Please read this document before submitting the applicable form. Electronic acceptance records your name, email address, date and time, IP address, and device information, and a signed copy is provided for your records.
01
Parties
This agreement is between Berih Workforce Solutions ('Berih', 'we', 'us', or 'our'), a staffing and recruitment business based in Calgary, Alberta, and the individual or organization electronically accepting it ('you' or 'your').
02
Electronic Signature
By ticking the acceptance box and submitting the applicable form, you consent to use an electronic signature and electronic records under Alberta's Electronic Transactions Act. You intend your electronic acceptance to be legally binding to the same extent as a handwritten signature. Berih records the accepted document version, your name, email address, date and time, IP address, and device or browser information and provides a copy for your records.
03
Accuracy of Information
You confirm that information and documents you provide are complete, current, and accurate to the best of your knowledge. You will promptly correct material changes. Berih may stop providing services, withdraw an introduction, or end your participation in a recruitment process if information is materially false, misleading, incomplete, or cannot reasonably be verified.
04
Privacy
Berih collects, uses, discloses, protects, and retains personal information as described in its Privacy Policy at berihworkforce.com/trust and under applicable privacy law, including Alberta's Personal Information Protection Act where applicable. You may ask about access, correction, withdrawal of consent, or deletion by writing to Info@berihworkforce.com. Some records may be retained where reasonably required by law, to document consent, resolve a dispute, prevent fraud, or establish and defend legal claims.
05
Authority to Hire
You confirm that you are authorized to act for the employer identified in the request, provide hiring instructions, receive candidate information, and accept these terms on its behalf. You confirm that the role, workplace, compensation, and hiring criteria comply with applicable employment standards, occupational health and safety, workers' compensation, human rights, immigration, privacy, and other law.
06
Staffing Request and Scope
Your submission asks Berih to assess a potential recruitment or staffing need. Berih may contact you for further information and may accept, decline, or pause a request. The request does not require Berih to supply a candidate and is not a final placement, employment, or payroll agreement. Search scope, rates, fees, invoicing, guarantees, employment responsibility, WCB coverage, payroll administration, assignment terms, and conversion terms must be set out in a separate written service agreement before a placement begins.
07
Services and Search Process
Depending on the agreed model, Berih may source, screen, verify, introduce, or coordinate candidates for direct hire, temporary staffing, contract staffing, or contract-to-hire. Berih will use reasonable professional efforts but does not warrant that a candidate will be available, accept an offer, meet every requirement, remain for a minimum period, or perform to a particular standard. You remain responsible for interviews, selection, final due diligence, and the hiring decision.
08
Role Information and Client Cooperation
You will provide complete and accurate information about duties, qualifications, reporting relationships, location, schedule, compensation range, physical demands, hazards, required protective equipment, licensing, screening, start timing, employment model, and any accommodation process. You will promptly notify Berih of changes, interview decisions, offers, start dates, cancellations, incidents, performance issues, and direct contact from an introduced candidate.
09
Lawful and Fair Hiring
You will use objective, role-related criteria and consider candidates without discrimination on grounds protected by the Alberta Human Rights Act or other applicable law. You will not ask Berih to apply an unlawful preference or disclose information that should not be used in a hiring decision. You are responsible for workplace accommodation and for obtaining legal advice about your hiring obligations.
10
Candidate Introductions and Ownership
An introduction occurs when Berih provides a candidate's identity, resume, profile, interview, or information that enables contact, whether for the original role or another role. You will promptly tell Berih if the candidate was already actively known to you and provide reasonable written evidence. Any introduction period, placement fee, temporary-to-direct conversion fee, or entitlement arising from engagement of an introduced candidate will be defined in the applicable signed service agreement; these terms alone do not create a fee schedule.
11
Confidentiality and Candidate Information
Candidate information is confidential and provided only to evaluate legitimate employment opportunities. You will restrict access to personnel who need it, protect it with reasonable safeguards, not disclose it to another organization, and not use it for marketing or an unrelated purpose. If you do not proceed, you will securely delete or return the information when no longer reasonably required, subject to lawful recordkeeping. You will promptly report any loss, unauthorized access, or improper disclosure to Berih.
12
Screening and Verification
Berih may conduct screening agreed for the role, such as identity, employment, reference, licence, certification, safety-ticket, or driver-record checks. The scope and timing depend on the role, candidate consent, source availability, and applicable law. You must review the results and decide whether additional checks are necessary. Criminal record, vulnerable sector, medical, drug and alcohol, credit, or other sensitive checks require a lawful role-related basis and any separate consent or process required by law.
13
Interviews, Offers, and Hiring
You will coordinate candidate interviews and offers through Berih unless otherwise agreed. Any offer must accurately identify the employer, position, compensation, hours, location, conditions, and proposed start date. You will not make misleading promises or ask a candidate to begin work before the employment or assignment arrangement, safety requirements, and responsible employer or payroll entity have been confirmed in writing.
14
Fees, Taxes, and Payment
No placement fee, hourly markup, conversion fee, cancellation charge, expense, tax treatment, invoice schedule, interest, or payment obligation is established by a staffing request alone. Those commercial terms will appear in a signed service agreement, statement of work, or placement confirmation. You are responsible for applicable GST and other amounts specified there and may not deduct, set off, or withhold an invoiced amount except as permitted by that agreement or law.
15
Temporary Staffing, Payroll, and Employment Responsibility
For temporary or contract staffing, the parties must identify in a signed service agreement which entity employs or engages the worker and is responsible for payroll, statutory deductions, vacation and holiday pay, overtime, benefits if any, records, termination, and employment administration. Berih does not assume these responsibilities merely by receiving a request or introducing a candidate. You must not direct a worker to start until the arrangement is documented.
16
Workplace Safety, WCB, and Insurance
Before a temporary or contract placement begins, the service agreement must allocate occupational health and safety duties, supervision, training, protective equipment, incident reporting, workers' compensation registration and premiums, and required insurance. You control the worksite and must provide a safe workplace, site-specific orientation, competent supervision, hazard information, and legally required accommodation. Berih will only state that WCB or insurance coverage applies after the responsible entity and applicable arrangement have been confirmed. Evidence of applicable coverage may be provided to qualified clients on request.
17
Timesheets, Expenses, and Records
Where Berih or an employment partner administers a temporary assignment, you will accurately approve hours, overtime, breaks, premiums, and authorized expenses within the agreed timeline. Approval confirms the recorded work was performed but does not waive a worker's statutory entitlement. You will maintain records and provide information reasonably needed for payroll, safety, WCB, tax, investigation, and legal compliance.
18
Cancellations, Changes, and Replacement Terms
You may withdraw an unfilled request by notifying Berih. You will promptly disclose a changed or cancelled role and avoid unnecessary candidate expense. Any cancellation fee, minimum charge, replacement search, credit, refund, guarantee period, exclusion, or notice requirement exists only if stated in the signed service agreement. Berih does not provide an automatic or unconditional replacement guarantee under these terms.
19
Non-Circumvention
You will not intentionally avoid Berih by hiring, engaging, referring, or transferring an introduced candidate through an affiliate, contractor, payroll provider, or other intermediary. Whether a fee or conversion charge applies, the protected period, and any exceptions will be governed solely by the signed service agreement. This clause protects the recruitment process but does not itself establish a fee amount.
20
Compliance, Investigations, and Audits
Each party will comply with laws applicable to its responsibilities and cooperate reasonably with a lawful complaint, payroll inquiry, safety investigation, privacy incident, WCB matter, or government inspection related to a placement. You will not retaliate against a candidate or worker for raising a good-faith safety, employment, human rights, or privacy concern.
21
Limitation of Liability
To the extent permitted by law, Berih is not liable for a client's hiring decision, a candidate's acts or omissions, lost profit, lost opportunity, business interruption, or indirect, incidental, special, punitive, or consequential loss. Any direct-liability cap, indemnity, insurance requirement, or allocation of risk for an actual placement must be set out in the signed service agreement. Nothing excludes liability that cannot legally be excluded.
22
Suspension and Termination
Either party may stop discussing an unfilled request by written notice. Berih may immediately suspend recruitment or candidate access where it reasonably identifies unlawful instructions, unsafe conditions, misuse of personal information, material misrepresentation, non-payment under another agreement, abusive conduct, or reputational or legal risk. Ending a request does not affect confidentiality, privacy, accrued rights, or a signed service agreement already in force.
23
Notices
Operational notices may be sent to the email address supplied with the request. Legal questions or notices to Berih should be sent to Info@berihworkforce.com. A notice is considered received when delivery is confirmed, except that messages received outside normal Calgary business hours may be treated as received on the next business day.
24
Entire Agreement, Priority, and Severability
These Employer Terms of Business govern the initial request and recruitment process. A later signed service agreement governs an accepted search or placement and prevails over these terms to the extent of a conflict. No website statement or oral discussion changes either document. A waiver must be written and applies only to the matter stated. If a provision is unenforceable, it will be limited or severed and the remainder continues.
25
Governing Law
This agreement is governed by the laws of Alberta and the federal laws of Canada applicable in Alberta, without regard to conflict-of-law rules. Subject to any right that cannot legally be waived, the courts of Alberta have exclusive jurisdiction over disputes arising from this agreement.
Questions about this document? Email Info@berihworkforce.com before accepting it.
Also review the Candidate Terms & Consent and our Privacy Policy.