1.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
16
One
Event
&
Co.
Human
Resources
Manual
Salary
Scale
***
these
projections
are
subject
to
change.

17.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.