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# HR Intervals: HR Made Simple: Answers, Insights, and Support

## Sitemaps
[XML Sitemap](https://hrintervals.ca/sitemap_index.xml): Includes all crawlable and indexable pages.

## Posts
- [What nonprofits get wrong about “perks” (and what to do instead)](https://hrintervals.ca/what-nonprofits-get-wrong-about-perks-and-what-to-do-instead/): In nonprofit organizations, where salaries are constrained by government funding and fundraising dollars, employers frequently offer additional benefits beyond base compensation to enhance the employee experience. Remote work, flexibility, generous time off policies, and professional development opportunities are commonly framed as “perks.”
- [Passing the Torch: Succession Planning in Founder-led Nonprofits](https://hrintervals.ca/passing-the-torch-succession-planning-in-founder-led-nonprofits/): Every founder hopes the organization they built will outlast them. Yet too many founders wait until it’s too late to prepare for a leadership transition. Succession planning isn’t just about finding “the next in line”—it’s about safeguarding your mission, your people, and the trust your organization has built.
- [Online training is more accessible (and critical) than ever for nonprofits](https://hrintervals.ca/online-training-is-more-accessible-and-critical-than-ever-for-nonprofits/): Across the nonprofit sector, organizations are rethinking how they support and train their people. The shift to online learning may have started for convenience, but it brings benefits we now can’t do without: access, equity, and impact.
- [Insights from HR Checkup: Most organizations have no succession plan, no policy for ethical AI use](https://hrintervals.ca/insights-from-hr-checkup/): HR Checkup gathered responses from hundreds of nonprofits and charities across Canada to explore the state of human resources practices in the sector.
- [How to be the nonprofit every fundraiser wants to work for](https://hrintervals.ca/how-to-be-the-nonprofit-every-fundraiser-wants-to-work-for/): Nonprofits constantly struggle to hire and keep great fundraisers, with the average tenure of a development professional being just 16 months. Competition for talent is fierce, whether it’s for roles focused on individual donors, corporate partners, or grant fundraising. Seasoned fundraisers often choose to fly solo as consultants and fractional directors of development, thinning out the talent pool even more.
- [Let’s Imagine Podcast Episode 30: Beyond Inclusion: Decolonizing Workplaces and Centering Cultural Safety](https://hrintervals.ca/lets-imagine-podcast-episode-30-beyond-inclusion-decolonizing-workplaces-and-centering-cultural-safety/): In this powerful new episode of Let’s Imagine, host Bruce MacDonald welcomes Eden Fineday — award-winning nêhiyaw (Cree) journalist, changemaker, and Publisher of IndigiNews.
- [Passion versus exhaustion: 2025 Changemaker Wellbeing Index reveals toll on Canada’s non-profit workers](https://hrintervals.ca/passion-versus-exhaustion-2025-changemaker-wellbeing-index-reveals-toll-on-canadas-non-profit-workers/): The strength of Canada’s communities depends on the people behind it. New data from Future of Good and Environics Research shows non-profit and charitable workers are facing complex wellbeing challenges that demand our collective attention.
- [Tech talent in Canada’s nonprofit sector: What HR professional in nonprofits need to know](https://hrintervals.ca/tech-talent-in-canadas-nonprofit-sector-what-hr-professional-in-nonprofits-need-to-know/): The following insights come from a comprehensive report — Canada’s Nonprofit Tech Workforce by the Canadian Centre for Nonprofit Digital Resilience — which analyzes the state of tech work in nonprofits. It highlights systemic challenges in hiring, retaining, and supporting digital talent — and outlines why HR leadership and people strategy are more important than ever.
- [The importance of salary scales](https://hrintervals.ca/the-importance-of-salary-scales/): Establishing clear salary scales is crucial for nonprofits to attract and retain qualified staff, ensuring compensation aligns with industry standards and organizational budgets. This practice promotes transparency, equity, and financial sustainability within the organization.
- [Toxic working environment: information sheet for nonprofits](https://hrintervals.ca/toxic-work-environment/): Learn how to identify, prevent, and address toxic workplace environments with expert insights from Marie-Hélène Chèvrefils of Evō conseils.
- [Building Cultural Competency and Cultural Safety](https://hrintervals.ca/building-cultural-competency-and-cultural-safety/): Developing cultural competency and ensuring cultural safety are essential for organizations aiming to create inclusive environments that respect and acknowledge diverse cultural backgrounds. This involves continuous learning, self-reflection, and the implementation of policies and practices that address power imbalances and promote equitable interactions.
- [Deep Work Week: A Strategy for Uninterrupted Focus and Innovation](https://hrintervals.ca/deep-work-week/): Implementing a 'Deep Work Week' involves dedicating uninterrupted periods to focus on cognitively demanding tasks, thereby enhancing productivity and fostering innovation. This strategy aligns with Cal Newport's concept of deep work, which emphasizes minimizing distractions to achieve peak concentration and efficiency.
- [What newly available data tells us about cybersecurity in Canadian nonprofits](https://hrintervals.ca/cybersecurity-in-canadian-nonprofits/): Nonprofits face growing cybersecurity threats, yet they invest far less in protection than private businesses—discover key insights from the latest Canadian Cybersecurity and Cybercrime Survey.
- [ARAO Learning Club](https://hrintervals.ca/arao-learning-club/): Discover five powerful resources that sparked insightful discussions in our Anti-Racism and Anti-Oppression (ARAO) Learning Club, covering topics from AI bias to community philanthropy.
- [How The Four-Day Workweek Is Changing Non-Profits In Canada](https://hrintervals.ca/the-four-day-workweek/): The four-day workweek is gaining traction in Canadian nonprofits, improving staff retention, employee well-being, and organizational productivity.

## Pages
- [Volunteer Engagement](https://hrintervals.ca/hr-resources/volunteer-engagement/)
- [An E-Learning Course for Nonprofit HR](https://hrintervals.ca/an-e-learning-course-for-nonprofit-hr/): By the end of this course, you will be able to:
- [Thank You](https://hrintervals.ca/thank-you/): We have received your message and a member of our team will get back to you shortly.
- [Our History](https://hrintervals.ca/about-us/our-history-hr/): Created by and for the sector, HR Intervals builds off the legacy assets of the former HR Council for the Nonprofit Sector (HR Council), a nonprofit organization that existed from 2005 and 2013 to advance nonprofit labour force issues. The assets were administered online by Community Foundations of Canada until 2018. In the summer of 2020, an agreement was reached to transfer the assets to Imagine Canada.
- [FAQs for HR Checkup](https://hrintervals.ca/faqs-for-hr-checkup/): 1) What is HR Checkup?
- [HR Checkup](https://hrintervals.ca/hr-checkup/): A self-assessment designed by Imagine Canada’s HR Intervals to diagnose your organization’s HR health.
- [Newsletter Signup](https://hrintervals.ca/newsletter-signup/): 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
- [Accessibility Policy](https://hrintervals.ca/accessibility/): Imagine Canada is committed to diversity, inclusion and accessibility for persons with disabilities.
- [Strategic HR Planning](https://hrintervals.ca/hr-resources/strategic-hr-planning/)
- [Workplace Wellness](https://hrintervals.ca/hr-resources/workplace-wellness/)
- [Performance Management](https://hrintervals.ca/hr-resources/performance-management/)
- [Learning, Training, and Development](https://hrintervals.ca/hr-resources/learning-training-and-development/)
- [Compensation and Benefits](https://hrintervals.ca/hr-resources/compensation-and-benefits/)
- [Equity, Reconciliation, and Anti-Racism](https://hrintervals.ca/hr-resources/equity-reconciliation-and-anti-racism/)
- [Digital Adoption for Nonprofits](https://hrintervals.ca/hr-resources/digital-adoption-for-nonprofits/): Powered by the CIBC Foundaiton
- [HR Policies](https://hrintervals.ca/hr-resources/hr-policies/)
- [Recruitment, Selection, and Onboarding](https://hrintervals.ca/hr-resources/recruitment-selection-and-onboarding/)
- [Job Descriptions](https://hrintervals.ca/hr-resources/job-descriptions/)
- [Our Partners](https://hrintervals.ca/about-us/our-partners/): HR Intervals would not be possible without the generous contributions of our Partners, who, like Imagine Canada, are committed to building a vibrant and healthy nonprofit workforce. Thank you for supporting intentional and proactive HR practices in Canada’s nonprofit sector.
- [Our content creation process](https://hrintervals.ca/about-us/our-content-creation-process/): These individuals played a vital role in supporting the content creation process by reviewing, updating, and ensuring the accuracy and relevance of our materials, providing valuable insights and expertise from their respective fields.
- [Feedback](https://hrintervals.ca/feedback/): Help us improve HR Intervals, including the current and future content and features. Submit your feedback and tell us your thoughts on how we can continue helping nonprofit professionals better understand, address, and guide people management at their organization.
- [Blog](https://hrintervals.ca/blog/)
- [HR Resources](https://hrintervals.ca/hr-resources/): Comprehensive tools, tips, and templates designed to help you address specific HR challenges efficiently.
- [Home](https://hrintervals.ca/): HR Intervals was developed by Imagine Canada for managers, employees, and board members who perform HR functions at nonprofit organizations. Our goal is to help nonprofit leaders better understand, address, and guide people management in their organizations. New resources will be added to the site on a regular basis.
- [Privacy Policy](https://hrintervals.ca/privacy-policy/): Imagine Canada is committed to protecting the privacy of the personal information of its employees, volunteers, members, customers, donors and other stakeholders. We value the trust of those we deal with, and of the public, and recognize that maintaining this trust requires that we be transparent and accountable in how we treat the information that you choose to share with us.

## Resource
- [Policy considerations for volunteer engagement](https://hrintervals.ca/resources/policy-considerations-for-volunteer-engagement/): Volunteers are not employees. This means they are not subject to the employment standards of your jurisdiction. However, a policy framework for volunteer engagement can help you align with other legal requirements in your region. In many cases, existing HR policies for employees can be extended to include volunteers when appropriate.
- [Sample volunteer honorarium policy](https://hrintervals.ca/resources/sample-volunteer-honorarium-policy/): The purpose of this policy is to clarify a consistent approach to providing honorariums as a specific gesture of thanks when voluntary services are provided and would not require a fee.
- [Meaningful volunteer recognition](https://hrintervals.ca/resources/meaningful-volunteer-recognition/): Volunteer recognition is an ongoing, year-round component of meaningful volunteer engagement that centres the impact volunteers make. Different methods of appreciation may be an attractive factor for potential volunteers to join your organization. Meaningful recognition must reflect the goals of volunteers. Ideally, recognition is honest, sincere, and delivered in a timely and appropriate manner. This means it aligns with what volunteers want and happens soon after or during their involvement.
- [From recruitment to closing roles: The volunteer engagement cycle](https://hrintervals.ca/resources/the-volunteer-engagement-cycle/): Volunteer recognition is an ongoing, year-round component of meaningful volunteer engagement that centres the impact volunteers make. Different methods of appreciation may be an attractive factor for potential volunteers to join your organization.
- [Sample volunteer position description](https://hrintervals.ca/resources/sample-volunteer-position-description/): When crafting a volunteer position description, always be clear and concise. The position description must match the reality of the role and let potential volunteers know what to expect. Typical volunteer position descriptions include a role title
- [Clarifying volunteer roles](https://hrintervals.ca/resources/clarifying-volunteer-roles/): Effectively supporting volunteers starts with appropriately planning roles. A well-planned role includes specific responsibilities and duties, and avoids language like “other duties as assigned.” If it’s not clear what a volunteer will be doing, then a volunteer isn’t needed. To get started planning and building a role, ensure you have the answer to the following questions
- [Equity in Practice: Tools to Advance Equity, Diversity, and Inclusion in Nonprofits](https://hrintervals.ca/resources/equity-guides/): Practical resources to help nonprofits assess equity in their organizations, build strong equity working groups, and move from reflection to action.
- [Giving Performance Feedback](https://hrintervals.ca/resources/giving-performance-feedback/): Beyond the review, ensure managers are regularly meeting their team members for one-on-ones and check-ins. In addition to reviewing progress and any blockers on their projects, this is a great space to review progress on goals, check in on their well-being and give/receive feedback.
- [Designing and Running Performance Reviews](https://hrintervals.ca/resources/designing-and-running-performance-reviews/): Performance reviews don’t need to be punitive, scary, or focused only on someone’s shortcomings. At their best, they are forward-looking conversations that focus on growth, clarify expectations, celebrate wins, and make plans for the future.
- [Developing Your Performance Framework](https://hrintervals.ca/resources/developing-your-performance-framework/): Before you can measure performance, you need to define it. That is where your performance framework — including job levels, competencies, and career ladders — comes in.
- [What is Performance Management?](https://hrintervals.ca/resources/what-is-performance-management/): At its core, performance management is a system for making sure your team knows: What is expected of them How they are doing against those expectations How they can grow and develop at work How their work connects to the organization's overall goals and mission
- [Sample Interview Guide Rooted in Equity and Inclusion](https://hrintervals.ca/resources/sample-interview-guide-rooted-in-equity-and-inclusion/): This sample interview guide offers a structured, equitable approach to interviews that supports fair decision-making and reflects justice, equity, diversity, and inclusion (JEDI) values throughout the hiring process.
- [Sample Policy: Inclusive and Equitable Hiring Practices](https://hrintervals.ca/resources/sample-policy-inclusive-and-equitable-hiring-practices/): This policy outlines inclusive hiring practices to help organizations build diverse, equitable, and representative teams. It is designed to operationalize values of justice, equity, diversity, and inclusion (JEDI) in all phases of recruitment, assessment, selection, and onboarding.
- [Sample 4-Day Work Week Policy](https://hrintervals.ca/resources/sample-4-day-work-week-policy/): This sample policy offers a model for nonprofit organizations seeking to implement a 4-day work week as part of their commitment to decent work.
- [Sample Holiday Substitution Policy](https://hrintervals.ca/resources/sample-holiday-substitution-policy/): This policy supports the principles of decent work, anti-racism, and reconciliation by acknowledging Canada’s colonial holiday framework and actively creating space for employees to celebrate what matters to them. It also enables organizations to maintain operational continuity while offering staff greater autonomy over their time off.
- [Sample Cybersecurity Policy](https://hrintervals.ca/resources/sample-cybersecurity-policy/): The purpose of this document is to make it easier to know what practical steps to take to build a more secure organization by identifying assets/risks and preventative and reactive measures organizations can take.
- [Sample Screening Call Questions for Digital Roles](https://hrintervals.ca/resources/sample-screening-call-questions-for-digital-roles/): When hiring for digital roles, it’s essential to ask the right questions to gauge experience, skills, and cultural fit.
- [Sample Interview Guide for a Digital Role (User Experience Design Manager)](https://hrintervals.ca/resources/sample-interview-guide-for-a-digital-role-user-experience-design-manager/): This sample interview guide for a User Experience Design (UXD) Manager is designed to help you assess candidates in a structured yet flexible way.
- [Sample Employee Offboarding Checklist](https://hrintervals.ca/resources/sample-employee-offboarding-checklist/): A smooth offboarding process ensures a professional transition for departing employees while protecting the organization’s security and assets.
- [Sample Digital Assignments as Part of the Screening Process for Digital Roles](https://hrintervals.ca/resources/sample-digital-assignments-as-part-of-the-screening-process-for-digital-roles/): When hiring for digital roles, assessing candidates beyond their resumes and interviews is crucial. A well-designed assignment helps gauge not just technical proficiency but also strategic thinking, creativity, and problem-solving skills.
- [HR strategy & workplace culture](https://hrintervals.ca/resources/hr-strategy-workplace-culture/): Building a strong and positive workplace culture requires intentional effort and commitment. A well-defined HR strategy acts as a roadmap for aligning employees with the organization’s mission, values, and strategic priorities.
- [Sample Job Ad for a Digital Role (Manager, User Experience Design)](https://hrintervals.ca/resources/sample-job-ad-for-a-digital-role-manager-user-experience-design/): Are you a naturally curious and empathetic digital professional who thrives on the challenge of transforming diverse user and business needs into accessible and user-centered digital experiences? Do you believe that exceptional digital experiences have the power to ignite positive, far-reaching change? If so, we welcome you to explore the role of Manager, User Experience Design.
- [Accessible workplaces: legislation and best practices](https://hrintervals.ca/resources/accessible-workplaces/): Disabilities are a very broad category. They can be physical, mental, or related to learning and other brain functions. Disabilities can be visible or invisible. They can be temporary, episodic, or permanent. Two people with the same disability can be affected in different ways, to different extents, and require different supports. By the same token, a person’s disability can fluctuate over time. For example, a person might use a cane to walk some days, but not others.
- [Supporting BIPOC Board Members, Staff And Management](https://hrintervals.ca/resources/supporting-bipoc-staff/): The thing about white supremacy is that until it’s pointed out and discussed openly, it’s invisible. If white supremacy has not yet been openly discussed at your workplace, that’s because it’s still operating invisibly, with Black, Indigenous, People of Colour (BIPOC) staff carrying the burden of it while others benefit from it
- [Candidate rejection](https://hrintervals.ca/resources/candidate-rejection/): Once your selected candidate has signed their offer of employment, you can inform all the unsuccessful external candidates that were interviewed of the outcome of the recruitment process. Sending external candidates a notification via email is appropriate.For example:Dear ,I would like to thank you
- [Retirement benefits](https://hrintervals.ca/resources/retirement-benefits/): An employer-sponsored retirement plan provides employees with peace of mind that they will have an income when they are no longer working.Plans can be set up in various ways. Some factors to consider include:Will the plan require both employer and employee contributions?Will the plan be open to all
- [Paid time off](https://hrintervals.ca/resources/paid-time-off/): Another key feature of an employer’s total compensation package is the amount of paid time off that employees are entitled to. Providing appropriate levels of paid time off is important to support employee well-being, work-life balance, morale, and job satisfaction.Below are some considerations to
- [Making your hiring decision and employment offer](https://hrintervals.ca/resources/making-your-hiring-decision-and-employment-offer/): Evaluate final candidates against each other after you have rated them against the criteria to identify the best candidate based on skills, competencies, and organizational fit. Review all your notes and write up your decision.Make sure your decision is non-discriminatory, complies with provincial a
- [Top-ups for maternity / parental / adoption leave and caregiver leave](https://hrintervals.ca/resources/top-ups-for-maternity-parental-adoption-leave-and-caregiver-leave/): Supplemental Unemployment Benefit (SUB) plans for maternity, parental (including adoption), or caregiving benefits (including compassionate care, family caregiver benefit for children, and family caregiver benefit for adults) do not have to be registered with Service Canada.The top-up amounts are no
- [Checking references](https://hrintervals.ca/resources/checking-references/): Checking references carefully and thoroughly is one way to avoid hiring the wrong person. Reference checks are a last opportunity to verify the information the candidate has provided, confirm their suitability, and explore any areas of concern. Talk to references before you make an offer.It may seem
- [Developing a job posting](https://hrintervals.ca/resources/developing-a-job-posting/): You can think of the job posting as an advertisement. You want to attract the right type of candidate to your organization and provide an accurate and honest view of the position. The job posting draws a candidate’s attention and interest to the role. It should also encourage a candidate to self-a
- [Sample job description: Director of Finance](https://hrintervals.ca/resources/sample-job-description-director-of-finance/): Other Title: Chief Financial Officer Vice President - Finance Manager of FinanceIn some organizations, the top financial manager also oversees the administrative function of the organization. Their titles are: Director of Finance and Administration Vice President of Finance and Administration
- [Implementing an HR policy](https://hrintervals.ca/resources/implementing-an-hr-policy/): How to communicate a policyEmployees, managers, and board directors must have access to up-to-date copies of the policies and procedures relevant to their role in the organization and be advised of and understand any new policies or changes to policies coming into effect.When selecting methods to co
- [Cost-effective learning, training, & development ideas](https://hrintervals.ca/resources/cost-effective-learning-training-development-ideas/): Employee training and development should be tailored to your organization’s unique context, job descriptions, employment contracts, and collective agreements. When selecting methods for employee growth, it’s crucial to consider the learning process. There are numerous ways to offer employees lea
- [Supplemental Unemployment Benefit Plan (SUB)](https://hrintervals.ca/resources/supplemental-unemployment-benefit-plan-sub/): Supplemental Unemployment Benefit (SUB) plans supplement Employment Insurance (EI) benefits during a period of unemployment due to temporary stoppage of work, training, illness, injury, or quarantine. The employer’s periodic payments (as per the employer’s payroll schedule) increase the employee
- [Drafting an HR policy](https://hrintervals.ca/resources/drafting-an-hr-policy/): What to include in an HR policyA policy should include the following sections: Purpose The purpose sets out what the policy intends to do and/or the goal of the policy. For example, a health and safety policy may aim to ensure a safe and healthy workplace for all workers in compliance with the rel
- [Sample job description: Executive Director](https://hrintervals.ca/resources/sample-job-description-executive-director/): This job description reflects the duties and responsibilities of an Executive Director who oversees the work of other staff. In some organizations, the Executive Director will be the only staff person and will be responsible for doing all the tasks, fundraising, and volunteer management.Other Title:
- [Workplace stress](https://hrintervals.ca/resources/workplace-stress/): According to the Mental Health Commissionopens in new tab, 70 percent of Canadian employees are concerned about the psychological health and safety of their workplace. In Survey on COVID-19 and Mental Healthopens in new tab, Statistics Canada and the Public Healthy Agency found that one in five Cana
- [Our partners](https://hrintervals.ca/resources/our-partners/): HR Intervals would not be possible without the generous contributions of our Partners, who, like Imagine Canada, are committed to building a vibrant and healthy nonprofit workforce. Thank you for supporting intentional and proactive HR practices in Canada’s nonprofit sector.Presenting PartnerAnony
- [Health and Safety Legislation](https://hrintervals.ca/resources/health-and-safety-legislation/): Important: The information provided herein does not constitute legal advice. If you require legal advice, please consult a lawyer.Occupational health and safety legislation regulates workplace health and safety. Its aim is to prevent workplace accidents, injuries, and diseases. Health and safety leg
- [Sample Post-Training Survey](https://hrintervals.ca/resources/sample-post-training-survey/): Title: Leadership Training Feedback SurveyIntroduction: Thank you for participating in our leadership training program. We appreciate your commitment to developing your leadership skills, and we value your feedback on the effectiveness of the training and how we are promoting diversity, equity, and
- [Employee Assistance Program (EAP)](https://hrintervals.ca/resources/employee-assistance-program-eap/): An Employee Assistance Plan (EAP) is a confidential short-term counseling and referral service for employees who may be experiencing work-life changes or issues. The support and services offered by EAPs are for both the employee and their family and include the following:Psychological counseling for
- [Glossary of Terms, Systems and Identities](https://hrintervals.ca/resources/glossary-of-terms/): A handy list of terms as they relate to HR practices.Accessibility - ensuring that people with disabilities can access an organization’s information, services and programs as freely and easily as someone without a disability. An accessible office means a wheelchair user can easily use every room a
- [Conducting candidate interviews](https://hrintervals.ca/resources/conducting-candidate-interviews/): Choose an appropriate and private environment for the interviews that is likely to be free from interruption. It’s a good idea to book a meeting room in advance. If you are interviewing internal candidates, consider holding the interviews off-site or online to maintain the confidentiality of the p
- [Legal and operational policy considerations](https://hrintervals.ca/resources/legal-and-operational-policy-considerations/): Legal considerationsFor policies required by legislation, much of the content will be based on the legislative requirements applicable to your jurisdiction and area of work. At a minimum, consider: Employment/Labour Standards Privacy legislation Occupational Health and Safety Human Rights Worke
- [Internal and external recruitment methods](https://hrintervals.ca/resources/internal-and-external-recruitment-methods/): Internal recruitmentInternal recruitment allows existing employees and volunteers to apply for job openings and is linked to succession planning and career development. It can include promotions to a higher-level position and lateral moves to the same level position, perhaps in a different departmen
- [Job descriptions](https://hrintervals.ca/resources/job-descriptions/): Job descriptions are a fundamental HR management tool that can help increase individual and organizational effectiveness by describing the tasks, duties, and responsibilities that an employee will work on. For the organization, good job descriptions contribute to organizational effectiveness by: Ma
- [Flexible work arrangements](https://hrintervals.ca/resources/flexible-work-arrangements/): Flexibility can help both your organization and the employee succeed. From the employee's perspective, flexible work may allow more freedom to organize their job to fit other parts of their lives. For a nonprofit organization, flexibility can enable staffing arrangements that match varying workloads
- [Succession planning for the executive director](https://hrintervals.ca/resources/succession-planning-for-the-executive-director/): In many smaller organizations, succession planning may be viewed as a luxury, but it isn’t. At the very least, boards of directors have a responsibility to consider and plan for the departure of the executive director, who is often critical to the existence and sustainability of your organization.
- [Human Rights Legislation](https://hrintervals.ca/resources/human-rights-legislation/): Important: The information provided herein does not constitute legal advice. If you require legal advice, please consult a lawyer.OverviewHuman rights legislation is put in place to protect people from discrimination. It seeks to guarantee people equal treatment regardless of certain identified char