Modern HRIS, Payroll & Scheduling for Canadian Municipalities
One integrated HR, payroll, time, and scheduling operation — configured for how a Canadian municipality actually runs: OMERS and WSIB, CRA payroll, multiple collective agreements, 24/7 departments, MFIPPA and AODA, and hosted in Canada.
The platform, configured to your municipality
The software matters less than getting it configured correctly for a Canadian municipality. We are platform-flexible: depending on what fits, we configure PCL One or a platform you have selected — and integrate it with the systems you already run.
Complex pay rules, collective agreements, and entitlements are set up as maintainable rules your team can adjust — not spreadsheets and not custom code that locks you to a vendor for every change.
The full employee lifecycle
Core HR, payroll, time, scheduling, talent, learning, and self-service — the modules Canadian municipalities most often consolidate into one integrated operation.
Canadian Municipal Payroll
OMERS, WSIB, CRA/CPP/EI, ROE, T4, retro pay, LTD premium recovery, and EI/WSIB pay-group splits.
Time & Attendance
Web, mobile, and biometric time capture; complex pay rules, shift premiums, and GL job-costing.
Staff Scheduling
Scheduling for 24/7 departments — public works, recreation, fire, and long-term care — with shift swaps and union rules.
Core HR & Employee Records
Centralized, effective-dated employee records, position management, onboarding and offboarding.
Employee & Manager Self-Service
ESS/MSS for pay information, leave requests, and approvals — mobile-first, full feature parity.
Union & Labour Relations
Multiple collective agreements, seniority streams, step progression, and grievance-ready audit trails.
Talent & Recruitment
Full-cycle recruitment and onboarding, internal-applicant rules, and AD-driven provisioning.
Learning & Certification
Certification tracking with renewal alerts and an LMS (SCORM / xAPI) for required training.
We already know how your municipality runs
The things that make municipal HR and payroll hard are exactly the things we've built for.
- ✓Four pay groups and EI/WSIB splits reconciling in a single, on-time run
- ✓Several collective agreements, each with its own seniority and premium rules
- ✓OMERS, WSIB, and retro pay that keeps pensionable and non-pensionable straight
- ✓Volunteer firefighters, seasonal and casual staff, and council members
- ✓24/7 crews across public works, recreation, fire, and long-term care
- ✓MFIPPA, AODA, and Canadian data residency — the things you cannot get wrong
Consolidate the fragments — keep what works
Most municipalities are not buying one system; they are untangling several and connecting the ones they keep.
- —Fragmented point systems (separate HRIS, time, scheduling, and recruitment tools)
- —Historical data migration and cleansing from aging platforms
- —Payroll posting to your GL — Business Central / Sylogist or Dynamics GP / Great Plains
- —Active Directory / Microsoft 365 for SSO and onboarding/offboarding
- —Existing systems you keep — scheduling, fire RMS, banking files — integrated, not replaced
Questions municipal evaluators ask
Is the platform hosted in Canada and MFIPPA-compliant?
Yes. Municipal HR and payroll data — including backups — can be hosted in Canada, with role-based security, full audit trails, and privacy handling aligned to MFIPPA and Ontario Privacy Commissioner guidance.
Does it handle Canadian municipal payroll — OMERS, WSIB, ROE, T4?
Yes. Canadian municipal payroll is configured for OMERS pension administration, WSIB, CRA withholding (CPP/EI including reduced EI rates), Records of Employment (ROE) to Service Canada, T4s, retro pay, and pensionable vs. non-pensionable earnings.
Can it support multiple unions and collective agreements?
Yes. Multiple union groups (for example CUPE, ONA, OPSEU) and non-union staff can each be configured with their own collective agreement rules — seniority by hours, years, or dates, shift/on-call/standby premiums, and grievance-relevant audit trails — as maintainable rules rather than spreadsheets.
Do we have to replace everything, or can you integrate what we keep?
We integrate what you keep. Payroll journal entries can post to your GL (for example Business Central/Sylogist or Dynamics GP), and existing systems — scheduling such as StaffScheduleCare, Active Directory / Microsoft 365, fire RMS, and banking files — can be integrated rather than replaced.
Are you tied to one product?
No. We are platform-flexible. Depending on what fits your municipality, we configure PCL One or a platform you have selected, and integrate it with the systems you already run.
See it configured for a municipality like yours
A scripted demo walking your own scenarios — payroll, scheduling, self-service, and reporting — the way municipal evaluations actually run.