective liability for workplace
accidents and work-related illnesses, meaning that employees and employers cannot sue each other
regarding the costs of workplace accidents or illnesses.
Workers’ compensation benefits include payment of expenses for medical treatment and rehabilitation,
as well as income benefits during the period of time in which the worker is unable to work due to their
disability. Survivor benefits are payable if a work-related accident results in death.
Employee Benefits
The Canada Pension Plan
The Canada Pension Plan or CPP (known as the Quebec Pension Plan (QPP) in the province of Quebec) is
a mandatory plan for all employees in Canada. They are both contributory plans whereby the employer
and the employee each pay half of the required contribution amount. CPP allows employees to have

8. continuous deductions, meaning that pension rights are not affected by changes of a job or residence.
CPP and QPP pay retirement pensions, disability pensions, and pensions for surviving spouses. They also
pay lump-sum death benefits to eligible applicants, benefits to children of disabled contributors, and
orphans’ benefits where applicable. The requirements for receiving an unreduced pension in Canada
are being 65 years old and having made contributions for at least one year
Employment Insurance (EI)
All employees are required to pay premiums to the Employment Insurance Commission, who deducts
premiums automatically from an employee’s pay. The premiums, along with the employer’s
contributions, employees’ contributions are deposited in the employment insurance account. It is from
this account that payments are made to persons who are temporarily out of work. In order to be eligible
to receive employment insurance payments, an individual must have paid into the Employment
Insurance account and have worked a minimum number of hours. Employees who quit their jobs
without just cause, or are dismissed for misconduct, may not be eligible for employment insurance
benefits. Additional benefits may be extended for situations involving illness, injury, or quarantine, or
for maternity, parental, or adoption leave. These requirements can vary from province to province.
Employee Benefits
The Sapid Sweets employee benefits are available to all full-time employees that have completed three
months of continuous employment. The Dental Plan and Extended Health Plan are also available to
wives or common-law partner and children of Sapid Sweets full-time employees.
Full-time employees are employees whose assigned work week is greater than 20 hours.
Eligible Children are your or your wife’s or common-law partner's unmarried children (including an
adopted child, a step-child, or a foster-child) that are under twenty-one years of age or over twenty-one
years of age with a mental or physical impairment and are primarily dependent upon you for support.
Dental Plan
The Sapid Sweets dental plan focuses on providing 100% of the cost of preventive treatments such as
routine cleanings and regular check-ups. The plan covers:
 Preventive treatments at 100%
 Restorative treatments at 80%
 Endodontic/Periodontic treatments at 70%
 Orthodontic Treatment at 50%
Note: Orthodontic treatment is available to children under 21 years of age and has a lifetime maximum
of $3,000 per person.
It is advisable to submit a treatment plan from your dentist before starting any major work.
Extended Health Plan
Sapid Sweets provides extended health insurance for:
 Semi-private or Private hospital rooms
 100% of Prescription drugs after a $25 deductible per person
 Vision care up to $200 every two years

9. Details of the Sapid Sweets Extended Health Plan are available from the Human Resources Department
or online at www.sapidsweets/dental.com.
Life Insurance
All full-time employees are eligible for a life insurance without a medical examination. The life insurance
provides death benefits to beneficiaries. In some cases, employees can be provided with accidental
death and dismemberment benefits
Details of the Sapid Sweets Pension Plan are available from the Human Resources Department or online
at www.sapidsweets/pensionplan.com.
Vacations
All new full-time and part-time employees receive 10 paid vacation days in the first two years of
employment.
Following the first two years paid vacation days are increased based on your years of service:
 Third to Fifth year of employment - 15 days
 Sixth to Ten year of employment - 20 days
 Eleventh to Twentieth year of employment – 25 days
 More that twenty years – 30 days
In the event that you are not able to use all your vacation time in one year, a maximum of 5 days may be
carried forward to the next year. All vacation time must be per approved by your immediate supervisor.
Paid Holidays
In addition to the statutory holidays in your province, Sapid Sweets provides full-time employees with
two personal days that can be used anytime during the year. Any unused personal days cannot be
carried forward to the next year. All personal days must be per approved by your immediate supervisor.
Sick Leave
All employees are entitled to 7 paid sick days per year. These days can also be used in the event of
sickness of a dependent child.
Severance Pay
Usually a lump sum given to employees who are being terminated, the amount of severance pay is
dependent on the employee’s length of services as well as certain legislated minimums.
Employee Assistance Program
Offers counseling and referral for advice or treatment when necessary, for problems related to
substance abuse, emotional, financial or family difficulties. EAP is offered to Employees and there
families.
Work-Life Balance Rewards
A Flexible work schedule can allow employees to start earlier in the day than others and leave earlier to
avoid traffic or to accommodate child care requirements, other schedules include a reduced work week
(4 days) and job sharing arrangements where two employees share one full time position and split the
days of work during the week.

10. General Policies
Dress Code
Sapid Sweets employees are to dress in business casual attire. Clothing that you wear for the beach, yard
work, dance clubs, exercise sessions, and sports contests may not be appropriate for a professional
appearance at work.
Clothing that reveals too much cleavage, your back, your chest, your feet, your stomach or your
underwear is not appropriate for a place of business, even in a business casual setting.
Even in a business casual work environment, clothing should be pressed and never wrinkled. Torn, dirty,
or frayed clothing is unacceptable. All seams must be finished. Any clothing that has words, terms, or
pictures that may be offensive to other employees is unacceptable. Clothing that has the company logo
is encouraged. Sports team, university, and fashion brand names on clothing are generally acceptable.
Certain days can be declared dress down days, generally Fridays. On these days, jeans and other more
casual clothing, although never clothing potentially offensive to others, are allowed.
This does not apply to employees directly involved in the manufacturing process. Employees directly
involved in the manufacturing process are provided with a clean uniform daily. Change room facilities
are provided. At the end of a shift uniforms, the laundering of uniforms will be the responsibility of
Sapid Sweets.
Smoking
Smoking is not allowed in any of the Sapid Sweets buildings or offices. A designated smoking area is
provided outside with ash trays.
Personal Telephone Usage
Sapid Sweets understands that there are times during the workday that personal telephone calls are
required. Please try to restrict these calls to lunch or break times. Excess use of the telephone will be
handled by your immediate supervisor. Long-distance telephone calls are not allowed.
Lunch and Break Periods
All employees are entitled to an hour lunch when working a full day. In addition to lunch, employees are
entitled to one fifteen minute break in the morning and one in the afternoon. The timing of lunch and
breaks must be pre approval by your immediate supervisor.