Canadian · Bilingual EN/FR · Human support on demand · Compliance-oriented

HR compliance support for Canadian employers — and the operations around it.

Stop losing sleep over changing labour laws. We guide you from a blank page to a review-ready document, safely. Grounded in the exact statutes that apply to your workplace — and connected to the hiring, communications, compensation, and day-to-day operations around it.

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Practical HR workflow support & compliance-oriented guidance. Not legal, tax, medical, or financial advice.

Not for US employers. Not a payroll processor. Not an enterprise HRIS replacement.

Ask compliance-oriented HR questions with jurisdiction-specific context

Generate structured HR document drafts in minutes

Work in English or French across document workflows

Dutiva AdvisorOntario — ESA, 2000

Sample preview

Sample scenarios only — sign in for live jurisdiction, risk, and document generation.

I need to terminate a full-time employee in Ontario — 8 years' service, no termination clause in their contract. What's our exposure?

High risk

Here's how this looks. In Ontario the ESA sets the statutory floor — for 8 years' service that's 8 weeks' termination notice/pay; statutory severance may also apply if eligibility requirements are met. With no termination clause on file, common-law reasonable notice likely governs, and for a mid-level 8-year role that's roughly 9–12 months of pay in lieu. I'd get employment counsel to review before any offer goes out. This is compliance-oriented HR guidance, not legal advice.

Source: ESA s.57 — Notice of termination

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Built by a Canadian HR compliance operator·Built in OttawaPIPEDA-consciousQuebec Law 25-awareBilingual EN/FR

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How it works

From question to review-ready document in three steps.

Compliance is stressful. Dutiva structures the work and shows you exactly what to verify before anything leaves your hands — so you never have to guess.

Ask, with jurisdiction

Ask a plain-language HR question and pick Ontario, Quebec, or federal — or start a guided workflow for multi-step processes like termination or accommodation.

Advisor assesses and flags risk

Advisor asks a few clarifying questions, then returns a risk level and reasoning you can expand — grounded in the standards that actually apply.

Draft, review, and export

Generate the relevant documents in Document Studio, review them beside the guidance that shaped them, then save or export.

Dutiva flags the risk level of your decision before you act — so you know when to escalate to legal counsel instead of guessing.

See sample document outputs Open in demo Try the jurisdiction tool

Workspace preview

One workspace — HR compliance to business operations.

Sample Northgate data across the modules — open the read-only demo for the full workspace.

Guided tour — pick a stop

Document Studio

50 HR templates drafted through guided questions — reviewed beside the guidance that shaped them.

50 HR templates

Offer letters, termination letters, PIPs, and policies — generated through guided questions, not a blank-page editor.

Employment-standards context

Ontario, Quebec, and federal coverage. Review the relevant standards context before use.

AI-guided generation

Answer guided questions about the situation. Dutiva structures the draft, fills key fields, and flags what to verify.

Workspace review

Preview generated documents beside compliance guidance before saving or exporting.

Embedded e-signatures

Send documents for signature, collect drawn or typed signatures, and track status inside the same workflow.

Available template categories

HiringPoliciesDisciplineTerminationBrowse all templates

Guided questions

Step 1· Employee
Employee full name
Jordan Mensah
Step 2· Role
Position title
Operations Coordinator
Step 3· Timing
Start date
September 15, 2026

Draft previewEN + FR deliverable · English shown

Offer of Employment

September 26, 2026

Northgate Logistics Inc.

Northgate Logistics 1200 Industrial Parkway, Mississauga, ON L5T 2H8

Jordan Mensah 42 Maple Street Toronto, ON M5V 1A1

Re: Offer of Employment - Operations Coordinator

Dear Jordan,

We are pleased to offer you employment with Northgate Logistics Inc. (the "Company") in the position of Operations Coordinator. This letter summarizes the individualized business terms of the offer. The attached Employment Agreement contains the complete legal terms of your employment and must be signed before employment begins.

This bilingual document is provided in English and French. Both versions are intended to be consistent. If there is any discrepancy between the English and French versions, the English version prevails to the extent permitted by applicable law, unless the Company expressly agrees otherwise in writing.

1. Employer information

The following information is included to support Ontario employment standards requirements where applicable, including the written employment information required for employers with 25 or more employees on the employee's first day of work.

Legal name: Northgate Logistics Inc.
Operating/business name: Northgate Logistics
Employer address: 1200 Industrial Parkway, Mississauga, ON L5T 2H8
Employer telephone: (905) 555-0142
Employer contact: Riley Summers - hr@northgate.ca

2. Role, start date and reporting

Your position will be Operations Coordinator, reporting to Amara Osei, Director of Operations. Your employment will begin on the following start date: September 15, 2026. Your primary place of work will be Toronto, ON — hybrid (3 days on site), subject to operational needs, remote-work approvals and applicable law.

A description of your key responsibilities is attached as Schedule A. Your role may reasonably evolve over time, and the Company may assign related duties that are consistent with your position, qualifications and skill set.

3. Employment type, hours and overtime

This is a Full-time position. Your initial anticipated hours of work are 40 hours per week, generally Monday to Friday, 9:00 a.m. to 5:00 p.m..

Where Ontario overtime rules apply and no exemption or special rule applies, overtime is paid at 1.5 times the regular rate for hours worked above 44 in a work week. Overtime must be approved in advance. Failure to obtain prior approval may result in disciplinary action, up to and including termination. If overtime is worked without prior approval, you must still report it accurately so that it can be addressed and paid in accordance with the Employment Standards Act, 2000 (Ontario) (the "ESA") and Company policy.

4. Compensation and pay administration

Your base salary will be $68,000 per year, paid bi-weekly by direct deposit, less statutory deductions and authorized withholdings.

Starting wage or salary: $68,000
Pay period: bi-weekly
Regular pay day: every other Friday
Pay frequency: bi-weekly

Your compensation will be reviewed as part of the Company's regular performance and compensation cycle. A review does not guarantee an increase or adjustment.

5. Variable compensation

You may be eligible to participate in Annual performance bonus (the "Plan"), with a target opportunity of 10% of base salary, subject to the written terms of the Plan as amended from time to time. The Plan governs all eligibility, performance conditions, earning, payment, proration and termination-related treatment.

No bonus, commission or incentive payment is earned or payable unless all conditions in the Plan are satisfied, subject to the ESA and applicable law. The Company may amend or discontinue the Plan on reasonable notice, subject to the ESA and the express terms of the Plan.

6. Benefits and wellness

You will be eligible to participate in the Company's Northgate group benefits group benefits plan effective October 1, 2026, subject to the insurer's eligibility requirements and the governing plan documents. The insurance contracts and plan documents prevail over any summary in this letter.

The Company may amend, replace or discontinue benefits plans, subject to the plan documents, reasonable notice and applicable law. Statutory benefit continuation during an ESA notice period will be provided where required.

You will also have access to the Company's Employee and Family Assistance Program, if applicable, in accordance with its terms.

7. Vacation, vacation pay and public holidays

You will receive 3 weeks of paid vacation per vacation entitlement year, subject to reasonable scheduling approval and the Company's vacation policy. Your entitlement will not be less than the ESA minimum: two weeks of vacation time and 4% vacation pay for employees with less than five years of employment, and three weeks of vacation time and 6% vacation pay after five or more years of employment.

You will also receive public holiday entitlements required by the ESA, unless an ESA exemption or special rule applies.

8. Statutory leaves and required workplace policies

You are entitled to the statutory leaves of absence that apply under the ESA, including pregnancy, parental, family caregiver, family responsibility, sick, bereavement, domestic or sexual violence, reservist, organ donor, family medical, critical illness, child death, crime-related child disappearance, declared emergency, infectious disease emergency, job seeking and long-term illness leave, where the eligibility requirements are met.

Disconnecting from work & electronic monitoring

Because the Company employs 25 or more employees, you will receive copies of its written disconnecting-from-work policy and its written electronic monitoring policy required by the ESA, within the applicable statutory timeframe. These policies describe expectations and required disclosures; they do not reduce or replace your rights under the ESA.

9. Probationary period

The first 3 months of your employment will be a probationary period. The purpose of probation is to assess fit, performance, conduct and operational alignment. The probationary period does not constitute a waiver of your statutory entitlements under the ESA, nor does it limit them.

Under the ESA, the minimum notice of termination provisions generally do not apply during the first three months of employment. After the first three months, ESA minimum termination entitlements apply even if a contractual probationary period continues. If employment ends during probation, you will receive at least the minimum entitlements required by the ESA and the Employment Agreement.

10. Confidentiality and intellectual property

As a condition of employment, you must protect the Company's confidential information and comply with the intellectual-property obligations in the Employment Agreement. Any work product created in the course of employment, using Company resources or relating to the Company's business will be governed by the Employment Agreement.

11. Ending employment

Please refer to the Employment Agreement for the complete legal terms governing termination. This section is a summary provided for your convenience and does not replace or expand upon the entitlements set out in the Employment Agreement or the Employment Standards Act, 2000.

For clarity, the Company will always provide at least the minimum notice of termination, termination pay, severance pay if applicable, benefit continuation, accrued and unpaid vacation pay, earned wages and any other amounts required by the ESA.

12. Temporary layoff

The Employment Agreement contains an express temporary layoff provision. By accepting this offer and signing the Employment Agreement, you agree that the Company may place you on a temporary layoff in accordance with the ESA and the Employment Agreement. If a layoff becomes a termination under the ESA or applicable law, you will receive your required termination and severance entitlements.

13. Conditions of this offer

This offer is conditional on:

your legal authorization to work in Canada for the duration of your employment;
The obtainment of satisfactory results from role-related background, credential and reference checks that have been disclosed to you and conducted with required consent, in accordance with applicable privacy, human rights and employment laws;
your signing and returning the Employment Agreement, confidentiality and intellectual-property documents, policy acknowledgements and onboarding documents required by the Company on or before your start date; and
your representation that accepting this offer and performing your duties will not breach any obligation owed to a current or former employer or other third party, including confidentiality, intellectual-property, non-solicitation or other lawful restrictive-covenant obligations.

14. Governing documents and law

This offer letter, the Employment Agreement and any attached schedules form the entire agreement concerning your employment and replace all prior discussions, representations or understandings about the same subject matter.

If there is a conflict between this offer letter and the Employment Agreement, the Employment Agreement prevails for legal terms, including termination, confidentiality, intellectual property, policies, governing law, severability and temporary layoff. The individualized business terms in this offer letter - including position, start date, reporting, initial work location, initial anticipated hours and starting compensation - prevail unless the Employment Agreement expressly states otherwise.

This offer is governed by the laws of Ontario and the laws of Canada applicable in Ontario. The ESA provides minimum statutory employment standards and nothing in this offer is intended to contract out of or waive those minimum standards.

15. Acceptance

To accept this offer, please sign the acceptance block at the end of this bilingual document and return this letter and the Employment Agreement to Riley Summers at hr@northgate.ca by September 5, 2026. You are encouraged to review the documents carefully and may obtain independent legal advice before signing.

We look forward to working with you.

Sincerely,

Martin Constantineau

Director of Human Resources

Northgate Logistics Inc.

Schedule A - Job Description

Position title: Operations Coordinator
Department/team: Operations
Key responsibilities: Coordinate inbound and outbound shipments, maintain carrier relationships, and support warehouse scheduling.
Required qualifications: Post-secondary diploma in logistics or supply chain; two or more years in transportation coordination.

Physical, travel or other role requirements, if any: Occasional travel to the Mississauga distribution centre.

Employer

Employee

Review before use. Dutiva provides practical HR workflow support and compliance-oriented guidance. It does not provide legal advice.

Sample output from the Ontario offer-letter template — not a live generation.

Open in demo Browse all sample outputs

Illustrative sample — not your organization’s data.

Canadian coverage

Built for Canadian HR compliance workflows.

Bilingual EN/FR, with named statutes for Ontario, Quebec, and federal workplaces.

Ontario

Employment Standards Act, 2000

Termination notice and pay in lieu
Severance pay eligibility
Vacation time and vacation pay
Public holidays and holiday pay
Sick leave, family responsibility leave, and bereavement leave

Quebec

Act respecting labour standards

Notice of termination by service
Annual leave and vacation indemnity
Statutory holidays and paid leave
Psychological harassment at work

Federal Canada

Canada Labour Code, Part III

Individual termination notice
Unjust dismissal considerations
Bereavement & compassionate leave
Remote work policy templates

Coming soon: Alberta and British Columbia. Additional provinces and territories to follow.

Guided workflows

Multi-step HR processes, tracked end to end.

Start a workflow and Advisor guides you through each step — the conversation, the documents, the risk flags — through to done.

Hiring

Evidence → work sample → interview

Termination

Notice → final pay

Accommodation

Duty to accommodate

Performance

PIP & check-ins

Leave

Request → return

Investigation

Intake → findings

Promotion

Comp & letter

Policy update

Draft → acknowledge

TerminationHigh risk

Ontario · Full-time · 7+ years' service

Step 4 of 7

Next: Legal review requested

AccommodationMedium risk

Ontario · Modified duties · Functional limitations on file

Step 2 of 5

Next: Document functional limitations

Why Dutiva

Built by someone who has done the work.

I spent years managing HR and payroll in Canada, constantly worrying if our termination letters or policies were up to date. I built Dutiva so you don’t have to guess. We’re real Canadian operators building the tool we wished we had.
— Martin Constantineau, Founder & CEO

Built in Ottawa, Canada · Grounded in real HR operations, not generic research.

Martin Constantineau

Founder & CEO

View Martin on LinkedIn

Names the statute

Employment Standards Act, 2000 · Canada Labour Code, Part III · Act respecting labour standards.

Bilingual by default

Every workflow ships in professional, Québec-appropriate French and English.

Compliance-conscious

PIPEDA-conscious and Quebec Law 25-aware, with escalation cues on high-risk guidance.

Guides

Canadian HR compliance guides.

Plain-language explainers on the documents and decisions Canadian employers have to get right — contracts, probation, accommodation, and termination.

Ontario termination notice requirements

How statutory notice, pay in lieu, and severance fit together for Ontario employers — and why the Employment Standards Act is a floor rather than a ceiling.

Probation clauses in Ontario

What a probation clause actually does under Ontario law, the assumptions that make one unenforceable, and how to run a probationary period that holds up.

Canadian employer document checklist

The core HR documents to have in place before a new employee’s first day, and why assembling them late is harder than assembling them early.

Employment contract clauses in Canada

The clauses that decide what an employment relationship costs to end, why Canadian courts read them strictly, and the drafting habits that get them struck down.

Duty to accommodate in Canada

What the duty to accommodate requires of employers, how the undue-hardship limit actually works, and the process failures that cause most findings against employers.

Termination documentation in Canada

What to prepare before a termination meeting, what to record during it, and the documentation habits that most often damage an employer’s position afterwards.

Browse all guides Blog: what applies to your workplace

Pricing

Pick a plan that fits today. Upgrade when your HR work grows.

No long-term contracts. No setup fees. Cancel anytime. Prices in CAD.

Free

For evaluation and very small employers.

Waitlist — limited capacity once a seat opens. Free access lasts 3 months. It may be extended after that.

1 user, 5 active employees
20 Advisor replies / month
Help Centre and email (2 business days)

Join the waitlist

Starter

$24/mo

For an owner-managed microbusiness.

2 users, 10 active employees
80 Advisor replies / month
Email support — paid tickets first

Start Starter

GrowthMost popular

$49/mo

For a growing small business that needs repeatable HR processes.

5 users, 50 active employees
200 Advisor replies / month
Operational dashboard and analytics

Upgrade to Growth

Professional

$99/mo

For an established SMB with multiple managers or more complex HR activity.

10 users, 100 active employees
400 Advisor replies / month
Scheduled onboarding call

Upgrade to Professional

Canadian HR compliance focusCancel anytimeCompare all plans

Common questions

What does Dutiva actually do?

Dutiva Advisor is AI-powered HR compliance software for Canadian employers. Describe a workplace situation, choose Ontario, Quebec, or federal, and get jurisdiction-aware guidance, risk flags, and review-ready HR documents from hiring through termination, in English or French. Not a substitute for your lawyer. Dutiva provides compliance-oriented support. It does not provide legal advice.

Which Canadian jurisdictions does Dutiva cover?

Dutiva currently covers three legal contexts: Ontario under the Employment Standards Act, 2000; Quebec under the Act respecting labour standards; and federally regulated workplaces under the Canada Labour Code, Part III. Alberta and British Columbia are on the roadmap and are not covered yet. The product names the statute that applies to the employee, not just the province.

Does Dutiva provide legal advice?

No. Dutiva provides practical HR workflow support and compliance-oriented guidance. Advisor names the applicable statute, structures the work, and flags when a situation looks high-risk. Complex or high-risk matters should be reviewed with qualified counsel. Dutiva does not make employment decisions for you, and it is not a substitute for a lawyer.

How do I get started with Dutiva?

Pick a plan at dutiva.ca/pricing to start today — paying skips the waitlist and includes founder-led support. If you’d rather not pay yet, leave your email on the waitlist of 5 free seats and we’ll write when one opens. The full product is open to every admitted account. Dutiva provides compliance-oriented support. It does not provide legal advice.

Is Dutiva reputable?

Dutiva Canada Inc. is an active federal corporation under the Canada Business Corporations Act, number 1780679-5, incorporated 27 March 2026. Martin Constantineau is Founder and CEO and the sole director of record. Policies and a security overview are published on dutiva.ca. Dutiva does not invent customer reviews, and it does not provide legal advice.

How do I contact Dutiva support?

Email support@dutiva.ca or send a written request at dutiva.ca/contact without an account — product questions, privacy, security, and accessibility. We reply in writing to the same ticket. The Help Centre covers sign-in, documents, Advisor, billing, and privacy. General inbound phone support is not offered. When writing cannot reasonably resolve it, we may arrange a scheduled call.

Is Dutiva only for HR?

HR compliance is the core, but the same workspace also covers documents and e-signatures, hiring, message logs, planning, compensation, finance ledgers, governance, and security records — the back office around your people at a small or mid-sized business. Module availability depends on the plan.

Does Dutiva replace our HRIS or payroll?

No. Dutiva is not a payroll processor or an enterprise HRIS replacement — payroll processing and tax remittance stay with your provider. The workspace keeps the compliance, documents, and guided workflows around your people, plus the ledgers and records around the business, in one place.

Choose a plan — or join the free-seat waitlist.

Paid plans start at $24 CAD/month — checkout takes minutes and the workspace opens right away.

See plans

Open in demo— Explore the demo first — no sign-in required.

Prefer a free seat?

Leave your email — we’ll write when a seat opens.

The waitlist has 5 free seats to begin. Later signups stay on the list until a seat opens.

0 of 5 spots currently taken

HR compliance support for Canadian employers — and the operations around it.

From question to review-ready document in three steps.

One workspace — HR compliance to business operations.

Document Studio

All modules in the demo

Built for Canadian HR compliance workflows.

Multi-step HR processes, tracked end to end.

Built by someone who has done the work.

Canadian HR compliance guides.

Pick a plan that fits today. Upgrade when your HR work grows.

What does Dutiva actually do?

Which Canadian jurisdictions does Dutiva cover?

Does Dutiva provide legal advice?

How do I get started with Dutiva?

Is Dutiva reputable?

How do I contact Dutiva support?

Is Dutiva only for HR?

Does Dutiva replace our HRIS or payroll?

Choose a plan — or join the free-seat waitlist.

Prefer a free seat?

One workspace — HR compliance to business operations.

Document Studio

All modules in the demo