Job Seekers

We provide a wide range of Services

The Happy Employee Company works hard to ensure that our job seekers are happy employees! We have access to an extensive database of exciting warehousing and logistics roles from companies that offer unique placements. As a job seeker, you have the opportunity to decide how long you wish to be placed and where. We take the time to place you accordingly.

Employment Opportunities

As one of the leading labour-ready recruitment agencies, you will have access to numerous job opportunities that you will not see anywhere else

Wages

We understand that everyone needs to earn a living wage. We work to ensure our job seekers obtain the best possible wage. Our employer database has companies that offer competitive rates. Once placed with a company, you will be paid weekly by direct deposit.

Health and Safety

The health and safety of our staff is paramount. We take pride in our health and safety commitment to you. We provide Ministry regulated training and certificates to ensure you are job-ready from day one.

Required documents

We will require the following documents to get you on board:

  1. Direct Deposit Form
  2. Valid Government ID
  3. Resume

Please note, there are 5 forms that become our full Job Application. We appreciate your time to fill in ALL of these forms, as it will help expedite the hiring process.

Get in Touch With Us And We’ll Help You To Seek Your Dream Job

We take great pride in using our expertise finding your dream job. We will help you in your journey of job searching. She your information, we will get back to you soon.

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Job Application

Tell us more about you and we will find the right position, just for you!

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CRIMINAL RECORD VERIFICATION Informed Consent Form

REASON FOR THE CRIMINAL RECORD VERIFICATION:
Employment | Organization Requesting Search
INFORMED CONSENT:
SEARCH AUTHORIZATION: I HEARBY CONSENT TO THE SEARCH OF the RCMP National Repository of Criminal Records based on the name(s), date of birth and where used, the declared criminal record history provided by myself. I understand that this verification of the National Repository of Criminal Records is not be confirmed by fingerprint comparison which is the only true means by which to confirm if a criminal record exists in the National Repository of Criminal Records.
Police Information System(s):
I HEREBY CONSENT TO THE SEARCH OF police information systems, as part of a Police Information Check, which will consist of a search of the following systems: CPIC Investigative Data Bank, Police Information Portal (PIP) or Other.
AUTHORIZATION AND WAIVER
AUTHORIZATION AND WAIVER to provide a confirmation of criminal record or any police information. I certify that the information set out by me in this application is true and correct to the beast of my ability. I consent to the release of the results of the criminal record checks to: Searchco Staffing Solutions, located in Scarborough, Ontario (Head Office)

Name and Location of the company where information will be stored in Canada: The Happy Employees. ** Information related to this criminal record check is collected, retained and disclosed in accordance with applicable privacy legislation **
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WHMIS 2015 QUIZ

QUIZ Score: There are 15 questions in this quiz. A passing score will require a minimum result of 12/15

Study Materials
Please read and study the following resources and refer to other WHMIS 2015 sources prior to taking this quiz.  

https://www.ontario.ca/document/workplace-hazardous-materials-information-system-guide-legislation

WHMIS Website

http://www.whmis.net/whmis/learnMod.pdf

Candidate Information

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Workplace Anti Harassment Policy

 

Purpose
It is public policy in Canada to recognize the dignity and worth of every person and to provide for equal rights and opportunities without discrimination.

SearchCo is committed to building and preserving a safe, productive, and healthy working environment for its employees based on mutual respect. In pursuit of this goal, SearchCo does not condone and will not tolerate acts of harassment against or by any SearchCo employee.
Every employee has a right to freedom from:

  1. Harassment in the workplace by the employer or agent of the employer or by another employee because of age, ancestry, citizenship, colour, creed, disability, ethnic origin, family status, marital status, place of origin, race, record of offences for which a pardon has been granted and not revoked, sex or sexual orientation;
  2. A sexual solicitation or advance made by a person in a position to confer, grant or deny a benefit or advancement to the person where the person making the solicitation or advance knows or ought reasonably to know that it is unwelcome;
  3. A reprisal or a threat of reprisal for the rejection of a sexual solicitation or advance where the reprisal is made or threatened by a person in a position to confer, grant or deny a benefit or advancement to the person. It is also a violation of SearchCo’s Anti-Harassment Policy for anyone to knowingly make a false complaint of harassment or to provide false information about a complaint. Individuals who violate this policy are subject to disciplinary and/or corrective action, up to and including termination of employment.

Our workplace harassment policy is not meant to stop free speech or to interfere with everyday interactions. However, what one person finds offensive, others may not. Generally, harassment is considered to have taken place if the person knows, or should know, that the behaviour is unwelcome.

Harassment is often defined as ”engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome.” (Vexatious means that it provokes, irritates, threatens, annoys, insults, demeans, or results in some other form of discomfort)

Sexual or racial harassment can be defined as any behaviour, in the form of words, gestures, or actions, generally repeated, that has undesired sexual or racial connotations that has a negative impact on a person’s dignity or physical or psychological integrity, or that results in the person being subjected to unfavourable working conditions. (Connotations means significance)

Usually, harassment can be distinguished from normal, mutually acceptable socializing. It is the perception of the receiver of the potentially offensive message be it spoken, a gesture, a picture or some other form of communication which may be deemed objectionable or unwelcome that determines whether something is acceptable or not.
Harassment is offensive, insulting, intimidating, and hurtful. It creates an uncomfortable work environment and has no place in employee relationships.

Application of this policy

This policy applies to all individuals working for SearchCo including front line employees, temporary employees, contract service providers, contractors, all supervisory personnel, managers, officers, or directors. SearchCo will not tolerate personal harassment whether engaged in by fellow employees, managers, officers, directors, visitors or contract service providers of SearchCo. SearchCo will not tolerate any form of harassment or discrimination against job candidates or employees on any grounds mentioned above, whether during the hiring process or during employment. This commitment applies
to such areas as training, performance, assessment, promotions, transfers, layoffs, remuneration, and all other employment practices and working conditions.

All SearchCo employees are personally accountable and responsible for complying with this policy and must make every effort to prevent discrimination or harassing behaviour and to intervene appropriately if they observe a problem or if a problem is reported to them.

Workplace Anti-Violence Policy

Purpose

SearchCo is committed to building and preserving a safe working environment for its employees. In pursuit of this goal, SearchCo does not condone and will not tolerate acts of violence against or by any SearchCo employee. SearchCo will take every reasonable precaution and implement measures to prevent violence and protect all employees from potentially violent situations. As such, this policy prohibits physical or verbal threats — with or without the use of weapons- intimidation, or violence in the workplace to minimize risk of injury or harm resulting from violence to SearchCo employees.

Specifically, if the company is aware that domestic violence is likely to expose an employee to a workplace physical injury, every reasonable precaution will be implemented to protect the individual. It is also a violation of SearchCo policy for anyone to knowingly made a false complaint of violence, or to provide false information about a complaint. Individuals who violate this policy are subject to disciplinary and/or corrective action, up to and including termination of employment.

SearchCo strictly prohibits violence in the workplace. We are committed to providing a safe and healthy work environment free from violence, threats of violence, harassment, intimidation and disruptive behaviour for all our employees. Weapons are strictly prohibited from all company property; violators are subject to discipline and may be reported directly to the police. SearchCo firmly believes that by working together with our employees, the risk of workplace violence can be minimized.

Application of this policy

This policy applies to all those working for the company including front line employees, contract service providers, managers, officers or directors. The organization will not tolerate violence whether engaged in by fellow employees, managers, officers, directors, or contract service providers of the organization.

All SearchCo employees are personally accountable and responsible for enforcing this policy and must make every effort to prevent and eliminate violence in the work environment and to intervene immediately by advising a member of management if they observe a problem or if a problem is reported to them.

This policy prohibits reprisals against individuals, acting in good faith, who report incidents of workplace violence or act as witnesses. Management will take all reasonable and practical measures to prevent reprisals, threats of reprisals, or further violence. (Reprisal is defined as any act of retaliation, either direct or indirect.)

Disciplinary Measures

  • If it is determined by the company that any employee has been involved in a violent behaviour or unacceptable conduct related to another employee, immediate disciplinary action will be taken. Such disciplinary action may involve counselling, a formal warning and could result in immediate dismissal without further notice.
  • This Anti-Violence policy must never be used to bring fraudulent or malicious complaints against employees. It is important to realize that unfounded/frivolous allegations may cause both the accused person and the company significant damage. If it is determined by the company that the employee has knowingly made false statements regarding an allegation related to violence, immediate disciplinary action will be taken. As with any case of dishonesty, disciplinary action may include immediate dismissal without further notice.

Acknowledgement

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Employment Standards Act

WEEKLY / DAILY EXCESS HOURS OF WORK AGREEMENT

Please read the following document before proceeding: Information for Employees About Hours of Work and Overtime Pay

Daily / Weekly Excess Hours of Work Agreement

Overtime Pay Information Sheet
Overtime per Day
Overtime per Week
Acknowledgement

FAQ

Most frequent questions and answers

The Happy Employee Company has an extensive screening process. We want to ensure you are the right fit for potential employers. And we want you to be happy with your placement.

This is dependent on the available employment opportunities and the employer’s long-term needs.

Yes, as part of our screening process, each potential candidate will undergo an interview to understand your skills and qualifications.

We will work with you to find the correct placement to fit your skills and qualifications.