Since I'm the one people come to for process and policy definitions I'm increasingly being asked to clearly define company policy on various HR matters, such as sick leave benefit, paid benefits while on long term disability, etc.

Here in Ontario these aren't covered by the Employment Standards Act and are left to the company's own discretion. For a small start-up without an HR person these are being defined as we go. Is there a template for such issues or is anyone willing to share their company's policy on these items?
Specifically:

How much paid sick leave are you entitled to?
How many consecutive days are you allowed to take off sick (paid) without a doctor's note?
When long term disability kicks in, are your benefit premiums (or the company's share of your premium) still paid by the company?

Apologies if this is off-topic, but I know there's a lot of good knowledge here.
Thanks!

Not sure if this will help but I got some excellent information from here:
http://www.thehrforum.net/forum/

The issue was with FMLA, you know you DO NOT have to be the primary care provider to take FMLA for a family member...:bigwave:

I thought of this, too, Jim, but since LeChiffre is in Canada, I don't think the FMLA (Family Medical Leave Act) will apply. I'm not familiar with Canada's requirements for this type of thing. :(

Thanks for the link q-boi, that looks like a useful resource. After a bit of digging it looks like much of this sort of stuff is left to the discretion of the company (in Ontario at least), so I'm trying to find my old employee's handbooks to see what they say.

Thanks for pointing out the Canada twist, GS. I'd like to think that most of this stuff should be fairly well harmonized, at least between the US and Canada - but if it's anything like standards I really ought to know better!

Is it fairly standard to accrue paid sick leave at a rate of 1.25 days per month?