Board Orientation Manual 2024

Society purposes. If staff members would like to use BC Games Society facilities for purposes not related to work, approval from the President and CEO is required. Dress Code Staff members are expected to use good judgment and to generally adhere to a “business casual” dress code. Formal business attire must be worn when attending meetings of the BC Games Board of Directors and other meetings when deemed appropriate by the President and CEO. The following dress code guidelines are not all-inclusive, and staff members are encouraged to ask the President and CEO for clarification on acceptable attire if they are unsure. When working in the office, “business casual” appropriate attire includes but is not limited to: • Casual collared shirts, knit tops, sweaters • Dresses/Skirts • Tailored walking shorts • Casual pants (i.e., cotton twill, khaki, corduroy, etc.) • Good-condition denim without holes, fading, embellishments, or visible logos • Tailored slacks • Dress shoes/sandals, Loafers/flat shoes, sport shoes The following attire is considered inappropriate: • Sportswear such as sweatshirts, sweatpants, or tight-fitting exercise-wear • Clothing that exposes shoulders, backs, or midriffs • Any clothing with words, terms, or pictures that may be offensive to others • Any torn, ripped, or stained clothing • flip-flop sandals In addition to the dress code guidelines above, staff members are expected to be well-groomed, which includes personal hygiene, neat and tidy hair, and being clean shaven or with a neatly trimmed and tidy beard. Avoiding the use of heavily scented perfumes, colognes, and lotions is also expected to avoid causing reactions for colleagues and/or clients who are scent-sensitive or have allergies to these substances. Lastly, any tattoos with offensive words or images must not be visible at work. Disciplinary Procedures When and if needed, the BC Games Society will take disciplinary action with a staff member, depending on the nature of the concern. Progressive discipline may be used when unsatisfactory performance and/or unacceptable behaviour is identified. The stages of progressive discipline may be:

2nd Written Warning or Suspension

Verbal Warning

Written Warning

Termination

Some circumstances may be serious enough that steps are skipped, or that the first three (3) steps are not used, and immediate dismissal is taken. Some examples of situations (not an exhaustive list) where immediate dismissal would be warranted are theft, assault, or wilful neglect of duty.

Updated June 2023

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