At Trucking HR Canada, we strive to make your job easier. One way we do that is by delivering a comprehensive collection of up-to-date guides, reports, templates and more to support effective human resources management and recruitment and retention efforts. Our training resources provide foundational content to inform quality and consistent training.
HR & Training Resources
Access HR and training resources designed by and for the trucking and logistics industry.
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Join Trucking HR Canada to hear how the Career ExpressWay, and the Student Work Placement...Read More
Trucking HR Canada is here to help you access the new student wage program. Join...Read More
Trucking HR Canada's labour market initiative delivers comprehensive labour market information that will support employers...Read More
Comprendre le Règlement sur la prevention du harcèlement et de la violence en milue de travel – Guide pour les employeursRead More
Comprendre le Règlement sur la prévention du harcèlement et de la violence en milieu de travail – Guide pour les employésRead More
As we all cope and respond to the Covid-19 pandemic, we are here to support...Read More
Trucking HR Canada has developed this guide to support trucking and logistics employers in addressing...Read More
Trucking HR Canada's new labour market initiative will deliver comprehensive labour market information that will...Read More
National Occupational Standard Toolkit
The work of a commercial vehicle operator (truck driver) can be varied. Many of these individuals will require job-specific knowledge, skills and abilities that apply to specific workplaces, industries and commodities.
This National Occupational Standard clearly defines the core knowledge, skills and abilities that are shared by the widest-possible array of commercial vehicle operators (truck drivers) and typically developed early in a career.
Access the National Occupational Standard toolkit here.
Physical Demands Assessments
Physical Demands Assessments (PDAs) identify the physical job requirements for specific occupations. Once employers are aware of the physical requirements of the job, current employees and new hires can be assessed to determine if they can perform the physical duties. If required, potential accommodations can be put in place to allow workers from various under-represented groups to not only perform, but thrive, in their roles – a mutually beneficial outcome for both workers and employers.
- Bulk Liquid Driver – Physical Demands Assessments (PDAs)
- Coach Mentor Assessor – Physical Demands Assessments (PDAs)
- Commercial Vehicle Operator – Physical Demands Assessments (PDAs)
- Dispatcher – Physical Demands Assessments (PDAs)
- Dock Worker – Physical Demands Assessments (PDAs)
- Driver Trainer – Physical Demands Assessments (PDAs)
- Flat Bed Driver – Physical Demands Assessments (PDAs)
- Freight Claims Specialist – Physical Demands Assessments (PDAs)
- Heavy Equipment Mechanic – Physical Demands Assessments (PDAs)
- Safety and Loss Prevention Specialist – Physical Demands Assessments (PDAs)
- Shunt Driver – Physical Demands Assessments (PDAs)
- Supervisor – Physical Demands Assessments (PDAs)
This project was funded in part by Employment and Social Development Canada.
THRC Career ExpressWay
Trucking HR Canada’s Career ExpressWay Program supports employers with recruitment efforts, helping them take advantage of industry specific financial incentives while connecting them with career seekers.
Currently, there are four unique programs that make up the Career ExpressWay
The trucking and logistics industry provides well-paying, stable, and rewarding jobs, and connecting with top talent remains a priority within our industry. The wage and training subsidies offered through Career ExpressWay provide our sector with the support needed to make this happen.
A modern workforce is one that addresses harassment and violence in the workplace
Trucking HR Canada’s (THRC) Workplace Harassment and Violence (WHV) bilingual suite of resources and training is a leading industry program.
While recent changes to the Canada Labour Code apply to all federally regulated workplaces, addressing workplace harassment and violence is also an HR best practice – one that Trucking HR Canada regularly assesses through the Top Fleet Employer Program, as well as promoting through our HR resources for employers.
As leaders in delivering evidence-based HR solutions for employers – our training, and supplementary suite of workplace harassment and violence resources meet HR standards of excellence and all compliance requirements of the new federal Workplace Harassment and Violence Prevention Regulations.
This program was developed in partnership with Labour Canada, labour groups, employment lawyers, and HR professionals. It is delivered in partnership with the Canadian Trucking Alliance and all provincial associations. Click here to review the key elements of our program.
The project is funded in part by the government of Canada’s Workplace Harassment and Violence Prevention Fund.
We have a suite of HR compliance tools to help you.
Bill C-65 introduced new Workplace Harassment and Violence Prevention Regulations–effective as of January 1st, 2021. What does this mean for your organization?
Federally regulated employers will have new obligations to:
- Prevent workplace harassment and violence.
- Respond effectively and in a timely manner to incidents.
- Support for affected employees.
Based on these three pillars, the new Regulations introduce requirements that all federally regulated employers must meet:
- Implementing joint roles and responsibilities shared with either the policy committee, the workplace committee, or the workplace health and safety representative;
- Assessing the risk of harassment and violence in the workplace and developing a prevention plan;
- Developing emergency procedures for critical incidents in the workplace;
- Developing a new Workplace Harassment and Violence Prevention Policy;
- Following new requirements, timelines, and procedures related to the complaint resolution process;
- Providing more options for workers to have their issues resolved (respecting employee rights to request formal investigation);
- Appointing a Designated Recipient of workplace harassment and violence complaints;
- Providing mandatory workplace harassment and violence prevention training;
- Providing information on local support services to help employees recover and return to work after an incident of workplace harassment and violence; and
- Record-keeping and reporting requirements.
Trucking HR Canada is dedicated to supporting fleets as they adapt to new requirements. With trucking industry-specific training and resources, we will give you the tools you need to stay informed and help you meet requirements.
Discover a suite of engaging training modules designed to ensure that your company stays on track with mandatory training requirements. Industry-specific workplace harassment and violence prevention training modules provide training solutions for employers, employees, and for individuals managing workplace complaints. Trucking HR Canada training courses are developed to provide you with everything you need to know about Bill C-65 and the Workplace Harassment and Violence Prevention Regulations.
- Trucking HR Canada Workplace Harassment and Violence Prevention Policy Template
- French Version: Prévention du harcèlement et de la violence dans le lieu de travail: Modèle de politique
Consult this resource for a sample Workplace Harassment and Violence Prevention Policy, with tips on compliance and best practices. Developed in partnership with legal and HR professionals, this resource will give you the information you need to create a compliant policy.
- Trucking HR Canada Policy Implementation Checklist
- French Version: Liste de contrôle de mise en oeuvre de la politique
Consult this resource for a detailed summary of your obligations as they relate to the Workplace Harassment and Violence Prevention Policy.
- Trucking HR Risk Assessment Checklist
- French Version: Liste de contrôle pour l’évaluation des risques en milieu de travail
Consult this resource to help you monitor your company’s practices and ensure compliance with risk assessment requirements under the Regulations.
- Understanding Bill C-65 – How-to Guide for Employers and Employees
- French Version: Comprendre le Règlement sur la prevention du harcèlement et de la violence en milue de travel – Guide pour les employeurs et pour les employés
Consult these resources for a high-level overview of the changes introduced by Bill C-65 and the new Workplace Harassment and Violence Prevention Regulations. The guides explain new rights and obligations, and provide industry-specific information on who the law applies to.
Many employers have questions and concerns about the Designated Recipient of workplace harassment and violence complaints. This guide will help employers understand the roles and responsibilities of the Designated Recipient. It also provides a detailed overview of the skills, competencies and training that can help Designated Recipients excel in their role.
Consult this infographic for an overview of the steps and procedures involved in resolving a complaint of workplace harassment or violence.
- Employer’s Guide to Harassment and Violence Prevention, Response and Support A Best Practice Handbook
- French Version: Guide de l’employeur pour la prévention, l’intervention et le soutien contre le harcèlement et la violence
The new Employer’s Guide to Harassment and Violence Prevention, Response, and Support is a comprehensive reference tool designed to support federally regulated employers as they adapt to new Labour Code requirements. Covering all areas of the Workplace Harassment and Violence Prevention Regulations, this handbook includes checklists, compliance and HR tips, and sample workplace materials.
This guide is available for those who sign up for our training!
Trucking HR Canada is Here to Help.
Frequently Asked Questions
Bill C-65 and the Workplace Harassment and Violence Prevention Regulations are effective January 1st, 2021. The new rules apply to all federally regulated trucking companies.
Section 122(1) of the Canada Labour Code defines harassment and violence as “any action, conduct or comment, including of a sexual nature, that can reasonably be expected to cause offence, humiliation or other physical or psychological injury or illness to an employee, including any prescribed action, conduct or comment.”
- Consult the Trucking HR Canada HR & Training Resources to learn more about key compliance topics and to locate tools that will help you implement the required changes at your workplace.
- Trucking HR Canada has developed industry-specific training solutions that will help your fleet meet training requirements under the Regulations. Consult the Training Resources tab on our HR & Training Resources page to learn more. about courses for employers, employees, and designated recipients of workplace harassment and violence complaints.
- Keep up with the latest news by following Trucking HR Canada on social media @truckinghr, subscribe to our newsletter, and review our Insights page for informative articles on compliance and best practices.
- Follow our events page for more information on our regular informational webinars.