HR FINAL PACKAGE ____

1

One
Event
&
Co.

Human
Resources
Manual

Purpose
&
Preview

The
goal
of
the
Human
Resources
Manual
is
to
support
the
consistent
and

professional
support
of
the
most
vital
part
of
our
organization,
our
staff
and

volunteers.

1. This
manual
is
the
official
statement
of
One
Event
&
Co.
human
resources

policies.

It
is
the
responsibility
of
each
Director
and
Volunteer
Lead
to

administer
these
policies
consistently
and
impartially.

2. One
Event
&
Co,
policies
are
not
intended
to
contravene
any
applicable
Labour

Codes
or
Human
Rights
Legislations.

If
any
contradiction
exists
the
applicable

Labour
Code
and/or
Human
Rights
Law
will
supersede
One
Event
&
Co.
Policy.

3. The
policies
in
the
manual
are
applicable
to
all
persons
employed
by,
and

volunteering
for
One
Event
&
Co.

The
policies
are
a
shared
responsibility
carried

by
the
Directors,
all
staff,
and
volunteers.

4. The
Director
of
Human
Resources
for
One
Event
&
Co.
is
responsible
for
human

resources
policy
revisions
and
revisions
to
this
manual
in
cooperation
with
the

Human
Resources
Department.

5. This
manual
is
online
at
One
Event
&
Co.
website.

One
Event
&
Co.
ensures
that

all
employees
and
volunteers
have
access
to
current
and
revised
policies.

Revisions
will
be
announced
in
communications.

All
employees
and
staff
are

required
to
review
the
Human
Resources
Manual
and
sign
an
acknowledgment

that
they
are
aware
of
and
understand
all
policies
and
procedures.

6. Any
employee
or
volunteer
of
One
Event
&
Co.
observing
a
violation
of
a
policy

will
inform
the
employee
or
volunteer
involved
in
violating
the
policy
and
their

immediate
supervisor.

If
the
employee
or
volunteer
is
not
comfortable
with

bringing
this
forward,
they
may
bring
the
matter
to
Human
Resources.

7. Violation
of
One
Event
&
Co.
policies
may
lead
to
termination
of
the
employee
or

volunteer
involved
at
the
discretion
of
the
Directors.

Any
suspected
violation
of

policy
will
be
thoroughly
investigated
before
any
action
is
taken.

2

One
Event
&
Co.

Human
Resources
Manual

Policy:

Rights
of
the
Worker

Date
Created:
April
30,
2015

Each
employee
at
One
Event
&
Co.
has
four
rights

1. The
Right
to
Know

o Employees
have
the
right
to
be
informed
about
actual
and
potential

dangers
in
the
workplace

2. The
Right
to
Refuse

o This
is
a
legal
right
of
every
worker
in
Ontario.
One
Event
&
Co.
fully

supports
this
law
and
if
you
have
reason
to
believe
that
any

equipment
or
physical
condition
of
the
workplace
is
likely
to

endanger
yourself
or
a
co-‐worker,
or
is
in
contravention
of
the

Occupational
Health
and
Safety
Act,
speak
to
your
supervisor

immediately.

o Management
will
be
informed
of
the
situation
and
your
supervisor

and
a
certified
committee
representative
will
investigate
your
concern

with
you.
This
should
resolve
the
situation
or
satisfy
your
concern.

o If
you
still
have
reason
to
believe
that
you
could
be
in
danger,
you
may

be
assigned
to
other
reasonable
work
and
a
Ministry
of
Labour
official

will
be
contacted
to
assist
in
further
investigation.

3. The
Right
to
Participate

o Each
worker
has
the
right
to
participate
in
the
workplace
health
and

safety
activities
through
the
Joint
Health
and
Safety
Committee
or
as
a

worker
Health
and
Safety
Representative

4. The
Right
to
Complain

o No
reprisals
will
be
taken
against
any
employee
who
acts
in

compliance
with,
or
seeks
enforcement
under,
the
provisions
of
the

Occupational
Health
and
Safety
Act.

3

One
Event
&
Co.

Human
Resources
Manual

Policy:
Health
&
Safety
Rules

Date
Created:
April
30,
2015

1. Use
proper
lifting
techniques
when
manual
material
handling
is
required.

2. Obey
all
rules,
signs
and
instructions.

3. Report
immediately
any
condition
or
practice
which
may
pose
a
risk
to

people,
equipment,
property,
materials
or
the
facility
to
your
supervisor.

4. Electrical
equipment
or
circuits
are
to
be
handled
only
by
qualified
and

authorized
personnel.

5. Do
not
operate
any
piece
of
equipment
or
forklift
truck
unless
assigned
by

your
immediate
supervisor
/
manager.

6. Do
not
remove
“danger”
or
“lock
out
tags”
placed
on
machinery
or

equipment.
Safety
devices
on
equipment
must
not
be
removed
or
made

inoperative.
Shut
down
and
lockout
machines
before
cleaning,
oiling,

adjusting
or
repairing.

7. All
defective
tools
or
equipment
are
to
be
reported
directly
to
the
area

supervisor.
Do
not
attempt
to
repair
any
machinery,
electrical
equipment
or

wiring
requiring
a
qualified
and
authorized
person.

8. Using
compressed
air
for
blowing
dust
from
clothing
is
forbidden.
Never

direct
a
stream
of
compressed
air
toward
your
own
body
or
that
of
another

person.

9. Machine
tools
must
be
attended
while
they
are
in
operation.
An
operator

should
not
be
distracted
while
their
machine
is
running.

10. “Rough
House”
or
“Horse
Play”
is
dangerous
and
will
not
be
tolerated.
It
often

results
in
someone
else
sustaining
an
injury.

11. Monitor
your
equipment
constantly
for
unsafe
conditions.

12. All
flammable
liquids
and
acids
must
be
kept
in
safe
containers
and
properly

identified.

13. Aisles
must
be
kept
clear.
Materials,
parts,
tools,
oil,
grease
or
other
articles

must
not
be
left
in
aisles
or
wherever
they
may
cause
a
tripping
or
slipping

hazard
to
another
person.

14. Protect
yourself
and
fellow
employees
by
helping
keep
the
work
area
clean

and
tidy
at
all
times.
Do
not
leave
food,
refuse,
wrappings
or
rags
lying

around.

15. Do
not
operate
machinery
unless
all
guards
are
in
place.

16. Stay
clear
of
overhead
loads.

Violation
of
any
of
the
above
rules
will
result
in
disciplinary
action
up
to
the

discretion
of
management,
which,
in
serious
cases,
may
include
termination
of

employment.

4

One
Event
&
Co.

Human
Resources
Manual

Policy:
Workplace
Violence
&
Harassment

Date
Created
April
30,
2015

One
Event
&
Co,
every
employee
has
the
right
to
work
in
an
environment
that
is
free

of
harassment
and
violence,
and
where
respectful
and
professional
working

relationships
between
all
employees
and
contractors
is
the
standard.
One
Event
&

Co.
identifies
that
inappropriate
behaviours
compromise
the
integrity
of
the

employment
relationship
and
demoralizes
an
employee's
self-‐respect
and

productivity.

PURPOSE

The
purpose
of
this
policy
is
to
prevent
harassment
and
violence
becoming
a
part
of

our
workplace
environment
by:

1. Increasing
awareness

2. Promoting
One
Event
&
Co.
values
and
beliefs

3. Identifying
issues
for
early
intervention
and
resolution

All
employees,
volunteers
and
contractors
are
expected
to
conduct
themselves

professionally,
while
considering
others,
based
on
the
ideologies
of
fairness,
respect

and
professionalism.
These
same
ideologies
are
the
foundation
for
understanding

and
implementing
this
policy.
This
policy
applies
to
ALL
employees,
volunteers
and

contractors
of
One
Event
&
Co.
and/or
its
affiliates.

POLICY
STATEMENT

One
Event
&
Co.
has
ZERO
tolerance
policy
regarding
harassment
and/or
violence
in

the
workplace.
All
reported
or
suspected
incidences
of
harassment
or
workplace

violence
will
be
immediately
and
efficiently
investigated
and
dealt
with
accordingly.

Claims
will
be
taken
very
seriously
and,
if
verified
and
addressed
through

appropriate
measures,
which
may
include
disciplinary
action,
up
to
and
including

dismissal
and
or
termination.

DEFINITIONS

Harassment

1.1
For
the
purpose
of
this
policy,
harassment
is
defined
as
any
form
of

inappropriate
conduct,
comment,
display,
action
or
gesture
by
a
person:

o Is
based
on
race,
creed,
religion,
colour,
sex,
sexual
orientation,
marital

status,
family
status,
disability,
physical
size
or
weight,
age,
nationality,

ancestry
or
place
of
origin;
or

o Negatively
affects
the
employee's
psychological
or
physical
well-‐being
and

that
the
person
knows
would
cause
an
employee
to
be
humiliated
or

intimidated;
and/or

o That
constitutes
a
threat
to
the
health
or
safety
of
the
employee.

5

One
Event
&
Co.

Human
Resources
Manual

Workplace

1.2
For
the
purpose
of
this
policy,
the
workplace
includes,
but
is
not
limited
to,
the

physical
work
site,
washrooms,
cafeterias,
training
sessions,
vehicles,
business

travel,
field
locations,
site
inspection,
conferences,
work-‐related
social
gatherings
or

any
other
place
where
the
employee
is
required
to
be
in
service
to
the
employer.

1.3
Workplace
Violence:
Workplace
violence
is
any
attempted,
threatened
or
actual

conduct
of
a
person
that
causes
or
is
likely
to
cause
physical
injury.

1.4
Complainant:
The
employee
who
has
made
a
complaint
of
harassment
or
brings

an
incident
of
harassment
to
the
attention
of
the
employer.

1.5
Respondent:
The
employee
against
whom
a
complaint
has
been
lodged.

1.6
Investigation:

A
fair
and
impartial
fact-‐finding
process
to
assess
whether
the

allegation
is
founded,
unfounded
or
made
in
bad
faith.

1.7
Bad
Faith
Complaint:
Complaints
made
frivolously,
maliciously,
or
without

factual
basis
may
constitute
defamation,
may
be
actionable
by
the
Respondent,
and

may
result
in
disciplinary
action,
up
to
and
including
dismissal.

1.8
Sexual
Harassment
Unwelcome
sexual
attention,
advances
or
propositions,

including
sexually
explicit
or
implicit
comments
about
a
person's
body,
attire
or

personal
life;

o An
implied
or
expressed
promise
of
reward
for
complying
with
a
sexually

oriented
request,
or
threat
of
reprisal
or
actual
reprisal
for
refusing
to

comply
with
such
a
request;

o Displays
and
distribution
of
sexually
suggestive
photographs
or
materials
in

the
workplace,
especially
those
that
cause
insecurity,
discomfort
or

humiliation
or
are
considered
to
be
offensive;

o Unwanted
physical
contact
such
as
touching,
patting,
kissing
or
unnecessary

closeness;
or

o
Sexual
jokes
or
obscene
remarks
or
gestures
that
cause
awkwardness
or

embarrassment.

Guiding
Principles

As
employees
of
One
Event
&
Co.
we
are
collectively
responsible
for
providing
a

work
environment
that
is
free
of
workplace
violence
and
harassment
and
where

individuals
are
treated
with
dignity
and
respect.
Harassment
and
workplace

violence
undermine
the
integrity
of
the
workplace
and
an
individual's
wellbeing
and

will
not
be
tolerated.
One
Event
&
Co.
is
committed
to:

6

One
Event
&
Co.

Human
Resources
Manual

o Building
a
work
environment
that
is
free
of
discrimination,
harassment
and

workplace
violence
by
ensuring
its
employment
policies
are
implemented
in

a
fair
and
just
manner
and
are
free
of
discrimination;
and

o Creating
an
environment
which
enables
all
employees
to
contribute
to
their

full
potential,
thereby
increasing
our
business
effectiveness
and
competitive

advantage
and
providing
employees
with
a
positive,
engaging
and
supporting

work
environment.

Workplace
Violence

Workplace
violence
is
the
threatened,
attempted,
or
actual
conduct
of
a
person
that

causes
or
may
cause
physical
injury
or
a
fatality
in
the
workplace.
Examples
of

violence
can
include,
but
are
not
limited
to:

o Physical
attacks
such
as
hitting,
shoving,
pushing
or
kicking;

o Verbal,
written,
or
implied
threats
that
express
an
intent
to
inflict

harm;

o Threatening
behaviours
such
as
shaking
fists,
destroying
property
or

throwing
objects;

o Acts
of
domestic
violence
that
evolve
into
the
workplace;
or

o Any
other
act
that
would
arouse
fear
in
a
reasonable
person
in
the
same

circumstances.

Any
person
who
makes
a
threat,
exhibits
threatening
behaviours,
or
engages
in
a

violent
act
on
Company
property
may
be
removed
as
quickly
as
possible
taking
into

consideration
the
safety
and
legal
aspects
of
the
situation.
Any
person
who
is

engaging
in
workplace
violence
may
be
suspended
from
entering
company
property

pending
the
outcome
of
an
incident
investigation.
People
committing
these
acts

outside
of
the
workplace,
but
the
results
of
which
impact
the
workplace,
are
also

violating
this
policy
and
will
be
dealt
with
accordingly.
Threats,
acts
of
violence
and

physical
assault
will
be
investigated.

Roles
and
Responsibilities

Maintaining
a
respectful,
professional
and
harassment-‐free
workplace
is
everyone's

responsibility.

ALL
Employees
are
responsible
for:

o Familiarizing
themselves
with
the
policy;

o Creating
and
supporting
a
harassment-‐free
workplace
through
adherence

to
the
policy;
and

o Bringing
any
incident
of
harassment
or
potential
harassment
observed
or

that
they
are
aware
of
to
their
immediate
supervisor,
and/or
Human

Resources.

ALL
Managers
are
responsible
for:

o Familiarizing
themselves
with
the
policy;

o Ensuring
a
harassment-‐free
workplace
and
adherence
to
the
policy;
and

7

One
Event
&
Co.

Human
Resources
Manual

o Stopping
any
harassment
of
which
they
are
aware;

o Taking
appropriate
preventative
or
corrective
action
promptly
and

appropriately;

o Ensuring
all
employees'
rights
are
respected;

o Supporting
employees
in
the
conflict
resolution
process;
and

o Reporting
incident(s)
of
harassment,
witnessed
and
reported
by
others
to

Human
Resources.

It
is
misconduct,
subject
to
disciplinary
action,
for
managers
who
are
aware
of

workplace
harassment
not
to
take
corrective
action.

The
Employer/Human
Resources
are
responsible
for:

o Ensuring
employees
are
not
exposed
to
harassment
arising
out
of
their

o employment;

o Implementing
this
policy
and
its
related
processes
and
procedures;

o Fostering
a
workplace
free
of
harassment;

o Holding
managers
accountable
for
carrying
out
their
responsibilities
related

to
ensuring
a
harassment-‐free
workplace
and
adherence
to
this
policy;

o Communicating
this
policy
to
all
employees;

o Determining
if
the
complaint
is
founded/unfounded
or
made
in
bad
faith;

o Making
decisions
for
follow-‐up
action
to
complete
the
complaint
process,

which
may
include
discipline,
up
to
and
including
dismissal.

At
any
time
during
the
process
of
handling
a
complaint
where
behavior
of
a
criminal

nature
has
occurred,
or
is
thought
to
have
occurred,
the
manager
or
employee

subjected
to
this
behavior
must
be
informed
that
he/she
has
the
opportunity
to

advance
the
complaint
to
the
police
for
investigation.
In
cases
where
the
employee

has
been
afforded
the
opportunity
to
advance
a
criminal
complaint
but
chooses
not

to
do
so,
that
choice
should
be
respected
except
in
circumstances
in
where
there
is

an
overriding
concern
on
the
employer's
behalf.

Protection
Against
Retaliation

Retaliation
is
any
adverse
action
or
credible
threat
of
adverse
action
taken
by
any

manager
or
employee
in
response
to
another's
participation
in
an
investigation
or

report
about
harassment.
Acts
of
retaliation
include
conduct
that
intimidates,

coerces,
penalizes
or
otherwise
discriminates
against
those
making
or
otherwise

involved
in
a
claim.
Retaliation
is
strictly
prohibited
against
anyone
who
has

reported
harassment
or
participated
in
the
complaint
process.
Any
signs
of

retaliation
should
be
reported
immediately
to
Human
Resources.
If
it
is
deemed
that

retaliation
did
take
place,
the
appropriate
disciplinary
action
will
result,
up
to
and

including
dismissal.

Confidentiality

Allegations
of
workplace
violence
or
harassment
will
be
treated
in
a
timely
and

sensitive
manner,
respecting
the
privacy
rights
of
all
parties
involved.
The
employer

8

One
Event
&
Co.

Human
Resources
Manual

will
not
disclose
the
name
of
a
Complainant
or
Respondent
or
the
circumstances

related
to
the
complaint
to
any
person
except
where
disclosure
is
necessary
for
the

purposes
of
investigative
processes,
or
as
required
by
law.
Failure
to
preserve
the

confidentiality
of
information
acquired
during
the
process
may
result
in
disciplinary

action,
up
to
and
including
dismissal.

Complaint
Procedures

Any
employee
who
feels
that
s/he
has
been
or
is
being
harassed
OR
who
believes

that
s/he
has
witnessed
harassment,
should
immediately
report
the
situation
to

their
manager
or
Human
Resources.
The
report
may
initially
be
provided
verbally,

however,
after
further
discussions,
there
may
be
a
requirement
for
a
more
formal

follow
up
written
report
outlining
the
detailed
facts
of
the
alleged
harassment.

Resolution

Depending
on
the
nature
of
the
claim
and
the
degree
of
severity,
a
number
of

options
are
available
to
bring
resolution
to
the
issue
of
disrespectful
behavior
or

harassment.

1. Direct
Approach

Many
times,
the
best
outcome
results
when
the
employee
who
believes
they

have
been
the
subject
of
disrespectful
behavior
or
harassment
is
active
in

resolving
the
issue
themselves
if
they
are
comfortable
in
doing
so.
In
many

cases,
the
individual
is
unaware
that
their
behavior
is
disrespectful
or

harassing
and
will
change
the
behavior
once
they
are
made
aware
of
its

impact.
This
approach
is
intended
to
empower
employees
to
resolve
the

matter
themselves
without
further
escalation.
Advice
or
coaching
on
how
to

handle
an
informal,
direct
resolution
on
your
own
can
be
sought
by
Human

Resources.

2. Intervention

If
a
Claimant
is
unable
or
unwilling
to
approach
the
Respondent
directly,
they

may
ask
their
manager
or
Human
Resources
for
assistance
in
addressing
the

behavior
by
speaking
with
the
Respondent
on
their
behalf
or
being
present

to
offer
support
when
they
meet
with
them.

Any
intervention
may
also
lead
to:

o Mediation;

o Education
or
Training;

o Personal
coaching
through
internal
or
external
resources;

o A
verbal
or
written
warning.

In
cases
where
it
is
appropriate
for
a
3rd
party
investigation,
the
recommendations

as
a
result
of
the
investigation
could
include:

o Transfer;

o Demotion;

o Suspension
without
pay;
or

o Termination
of
employment.

9

One
Event
&
Co.

Human
Resources
Manual

A
couple
of
months
after
the
implementation
of
the
resolution(s),
Human
Resources

will
conduct
a
follow
up
meeting
with
the
Claimant
and
their
manager
(if

appropriate),
to
ensure
that
the
issues
have
been
resolved.

10

One
Event
&
Co.

Human
Resources
Manual

Harassment
Complaint
Form

1. Complainant
Information:

PLEASE
PRINT

Name:
____________________________________________Date:___________________________________

Current
Role:
_____________________________Office
Location:
_____________________________

Work
Phone
Number:
_____________________Manager:___________________________________

2. Grounds
for
Complaint:

On
what
grounds
do
you
believe
the
harassment

occurred
(reference
examples
within
policy
or

provide
an
alternate
situation
which
you

believe
are
grounds
for
harassment).

3. Respondent:

Person
you
allege
committed
the
harassment.

4. Details
of
the
Complaint:

Please
be
as
detailed
as
possible
when

describing
the
inappropriate
behaviours.

Include
items
such
as
location,
date,
time

circumstances
surrounding
the
incident,

any
witnesses,
what
you
have
done
in
response

to
the
behavior,
etc.
Attach
additional
pages
if

required.

5. Witness(s)
of

Please
provide
name(s)
and
phone
numbers
of

Alleged
Harassment:

others
who
witnessed
the
alleged
harassment.

6. Relevant
Documents:

Please
attach
copies
of
any
documents
you

consider
relevant.

7. Signature:

By
signing
this
complaint,
you
are
agreeing
to

have
a
copy
provided
to
the
Director,
Human

Resources
and
the
details
of
the
alleged

harassment
to
the
Respondent.
Your
complaint

will
be
maintained
in
confidence,
however,

relevant
information
will
be
shared
to
the
extent

necessary
to
determine
the
appropriate

resolution
of
this
matter.

_____________________________________________

______________________________

Signature
of
Complainant

Date

11

One
Event
&
Co.

Human
Resources
Manual

Policy:
Emergency
Procedures
and
Evacuation

Date
Created:
April
30,
2015

PURPOSE

To
keep
all
One
Event
&
Co.
employee’s
and
volunteers
safe,
in
the
insidence
of
an

emergency
that
could
potentially
put
an
individual
or
group
in
danger.

Emergency
Action
Plan
(EAP)

This
briefly
details
the
actions
employees
are
to
take
in
the
event
of
an
emergency.

An
emergency
may
include:e
bomb
and
violence
threats,
accidental
releases
of
toxic

vapors,
chemical
spills,
fires,
or
explosions.
The
plan
addresses
all
potential

emergencies
that
can
be
expected
in
the
workplace.
It
is
important
to:

o Exit
to
safety

o Alert
fellow
employees

o Notify
the
appropriate
emergency
resource
agency

At
One
Event
&
Co.,
the
venue
changes
constantly.
It
is
important,
and
the

responsibility
of
each
employee,
to
make
oneself
familiar
with
all
fire
exits
in
the

building/at
the
event
in
case
an
emergency
arises.
At
every
event,
there
will
be
one

member
from
management
as
the
designated
fire
warden.
Prior
to
the
event,
he
or

she
will
notify
all
employees
of
all
available
fire
escapes,
fire
extinguishers,
the

appropriate
number
to
contact
for
help,
and
the
designated
meeting
area.
The
fire

warden
will
be
able
to
answer
any
questions
or
concerns
on-‐site.

Fire
Wardens

Fire
Wardens
shall
be
appointed
in
specified
locations
in
each
of
the
functional

safety
areas
and
are
responsible
for

1. Carrying
out
their
duties
in
the
event
of
an
emergency
as
described
in
these

procedures

2. Attending
a
debrief
following
any
emergency
evacuation
drill

3. Reporting
to
the
Head
of
the
Functional
Safety
Area
any
observed
fire
or

evacuation
hazards
or
unsafe
conditions

4. Participating
in
regular
fire
and
evacuation
safety
inspections

5. Attending
Fire
Warden
Training
as
arranged.

Requirements
of
Fire
Wardens
during
and
after
an
emergency
situation

o Put
on
high
visibility
‘Fire
Warden’
vests

o Enter
all
accessible
rooms
in
their
assigned
location
and
instruct
occupants

to
evacuate
the
building,
closing
all
doors
whilst
progressing
through
the

floor

o Direct
building
occupants
to
their
nearest
emergency
escape
routes

o Proceed
to
the
Fire
Assembly
Point
when
the
floor
has
been
evacuated

o Only
give
the
all
clear
to
re-‐enter
the
building
when
authorised
to
do
so
by

the
Estates
Office.

12

One
Event
&
Co.

Human
Resources
Manual

o Attend
the
post
evacuation
debrief
and
report
any
particular
difficulties

encountered
during
the
evacuation

In
the
case
of
an
emergency

o Remain
Calm

o Leave
fire
area
immediately
while
shouting
to
alert
people
in
your
area

o Close
all
doors
behind
you
to
confine
the
fire

o Do
not
use
elevators
(if
applicable)

o Leave
via
closest
exit
(fire
exits
indicated
by
fire
warden)
and
activate
the

nearest
fire
alarm
pull
station

o Call
the
Fire
Department
by
dialing
911
from
a
safe
location

o Meet
at
the
designated
meeting
location.

o Do
not
return
to
the
building
until
declared
safe
to
do
so
by
the
Fire

Department.

Upon
hearing
the
emergency
alarm,
these
are
the
procedures
employees
should

take
to
remain
safe
and
unharmed:

1. Remain
Calm

2. Before
opening
doors
feel
doors
for
heat

3. If
door
is
hot
stay
in
room,
seal
cracks
around
door
and
any
vents,
call
911

and
proceed
to
a
window
to
be
seen

4. If
door
is
not
hot,
open
slowly,
and
if
safe
to
do
so
leave
building
via
nearest

exit

5. If
smoke
is
encountered
upon
exiting,
stay
low,
use
alternate
exit,
and
if

escape
is
not
possible
seek
refuge
in
smoke
free
room,
close
the
door,
call

911
if
possible
and
proceed
to
window
to
be
seen.

6. Call
the
Fire
Department
by
dialing
911
from
a
safe
location

7. Proceed
to
designated
meeting
area

8. Do
not
return
to
the
building
until
declared
safe
to
do
so
by
the
Fire

Department.

9. Do
not
use
elevators
during
fire
emergencies

13

One
Event
&
Co.

Human
Resources
Manual

Policy:
Benefits
and
Compensation

Date
Created:
April
30,
2015

All
family
benefits
shall
include
families
of
common-‐law
and
same-‐sex
relationships,

i.e.
partners/children.
This
benefit
policy
is
superseded
by
the
Employee
Benefits

Agreement,
which
is
subject
to
change.

STANDARD

One
Event
&
Co.
will
endeavour
to
attract
and
retain
outstanding
employees.

Group
Registered
Retirement
Savings
Plan

After
one
(1)
year
of
employment
with
the
One
Event
&
Co.
all
regular,
full-‐time

employees
have
the
option
and
are
encouraged
to
join
One
Event
&
Co.

Registered

Retirement
Savings
Plan.

For
employees
who
choose
to
participate
after
their
first
year,
One
Event
&
Co.
will

match
the
following
amounts:

o 2%
of
gross
salary
matched
during
2nd
year
of
employment

o 3%
of
gross
salary
matched
during
3rd
year
of
employment

o 5%
of
gross
salary
matched
during
4th
and
subsequent
years
of

employment

Employees
will
have
immediate
vesting
of
all
funds
contributed
by
the
employee

and
One
Event
&
Co.

Employees
are
responsible
for
providing
direction
to
the
Trustee
with
respect
to
the

allocation
and
investment
(among
the
investment
options
available
to
Plan

participants)
of
both
their
own
contributions
and
One
Event
&
Co.’s
contribution.

Employees
may
contribute
more
than
will
be
matched
by
One
Event
&
Co.,
subject
to

the
maximum
allowable
under
the
Income
Tax
Act.
Specific
arrangements
should
be

made
with
the
President
&
CEO
and
Accounting.

For
employees
who
choose
NOT
to
participate
after
one
year,
One
Event
&
Co.
will

contribute
1%
of
gross
salary
to
the
employee.

Health
Care

Participation
in
the
Ontario
Health
Insurace
Plan
(OHIP)
is
compulsory,
unless

covered
by
dependant
status
in
another
plan,
starting
three
months
after

commencement
for:

1. Full-‐time
employees
who
work
35
hours
a
week
or
who
are
authorized
by

President
&
CEO
to
work
extended
hours.

2. Part-‐time
employees
who
work
an
average
of
17.5
hours
a
week
per
year.

Employees
may
include
spouses
and
other
dependants
where
they
are
not
covered

by
another
plan.
The
cost
of
the
plan
is
paid
50%
by
the
employee
and
50%
by
the

One
Event
&
Co..
The
One
Event
&
Co.
portion
is
a
taxable
benefit.

14

One
Event
&
Co.

Human
Resources
Manual

Workers'
Compensation

All
employees
disabled
through
injury
received
while
on
One
Event
&
Co.
business

may
be
covered
under
the
Workers'
Compensation
Act
(Province
of
Ontario).

Accidents
must
be
reported
immediately
to
the
employee's
supervisor.

Group
Insurance

Participation
in
the
Group
Insurance
plan
is
compulsory
and
starts
three
months

after
commencement
(except
for
Dental
Coverage
which
starts
six
months
after

commencement)
for
the
following:

1. Salaried
and
part-‐time
employees
who
work
35
hours
a
week
or
who
are

authorized
by
President
&
CEO
to
work
extended
hours.

2. Salaried
and
part-‐time
employees
who
work
an
average
17.5
hours
week
per

year.

This
insurance
covers
Term
Life,
Accidental
Death
and
Dismemberment,
Dependent

Life
Insurance,
Long
Term
Disability,
Major
Medical
and
Dental
Expenses.
(May
be

exempted
from
medical
and
dental
if
covered
by
another
plan.)
One
Event
&
Co.

covers
50%
of
the
premiums,
with
the
employee
paying
the
full
premium
on
the

Long
Term
Disability,
and
employees
with
dependents
contributing
to
the
additional

coverage
for
the
Term
Life
Insurance.

Premiums
will
not
be
covered
by
One
Event
&
Co.
during
long-‐term
disability.

The
premium
for
Dental
Expenses
is
paid
50%
by
the
employee
and
50%
by
the
One

Event
&
Co.
All
benefits
cease
on
termination
of
employment
or
retirement.
For

termination
without
cause,
benefits
will
continue
to
be
provided
during
the
working

notice
period
except
where
termination
pay
is
being
given
in
lieu
of
notice
and
then

benefits
will
cease
immediately.

PROCEDURE

Employees
should
consult
with
their
supervisor
and
the
One
Event
&
Co.
staff

member
responsible
for
benefits
administration
to
ensure
appropriate
benefit

coverage.

Employees
anticipating
or
experiencing
any
change
to
employment
status,
(i.e.
leave

of
absence,
maternity
leave,
layoff,
changed
position,
change
in
hours)
should

consult
with
their
supervisor
and
the
One
Event
&
Co.
staff
member
responsible
for

benefits
administration.

15

One
Event
&
Co.

Human
Resources
Manual

Policy:
Salary

Date
Created:
April
30,
2015

STANDARD

One
Event
&
Co.
will
endeavour
to
attract
and
retain
outstanding
employees.

POLICY

Salary
Budget

The
President
&
CEO
is
responsible
for
approving
the
total
salary
budget.

Establishment
of
Salaries

The
One
Event
&
Co.
Salary
Scale
outlines
the
optimal
range
of
salaries
for
all

employees
of
the
organization.
The
Salary
Scale
is
based
on
the
median
salaries
of

comparable
organizations
and
roles.
All
salaries
offered
to
employees
must
be
pre-‐
approved
by
the
President
&
CEO
and
are
subject
to
budget
and
funding
constraints.

Management
reviews
the
Salary
Scale
annually.

Promotion
and
Increase
in
Salary
–
Performance
Evaluation
Review

Increases
to
salaries
of
employees
may
be
considered
upon
completion
of
the

Probationary
Period
and
during
the
employee’s
Annual
Performance
Evaluation.

Increases
to
the
salary
of
any
employee
must
be
pre-‐approved
by
the
President
&

CEO.

End
of
Probationary
Period

In
order
to
ensure
mutual
satisfaction
on
the
part
of
both
the
employee
and
the
one

Event
&
Co.,
after
three
months
of
employment,
there
will
be
an
evaluation
review.
If

the
evaluation
is
satisfactory,
the
employee’s
probationary
period
ends.

PROCEDURE

Supervisors
may
request
approval
for
offering
a
salary
to
a
potential
employee

through
submitting
the
Hiring
Package
Forms
to
the
Payroll
staff.

All
requests
for
approval
for
salaries
greater
than
the
maximum
allowable
in
the

Salary
Scale
must
be
accompanied
by
written
documentation
outlining
the

justification
for
the
salary.

16

One
Event
&
Co.

Human
Resources
Manual

Salary
Scale

***
these
projections
are
subject
to
change.

17

One
Event
&
Co.

Human
Resources
Manual

Policy:
Confidentiality

Date
Created:
April
30,
2015

As
an
employee
and
volunteer
of
One
Event
&
Co.
you
may
have
access
to

confidential
information.
Confidential
information
must
not
be
shared
with
any

other
employee
or
volunteer
or
external
party
unless
specified
in
your
job

description,
without
the
permission
of
an
executive.

PURPOSE

The
purpose
of
this
policy
is
to
communicate
One
Event
&
Co.’s
policies,
practices

and
expectations
of
employees
and
volunteers
regarding
confidentiality.

This
policy
statement
and
associated
procedures
apply
to
all
personnel
of
One
Event

&
Co.
including
full-‐time
employees,
part-‐time
employees,
volunteers
and
interns.

Confidential
information
includes
but
is
not
limited
to:

• Personal
information
about
employees
and
volunteers
of
One
Event
&
Co.;

• Personal
information
regarding
clients
and
foundations;

• Proprietary
information
belonging
to
One
Event
&
Co.;

• Any
information
regarding
to
the
operation
of
One
Event
&
Co.,
including
any

financial
documents

Standards
&
Practices

Disclosure
of
confidential
information
is
considered
a
serious
matter
and
is
subject

to
corrective
action
up
to
and
including
termination
of
employment,
depending
on

the
seriousness
of
the
infraction.

As
an
employee
or
volunteer
of
One
Event
&
Co.
you
will
be
required
to
complete
the

confidentiality
agreement
found
on
the
next
page
prior
to
your
start
date.

18

One
Event
&
Co.

Human
Resources
Manual

Confidentiality
Agreement

I
_____________________
acknowledge
that
as
part
of
my
employment
with
One
Event
&

Co.,
I
will
be
given
access
to
information
that
is
of
a
personal,
confidential
and/or

proprietary
nature.
For
example;
personal
information
related
to
other
employees

and
clients,
employment
information,
research
data,
financial
information

(“Confidential
Information”),
for
the
purpose
of
fulfilling
employment
obligations.

I,
therefore
agree:

• To
hold
all
confidential
information
in
trust
and
strict
confidence
and
agree

that
it
shall
be
used
only
for
the
purposes
required
to
fulfill
employment

obligations,
and
shall
not
be
used
for
any
other
purposes,
or
disclosed
to
any

third
party.

• To
keep
any
confidential
information
in
my
control
or
possession
in
a

physically
secure
location
to
which
only
I
and
other
persons
who
have
signed

a
confidentiality
agreement
with
One
Event
&
Co.
have
access.

• Not
to
remove
any
confidential
information
from
One
Event
&
Co.
unless,
and

to
the
extent
that,
I
obtain
One
Event
&
Co.’s
written
pre-‐authorization.
In
the

instance
that
I
am
pre-‐authorized,
I
agree
to
take
all
necessary
steps
to
keep

such
confidential
information
secure
and
to
protect
it
from
unauthorized

used
or
disclosure.

• To
maintain
the
absolute
confidentiality
of
personal,
confidential
and

proprietary
information
in
recognition
of
the
privacy
and
proprietary
rights

of
others
at
all
times,
and
in
both
professional
and
social
situations.

• To
comply
with
all
privacy
laws
and
regulations
which
apply
to
the

collection,
use
and
disclosure
of
personal
information.

• At
the
conclusion
of
any
discussions,
or
upon
demand
by
management,
to

return
all
confidential
information,
including
written
notes,
photographs,

models,
databases
etc…,
to
One
Event
&
Co.’s
possession
and
the
responsible

manager/director

• Not
to
disclose
confidential,
personal
and/or
proprietary
information
to
any

employee,
consultant
or
third
party
unless
they
agree
to
execute
and
be

bound
by
the
terms
of
this
agreement
and
have
been
approved
by
One
Event

&
Co.
in
an
official,
legal
capacity.

I
understand
that
a
breach
of
confidentiality
or
misuse
of
information
could
result
in

disciplinary
action
up
to
and
including
termination
of
employment.
I
understand

that
this
undertaking
survives
the
termination
of
my
employment
relationship
with

One
Event
&
Co.

The
laws
of
Ontario,
Canada
shall
govern
this
undertaking
and
its
validity,

construction
and
effect.

19

One
Event
&
Co.

Human
Resources
Manual

I
fully
understand
and
accept
responsibilities
set
above
relating
to
personal,

confidential
and/or
proprietary
information.

________________________________

(print
name)

______________________

___________________

(signature)

20

One
Event
&
Co.

Human
Resources
Manual

Policy:
Training
and
Development

Date
Created:
April
30,
2015

One
Event
&
Co.
shall
provide
an
orientation
and
training
for
all
employees,

volunteers
and
practicum
students.

STANDARD

One
Event
&
Co.

has
written
policies
and
procedures
for
the
screening,
orientation,

training,
supervision,
evaluation
and
termination
of
its
employees,
volunteers
and

practicum
students.

PROCEDURES

Orientation
Procedures

1. The
appropriate
supervisor,
or
designate,
shall
ensure
all
new
employees
are

introduced
to
the
office
and
its
procedures.
Each
new
employee
shall
be

given
a
copy
of
the
Human
Resources
Policy
&
Procedure
Manual,
with
the

instruction
to
read,
comprehend
and
be
given
the
opportunity
to
raise
any

concerns
or
questions
they
may
have
regarding
its
contents.

2. All
employees
shall
be
provided
with
a
detailed
job
description
for
the

position
to
which
they
have
been
assigned
and
the
duties
that
are
expected
of

them.

3. All
employees
shall
receive
an
orientation
and
training
as
a
part
of
the

employment
process.
Each
employee
shall
be
given
an
introductory
overview

and
“walk-‐about”
of
the
office,
its
layout,
available
facilities
and
emergency

procedures.

4. The
orientation
process
will
include
overview
of
specific
work
areas,

equipment,
general
expectations,
breaks,
parking,
key
protocol,
phone
use,

nametag,
staff
phone
list,
mailbox,
computer,
e-‐mail,
network
access,
website,

bulletin
boards
and
employee
forms.

5. All
employees
shall
be
introduced,
where
available,
to
all
other
members
of

One
Event
&
Co.
staff.
Where
members
are
absent
at
the
time
of
the

orientation,
an
effort
must
be
made
to
ensure
new
employees
are
introduced

to
those
persons
at
the
first
practical
opportunity.

6. One
Event
&
Co.
as
an
employer
of
choice,
will
also
endeavour
to
support
the

educational
and
professional
development
pursuits
of
its
staff
as
budget

allows.

Training
Procedures

1. Training
will
be
supplied
by
One
Event
&
Co.
personnel
for
those
employees

where
there
is
a
need
or
the
position
dictates.
Once
the
supervisor
is
satisfied

the
new
employee
is
fully
conversant
with
the
job
position,
he/she
will
be

allowed
to
work
independently.

21

One
Event
&
Co.

Human
Resources
Manual

2. One
Event
&
Co.
will
provide
additional
training
as
appropriate
and

necessary.
These
could
include
workshops
facilitated
by
One
Event
&
Co.,

external
training
courses
or
updated
information
and
materials
as
a
when

they
become
available.
All
requests
for
educational
or
professional

development
opportunities
shall
be
made
in
writing
to
the
President
&
C.E.O

for
approval.

3. The
cost
for
staff
and
volunteers
participating
in
One
Event
&
Co.
training

events
will
be
billed
back
to
their
department.

22

One
Event
&
Co.

Human
Resources
Manual

Policy:
Performance
Management

Date
Created:
April
30,
2015

At
One
Events
we
believe
that
evaluations
are
key
in
providing
the
utmost
service
to

our
clientele
and
ensuring
each
event
is
executed
and
delivered
to
the
highest

standards
within
the
industry.
This
ensures
that:

o To
assure
that
the
employees’
performance
supports
our
mission,
goals,
and

values.

o To
communicate
management’s
expectations.

o To
facilitate
regular
and
constructive
communication
between
supervisors

and
employees.

o To
describe,
observe,
accurately
assess
and
document
performance.

o To
provide
the
basis
for
merit-‐based
pay
increases.

o To
motivate,
recognize
and
document
performance
above
and
beyond

expectations.

o To
communicate
and
facilitate
the
achievement
of
performance
abilities

necessary
for
career
success.

PURPOSE

At
One
Events
&
Co.
The
performance
review
system
is
reviewed
as
a
yearly
cycle.

The
initial
cycle
begins
with
hiring
or
placing
a
person
in
a
position
that
they

possess
the
knowledge,
skills,
and
ability
to
perform.
This
step
is
followed
by
a

comprehensive
new
hire
orientation
covering
departmental
goals
and
objectives

and
an
overview
of
how
the
employee
will
be
evaluated.
The
employee
is
to
be

trained
and
given
feedback
regarding
how
well
they
are
meeting
performance

expectations.
This
is
accomplished
through
coaching,
reviews
and
employee

guidance
if
needed.

Goals

The
goals
for
adopting
a
strong
performance
management
system
include
at
One

Event
&
Co
include:

o Improving
organizational
performance
by
promoting:
a
stronger
financial

position,
enhanced
programming,
better
customer
service,
greater
efficiency,

greater
focus
on
desired
results,
engaged
employees,
and
retaining
top

performers.

o Driving
continuous
improvement
by:
identifying
employee
training
and

professional
development
needs,
promoting
accountability,
and
creating
a

framework
for
ongoing
support
and
guidance.

o Fostering
cultural
change
by
empowering
managers
and
motivating

employees.

23

One
Event
&
Co.

Human
Resources
Manual

Review
Process

At
the
end
of
the
performance
review
period,
a
manager
will
conduct
an
end
of

rating
period
performance
discussion
with
the
employee.
Together,
they
will
review

the
objectives
for
the
current
review
period
and
the
performance
rating
appropriate

for
the
performance
over
the
same
time
frame.

o The
Manager
will
schedule
and
notify
the
employee
a
few
days
before

their
performance
review
so
that
the
employee
may
prepare
for
the

discussion.
At
the
discussion,
the
manager
and
employee
should
discuss

the
past
year's
performance.

o At
the
end
of
review
discussion
and
elevation,
managers
are
to
complete

the
form
provided
by
the
Human
Resources
Department.
The
form
is
a

means
of
documenting
the
outcome
of
the
review
evaluation.

Review
and
Feedback

Performance
feedback
may
be:

1. Positive:
providing
information
on
what
has
been
done
well.

2. Developmental:
offering
guidance
for
a
more
effective
approach.

3. Specific:
describes
the
observed
situation
or
task,
action
taken,
result
and

may
include
an
alternative
action
and
enhanced
result

4. Timely:

provided
as
soon
as
possible
after
the
observation,
when
it
can

make
the
most
impact
and
the
employee
has
the
opportunity
to
make

changes
if
needed.

5. Balanced:
addresses
actions
positive
and/or
constructive
as
well
as
results

24

One
Event
&
Co.

Human
Resources
Manual

Career
and
Volunteer
Opportunities
and
Descriptions

DIRECTOR
OF
FINANCE

Job
Purpose

The
Director
of
Finance
contributes
to
the
overall
success
of
One
Event
&
Co.
by

effectively
managing
all
financial
tasks
for
the
organization.

Primary
Duties
and
Responsibilities

Financial
accounting
and
reporting

o Develop
and
maintain
timely
and
accurate
financial
statements
and
reports

that
are
appropriate
for
the
users
and
in
accordance
with
generally
accepted

accounting
principles
(GAAP)

o Develop,
implement,
and
ensure
compliance
with
internal
financial
and

accounting
policies
and
procedures

o Ensure
that
all
statutory
requirements
of
the
organization
are
met
including

Charitable
Status,
Withholding
Payments
(CPP,
EI),
Income
Tax,
Goods
and

Services
Tax,
Employer
Health
Tax

o Prepare
all
supporting
information
for
the
annual
audit

o Document
and
maintain
complete
and
accurate
supporting
information
for

all
financial
transactions

o Develop
and
maintain
financial
accounting
systems
for
cash
management,

accounts
payable,
accounts
receivable,
credit
control,
and
petty
cash

o Reconcile
bank
and
investment
accounts

o Review
monthly
results
and
implement
monthly
variance
reporting

o Manage
the
cash
flow
and
prepare
cash
flow
forecasts
in
accordance
with

policy

o Oversee
the
bookkeeping
function
including
maintenance
of
the
general

ledger,
accounts
payable,
accounts
receivable
and
payroll

o Develop
and
implement
policies
and
procedures
to
ensure
that
personnel

and
financial
information
is
secure
and
stored
in
compliance
with
current

legislation

o Prepare
annual
charitable
return
in
a
timely
manner
as
appropriate

Payroll
preparation
and
administration

o Oversee
all
payroll
functions
to
ensure
that
employees
are
paid
in
a
timely

and
accurate
manner

o Negotiate
and
manage
the
employee
insurance
and
benefits
plans

o Process
and
submit
statutory
and
benefits
remittances
on
time

o Issue
annual
T4s
and
T4As

25

One
Event
&
Co.

Human
Resources
Manual

Budget
preparation

o Establish
guidelines
for
budget
and
forecast
preparation,
and
prepare
the

annual
budget

Project
management
accounting

o Maintain
financial
records
for
each
project
in
a
manner
that
facilitates

management
reports

o Provide
accurate
and
timely
reporting
on
the
financial
activity
of
individual

projects

Office
administration

o Oversee
and
supervise
the
administrative
function
of
the
organization

including
reception,
property/facility
management,
safety
of
the
work

environment,
and
provision
of
furnishings
and
equipment
necessary
for

effective
operations

o Oversee
the
management
of
all
leases,
contracts
and
other
financial

commitments

DIRECTOR
OF
MARKETING

Job
Purpose

Planning,
development
and
implementation
of
all
of
the
Organization’s
marketing

strategies,
marketing
communications,
and
public
relations
activities,
both
external

and
internal.
Oversees
development
and
implementation
of
support
materials
and

services
for
chapters
in
the
area
of
marketing,
communications
and
public
relations.

Directs
the
efforts
of
the
marketing,
communications
and
public
relations
staff
and

coordinates
at
the
strategic
and
tactical
levels
with
the
other
functions
of
the

Organization.

Primary
Duties
and
Responsibilities

Marketing
Development

o Provide
the
planning
and
leadership
to
the
Marketing
Department
by

ensuring
that
the
appropriate
structures,
systems,
competencies
and
values

are
developed
in
order
to
meet
and
exceed
the
goals
of
the
Marketing
plan.

o Assume
overall
responsibility
for
developing
the
annual
marketing
plan
for

the
organization;
for
strategic
market
planning;
market
research
programs;

o Field
force
activities,
and
control
of
the
marketing
budget.

o Prepare
new
product
marketing
plans
for
product
introductions
in

cooperation

o Develop
ongoing
liaison
with
key
opinion
leaders,
patient
support
groups

and
other
organizations
to
ensure
that
significant
developments
in
the
field

are
identified
and
monitored.

o Organize
and
direct
marketing
and
strategy
meetings
on
a
regular
basis

whereby
the
strategy
and
promotion
programs
are
reviewed.

26

One
Event
&
Co.

Human
Resources
Manual

o Report
on
marketing
committee
and
strategy
group
activities
to
other
senior

management
colleagues.

DIRECTOR
OF
PROGRAMMING

Job
Purpose

The
Director
of
Programs
will
be
responsible
for
the
operational
success
of
One

Event
&
Co.
ensuring
seamless
team
management
and
development,
program

delivery,
and
quality
control
and
evaluation.
In
this
newly
established
role,
the

Director
of
Programs
will
manage
a
growing
staff
of
One
Event
&
Co.
The
Director
of

Programs
will
be
the
key
external
face
of
One
Event
&
Co.
in
the
community.

Primary
Duties
and
Responsibilities

Leadership

o Cultivate
existing
relationships
with
vendors
with
the
goal
of
ensuring

sufficient
space
and
resources,
and
access
to
services

o Develop
and
implement
strategies
that
will
maximize
the
synergies
among

program
areas

Team
Management
and
Development

o Develop
and
implement
a
system
to
evaluate
the
skill,
experience,
and

professional
development
needs
of
all
staff

o Implement
a
professional
development
program
to
address
employee

experience
and
skill
gaps

o Work
with
staff
to
develop
objective
performance
measurements
across
all

sites,
to
ensure
consistent,
high-‐quality
evaluation
and
goal
setting
for
all

employees

o Instill
a
sense
of
accountability
among
team
members
by
modeling
tight

oversight
of
individual
and
organization
performance
standards

o Recruit,
hire,
and
oversee
training
and
orientation
of
all
staff
members

Program
Operational
Management

o Using
the
existing
balanced
score
card
and
program
dashboard;
establish

consistent,
objective
program
performance
standards
of
accountability

DIRECTOR
OF
HUMAN
RESOURCES

Job
Purpose

The
Human
Resource
Director
is
responsible
for
providing
support
in
the
various

human
resource
functions,
which
include
recruitment,
staffing,
training
and

development,
performance
monitoring
and
employee
counseling.

27

One
Event
&
Co.

Human
Resources
Manual

Primary
Duties
and
Responsibilities

Monitor
staff
performance
and
attendance
activities

o Monitor
daily
attendance.

o Investigate
and
understand
causes
for
staff
and
volunteer
absences.

o Recommend
solutions
to
resolve
chronic
attendance
difficulties.

o Provide
basic
counseling
to
staff
who
have
performance
related
obstacles.

o Provide
advice
and
recommendations
on
disciplinary
actions.

o Monitor
scheduled
absences
such
as
holidays
or
travel
and
coordinate

actions
to

o Inform
actions
ensuring
the
continuity
of
services
such
as
cancellation
of

events
and
locating
keys.

Staff
recruitment
and
selection
process

o Provide
advice
and
assistance
to
supervisors
on
staff
recruitment

Prepare
notices
and
advertisements
for
vacant
staff
positions.

o Schedule
and
organize
interviews,
participate
in
applicant
interviews

o Conduct
reference
checks
on
possible
candidates

o Prepare,
develop
and
implement
procedures
and
policies
on
staff

recruitment

o Inform
unsuccessful
applicants

o Conduct
exit
interviews

Provide
information
and
assistance
to
staff
on
human
resource
and
work
related

issues

o Develop
and
implement
a
human
resources
plan
and
personnel
management

policies
and
procedures

o Promote
workplace
safety

o Provide
advice
and
assistance
to
staff
and
management
on
pay
and
benefits

systems

o Research
and
monitor
human
resource
systems
in
other
organizations

within
the
community.

o Explain
employment
standards
and
legislation
such
as
workers

compensation,
and
labor
standards

o Organize
the
transitional
provisions
of
employee
compensation,
pay
and

benefits
when
positions
are
transferred
or
new
positions
are
funded
through

contribution
agreements
and
other
special
funding
arrangements.

DIRECTOR
OF
LOGISTICS

Job
Purpose

Maintain
the
implementation
of
strategies
to
ensure
the
safe,
successful
and
cost-‐
effective
delivery
of
the
One
Event
&
Co.
events.
Key
aspects
of
the
role
include

delivery
of
event
logistics
and
assisting
with
the
coordination
of
supplies
and

28

One
Event
&
Co.

Human
Resources
Manual

inventory
for
the
event.
The
Director
of
Logistics
is
also
primarily
the
spokes-‐
personnel
for
the
company
and
oversees
all
day
of
production
of
the
event.

Primary
Duties
and
Responsibilities

o Coordination
of
stores
and
supplies
for
the
event
and
pre-‐event
functions

o Coordinate
various
elements
of
the
event
logistics
such
as
internal
print

production,
event
vehicle
management,
radio
communications,
staff
and

volunteer
accommodation,
flights,
and
catering
as
needed

o Undertake
event
procurement
processes
with
event
suppliers
and
manage

relationships
with
event
vendors

o Coordinate
the
logistics
of
sponsor
collateral
and
community
banners
and

signage

o Maintain
the
implementation
and
monitoring
of
the
event’s
environmental

sustainability
strategies

o Coordination
and
implementation
of
pre-‐event
functions
(such
as
the

Briefing
Night,
Stakeholder
Safety
Briefing
and
Volunteer
Training
sessions)

o Ensure
the
effective
implementation
of
both
agency
and
event
specific

policies
and
procedures
in
area
of
delegation

o Setting,
communicating
and
maintaining
timelines
and
priorities
on
every

project

o Assist
with
negotiations
for
space
contracts
and
book
event
space,
arrange

food
and
beverage,
order
supplies
and
audiovisual
equipment,
make
travel

arrangements,
order
event
signs,
and
ensure
appropriate
décor
(florals,

linens,
color
schemes,
etc.)
to
meet
the
quality
expectations
of
the
alumni

association

o Aggressively
gather
information
on
each
project
to
achieve
quality
event

productions.

o Conduct
research,
make
site
visits,
and
find
resources
to
help
staff
make

decisions
about
event
possibilities.

o Create
and
revised
room
layouts
for
each
event.

o Propose
new
ideas
to
improve
the
event
planning
and
implementation

process.

o Managing
on-‐site
production
and
clean
up
for
events
as
necessary.

o Prepare
nametags,
materials,
notebooks,
packages,
gift
bags,
registration

lists,
seating
cards,
etc.

o Close
out
all
events
as
required.

o Preparing
budgets
and
provide
progress
reports
for
each
event
project.

o Keep
track
of
event
finances
including
check
requests,
invoicing,
and

reporting.

o Coordinate
appointments
and
visits
to
see
our
space,
and
scheduling
of

events
on
the
calendar.

o Prepare
and
modify
event
contracts
as
requested

29

One
Event
&
Co.

Human
Resources
Manual

VOLUNTEER
LEAD

Job
Purpose

A
volunteer
lead
manages
all
elements
of
volunteering.
The
role
involves
assessing

an
organization’s
needs
and
then
meeting
those
needs
through
the
recruitment,

placement
and
retention
of
volunteers.

The
volunteer
lead
manages
volunteers
and
their
relationship
with
those
they
come

into
contact
with,
including
employees.
They
also
monitor,
evaluate
and
accredit

volunteers.
The
volunteer
lead
is
the
main
line
for
communication
between
the

volunteers
and
the
event
staff
at
One
Event
&
Co.

Primary
Duties
and
Responsibilities

Recruitment
and
selection

o Working
out
how
many
volunteers
are
needed
and
for
what
roles

o Developing
position
descriptions
for
each
role

o Planning
how
and
where
to
recruit
volunteers
and
posting
adverts

o Interviewing
volunteers

o Completing
relevant
checks
(like
a
police
check
or
working
with
children

check)

o Planning
for
volunteer
retention
and
replacement

o Developing
policies
and
procedures.

Orientation

o Developing
an
orientation
kit,
volunteer
handbook
or
introductory
programs

o Evaluating
the
orientation
program

o Presenting
or
managing
the
orientation
for
all
new
starters

o Providing
training
or
demonstrations
in
use
of
office
equipment
or
specific

tools.

Training
and
development

o Arranging
training
and
education
opportunities

o Conducting
performance
review
or
evaluation

o Conducting
a
skills
audit
or
organizational
review.

Rewards
and
recognition

o Developing
ways
to
recognize
and
reward
volunteer
efforts

o Promoting
the
recognition
program

o Managing
volunteer
communications
such
as
social
functions,
newsletters
or

social
media.

Management

o Helping
volunteers
feel
welcome
and
supported

o Developing
and
managing
policies,
procedures
and
standards
for
volunteers

o Looking
after
the
volunteer
database
and
records

o Planning
and
goal
setting

o Delegating
projects
and
tasks

o Managing
any
associated
budgets
and
expenditure

30

One
Event
&
Co.

Human
Resources
Manual

o Communicating
with
people
from
diverse
backgrounds

o Resolving
conflict
or
managing
the
grievance
process.

Workplace
safety

o Identifying
risks
and
understanding
their
impact

o Developing
policies
and
procedures
that
will
eliminate
or
reduce
those
risks

o Implementing,
promoting
and
evaluating
these
policies
and
procedure

o Maintaining
current
and
appropriate
Public
Liability
and
Volunteer
Personal

Accident
insurance
policies.

DIRECTOR
OF
CORPORATE
RELATIONS

Job
Purpose

The
corporate
community
has
been
and
continues
to
be
an
important
and
valued

member
of
the
institution.
The
Director
is
responsible
for
initiating
and
managing

corporate
relationships,
representing
the
organization
and
its
needs
to
the
business

community,
and
attracting
resources
for
institutional
priorities,
in
a
manner

consistent
with
policies
and
procedures.

Primary
Duties
and
Responsibilities

o Build
relationships
with
potential
sponsors,
existing
sponsors
and

community
stakeholders

o
Creating
sponsorship
materials

o Scheduling
and
creating
agenda
for
Corporate
Relations
team
meetings

o

Maintain
a
visible
presence
in
the
entrepreneurial
community
through

attendance
of
workshops,
conferences,
and
other
events

o Create
and
maintain
a
corporate
fundraising
strategy;

o Achieve
an
agreed
corporate
fundraising
target
on
an
annual
basis;

o Identify,
research
and
approach
companies
for
support
for
a
range
of

projects
including
sponsorship,
cause-‐marketing,
program
and
general

operating
support,
volunteer
engagement
and
food
and
fund
drives;

o Prepare
corporate
sponsorship
proposals
and
contracts;

o Manage
and
maintain
current
corporate
partners,
safeguarding
relationships,

ensuring
highest
level
of
customer
service
and
delivery
of
benefits
and
work

to
maximize
and
increase
levels
of
support;

o Issue
reports,
as
required,
to
funders

o Project
Manager
as
appropriate;

o Manage
donor
recognition
to
ensure
all
gifts
are
properly
acknowledged
and

donors
are
recognized
as
appropriate

o Clearly
communicate
the
“Mission”
ensuring
everyone
works
toward
the

same
goals.

o
Create
a
positive
environment
where
two-‐way
communication
and
strong

trust
are
established.

31

One
Event
&
Co.

Human
Resources
Manual

o
Focus
on
teamwork
and
customer
service

o Model
all
policies
according
to
guidelines.
(e.g.
harassment,
drug
and
alcohol,

leaves,
PTO,

financial,
contracts,
safety,
administration)

ONE
EVENT
&
CO.
VOLUNTEER
POSITIONS

Assist
in
varying
capacities
with
special
events
hosted
by
or
in
support
of
One
Event

&
Co.

This
will
vary
depending
on
the
event
but
may
include
tasks
such
as:

o Guest
greeting

o Raffle
or
ticket
sales

o Food
or
meal
service

o Set
up
and/or
tear
down

o

Holiday
or
festival
celebrations

o

Child
care/play

Skills
and
Qualifications

Community-‐minded
and
sociable
individuals
are
essential.
Other
helpful
traits

include:

o Outgoing
and
willing
to
engage
with
others

o Familiar
with
One
Event
&
Co.
and
its
operations
(or
a
willingness
to
learn

about
this)

o Reliable
and
punctual

o Team
spirited
and
cooperative

o Other
skills
as
required
dependent
on
specific
roles
assigned

32

One
Event
&
Co.

Human
Resources
Manual

Policy:
Internet
and
Cellphone
Usage

Date
Created:
April
30,
2015

Computers

The
use
of
e-‐mail
and
the
internet
is
subject
to
be
monitored
at
any
time.
Any

employee
or
volunteer
that
is
found
using
the
e-‐mail
or
internet
for
use
outside
of

One
Event
&
Co.’s
purposes
can
lose
their
electronic
privileges
and,
depending
on

the
extend
and/or
nature
of
the
misuse,
can
be
subject
to
disciplinary
action.

PURPOSE

One
Event
&
Co.
may
provide
employees
and
volunteers
with
computers
for
use
in

completing
their
assigned
work
responsibilities

The
IT
Department,
with
the
approval
of
the
appropriate
Manager,
and/or
the

Director
of
IT
will
be
responsible
for
creating,
maintaining
and
deleting
e-‐mail

accounts
when
applicable.

E-‐mail
should
be
used
for
business
related
information
only.

Standards
&
Practices

o The
following
may
not
be
sent
or
distributed
by
any
employee
or
volunteer

of
One
Event
&
Co.
via
email
under
any
circumstances:

o No
confidential
data
should
be
sent
outside
of
the
office
via
e-‐mail
unless
the

source(s)
are
completely
a
trusted
source.

o Written
or
pictorial
discriminatory
slurs
(even
in
the
form
of
a
joke).

o Sexual
harassment
in
written
or
pictorial
form.

o Distribution
of
One
Event
&
Co.’s
data
and/or
information
without

authorization.

o Distribution
of
any
copyrighted
material.

o Any
other
written
or
pictorial
data
containing
obscene,
pornographic,
violent,

or
hate
propaganda.

o Bulk
e-‐mail
and
Spam

It
is
the
responsibility
of
the
individual
users
to
provide
good
housekeeping
of
their

email
files.
When
sending
messages,
employees
and
volunteers
shall
identify

themselves
clearly
and
accurately.
Sending
of
anonymous
messages
is
strictly

forbidden.
Permission
for
equipment
usage
for
personal
reasons
will
be
upon
the

approval
of
the
appropriate
manager
or
IT
department.
If
approval
has
been

obtained
for
personal
use,
all
work
will
be
performed
on
the
employee
or

volunteer’s
lunch
breaks,
or
after
hours
if
appropriate.
If
that
work
includes

extensive
use
of
any
printer,
the
individual
will
be
asked
to
reimburse
One
Event
&

Co.
at
a
rate
determined
by
the
Finance
Department.
It
is
the
responsibility
of
the

applicable
manager
to
monitor
personal
usage
of
any
computer
on
a
regular
basis.

33

One
Event
&
Co.

Human
Resources
Manual

Cellphones

Employees
and
volunteers
are
representatives
of
One
Event
&
Co.
and
are
at
work
to

provide
value
to
the
organization
and
must
keep
personal
business
and

communication
including
calls,
text
messages,
tweeting,
and
instant
messaging
to

break
times.

PURPOSE

The
purpose
of
this
policy
is
to
communicate
One
Event
&
Co.’s
policy
regarding
the

use
of
cellphones
and
mobility
devices
in
the
workplace.
For
the
purposes
of
this

policy,
all
communication
devices
including
cellphones,
PDAs
and
smart
phones

shall
be
referred
to
as
“cellphones.”
This
policy
statement
and
associated

procedures
apply
to
all
employees
and
volunteers
of
One
Event
&
Co.
including
full-‐
time,
part-‐time,
as
well
as
volunteers.

This
policy
covers
both
the
use
of
company
provided
cellphones
and
the
use
of

personal
cellphones
during
working
hours.

Standards
&
Practices

Company
Provided
Cellphones:

1. One
Event
&
Co.
provides
smart
phones
to
those
employees
in
specific

positions
as
a
tool
to
increase
their
work
effectiveness.

2. These
devices
are
for
business
purposes
only
during
employees’
working

hours.

3. Employees
may
use
company
cellphones
during
personal
time
within
the

limits
of
the
plan.
Any
additional
charges
will
be
at
the
Employees’
expense.

4. All
Employees
with
a
company
phone
are
required
to
be
able
to
prove
that

each
month
at
least
50%
of
activity
was
related
to
One
Event
&
Co.

5. The
download
of
various
software
and
applications
is
only
permitted
given

they
are
in
line
with
business
needs
and
as
approved
by
the
manager
and
IT

department.

6. Devices
must
not
be
used
to
store
personal
data
including
pictures
and

videos.
One
Event
&
Co.
will
not
transfer
personal
data
to
employees
who

leave
the
organization.

Personal
Cellphones:

1. Employees
and
volunteers
may
only
use
personal
cellphones
during

scheduled
breaks
or
lunch
periods.
These
individuals
should
ensure
that

their
friends
and
family
members
are
aware
and
compliant
with
this
policy.

2. Exceptions
will
be
granted
to
those
employees
and
volunteers
who,
at
their

own
initiative,
use
their
personal
cellphones
for
One
Event
&
Co.
business.

3. One
Event
&
Co.
is
not
liable
for
the
loss
of
personal
cell
phones
brought
into

the
work
place.

34

One
Event
&
Co.

Human
Resources
Manual

Cellphone
Etiquette:

1. Cellphones
and
other
handheld
devices
can
be
a
distraction
in
the
work

place.
To
ensure
the
effectiveness
of
meetings,
turn
ring
tones
off
or
switch
to

vibrate
mode.

2. Do
not
use
any
annoying
ring
tones
and
keep
alert
and
ring
tone
volumes

low.

3. Maintain
a
low
voice
when
on
a
phone
call
as
to
not
distract
fellow

employees
or
volunteers.

4. As
much
as
possible,
conduct
conversations
in
private
areas
or
places
that
do

not
distract
co-‐workers
or
fellow
volunteers
as
well
as
the
public.

35

One
Event
&
Co.

Human
Resources
Manual

Policy:
Accident
and
Incident
Whistleblowing
Policy

Date
Created:
April
30,
2015

We
at
One
Event
&
Co.
support
the

all
and
every
Canada
Health
and
Safety
Acts.

One
Event
&
Co.
expects
volunteers
and
employees
who
know
of
serious
violations

of
the
code
of
conduct
to
report
them.
One
Event
&
Co.’s
confidential
whistleblowing

process
assures
anyone
who
reports
a
serious
wrongdoing
can
do
so
without
fear
of

reprisal
or
retaliation.
One
Event
&
Co.
will
investigate
all
allegations
of
serious

violations
or
misconduct,
while
keeping
information
reported
and
disclosed
during

the
investigation
confidential
to
the
extent
reasonably
possible.

We
at
One
Event
&

Co.
strongly
support
and
adhere
to
the
Parliament
of
Canada’s
BILL
S-‐6:
PUBLIC

SERVICE
WHISTLEBLOWING
ACT.

As
a
volunteer
or
employee
at
One
Event
&
Co.
it
is
your
responsibility
to

1.
Be
aware
that
violations
of
the
code
of
conduct,
corporate
policies
and

practices
may
result
in
disciplinary
action
up
to
and
including
dismissal;

2.
Immediately
report
any
serious
violation
or
misconduct;

3. Co-‐operate
fully
in
any
investigation;

4. Consult
with
the
chief
compliance
officer
if
you
think
that
an
activity
may
be

a
serious
violation
or
misconduct,
but
are
not
sure.

Who
can
report
a
wrongdoing?

Any
person
employed
by
One
Event
&
Co.
or
is
a
volunteer
for
One
Event
&
Co.
can

report
wrongdoings.
Report
all
wrongdoings
to
your
immediate
supervisor
without

fear
of
reprisal.
If
you
feel
uncomfortable
reporting
a
serious
violation
or

misconduct
to
your
team
leader
or
supervisor
you
are
able
to
submit
an
anonymous

report
by
telephone,
email
or
post
to
the
independent
third-‐party
reporting
service,

available
any
day
at
any
time:

Clearview
Strategic
Partners
inc.
P.O.
Box
11017

Toronto
ON
M1E
1N0

1-‐877-‐288-‐5043

For
more
information
about
our
Whistleblowing
policy
please
refer
to
the

Parliament
of
Canada’s
Whistleblowing
Public
service
Act
found
at:

www.parl.gc.ca/About/Parliament/LegislativeSummaries/bills_ls.asp?lang=F&ls=s
6&Parl=37&Ses=2&source=library_prb#bcurrenttx

36

One
Event
&
Co.

Human
Resources
Manual

Policy:
Discipline

Date
Created:
April
30,
2015

At
One
Event
&
Co.
we
aim
to
ensure
that
all
employees
fulfill
their
job

responsibilities,
and
if
any
inappropriate
behaviour
or
performance
will
be
cause
for

corrective
action.
We
guarantee
that
all
disciplinary
actions
are
fair
for
all

employees
and
said
disciplinary
action
is
constructive
rather
than
punitive.

The
objective
of
this
policy
is
to
follow
the
appropriate
disciplinary
process
and

correct
intolerable
behaviour
or
performance
from
an
employee.
In
this
case,

disciplinary
action
will
be
corrective
rather
than
vindictive.
Disciplinary
action
must

be
fair,
stable
and
consistent
with
all
employees.

In
order
to
follow
this
discipline
policy,
supervisors
must
inform
their
employees
of

their
specific
job
description,
tasks,
requirements
and
responsibilities.
The
Human

Resources
department
is
available
to
assist
supervisors
in
this
process,
as
well
as

supporting
with
all
disciplinary
action.

1.1
Investigation

Prior
to
any
disciplinary
action
being
executed,
the
supervisor
is
responsible
for

completing
a
full
investigation
of
the
matter.
This
investigation
includes
an

interview
with
the
employee
involved,
or
with
a
number
of
other
people
involved
in

the
matter.
Notes
should
be
recorded
during
this
interview
in
order
to
document

what
each
member
of
the
interview
said.
These
notes
should
be
transcribed,
signed

and
dated
by
the
supervisor
in
charge
of
this
interview.
Suspension
may
occur
until

the
investigation
into
the
matter
is
complete.

1.2
Factors
to
Consider

a.
The
employee
must
be
trained
to
do
their
specific
job
position,
in
cases
of

discipline
based
on
job
performance,
if
the
employee
was
not
properly
trained

disciplinary
action
is
not
valid;

b.
If
the
employee
participated
in
inappropriate
behaviour,
was
the
employee
aware

that
this
behaviour
would
not
be
condoned;

c.
It
is
important
to
know
if
the
employee
has
been
disciplined
in
the
past,
and
what

the
situation
was;

d.
The
significance
of
the
misbehaviour
(performance
or
behaviour);

e.
All
other
circumstances,
such
as;
did
the
employee
admit
to
his/her
misconduct,

did
they
apologize,
etc.

1.3
Timelines

At
One
Event
&
Co.
we
ensure
that
all
disciplinary
action
will
be
in
effect
in
a
timely

manner.
Otherwise,
if
this
action
is
postponed
or
delayed,
this
may
be

misinterpreted
as
consenting
to
this
behaviour.

37

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Human
Resources
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1.4
Consistency

Based
on
the
severity
of
the
infraction,
disciplinary
action
may
vary
from
employee

to
employee.
The
One
Event
&
Co.
supervisors
and
managers
will
follow
all

guidelines
as
listed
above
in
order
to
decide
what
action
is
appropriate.
It
is

important
that
recognition
of
infractions
as
inappropriate
be
consistent
with
all

employees
and
volunteers.

1.5
Steps
of
Progressive
Discipline

a.
Oral
Reprehension

An
oral
interview
with
the
employee
and
supervisor
is
acceptable
if
the
employee’s

misconduct
is
not
very
serious.
This
interview
should
only
occur
when
the

infraction
is
the
first
of
this
employee’s.
This
should
be
conducted
in
private,
and

should
be
written
and
notes
recorded
by
the
supervisor.
An
disciplinary
action
plan

should
be
agreed
upon
by
the
supervisor
and
employee,
and
this
is
encouraged
to
be

written.
There
should
be
a
follow
up
meeting
with
this
employee,
in
order
to

encourage
constructive
disciplinary
action.

b.
Written
Reprehension

Written
notice
of
infraction
is
typically
the
next
step
of
disciplinary
action.
This
is

normally
a
written
letter
of
warning
to
the
employee
of
their
misconduct,
and
what

action
will
be
taken
going
forward.
There
should
be
two
copies
of
this
letter,
one

should
be
signed
by
the
employee
and
returned
to
the
supervisor.
The
Human

Resources
department
in
this
case,
must
approve
any
disciplinary
action.
There

should
be
an
agreement
between
the
employee
and
supervisor
on
this
action
plan.

Like
the
oral
reprehension,
there
should
be
a
follow
up
interview
with
the

employee,
supervisor
and
in
some
cases,
a
member
of
the
Human
Resources

department.

c.
Suspension

While
an
investigation
is
being
held,
employees
may
be
suspended
for
a
given

amount
of
time,
typically
without
pay.
The
supervisor
based
on
the
guidelines
above

will
determine
the
length
of
the
suspension.
There
should
be
a
written
letter

including
the
reason
for
suspension,
length
of
suspension,
and
disciplinary
action
to

follow.
There
should
be
two
copies
of
this
letter,
one
should
be
signed
by
the

employee
and
returned
to
the
supervisor.
A
copy
of
this
letter
should
be
sent
to
the

Human
Resources
department
to
initiate
a
request
to
stop
the
pay
of
this
employee

for
the
length
of
suspension.
The
supervisor
and
employee
should
agree
upon
the

disciplinary
action
and
suspension
in
order
to
ensure
this
behaviour
is
corrected.

Like
the
oral
and
written
reprehension,
there
should
be
a
follow
up
interview
with

the
employee,
supervisor
and
in
some
cases,
a
member
of
the
Human
Resources

department.

38

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Event
&
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Human
Resources
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1.6
Situations
Requiring
Discipline

Instances
which
are
grounds
for
disciplinary
actions
are
as
follows,
but
are
not

limited
to:

o Assault

o Breach
of
confidentiality

o Damage
to
University
property

o Dishonesty

o Drinking
while
on
duty

o Drunkenness
or
disorderly
conduct

o Falsification
of
records

o Fighting

o Gambling
on
University
premises

o Improper
time
card
or
attendance
reporting

o Insubordination*

o Interference
with
the
work
of
others

o Lateness/tardiness

o Negligence
in
performance
of
duties

o Neglect
of
equipment
or
tools

o Personal
harassment
of
others

o Poor
work
performance

o Pranks,
horse
play
or
unsafe
behaviour

o Sexual
harassment

o Theft
of
time
or
money

o Unauthorized
absence
from
duty

o Waste
of
material

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Policy:
Recruitment
and
Selection

Date
Created:
April
30,
2015

One
Event
&
Co.
believes
in
equal
opportunity
in
employment
practices
without

discrimination
on
the
grounds
of
race,
religion,
colour,
gender,
sexual
orientation,

physical
disability,
mental
disability,
ancestry,
place
of
origin,
age,
marital
status,

source
of
income
or
family
status.

All
recruitment
must
be
budgeted
and
approved
before
any
recruitment
activity

takes
place.

PURPOSE

The
purpose
of
this
policy
is
to
communicate
One
Event
&
Co.’s
policies,
practices

and
expectations
of
employees
regarding
employment
procedures.
It
has
been

developed
to
ensure
that
One
Event
&
Co.
fills
vacancies
with
the
most
suitable

candidate.

This
policy
and
associated
procedures
apply
to
the
recruitment
and
employment
of

all
One
Event
&
Co.
staff
and
volunteers.

One
Event
&
Co.’s
strategy
is
to
recruit
those
individuals
who
possess
the
skills
and

competencies
necessary
to
execute
its
organizational
objectives.

Standards
and
Practices

Internal
Candidates

One
Event
&
Co.
will
post
open
positions
internally,
on
the
company
intranet
and

bulletin
boards
around
the
office
for
at
least
5
working
days.
All
positions
will
be

posted
up
to
management
level
except:

o Positions
which
transition
from
contract,
volunteer
or
part-‐time
to
regular

full
time
and
which
were
previously
posted
and
in
which
the
organization

wishes
to
extend
an
offer
to
the
current
incumbent.

o Positions
which
are
currently
filled
by
an
external
staffing
firm
and
which

One
Event
&
Co.
selected
from
a
number
of
potential
candidates.

All
internal
applicants
will
be
contacted,
however,
only
those
who
meet
the
basic

requirements,
are
in
good
standing,
and
have
demonstrated
effective
performance

will
be
interviewed.

External
recruitment
activity
may
also
take
place.

External
Recruitment

One
Event
&
Co.
may
utilize
a
number
of
different
source
to
acquire
the
appropriate

candidate.
Some
of
these
include
One
Event
&
Co.’s
corporate
website,
and
external

job
boards.

If
the
person
will
be
interviewed.
Human
Resources
as
well
as
the
Hiring
Manager

will
participate
in
the
interview
process,
as
well
as
other
staff
as
applicable.

Reference
checks
must
be
conducted
prior
to
the
extension
of
an
offer
for
all

40

One
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&
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Human
Resources
Manual

positions
as
most
employees
and
volunteers
have
direct
contact
with
vulnerable

people.

Potential
employees
and
designated
volunteers
will
be
required
to
provide
a

satisfactory
police
records
check.

A
copy
of
the
most
recent
job
description,
in
writing,
will
be
provided
to
new

employees
and
volunteers.

Offers
of
Employment

Any
offers
of
employment
or
volunteer
openings
will
be
written
and
include
all

terms
of
employment.
These
include:
job
title,
start
date,
rate
of
pay,
pay
period

information
and
eligibility
for
benefits.
All
employees
and
volunteers
of
One
Event
&

Co.
will
sign
an
oath
of
confidentiality.
Information
about
hours
of
work
and

overtime
compensation
will
be
included
for
eligible
employees.

Employees

Individuals
will
be
asked
to
review
and
conform
to
all
personnel
policies.
The
letter

will
be
signed
by
Human
Resources
at
One
Event
&
Co.
The
employee
will
sign
the

letter
indicating
acceptance
of
the
terms
and
conditions
of
the
offer.

Volunteers

Volunteer
letters
will
include
details
of
the
position
as
well
as
any
necessary

information
the
volunteer
may
require.
Changes
to
the
volunteer
conditions
i.e.

position
or
end
date
will
be
in
writing.

Potential
Hiring
Conflict

Family
Members

It
is
the
policy
and
practice
at
One
Event
&
Co.
to
hire
the
best
qualified
candidate

for
each
position.
Relatives
of
existing
employees
will
not
be
given
special

consideration,
but
will
be
considered
for
employee
and
volunteer
positions.

One
Event
&
Co.
will
accept
applications
from,
and
consider,
a
member
of
an

employee’s
immediate
family
for
employment
if
the
candidate
has
all
of
the

requisite
qualifications.
An
immediate
family
member
shall
not
be
considered
for

employment
if
by
doing
so
it
might
create
a
direct
or
indirect

managerial/subordinate
relationship
with
the
family
member,
or
if
his/her

employment
could
create
a
conflict
of
interest
either
real
or
imagined.

For
the
purposes
of
this
policy,
immediate
family
members
shall
be
defined
as

spouse
by
marriage
or
common-‐law,
parent,
step-‐parent,
grandparent,
legal

guardian,
brother,
sister,
son,
daughter
or
any
in-‐laws.
Relatives
also
includes
all

members
of
the
family
plus
aunts,
uncles,
nieces,
nephews
and
first
cousins.

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Employee
Relationships

Employees
and
volunteers
engaging
in
romantic
relationships
and
individuals
that

become
married
or
live
in
the
same
household
may
continue
their
employment
with

One
Event
&
Co.
provided
that
there
is
neither
a
direct
or
indirect
managerial/

subordinate
relationship
between
the
employees,
or
a
conflict
of
interest,
real
or

imagined.

In
the
event
that
a
conflict
of
interest
does
arise,
One
Event
&
Co.
will
work
with
the

employees
involved
to
accommodate
them
in
a
reasonable
fashion.
Possible

resolution
may
require
one
of
the
employees
to
transfer
to
another
position
within

One
Event
&
Co.
If
this
is
not
possible,
one
of
the
employees
must
resign.

Former
Employees

A
former
employee
or
volunteer
that
left
One
Event
&
Co.
on
amicable
terms
may
be

eligible
for
reemployment.
Former
employees
that
left
without
proper
notice
or

those
former
employees
and
volunteers
whose
employment
was
terminated
for

disciplinary
reasons,
shall
not
be
eligible
for
reemployment.

Benefits
and
service
will
commence
in
accordance
with
the
most
recent
hire
date.

Summer
Interns

One
Event
&
Co.
will
focus
its
recruitment
of
summer
interns
to
those
enrolled
in

programs
related
to
the
applicable
position
including
events,
marketing,
hospitality,

tourism
or
finance.

Applicants,
including
previous
interns,
must
meet
eligibility
requirements.
Past

performance
will
be
considered
regarding
the
decision
to
rehire.

No
reporting
relationship
involving
relatives,
including
interns,
will
be
allowed
to

exist,
regardless
of
their
positions,
if
it
creates
a
disruption
or
has
a
negative
impact

on
the
business
or
a
team.

Disclosure
of
Information

Any
employee
or
volunteer
who
has
a
family
member
or
relative
working
for
One

Event
&
Co.,
or
who
applies
for
a
position
at
One
Event
&
Co.
must
communicate
this

information
as
soon
as
possible
to
their
manager.

Probationary
Period

All
new
employees
must
satisfactorily
complete
a
probationary
period
of
at
least
90

days
(3
months).

42

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Resources
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Policy:
Equal
Opportunity
Employment
&
Accommodation

Date
Created:
April
30,
2015

One
Event
&
Co.
is
committed
to
being
a
leader
in
supporting
and
valuing
the

diversity
of
the
clients,
organizations
and
communities
we
serve.

One
Event
&
Co.

acts
in
accordance
with
the
Ontario

Human
Rights
Code.

1. One
Event
&
Co.
is
committed
to
providing
equal
employment
opportunity
with

respect
to
all
aspects
of
employment
and
volunteer
recruitment.

All
decisions

regarding
recruitment;
hiring
and
job
assignment;
promotion,
demotion
and

transfer;
layoff
and
termination;
and
compensation,
will
be
made
without
regard

to
age,
race,
citizenship,
ethnic
origin,
creed,
disability,
family
status,
marital

status,
gender
identity,
criminal
offences,
sex
and
sexual
orientation.

2. One
Event
&
Co.
will
endeavor
to
eliminate
systemic
barriers
to
recruitment
and

advancement
of
designated
groups.

3. One
Event
&
Co.
is
committed
to
meeting
its
obligations
under
the
Ontario

Human
Rights
Code
and
the
Accessibility
for
Ontarians
with
Disabilities
Act
by

providing
a
workplace
that
ensures
full
inclusion
and
participation
of
employees

and
volunteers
with
disabilities.

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Policy:
Code
of
Conduct

Date
Created:
April
30,
2015

To
ensure
that
employees
and
volunteers
adhere
to
the
highest
standards
of

professional
conduct,
a
Code
of
Conduct
has
been
established
which
applies
to
all

employees
and
volunteers.
This
Code
of
Conduct
best
represents
general
standards

and
expectations
for
all
personnel.

PURPOSE

We
at
One
Event
&
Co.
are
committed
to
maintaining
the
highest
standards
of

professional
excellence.
We
value
honesty
and
integrity
in
our
relationships
with

employees,
volunteers,
and
all
of
our
clients.
It
is
an
expectation
that
the
employees

and
volunteers
of
One
Event
&
Co.
conduct
themselves
in
a
manner
consistent
with

the
Vision
and
Mission
of
the
One
Event
&
Co.
organization
while
performing
their

duties
and/or
when
representing
the
company
in
any
way.

This
policy
statement
and
associated
procedures
apply
to
all
employees
and

volunteers
of
One
Event
&
Co.

Standards
&
Practices

o Employees
and
volunteers
will
fulfill
their
responsibilities
at
all
times
with

integrity,
competence
and
respect
for
colleagues
and
clients.

o The
interests
of
One
Event
&
Co.’s
clients
shall
be
regarded
as
top
priority

and
each
employee
&
volunteer’s
primary
responsibility.

o Employees
and
volunteers
must
not
use
privileged
information
for
their
own

purposes,
including
financial
gain,
or
disclose
for
the
use
of
others.
This

applies
both
during
and
after
the
period
in
which
the
individual
is
employed

or
volunteers
with
One
Event
&
Co.

o Employees
and
volunteers
shall
not
engage
in
or
condone
activities
that

involve
dishonest,
deceitful,
immoral,
fraudulent
or
illegal
acts.

o The
consumption
of
drugs,
alcohol
or
illegal
substances
is
strictly
prohibited

while
serving
as
a
One
Event
&
Co.
employee
and/or
volunteer.
In
addition,

the
possession
of
firearms
while
at
the
One
Event
&
Co.
office
or
applicable

event
site
is
forbidden.

o Volunteers
and
employees
must
avoid
all
situations
in
which
their
personal

interests
conflict
or
might
conflict
with
duties
to
One
Event
&
Co.
Employees

and
volunteers
shall
not
in
any
way
benefit
financially
or
otherwise
from

their
association
with
the
clients
of
One
Event
&
Co.
Individuals
must
disclose

any
conflict
of
interest
as
soon
as
possible
and
it
will
be
noted
in
appropriate

manner
and
kept
as
part
of
the
One
Event
&
Co.
official
records.

o Employees
and
volunteers
shall
conduct
themselves
in
a
manner
which

complies
with
the
organization’s
Mutual
Respect
in
the
Workplace
policy,
the

Ontario
Human
Rights
Act,
the
Ontario
Employment
Standards
Act
and

Occupational
Health
and
Safety
Act.

44

One
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&
Co.

Human
Resources
Manual

o Employees
shall
comply
with
all
of
the
organization’s
policies,
procedures,

standards
and
guidelines.

o Any
intellectual
property
developed
by
a
volunteer
or
employee
in
the
course

of
their
role
with
One
Event
&
Co.
such
as
guidebooks,
training
resources
and

promotional
materials
is
the
property
of
One
Event
&
Co.

o The
privacy
of
clients,
donors,
volunteers
and
staff
will
be
respected
at
all

times.
Employees
and
volunteers
will
have
access
to
information
and

documents
that
are
private
and
confidential
in
nature;
reasonable
care
and

caution
will
be
exercised
to
protect
and
maintain
total
confidentiality.

Employees
and
volunteers
will
not
read
records
or
discuss
such
information

unless
there
is
a
legitimate
purpose.

Note:
failure
to
comply
with
this
Code
of
Conduct
and/or
other
standards
may
result
in

disciplinary
action
up
to
and
including
termination
of
employment.

45

One
Event
&
Co.

Human
Resources
Manual

Policy:
Leave
&
Vacation

Date
Created:
April
30,
2015

1. Leave

1.1. Sick
Leave

Sick
leave
is
absence
from
work
with
pay
due
to
an
employee’s
bona
fide
non-‐work

related
illness
or
injury.

a. A
full
time
employee
who
holds
continuing
employment
will
accrue
sick

leave
at
the
rate
of
1
day
per
month
up
to
a
maximum
of
90
days.

b. Temporary
and
part
time
employees
do
not
accrue
sick
leave
and
are
not

eligible
for
leave
of
absence.

c. Employees
must
notify
his/her
supervisor
of
their
inability
to
report
to
work

due
to
illness
or
injury
as
soon
as
possible
on
or
before
the
day
of
the

absence.

d. Employees
may
be
required
to
provide
a
doctor’s
certificate
certifying
that

the
employee
is
unable
to
perform
their
duties
during
the
time
of
their

absence

e. Before
return
to
work,
employees
may
be
required
to
provide
a
doctor’s

certificate
certifying
that
they
are
medically
fit
to
return
to
work
without

restriction,
or
with
the
nature
and
duration
of
restriction
defined.

1.2. Bereavement
Leave

Bereavement
leave
is
absence
from
work
with
pay
due
to
the
death
of
an
employee’s

immediate
family
member.

a. An
employee
is
normally
entitled
to
three
consecutive
working
days
leave.

Additional
time
may
be
granted
at
the
discretion
of
the
One
Event
&
Co.

Directors.

b. In
the
event
of
bereavement,
the
employee
must
notify
their
supervisor
as

soon
as
possible.

c. Immediate
family
is
defined
as
spouse,
common-‐law
spouse,
same
sex

partner,
child,
sibling,
parent,
mother/father
in
law,
brother/sister
in
law,

and
grandparent
and
grandchild.

1.3. Maternity
Leave
(Unsupported)

Maternity
leave
is
absence
without
pay
for
a
pregnant
employee
who
has
accrued
13

continuous
weeks
of
employment
preceding
the
due
date
of
the
child,
as
in

accordance
with
the
Employment
Standards
Act.

a. One
Event
&
Co.
will
not
dismiss,
suspend,
lay
off,
demote
or
discipline
an

employee
because
she
is
pregnant
or
takes,
or
intends
to
take
maternity

leave.

b. Employees
shall
be
reinstated
in
the
same
or
comparable
position
with
the

same
salary
and
benefits
upon
return
from
leave.

46

One
Event
&
Co.

Human
Resources
Manual

c. An
employee
is
entitled
to
17
weeks
maternity
leave
and
must
inform
One

Event
&
Co.
of
their
intended
leave
start
date
at
least
two
weeks
prior
to
the

date
the
leave
is
to
begin.

d. Any
period
of
leave
beyond
this
17
weeks
maternity
leave
falls
under
the

provisions
of
parental
leave.

e. The
employee
must
inform
One
Event
&
Co.
of
her
return
to
date
work
no

fewer
than
4
weeks
prior.

1.4. Parental
Leave
(Unsupported)

Parental
leave
is
absence
without
pay
for
an
employee
who
is
a
parent
and
has

accrued
13
continuous
weeks
of
employment
preceding
the
birth
of
a
child
or
the

date
the
child
came
into
the
employee’s
care
and
control
for
the
first
time,
as
in

accordance
with
the
Employment
Standards
Act.

a. One
Event
&
Co.
will
not
dismiss,
suspend,
lay
off,
demote
or
discipline
an

employee
because
he/she
takes,
or
intends
to
take
parental
leave.

b. Employees
shall
be
reinstated
in
the
same
or
comparable
position
with
the

same
salary
and
benefits
upon
return
from
leave.

c. An
employee
is
entitled
to
37
weeks
parental
leave
and
must
inform
One

Event
&
Co.
of
their
intended
leave
start
date
at
least
two
weeks
prior
to
the

date
the
leave
is
to
begin.

d. Parental
leave
must
commence
no
later
than
52
weeks
after
the
birth
of
a

child
or
the
date
the
child
came
into
the
employee’s
care
and
control
for
the

first
time.

For
an
employee
taking
maternity
leave,
parental
leave
must

commence
when
the
maternity
leave
ends.

1.5. Family
Medical/Caregiver
Leave

Family
medical
leave
and
caregiver
leave
is
absence
without
pay
for
an
employee

who
is
caring
for
or
supporting
a
spouse
of
the
employee;
parent,
step
parent
or

foster
parent
of
the
employee;
child,
step
child
or
foster
child
of
the
employee
or
the

employee’s
spouse,
and
individual
prescribed
as
a
family
member,
as
in
accordance

with
the
Employment
Standards
Act.

a. An
employee
is
entitled
to
8
weeks
family
medical
leave
to
care
for
a
family

member
if
a
qualified
health
practitioner
issues
a
certificate
stating
that
the

family
member
has
a
serious
medical
condition
with
a
significant
risk
of

death
occurring
within
a
period
of
26
weeks
or
shorter
(medical
leave),
or
a

certificate
stating
that
the
family
member
has
a
serious
medical
condition

(caregiver
leave).

b. The
family
medical
leave/caregiver
leave
shall
begin
the
date
that
the

certificate
is
issued.

c. An
employee
taking
leave
under
this
section
shall
provide
notice
to
One

Event
7
Co.
in
writing
as
soon
as
possible.

47

One
Event
&
Co.

Human
Resources
Manual

1.6. Compassionate
Leave

Compassionate
leave
is
absence
from
work
due
to
an
important
or
unusual

circumstance
such
as
sudden
illness
or
injury
in
the
employee’s
household,
a
father

being
present
for
the
birth
of
his
child
or
other
such
infrequent
emergency.

a. Employees
must
make
request
for
leave
under
this
section
to
their

supervisor.

b. Each
request
will
be
dealt
with
on
a
individual
basis
at
the
discretion
of
the

Directors
of
One
Event
&
Co.

2. Absences

An
employee
is
responsible
for
informing
his/her
supervisor
of
all
absences.

Notice

should
be
provided
in
advance
when
possible.

2.1. Excused
Absences

Excused
absences
are
absences
in
which
an
employee
is
entitled
to
receive
regular

pay
for
the
duration
stated.

a. Funeral
Attendance
–
In
the
event
of
the
death
of
a
non-‐immediate
family

member,
employees
may
receive
1
day
off
with
pay
to
attend
the
funeral.

Time
off
with
pay
may
be
granted,
at
the
discretion
of
One
Event
&
Co.

directors
to
attend
the
funeral
of
other
associates
or
close
friends.

b. Jury
Duty
–
An
employee
who
is
called
to
jury
duty
or
subpoenaed
as
a

witness
will
receive
full
pay
for
the
duration
of
their
absence.

The
employee

must
notify
One
Event
&
Co.
upon
notification
that
they
are
being
called

upon.

c. Voting
Day
–
Employees
who
are
eligible
to
vote
in
a
Federal
election
will

receive
four
consecutive
hours
with
pay
in
which
they
can
cast
their
ballots
if

their
regular
work
hours
do
not
allow
them
to
visit
their
polling
station
while

it
is
open.

In
the
case
of
Provincial
and
Municipal
elections,
the
time
required

is
three
hours.

2.2. Unexcused
Absences

a. An
employee
may
not
be
absent
for
any
reason
without
informing
his/her

supervisor.

Absences
that
have
not
been
approved
will
be
considered
leave

without
pay.

b. Habitual
absenteeism
and
tardiness
will
be
dealt
with
on
a
case-‐by-‐case
basis

at
the
discretion
of
One
Event
&
Co.
directors.

3. Leave
without
Pay
(LWOP)

An
employee
may
request
one
or
more
days
of
leave
of
absence
without
pay.

a. LWOP
will
be
granted
on
a
case-‐by-‐case
basis
at
the
discretion
of
One
Event

&
Co.
directors.

b. LWOP
is
dependent
on
the
operational
requirements
of
One
Event
&
Co.
at

during
the
requested
time
period.

48

One
Event
&
Co.

Human
Resources
Manual

c. Request
for
LWOP
must
be
submitted
in
writing
to
the
employee’s

supervisor,
and
should
indicate
both
the
dates
requested
and
the
reason.

4. Vacation

4.1. Earning
Vacation

a. Employee’s
annual
vacation
is
calculated
on
the
basis
of
their
years
of

continuous
service
and
complies
with
the
Employment
Standards
Act.

Vacation
entitlement
is
in
accordance
with
the
following:

o After
1
year
–
10
days
(2
weeks)

o After
3
years
–
13
days

o After
5
years
–
15
days

o After
10
years
–
20
days

o After
15
years
–
25
days

o After
20
years
–
28
days

o After
25
years
–
30
days

b. Vacation
utilization
is
based
on
the
calendar
year
and
begins
on
January
1st.

c. Timing
of
vacation
is
subject
to
approval
by
One
Event
&
Co.
directors.

4.2. Holidays

One
Event
&
Co.
recognizes
the
following
holidays
in
which
employee’s
shall
receive

regular
salary.

o New
Year’s
Day

o Family
Day

o Good
Friday

o Victoria
Day

o Canada
Day

o Civic
Holiday

o Labour
Day

o Thanksgiving
Day

o Christmas
Day

o Boxing
Day

a. This
policy
applies
to
all
employees
of
One
Event
&
Co.

b. When
an
observed
holiday
falls
during
an
employee’s
regularly
scheduled

time
off,
the
employee
shall
receive
an
additional
day
off
with
pay
at
a

mutually
convenient
time.

c. When
an
observed
holiday
falls
on
a
Saturday
or
Sunday,
One
Event
&
Co.

shall
designate
an
alternative
day
of
observance.

d. Employees
required
to
work
on
an
observed
holiday
will
receive
payment
at

one
and
a
half
times
their
regular
salary.

49

One
Event
&
Co.

Human
Resources
Manual

Policy:
Termination

Date
Created:
April
30,
2015

One
Event
&
Co.
will
stipulate
a
customary
process
in
terminating
a
relationship

with
all
employees,
volunteers
and
contractors.
There
may
be
termination
of
an

employee
or
volunteer
with
cause
or
without
cause,
dismissal
of
positions,
financial

limitation,
and
continued
disability
at
any
time.
Following
payment
of
rights

required
by
Law,
the
employee
will
not
obtain
any
other
benefits
from
One
Event
&

Co.

PURPOSE

At
One
Event
&
Co.
we
aim
to
ensure
that
termination
is
managed
and
conforming

with
the
provisions
of
applicable
legislation
and
workplace
agreements.
This
policy

adheres
to
all
Labour
Codes
and
Human
Rights
Laws.

SCOPE

This
policy
and
procedure
applies
to
all
Employees,
volunteers
and
contractors
at

One
Event
&
Co.
and
its
affiliates.

1.1
Retirement

At
One
Event
&
Co.
we
assure
there
will
be
zero
discrimination
against
any

employee
based
on
age,
and
therefore
does
not
have
a
required
age
limit
for

employment
or
retirement
of
employees.
If
an
employee
is
planning
on
retiring,
they

are
encouraged
to
notify
their
supervisor
one
year
in
advance.

Annually,
Human
Resources
will
typically
contact
each
supervisor
and
identify

potential
retirees
for
that
year.
An
employee’s
retirement
will
only
be
postponed

under
exceptional
circumstances.
Upon
recommendation
and
approval,
the

employee
may
continue
employment
until
postponed
date.
If
an
employee
requests

early
retirement
and
pension
after
age
55,
he/she
must
notify
their
supervisor
of

this
in
writing,
and
wait
for
approval.

1.2
Resignation

If
an
employee
wishes
to
resign,
he/she
must
provide
written
notice
to
their

supervisor.
It
is
encouraged
that
said
employee
meet
with
their
supervisor
to

discuss
their
reason
for
resignation.
All
management
staff
is
required
to
provide

four
weeks
notice
of
their
resignation.
All
employees
and
volunteers
are
required
to

provide
two
weeks
written
notice
of
their
resignation.
Following
an
agreement
of

the
resignation
date,
this
date
cannot
be
changed
unless
mutually
agreed
upon.
A

copy
of
the
resignation
notice
and
approval
should
immediately
be
sent
to
the
head

of
Human
Resources
Department.

If
an
employee
is
absent
from
their
place
of
employment
without
previous
consent

for
three
sequential
scheduled
workdays
or
more
will
be
considered
to
have

terminated
their
employment
with
One
Event
&
Co.

50

One
Event
&
Co.

Human
Resources
Manual

Prior
to
the
resignation
date,
it
is
the
responsibility
of
the
employee
and
their

supervisor
to
return
all
property
of
One
Event
&
Co.
in
the
possession
of
the

employee.
Human
resources
will
be
responsible
for
collecting
the
I.D.
badge
of
the

employee
and
will
coordinate
for
the
last
pay
cheque
as
well
as
modifications
for

vacation
leave
and
overtime.

1.3
Termination

In
the
case
of
position
elimination
or
staff
decrease,
One
Event
&
Co.
must
provide

employees
with
a
minimum
of
one
weeks
notice,
or
pay
in
lieu
of
notice,
according

to
provincial
employment
standards.

1.4
Dismissal
with
cause

When
all
sensible
efforts
to
correct
any
problem
have
failed,
dismissal
shall
occur.

This
dismissal
must
only
occur
after
being
discussed
with
the
management
team.
All

employee
dismissals
with
cause
shall
adhere
to
Federal
or
Provincial
employment

standards
as
they
apply.
Termination
of
an
employee
or
volunteer
for
acting
in
a

manner
inconsistent
with
One
Event
&
Co.’s
Code
of
Conduct
and/or
Guiding

Principles,
and/or
violation
of
Policy
or
Procedures
may
occur
without
notice,
so

long
as
this
has
been
approved
by
the
management
team.
Common
grounds
that

result
in
immediate
termination
with
cause
are
as
follows,
but
are
not
limited
to:

o Dishonesty

o Theft/Fraud

o Misconduct
and
Noncompliance

o Ineptitude
of
required
job
requirements

o Sexual
Harassment

o Performance
of
job
while
under
the
influence
of
drugs
or
alcohol

o Abuse
of
One
Event
&
Co.
equipment
or
property

o Misrepresentation
of
personal
information

o Illegal,
violent
or
unsafe
actions

o Abusive
treatment
of
clients
or
co-‐workers,
either
physically
or
mentally

o Inability
to
creative
a
positive
image
of
One
Event
&
Co.

This
list
is
not
inclusive,
however
it
is
intended
to
explain
understanding
of
the

consequences
of
certain
behaviors.

1.5
Return
of
Property

Prior
to
termination,
all
employees
must
return
all
One
Event
&
Co.
property
and/or

equipment;
otherwise
they
will
be
personally
liable.
Following
termination,

employees
are
not
permitted
to
return
to
their
work
area
unless
accompanied
by
a

member
of
the
management
team.

1.6
References

One
Event
&
Co.
gives
all
supervisors
or
managers
the
option
of
providing

employees
with
reference
letters
upon
termination.
In
this
case,
there
must
be
an

51

One
Event
&
Co.

Human
Resources
Manual

agreement
from
the
person
involved
to
deliver
an
employment
reference.
Anyone
in

a
supervisor/manager
role
may
provide
an
employment
reference.

o The
following
information
will
be
included
in
a
reference
letter:

o Confirmation
of
Employment,
position
and
length
of
time
employed

o Duties,
tasks
and
obligations.
Specific
responsibilities
this
position

entailed,
and
to
what
extent
the
employee
completed
these

responsibilities.

1.7
Length
of
Notice

Length
of
Employment
Length
of
Notice

3
months
–
less
than
one
year
One
week

1
year
plus
–
less
than
3
years
Two
weeks

3
years
plus
–
less
than
4
years
Three
weeks

4
years
plus
–
less
than
5
years
Four
weeks

5
years
plus
–
less
than
6
years
Five
weeks

6
years
plus
–
less
than
7
years
Six
weeks

7
years
plus
–
less
than
8
years
Seven
weeks

8
years
plus
Eight
weeks

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