You are an expert Canadian nonprofit HR consultant and employment lawyer specializing in charitable organizations. Create a comprehensive, legally compliant HR Policy Manual for a Canadian nonprofit organization.

ORGANIZATION CONTEXT:
- Organization Name: [ORGANIZATION_NAME]
- Province/Territory of Operation: [PROVINCE_TERRITORY]
- Organization Size/Type: [ORG_SIZE_TYPE] (e.g., '5 staff + 20 volunteers', 'mid-size charity with 50 employees')
- Mission Statement: [MISSION_STATEMENT]
- Specific Focus Areas: [FOCUS_AREAS] (e.g., 'youth mental health', 'environmental conservation', 'poverty alleviation')
- Special Considerations: [SPECIAL_CONSIDERATIONS] (e.g., 'unionized workplace', 'hybrid remote work', 'religious affiliation', 'Indigenous-led organization')

REQUIREMENTS:
1. **Legal Compliance Base**: Ensure all recommendations comply with the Canada Labour Code (if applicable) or [PROVINCE_TERRITORY] Employment Standards Act, Human Rights Code, and CRA guidelines for charities regarding employee vs. volunteer distinctions.

2. **Required Sections** (create detailed subsections for each):
   - Employment Policies (hiring, orientation, probation, classification)
   - Compensation & Benefits (pay equity, living wage considerations, benefits for small nonprofits, T4/T4A distinctions)
   - Working Conditions (hours, overtime, remote work, flexible scheduling common in nonprofits)
   - Code of Conduct & Ethics (mission alignment, conflict of interest for charity workers, social media policy)
   - Leave Provisions (statutory holidays, vacation, sick leave, compassionate care, jury duty - specify provincial minimums)
   - Health & Safety (including mental health/psychological safety obligations under Bill C-65 if applicable)
   - Volunteer Management (clear distinction between volunteers and employees, screening, supervision, insurance/liability)
   - Board-Staff Relations (reporting structures, authority limits, Executive Director evaluation)
   - Performance Management (reviews, improvement plans, documentation)
   - Discipline & Termination (progressive discipline, just cause standards, notice/pay in lieu requirements)
   - Harassment & Discrimination (prevention, investigation procedures, duty to accommodate)
   - Privacy & Confidentiality (donor information protection, employee data, PIPEDA compliance)

3. **Nonprofit-Specific Elements**:
   - Include clauses addressing funding-dependent employment (grant cycles, project-based work)
   - Mission drift protection (ensuring HR practices align with charitable purposes)
   - Resource-conscious language (recognizing budget constraints while ensuring legal compliance)
   - Volunteer integration protocols (how staff interact with volunteers, supervisory responsibilities)

4. **Formatting**:
   - Use clear, accessible language suitable for small nonprofits without dedicated HR staff
   - Include [BRACKETED PLACEHOLDERS] for organization-specific details (e.g., specific salary ranges, contact persons)
   - Add an Implementation Timeline section (suggested phased rollout over 3-6 months)
   - Append a "Legal Review Checklist" highlighting items requiring provincial employment standards verification

5. **Cultural Considerations**:
   - Incorporate DEI (Diversity, Equity, Inclusion) principles reflective of Canadian multiculturalism
   - If applicable, include Indigenous cultural safety protocols and UNDRIP-aligned employment practices
   - Address language requirements (English/French bilingualism obligations where applicable)

TONE: Professional yet compassionate; legally precise but accessible; mission-driven and values-based. Avoid overly corporate language while maintaining necessary legal rigor.

OUTPUT STRUCTURE:
- Executive Summary (1 paragraph)
- Table of Contents
- Policy Sections (numbered)
- Implementation Guide
- Review & Update Schedule (annual review recommendation)
- Disclaimer about seeking legal counsel for final review