PeopleVantage · Alberta Early access
Alberta rewrote its harassment and violence rules. Is your plan current?
Since December 2024, Alberta employers need one combined violence and harassment prevention plan. Answer a few quick questions to see what else is required of you, then get every document drafted with your details, stored in your vault, and acknowledged by your team on their phones.
Free 60-second check
See exactly what Alberta requires of your business. No email needed.
What Alberta Expects
The dates and thresholds that matter.
Since Dec 4, 2024
Alberta replaced separate harassment and violence plans with one combined prevention plan.
Every 3 years
Your violence and harassment prevention plan must be reviewed at least every 3 years, and sooner after an incident, a change to the work or work site, or a request from your health and safety committee.
20+ workers
You need a written health and safety program and a joint health and safety committee.
What We Cover
Alberta requirements we track
Each one is drafted from the legislation, filled in with your details, and kept current.
Violence & Harassment Prevention Plan
Every Alberta employer must develop and put in place a violence and harassment prevention plan, in consultation with the health and safety committee, representative or affected workers, and train workers on it.
- Always required.
- Review at least every 3 years, and sooner when an incident shows a review is needed, when a change to the work or work site could affect the risk, or when your committee or representative asks.
Health & Safety Program
With 20 or more workers you must establish and implement a health and safety program, and have a joint health and safety committee. We schedule a review at least every 3 years.
- Required at 20+ workers; recommended below 20.
- Review at least every 3 years, and whenever work site changes create new hazards.
Working Alone Procedure
If anyone works alone, you must assess the hazards, take steps to eliminate or reduce them, and have an effective way for the worker to communicate and be checked on.
- Required only if anyone works alone.
- Review after any incident or change in work arrangements.
Privacy Policy & Privacy Officer Designation
Private-sector organizations in Alberta must designate someone responsible for complying with PIPA, and develop and follow privacy policies and practices, including how they handle employee personal information.
- Always required.
- Review it whenever you change how you collect or store personal information.
How It Works
From "are we compliant?" to signed, in an afternoon.
No consultants, no binders. Four steps, most of them done for you.
Pricing
Pay once, or stay current every month.
Either way you get every required document drafted with your details, a secure vault, and employee signatures on any phone. Prices are before applicable tax.
Policy Kit
- Every required policy for Alberta, filled in with your company's details
- Download as PDF and editable Word
- Your Royson York vault, kept for as long as you have an account
- Up to 50 employee e-signatures
- Fix your details and regenerate for 30 days
- Updates when the law changes
- Your own contracts for signature
PeopleVantage Subscription
- Everything in the Policy Kit
- Documents update when the law changes, and you see who needs to re-sign
- Unlimited employee e-signatures
- Upload your own contracts and offer letters for signature
- Every province we cover, for staff in more than one
- Review reminders before annual and 3-year deadlines
- Cancel any time, and keep your signed records
Reserve early access for Alberta
Alberta templates are with our lawyer for review. Reserve a spot and we'll email you once, when it opens, with a founding-customer price.
Questions
Straight answers.
Is this legal advice?
No. PeopleVantage gives you well-drafted templates and plain-language information about what the law requires. Royson York is not a law firm. For advice about your specific situation, such as a complaint, an investigation or a dismissal, talk to an employment lawyer.
Who wrote these documents?
Royson York drafted every template directly from the legislation and regulator guidance for each province, and we only sell a province once its templates have been reviewed by a licensed lawyer. Each document shows the date the law was last checked.
What happens when the law changes?
Ontario has passed a new "Working for Workers" act every year since 2021. We check for changes every week. When a requirement changes, subscribers' documents are updated in their vault, and we show which employees need to acknowledge the new version. Policy Kit buyers see that an update is available and can upgrade.
Can employees sign on their phones?
Yes. Each employee gets a private link by email. They read the document, draw their signature with a finger, and they're done. No app, account or password. You get a signed PDF with a full audit trail: time, IP address, device and a fingerprint of the exact document they signed.
Are electronic signatures valid?
Ontario's Electronic Commerce Act, 2000, and the electronic transactions laws in British Columbia and Alberta recognize electronic signatures for documents like policy acknowledgments and most employment agreements. A few document types, such as wills and some real estate documents, need a wet signature, and they don't belong here anyway.
Can I edit the documents?
Yes. Download the Word version and make it yours. Your changes are your responsibility, so if you change anything that a law requires, have it checked.
We have staff in more than one province.
The subscription covers every province we support. A Policy Kit covers one province.
Can I cancel?
Yes, from your billing page, at any time. Your vault and signed records stay available to download.
See what Alberta requires of you.
Four questions, 60 seconds, no email needed.